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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The #tru Community – Louisiana Style

truNewOrleanssquare300x300I’m looking forward to a fun day! It’s #truNOLA time and we’ll be learning, sharing, collaborating and furthering relationships within our HR and Recruiting community.

I love everything about these events.

This is the third #tru I’ve hosted in Louisiana; we held #truNOLA in 2012, #truBatonRouge last year, and now we’re set for the 2016 iteration.

So what do we have in store? We’ve got tracks about Branding the Entire Employee Lifecycle and Applying the Candidate Experience to an Individual Applicant. We’ll be talking about the Recruiting of Veterans and How to Recruit Industrial Labor (from an ever-narrowing pool of interested candidates).

Oh – and we’re gonna dive into a debate about In-House vs. 3rd Party Recruiters as we ask the question “Can’t We All Get Along?”

A BUNCH of good stuff – check it out here.

Huge thanks to our sponsors (without whom this would NOT be happening!) – HROnboard and Clinch. Seriously – go check them out if you haven’t already.

You can follow along today using the hashtag #truNOLA. Oh, and here’s a fun story….there’s a New Orleans rapper on twitter named @JSLUGG500 who uses the same hashtag; I’m sure he can’t quite figure out what-in-the-hell is going on…..

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The Ecosystem of Innovation – #DiceTalentNet

TalentNetAustinMeme (1)Last week I got the opportunity to attend #DiceTalentNet in Austin. Hosted by my friend Craig Fisher in partnership with Dice, this annual event serves as a catalyst to bring together talent acquisition professionals, recruiting leaders, tech geeks, inventors and provocateurs as a kick-off to SXSW. We gathered at the Whole Foods corporate headquarters (fantastic!) thanks to global recruiting leader Andres Traslavina, noshed on healthy food, and hoisted a glass or two over the course of several days.

As is always the case when I attend an event of this sort it takes me a few days to process what I learned. I like to pause, evaluate, and think about the conversations and the sessions. There was a lot to think about.

We had incredible wide-ranging discussions last week; Gerry Crispin spoke about the Candidate Experience, Bill Boorman discussed Data for Good vs. Data for Evil, and Matt Charney, Lars Schmidt and Ambrosia Humphrey discussed Boomerang Communities (those former employees who want to come back…or the ones we want back!). James Mayes discussed concepts around Bringing Engineering to Recruiting (fascinating!). Even my friend Kristi Jones and I got in on the action and led a session called Attack of the HR Ladies.

And, needless to say, there was much much MUCH more.

I’ve spent some time this week looking back over the years (decades really) that I’ve been involved in recruiting/HR/talent roles and reflecting on both how things have changed…and how things have stayed the same. So often, especially when going to a typical conference, we find that we re-hash the same topics, the same ideas, and the same solutions. Not so at #DiceTalentNet.

For me, the theme (if you will) that emerged from #DiceTalentNet was INNOVATION. I know… it seems like an overused word but I think it fits what’s happening amongst the smart and curious people who tend to gather together to talk about these things. (note: #TalentNet attendees don’t show up for credits…they show up for community. Know how I could tell? The conversations about recruiting, tech, and talent were still going strong at midnight…and well into the wee hours of the morning).

So … innovation?

During #DiceTalentNet we had the perfect convergence of imagination and ideas. I heard about (and saw) initiatives that are designed to make things better. I had discussions about forming new alliances and creating new ways of doing things to satisfy the evolving (evolved) needs of organizations and recruiters.

I won’t call it disruption – although that word popped up now and again during the day. What I saw in action was thoughtful and informed. We talked about breaking barriers and knocking down pre-conceived notions…but doing so with purpose.

We even put it in action with a sourcing challenge using Dice Recruiter which, since I was too slow, I didn’t win; but kudos to Alice Case who did. (You can download the app here. note: The Dice Recruiter App requires a Dice Open Web account. Learn more about Open Web.)

So yeah. Innovation.

What a great day. And a great future.

“The future you create is the one you get prepared for”

@Seiden

#DiceTalentNet 2015

 

Thanks again to Craig and Dice for joining together and hosting; I definitely intend to return in 2016!

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