Human Centered Hiring and Culture Fit

The importance of aligning hiring to organizational culture is endlessly discussed, debated, and analyzed. Everyone from researchers to C-suite leaders to HR professionals has an opinion on how to achieve this seemingly elusive nirvana. We constantly ask ourselves, “What’s the best way to ensure the individuals we’re hiring are a ‘fit’ with our culture?”

Most of us have a clear definition of organizational culture; we understand it’s the collective behavior of the people who are part of the organization, as formed by vision, values, norms, systems, beliefs, symbols, and traditions. We know that culture affects the way individual employees and groups interact with each other, as well as customers, clients, and other stakeholders.

[click here to read the rest of this post that recently ran over at Globoforce….]

 

For more on this topic, check out the WorkHuman Radio interview with myself and Bill Boorman, embedded here.

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image: American Horror Story: Cult (season 7; creepy) 

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No Phone? No Profile? No Problem!

Guess what? Not all of us live, work and try to hire people in Silicon Valley. And, according to Matt Charney, that’s probably a good thing.

Scads of us who spend our days working in HR or Talent Acquisition are recruiting for decidedly less ‘glamorous’ positions than Python Developers or Strategic Content Marketers for the newest and sexiest start-up that just got some funding. In reality many of us are looking to hire Customer Service Reps, Certified Nursing Assistants, Pipefitters, Restaurant Kitchen staff and General Laborers.

While our recruiting brothers and sisters in San Francisco, Austin, New York and London may scramble to find elusive tech candidates on GitHub or in some Slack group, those of us who hire in the rest-of-the-world (you know…in reality) often find ourselves trying to connect with candidates and applicants who are not online. Folks who don’t have an email address let alone a LinkedIn profile. People who desperately want to work but have not adjusted to ‘finding a job’ in the year 2017. (this is not a generational or age thing BTW…) 

I run into these job seekers every day. Every. Single. Day.

So what to do? How can we ensure that we’re:

  • meeting candidates at their place of comfort and ability?
  • providing applicants with an experience that is not intimidating or off-putting?
  • bringing them along and educating them for future success in the digital world?

I’m not sure that we’ve got all the answers but my friend Jackye Clayton and I will be talking about this TODAY (Friday, September 1) on RecruitingLive (1 PM EST). Join us for this lively 30 minute conversation – you can register here.

 

 

 

 

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What’s Nexxt? – #SHRM17

Yeaterday, of at the SHRM Annual Conference and Exposition, Beyond (The Career Network) unveiled its new brand, platform and vision for the future of talent acquisition which is based on nearly 20 years of feedback and ongoing innovation. Nexxt, as it’s been re-named, is being rolled out as a full-service recruiting platform for companies and agencies that can provide a targeted method of sourcing the best people from a broader talent pool.

“We’ve taken nearly two decades of employment expertise and created the most advanced, targeted recruitment marketing platform available in our industry today,” said Rich Milgram, founder and CEO of Nexxt. “With Nexxt’s innovative suite of products and services, recruiters can take a more proactive approach to hiring. It’s time to recruit like a marketer and that starts with building diverse campaigns that reach the right people, in the right places, at the right times.”

Combining predictive technology with multi-channel marketing, Nexxt aims to help organizations reduce the time that jobs remain open, while also effectively reaching passive candidates. As announced during the launch, Nexxt offers niche targeting, candidate retargeting (to help employers extend the reach of their brand and career opportunities), and “campaign building.”

Interested in learning more? Companies and agencies can visit hiring.nexxt.com and job seekers can visit www.nexxt.com.

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It’s OK. I’m With the Band (recruiting edition)

I live in south Louisiana and let me just say that one perception about our lifestyle here is pretty damn true: we have lots and lots and lots of live music. Most anywhere, and at most any time, one can find a band or a solo artist jamming out or singing on a street corner. There are musicians who cart their instruments around town as they head from gig to gig, while the piano players and vocalists often just “show up” at venues around town and sit in with the band. Everyone, seemingly, seems to know each other because, more than likely, they’ve played together before.

Since it’s so prevalent, I would say that at least 1 or 2 nights per week, Mr. S and I are listening to live music at either a festival, in a bar, or just by happenstance as we meander around town.

I love it.

Now, as it just so happens, this past Saturday evening we were out and about and decided to check out a hidden local venue (aka “a neighborhood bar”) we had never visited. Small’ish with about 12 barstools; crock pot of homemade tortilla soup on a side table (for all to enjoy) ; cheap drinks; 60 or so patrons. We, being strangers, were immediately assessed as we walked through the door but, as we were relatively harmless looking, were allowed to enter.

