Want to Look Smart about Google For Jobs? Recruiter Nation Live Hangout Series W/ Jobvite & Fistful of Talent!

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Hey Gang!  The FOT gang and Jobvite are at it again.  Joining forces to help you have #nobadhires. Join my friends Tim Sackett and Kris Dunn for the inaugural edition of The Recruiter Nation Live Hangout Series 

Our first hangout is at 1pm ET on Tuesday, November 14th 

Google for Jobs/ROI of Recruitment Marketing Spend! What You Need to Know to Look Smart!!


If you’re a client or follower of Jobvite, you know the Recruiter Nation Live series.  It started with the Recruiter Nation Live Conference in San Francisco last June, and continued with the Recruiter Nation Live Roadshow that brought real recruiter talk to 9 cities in North America over the last three months.

The feedback was great – you loved it, so we’re back with the latest in the series – the Recruiter Nation Live Hangout Series.  Once a month, we’ll be hosting a Google Hangout designed to keep the conversation among recruiters going – focused on things you can use, like the best-kept secrets of today’s smartest and most efficient recruiters, Jedi-mind tricks proven to make you more persuasive/ get great candidate response and strategies to hold your hiring managers accountable for their choices–so everyone wins.

Our first hangout is at 1pm ET on Tuesday, November 14th and will be hosted by Kris Dunn and Tim Sackett, focused on the following juicy topic:

Google for Jobs/ROI of Recruitment Marketing Spend! What You Need to Know to Look Smart!!


Let’s have some fun and learn from each other at the same time.  See you at 1pm ET on November 14th!!!

Top Question I Still Get from #HR Pros; What Tech do I need?

I speak around the country at conferences about a variety of things.  Hiring, culture, modern employees, learning and development, and burnout are amongst the topics I cover.  Typically after the sessions, it is normal for attendees to come ask me questions about what I presented on.

Unequivocally, the number one question HR pros ask me is “What HR technology do I need to get for my company?”.  The second question, “How do I pay for it?”. Now, HR technology is such an important topic that I likely I mention it in every presentation I give, regardless of topic.  Since HR tech touches every aspect of our function it is always important and relevant to every topic.

Here are some of my thoughts to pros, vendors and pundits. 

  • Not having HR technology in your organization is like a balloon with no helium.  Yeah, you can blow up a ballon manually, and technically it is still a balloon, but it doesn’t fly.
  • If your CEO/CFO (hell, even CHRO) thinks HR tech is a non–essential, they have a head like a hole. Yes, it is black as their souls.  I want to say quit these folks.  But I know, sometimes “I just can’t quit you!”.  In that case, you need to start the education process. Yes YOU.  Not IT, not accounting, YOU.
  • Education tip one:  Don’t expect divine intervention to pop knowledge into your head.  Don’t expect an epiphany.  The only way to get most things done is to do it yourself.  How?
  • Don’t put the cart before the horse.  The order of your tech purchases does make a difference.  My suggestion:
    • Start with a lightweight HRIS system if you are small to medium sized.
    • If you are a huge company, you probably already have an enterprise system in place.  It’s your job to make sure you are using all components of the HR module.  You have no idea how many HR teams have tools and don’t use them
    • Next, trick out your Applicant Tracking System.  This is still the core component to your tech stack. See last weeks post for more on this!
    • Stop there.  You can worry about other stuff later.
  • Don’t be a victim.  Own this.  You’ll be a rock star.  You’ll prove value
  • Get help from Sales.  Why?  They can teach you how to build a business case.  You need advocates anyway, start there.

Good luck – have fun – and make some magic happen.



Effective Recruiting Teams Using Multiple Softwares via #HRTechConf

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Modern recruiting/ talent acquisitions teams, it is time to roll up your sleeves and get your tech on.  Why?  To be effective most pros are using multiple talent acquisition platforms to provide a soup-to-nuts recruiting experience.  And not just a good experience for candidates, but also for recruiters.  Looks like a one-and-done recruiting platform isn’t quite enough to get the right candidates to you and provide recruiters the data needed to be the most effective.

At the HR Technology Conference in Las Vegas, I attended a panel called “If We Build It, Candidates Will Come: Building the Perfect TA Tech Stack”, facilitated by Tim Sackett.  The panelist included Marriott International’s VP of Talent Acquisition Strategy, Jessica Lee, Intel Corporation’s Recruiting Capability Adoption expert, Allyn Bailey, and Bazaarvoice’s, Head of Global Talent Acquisition, Graham Pionkowski.

