FOT Webinar: Recruiting In Your FACEbook

Fellow Insomniacs…

On Thursday, February 2, 2012 at 1:00PM ET, Fistful of Talent is about to get in your face.  Webinar style.  And when I say face, I’m talkin’ Facebook.  Many of you, including me, know the importance of having a social media recruiting strategy.  But Facebook, in all its glory usually takes a backseat to LinkedIn and Twitter.  I know I am guilty of this.

Considering there are 800 active Facebook users… relegating Facebook as the third alternative, may need to be rethought.

So here is:  

FOTers Tim Sackett and Kris Dunn are teaming up to present the next Fistful of Talent Webinar : Social Recruiting MacGyver Style! No Money, a Paperclip and Facebook – all a Real HR Pro Needs to Recruit. (Sponsored by the good people at  Branchout)

Register Today by Clicking this link and completing the form…

Join your hosts on  February 2, 2012 for this one-hour webinar and they’ll hit you with the following Facebook-centric items:

  • Where is social recruiting heading, and why do you need to care as the HR rep of your organization?
  • How a 1-2 person shop can compete in social recruiting (with no money, a paper clip and Facebook…)
  • Understanding the difference between Facebook Pages vs. Profiles and how it drives your Facebook recruiting strategy
  • How to use rarely understood tools like Facebook Marketplace and Facebook Pay-Per-Click Ads to drive Facebook candidates to your open positions
  • How to use Facebook search features to locate candidates on Facebook and contact them without looking like a stalker

Once you’ve exhausted the free tools, they’ll also help you understand what partners like Branchout can do for you and when it makes sense to pay for help.

 *BONUS* 

They’ll be bringing in Branchout’s VP of Enterprise, to answer the tuff questions on recruiting via Facebook.  That’s right – get your questions ready, because they are going straight to the source.

Still not convinced this is worth your time?  Register today and they’ll send you a special FOT toolkit – “How to Find and Contact Candidates on Facebook without Looking Like a Stalker” once the webinar is complete.

So, check it– should be a good one.  I will be there.

HR: Want A Promotion: Embrace Your Tim Sackett

I have always advised my team members to take control of their careers by speaking up.  Here is a good example of why it is important:

#timsackettday that is why.

My pal Tim Sackett… my partner in crime at Fistful of Talent and The CYA Report Podcast has the formula down for being noticed.  He is great at promoting himself: He is a prolific content generator (www.timsackett.com and www.fistfuloftalent.com), he makes the national HR conference circuit as a featured speaker, and he is great with eye-catching blog post titles (ie Hire More Beautiful People, I clicked that one for sure).  Oh, and he is really nice.  And he is a great HR pro.  I’m glad he is my friend.

So recently he wrote a post called I Hate Sumser’s Top 25 Lists on his blog.  It also ran on Fistful of Talent’s sight as well.  Tim was referencing John Sumser’s, HR Examiner, Top 25 influencers list for Digital Recruiting Yes, the same list I actually made. Tim, despite his influence, popularity and HR smarts was not ranked on this list.  See, the HR Examiner actually uses a HR marketing firm to run the search.  This list was not generated by popularity or subjective judges, but through some type of statistical algorithm and keyword searches.  Frankly speaking, and John Sumser would agree, if HR bloggers were polled subjectively, Tim Sackett would most definitely have made the list.

Now I must say there really were a few people on the list that deserved to be on there.  Aka moi, Kris Dunn, Matt Charney, even Steve Boese (despite Sackett’s objection). So it was not all that bad.  And since this way my first shout out…I’ll take it!

OK, THE MEAT OF THIS POST:

Tim openly wrote a post about his hate of this list and others like it.  He took on a top HR knowledge leader (Mr. Sumser), and penned a nice rant about the fallacies of any list. He had a blog post title with the word HATE in it and got a massive response.  OK mostly by haters, but a response.

THE RESULT:

The HR Examiner actually wrote an individual post all about Tim Sackett, stating he was indeed a huge HR influencer.  It was glowing. Tim got focused praise on one of the best HR blogs out there.  AND then HR blog gurus Laurie Ruettimann (@lruettimann) and Matt Stollack (@akaBruno) marketed this on twitter as #timsackettday.  Holy crap.

So HR pros, leaders, managers.  There are lessons to be learned.  Do not expect for anyone to magically get turned on to your greatness through telepathy.  Do not expect for your boss (on their own) to take the time to figure out how much you rock.  Do not expect for people to bow down to your fabulousness just because you work your ass off.

