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    Tuesday
    Jun162015

    WEBINAR: 5 Ways To Build a Recruiting Function Your CEO Will Love

    Summer is a great time to kick back, take it a little bit easier around the office, and spend at least half your time plotting how you are going to (plausibly), skip out of work on the next 12 Friday afternoons in order to get a head start on some sweet beach action.

    Or, it is a great time to take advantage of the slower pace to really dig deep into some important or problematic part of your business and take the time to study, design, and implement some improvements so that when the C-suite gets back engaged around Labor Day the one thing they will notice will be how you 'fixed' things over the summer.

    So maybe your dilemma is in Recruiting. Maybe you are having a hard time finding and attacting the right candidates, and even when you do, the team isn't strong enough on the close to cement the deal.

    Well, never fear, the gang at Fistful of Talent is here to help you get a reset via our roadmap for building a high performing Talent Acquisition/Recruiting function. Join FOT's Kris Dunn and RJ Morris for our FREE June webinar (sponsored by the recruiting experts at CareerBuilder) on June 24th at 2pm Eastern (1pm Central) entitled, Moving Past Smile and Dial: 5 Ways to Build a Recruiting Function Your CEO Will Love, and they will hit you with the following roadmap to help you build the perfect recruiting machine.

    1. The Front End: There's never been more competition for the attention of candidates, so you've got to look GOOD.  We'll help you understand the value of front-end items like a robust Careers Site, Talent Networks, Job Descriptions that don't put people to sleep, and ATS messaging designed to make people smile---not cringe.  We'll also give you a roadmap for how to use Social Media in a way that makes candidates feel like your company gets it.

    2. The Back End: The worst enemy of any recruiting function is disorganization, so we'll cover critical elements of your back office like ATS functionality, the mission critical nature of having your own searchable candidate database as a strategic advantage, automated job distribution/postings and more.  Your recruiting function is only as good as your back end, so we'll help you understand how to build it out.

    3. Building Your Recruiting Strategy: How many recruiters do you need?  How do you calculate your investment in recruiting?  What should that investment be?  How do you measure the effectiveness of your Recruitment Marketing Spend?   Good questions. We've got the answers in this strategy section.

    4. Creating a Coaching Culture in Recruiting and Measuring Your Success: You can do all of the things listed above well, but if you don't actively coach your recruiters, it probably won't matter.  We'll give you some benchmarks for recruiter performance goals and walk you through how successful recruiting managers treat recruiters like salespeople – ultimately wanting filled positions but coaching up and down the recruiting funnel/

    Whether you're a Recruiting/HR Leader looking to remodel your recruiting function or an up and coming recruiter looking to understand the strategic side of the recruiting business, join FOT for Moving Past Smile and Dial: 5 Ways to Build a Recruiting Function Your CEO Will Love on June 24th at 2pm Eastern (1pm Central) to get ramped up.  As a bonus, we'll also provide a FOT Checklist – 10 Things To Do Today to Maximize Your Ability to Attract Great Talent – to all who register.  This checklist is a great tool to cross off what you've already done well, then use it as an avenue to show what you're missing when asking for more budget for your recruiting function.

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    Monday
    Jun152015

    DINOSAUR ALERT: When the new leader doesn't 'Get' social media

    You know what says 'I am pretty much out of step with most of the major developments and trends of the last decade or so?"

    A quote like this:

    I don't like social media. I don’t like it at all. I don’t know anything about it. I don’t do it, I don’t use it, I really don’t want anybody to know where I’m at all the time or what I’m eating.

    That might be a perfectly reasonable and harmless opinion if it was coming from say, your Grandma, or if it was uttered by someone 5 or 7 years ago when it still was not totally clear that Facebook and Snapchat and Instagram and Twitter would scale to the levels that back then would have seemed impossible to comprehend.

    And in business and marketing that might be an acceptable position on social media from someone buried in the innards of the organization, with no external-facing role or responsibility, and limited ability to influence others on social networks. I would still probably argue that most professionals can extract value and work on personal/professional development goals using social media as a tool, but in a big picture sense if the assistant accounting manager doesn't believe in Twitter or LinkedIn, that really is not that big a deal for the organization.

    But the above block quote wasn't taken from a recent conversation with Grandma, or from an article in Time Magazine in 2006, or even from some late night TV show random 'person on the street' skit. No, this quote was from the new Head Coach National Football League club the San Francisco 49ers, a Mr. Jim Tomsula. The new head coach doesn't 'get' social media, doesn't participate, and quite frankly can't understand why any of the rest of us do either.

    And this might not be a big deal, at least taken at face value, in the context of a football coach. After all, NFL head coaches are notorious lunatics workaholics, often spending 80 - 100 hours a week on the job, watching film, preparing game plans, and running practices. When you work crazy hours under crazy pressure like that, who has time to worry about Twitter and Instagram and the like? Cerainly not Jim Tomsula.

    But I think it is kind of a big deal, when a new, high-profile leader in the organization like Tomsula expresses those kinds of dinosaur-like opinions about social media. Sure, he, or any other prominent organizational leader doesn't really have to be some kind of Twitter personality, but in 2015, they need to at least acknowledge and hopefully understand something about the business importance of social media. And as a leader of people, many are very active on social media, (the 49er players, mainly), Tomsula has to be able to take his head out of the sand and at least attempt to relate to these players and understand their use of social media from their perspective. 