There was a band playing (blues, classic rock, cajun and zydeco classics) on the small stage and, as we settled in, multiple people came over to say “hi;” the owners (the husband and wife each made individual visits to our table), the bartender, and several bar flys, regulars, patrons all paid us a visit.

Now, as it just so happened, I was wearing a t-shirt from last year’s ERE Conference (2016 – held in New Orleans); logo on the back is a Mardi Gras mask and, emblazoned on the front is “ERE Media” and, more prominently “TALENT ADVISOR.” OK – we who work in HR and Recruiting understand this but, let’s be real, the average Joe has no concept what any of this “Talent Advisor” gibberish means.

At one point, as I was walking across the room, sipping my extraordinarily inexpensive drink (neighborhood bars rule!) and humming along to “My Toot Toot” , one of the gentlemen from the next table stopped me and said “Hey!, Which agency are you with? (my blank stare apparently signaled to him that I had zero idea what he was talking about).  “Your shirt,” he said by way of explanation. “Talent advisor. Are you a scout? Here to see the band?”

First time, I must admit, anyone has ever mistaken me for a music impresario or an A&R rep.

But…for those of us in Recruiting or HR, this experience at this off-the-beaten-track Baton Rouge neighborhood bar should serve as a reminder of how, even today with all the technology and bots and automated processes, finding talent can still be done by getting out of the office and:

  • Scouting for talent (in ways beyond merely digging through our ATS inbox)
  • Going where the talent hangs out (and not simply waiting for them to come to us)
  • Identifying ourselves (‘branding,’ if you will) in a personable and interactive manner

Right?

Anyway, as the night wore on and we chatted with our new friend, I mentioned to him that I was the head of HR for a local casino (“we’re hiring!”) and, I thought, convinced him I wasn’t there to sign the band to a record deal.

But then, at the break, the bass player came over to say “hello” and gave me his card……….

It’s OK. I’m with the band.

 

 

 

 

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Let’s Get #ERE16 Tattoos on Bourbon Street!

bourbon-street-new-orleans-wpthelonggoodbyeNext week (and I’m quite excited!) I’m heading over to from Baton Rouge to New Orleans (a 60 mile drive which, by Louisiana traffic standards, will take 3 hours) in order to get my TA mojo on at The ERE Recruiting Conference (#ERE16). My friend Amber Eastman is coming with me (she’s an awesome recruiter BTW) and we’re going to talk recruiting and tech and employer branding and then probably drink a cocktail or two. OK; maybe three. Probably three.

I’ve not been to ERE before and, let me tell you, I can’t believe I’ve never gone to this conference! How is this possible? I went to the inaugural TLNT conference (they don’t even hold that one anymore!) in Austin (circa 2012 ish?) and then, once upon a time, snuck into SourceCon in Atlanta when I was there for a #tru event. So, in some respect, once I get ERE under my belt I will have completed the Triple Crown of the EREMedia conference circuit. Like getting a stamp on my dance card…am I right?

Look…I float hither and yon with the HR/Talent/Tech/Recruiting crowd. I’ve even been known to cozy up to a payroll lady or two having attended and spoken at a few payroll and accounting conferences. (The swag of choice is also Coach bags and stuffed animals; sensible flats are the footwear of choice). However, there is nothing, seriously, like hanging with recruiters for a couple of days. Nothing. Seriously.

Now I’ve got “HR” in my title but over the course of my career I’ve also worked in a recruiting agency, been an in-house recruiter, and done a few stints as a Corporate Recruiting Manager.  (Perhaps that gives away my age; it was before we re-named ourselves Talent Acquisition. Ahem.). Thinking back on it though every time that I’ve gone back to in-house HR I ended up zigzagging back out and went sideways/upwards back into recruiting. My first love. Truly.

Yup; that’s why I’m ALL about talking talent next week. People – and the acquisition thereof – drive the success of our organizations.

Oh sure, when we work in HR-proper we get all pumped up about our ability to churn out ACA notices or manage Open Enrollment. That magical time of the year, am I right? Kill me now. Employee Relations? Got to master that. Employees peeing in the parking lot? Co-workers can’t get along? A rumble in the lunch room. We are on it!

But… let’s face it. In my heart (thought not in the heart of every HR lady) beats a restless quest to source and recruit and hire and onboard and retain PEOPLE.

That’s what we’re talking about next week and I’m looking forward to hearing from/meeting folks like:

Christine Deputy, CHRO of Nordstrom

Jennifer Shappley, Director, Talent Acquisition, LinkedIn

Tiffany Ligon, Head of Talent Acquisition, Vodafone, Americas

Stephen Leach, Manager, Workforce Diversity and Inclusion, Nestle USA

 

Follow along at #ERE16 and watch for dispatches from New Orleans. I may take a picture of two of my Sazerac.

Or the tattoos we’re gonna get!

Maybe.

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