These are larger companies, so it stands to reason they have greater resources to adopt several platforms. Never fear smaller HR teams:
–All agreed the center of their “tech stack” was still the Applicant Tracking System.–  
So my HR friends just beginning to build a tech stack or who have limited funds — start there
Also, some of the newer components pushing their way up the TA food chain is are automated sourcing tools such as Entelo and Recruiting Marketing tools such as Smashfly.  So start learning more about how automated sourcing and recruiting marketing are being coming essentials as well.
Alright.  Hold on to your butt’s HR friends, here is what a comprehensive Talent Acquisitions/ Recruiting  “Tech Stack” could include: 
  • Applicant Tracking System
  • Sourcing
  • Employee Referral
  • Candidate Experience
  • Employment Branding
  • Job Descriptions
  • Onboarding
  • Screening/ AI
  • Data & Analytics
  • Recruiting Marketing/ CRM
  • Background Check
  • TA Communications
  • Reference Checking
  • Assessment
  • Contingent Labor
  • Interview Tech
  • Job Boards
  • College Recruiting
  • Career Sites
Go show this list to your resource “decision makers” now.  Or the picture embedded in this post.  Next time you say to that decision maker, “we need more”, this may help prove your point, if even just a little.
All this being said — it is an exciting time in the recruiting world.  It is also a time where our workloads are increasing, pressure is on the rise, and finding candidates is tougher than ever.  My advice:  determine the one pain point you have in recruiting, determine the category above that can help relieve that pain point and start doing some research.
You may just be pleasantly surprised how a few tech pieces can impact your results.

VIDEO>HR On The Run: Sexism & Preventing “Weinstein’s”

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This edition of HR On The Run…

Harvey Weinstein, media mogul, founder of Mirimax, producer of incredible movies is now another cliche’ loser.  Not shockingly, he’s admitted to perpetrating rampant sexual abuse towards several actresses, assistants, or other women in the Mirimax organization.  This is really, really awful.  More shameful, people didn’t talk about this for years.  I call bull-shit that the board, parters, and bother didn’t know — but that’s another post.

Here are my 4 Tips/Takes on how HR pros can help prevent this occurring in your organization.  Check out the video for more! 

  1. Sexism / Harassment is about Power
  2. If your CEO misbehaves — ALL know.
  3. Create a safe space for employees
  4. Remember your legacy as an HR pro


Join Me on #Nextchat: Women in HR Technology #HRTechConf

Hey Gang–

I’m off to the HR Technology Conference and I want to invite you to participate in a very timely twitterchat.  The folks at #SHRM are hosting a special technology themed #nextchat where we are going to discuss women in technology-based STEM careers. We’ll chat about how HR can work inside and outside their organizations to attract, develop and support more women in technical careers.

Please join @shrmnextchat at 3 p.m. ET/12 p.m. PT on October 11 for #Nextchat with me (@dawnhburke) and five other fantastic women in HR: 2017 HR Technology Conference presenter Cecile Alper-Leroux @cecilehcm;  Heather Bussing @HeatherBussing, Heather Kinzie @HeatherKinzie, Jennifer Payne @JennyJensHR and Robin Schooling @RobinSchooling.

The women in technology has been not only top of mind, but also top of the headlines lately.  Remember in August, when Google engineer James Damore posted a 10-page memo claiming that women may be unsuited for tech jobs.  Although many thought his thoughts off-point, many agreed.

Timely indeed.

Click here to read all about the twitterchat on the SHRM Blog, including the list of questions we will discuss.

In addition, for those of you who have never participated in a twitterchat — here is an easy how-to.




Keep Your Conference From Being a S**t Show! My Tips, even a NEW one.

I’ll be attending the HR Technology Conference and will be speaking at the Fall ERE Recruiting Conference over the next few weeks.  As a speaker for ERE I participated in a virtual QA for all attendees.  Of course many were interested in how to prep for this great conference.  I am here to serve YOU, so I’m happy to share a handful of the tip we all had. Some I’ve never thought of.

  1. Download the conference app. If you don’t, you must love winging it.  Winging it can be exciting, and it can be a shit-show.  You’ve paid money > Time is money > don’t waist time.  If you don’t prep a little with the app, or during the conference refer to it often — you’ll end up sitting on a bench on the 2nd floor of the conference, behind a plant trying to figure out what to do next.  By the time your figure it out the session is over.  Tell that to your boss when she asks you what you learned.
  2. Bring your phone charger. When your phone dies, it is like you’ve entered some world that is dark and scary.  And you can’t use your app (See bullet point one).
  3. BEST NEW ONE >> Be sure you don’t accidentally give out someone else’s business card when you are networking.  This one made me laugh out loud.  If you are gathering lots of cards, separate them from YOUR cards.  This can happen a lot at recruiting conferences. Who knew?!
  4. Have LinkedIn up on your phone at all times.  This is the best way to gather contact info from folks you’ve spoken to or heard drop some knowledge in a session.  This actually keeps you from even having to bring cards.
  5. Determine the ONE pain point you are trying to solve in your organization.  Then be sure you come up with 2-4 solves for that pain point from the conference. To me the operative word is ONE, because you then have a fighting chance of implementing that ONE thing at the office.

And don’t wear heals (unless they are sexy aerosols, life stride, naturalizer, bjorns, sketchers….).  And when I say sexy, I mean not-sexy.  Didn’t you know not-sexy is the new sexy.

And bring a jacket.

And have a cocktail at the end of the evening.

And go see one thing in the city you are traveling to outside of the conference.  #getcultured ; #wonderlust is a great thing.

And have fun.





VIDEO: #HR On The Run > 4 Tips To Execute Your Emergency Prep Plan

In this Episode of Hr On The Run:

In light of the terrible events in Las Vegas this past week, I thought it appropriate to share 4 simple tips to help HR pros execute emergence preparedness plans.  Stay Safe —