    And lastly, when a leader like this expresses these kinds of backwards opinions it begs the question of whether or not they will be open to any kinds of newer, innovative approaches to business, leadership, and their specifc industry. A huge shift in professional sports management over the last 20 years has been the dramatic rise in importance of advanced statistics and analytics for measuring both player performance and in the creationof game plans and strategies.

    Will this modern and new approach be embraced by a leader like Tomsula? Or will he not 'get' that either, and wonder why anyone would waste their time running regression analysis on last week's play selections instead of monitoring the players push around the blocking sled for the 897th time.

    A leader not 'getting' social media is fine. Maybe. But what it might say about the leader's ability to 'get', anything not exactly in line with their view of the world is more troubling still.

    Have a great week!

     

    Friday
    Jun122015

    CHART OF THE DAY: More open jobs today than since... well, since ever

    Not much to say about this data as I think it is more or less is self-explanatory.

    Courtesy of our friends at the Bureau of Labor Statistics and powered by the St. Louis Fed's awesome 'Fred' data service, take a look at the last 15 years or so of data on Total Job Openings in the US.

    A quick glance at the data tells us what we need to know: Job opening as of the end of April 2015 were about 5.4 million, and are at the greatest level in the history of this data set, surpassing the previous high mark in January 2001.

    There's lots and lots of opportunity out there. And I will bet lots of said opportunities are not the ones that like to hassle their opportunity holders about unfiled time sheets, and sick leave accruals, and bereavement leave, and having to 'check in' when they are out on vacation. 

    The labor market continues to get tighter. People have more options. And the organizations that are slow to realize this will probably, eventually regret their ignorance or arrogance.

    Have a great weekend!

    Thursday
    Jun112015

    PODCAST - #HRHappyHour 215 - Operation Rob Lowe

    HR Happy Hour 215 - Operation Rob Lowe

    Recorded Wednesday June 10, 2015 at the Globoforce WorkHuman Conference

    Hosts: Steve BoeseTrish McFarlane

    LISTEN HERE

    This week on the show Steve and Trish recorded the HR Happy Hour Show live at the first ever Globoforce WorkHuman Conference in Orlando, Florida. The event was definitely fun, definitely interesting, and definitely different, as it was much less about any specific technology but rather about work, workplaces and people's relationships with work and their colleagues.

    From Improv sessions, to TED-style talks, to what was a (surprisingly to me anyway), really engaging and energetic keynote from actor Rob Lowe - this event left Steve and Trish with plenty to discuss. 

    So tune in to the show to hear Steve accuse IBM of stealing his 'Culture-Strategy-Talent Triangle' concept, Trish then agree with Steve and then reverse the heat and disagree with him at the end, and what Rob Lowe had to say about the secret to building great work teams. Hint: It was more about 'Talent' than culture or strategy.

    You can listen to the show on the show page HERE, or using the widget player below:

    Check Out Business Podcasts at Blog Talk Radio with Steve Boese Trish McFarlane on BlogTalkRadio
     

     

    And of course you can listen to and subscribe to the HR Happy Hour Show on iTunes, or via your favorite podcast app. Just search for 'HR Happy Hour' to download and subscribe to the show and you will never miss a new episode.

    This was a fun show and a fun event. Many thanks to the folks at Globoforce for having us at the event and definitely check out something from the Rob Lowe filmography this weekend.

    Wednesday
    Jun102015

    HRE Column: On Recruiting and the Technology Transformation

    Here is my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.

    I kind of liked this month's column, (I suppose I like all of them, after all I wrote them), but felt like sharing this one on the blog because it touches upon what has been in the past a pretty popular topic with readers here - the kinds of transformations that organizations can drive via the application of modern HR technologies.

    Here is an excerpt from the column, The Recruiting Technology Transformation:

    Technology continues to fundamentally transform how, where and when work gets done, and the ways that HR leaders can drive improved business performance. In the HR tech world, recruiting technology is helping to drive that transformation and is making the recruiting function perhaps the most transformed of all HR disciplines.

    This phenomenon was on display at a recent event I attended, HireVue’s Digital Disruption in Park City, Utah. At the event, numerous HireVue customers—spanning a wide variety of industries, including banking and finance, airlines, publishing and national retail chains—shared how technology has impacted and, in some cases, radically altered their talent-acquisition efforts.

    Just a few of the examples from the event reveal the potential benefits of adopting modern talent-acquisition technologies for organizations of all types and sizes:

    Educational and general-purpose publishing company Houghton Mifflin Harcourt adopted a three-pronged approach to improving its ability to identify, engage and hire inside sales staff. That approach resulted in increased quality of hire, faster time to fill their open sales roles and improved business results, which were measured in how many new sales-team members were attained.

    By redesigning the process to better identify the candidates most likely to succeed through a combination of a statistically validated online assessment, video interviews that replaced the former recruiter phone screens and consistently applied behavioral-interviewing techniques for the candidates who passed the assessment and video screen, HMH was able to show top-line and bottom-line ROI.

    The general lesson from this story is this: Applying modern tools and technologies to the talent-acquisition process, particularly for revenue-generating roles, provides HR and recruiting leaders with one of the best ways to help drive organizational results. In this example, HR could show how it was a significant contributor to sales and profits, and not just an administrative cost center....

    Read the rest over at HRE Online

    Good stuff, right? Humor me...

    If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and wash your car or cut the grass for you if you do sign up for the monthly email.

    Have a great Wednesday!