PROMOTE YOURSELF.  Make people aware of your contribution.  If you want to be part of a strategy team, simply ask to be on it.  If you want a raise, make a case and ask for it.

Of course now that I have Tim Sackett’s name in this post it will knock me off the list next time.  That bastard. 

oh… and take it easy on Dean Decosta…

Personality Doesn’t Mean Nuthin’. Don’t Bother Assessing Pre-Hire.

I’d like to think I have a great personality.  Shocking to me and I know to you, some others just don’t think so.  The nerve….

I am a believer that personality does stand for something in the work world.  Naturally, personality does have a bigger role to play in some jobs than others.  In HR there is usually is a place for it; data analytics not so much.

But why do we need to assess personality pre-hire? If you really think about it, do you think that personality is any sort of indicator of good job performance?  Results producing performance?  I say no. I have discussed with several others the benefits of pre-hire personality assessments and most think they are just another data point usually not worthy of the trouble.

The reality is that nothing….NOTHING is as good an indicator as an interview.  Presuming you have an excellent interviewer everything you need to know can be gathered in an interview.  Yes, your interview will have to be fairly long.  Yes, your candidate may have to answer 10 follow-up questions to prove they are speaking truthfully.  But if we look at candidate time, I would rather the candidate spend that extra hour with interviewers than taking an assessment.  

Personality assessment stink pre-hire because:

  • Personality has nothing to do with job proficiency. One of my mentors and former bosses (who knows a thing or two about assessments), Fran Bostick, told me conflict resolution doesn’t come naturally in her personality.  However, after 30 years HR experience, she is damn good at this skill.  
  • They cost money.  You don’t need to spend money to determine personality.
  • You can assess personality in an interview.  I mean, aren’t you talking to the person yourself.  Isn’t personality somewhat evident and self-explanatory?
  • On the flip side of that, someone may be having a bad day.  So, an assessment is just a snapshot of how that person is feeling that one day. Tiers of interviews over multiple days are a better indicator of consistent personality traits.  
  • Some personality assessments can be manipulated.  A devious candidate can likely look at a job description and know what to answer on the Myers-Briggs. 

 When are personality assessments good?

  • Post Hire
  • To identify how a team members personality works into the team dynamic
  • To teach a team how to communicate with certain personality types

If you want to assess something pre-hire, judgment seems to be more compelling.  I just learned about the Judgment Index some Co’s use to assess, well, judgment. Pal and CHRO of Children’s Hospital in Birmingham AL , Doug Dean (@DeanEagle5) uses this test and since they are a nationally ranked hospital, they are doing something right. Disclaimer, I have not personally used this test.  But I’m intrigued.

Note to recruiters who decide to skip the assessment and stick to good ol’ fashioned interviews to determine fit (including personality).  Check yourself regularly to make sure you are not only hiring people whose personality you love.  Be a pro. Be aware of your biases.  Rise above them.  Don’t be the cliché.

Skills test make sense pre-hire.  Work demonstrations make sense pre-hire.  Assessing personality pre-hire although important, is simply judging a book by its cover.

John Sumser: My Ego (and HR’s Ego) Thanks You

I know this will be a shocker…but I have an ego.  It’s the only thing that counter-balances my complete self-consciousness; the kind that is usually soothed by Ben and Jerry’s Chunky Monkey or a wheel of brie.

John Sumser, founder of the HR Examiner, publishes Top 25 lists in a variety of HR disciplines.  With the help of social media marketing groups, in this case Social Ears, the HR Examiner is able to determine through keyword searches, what HR pros- at this brief moment- seem to be the most influential knowledge leaders in certain subjects.  I was surprised to discover that I made the latest Top 25 Online Influencers in Recruiting.  Just squeaked by… I was number 25.  This was a B-12 shot to my ego.

Many HR pros are afraid, ashamed and embarrassed to admit that they have an ego.  What a shame, for having an ego isn’t a bad thing.  I’m not talking about narcissism.  Narcissist can be harmful individuals.  What I’m talking about is good ol’ fashioned ego; the stuff confidence is made of.  The fuel behind Babe Ruth’s pointing out where he would hit his next home run, Madonna’s ability to reinvent herself, and Bill Clinton’s undeniable charisma.  Without ego, Steve Jobs may not have had the audacity to think he could reinvent the phone. I mean come on…reinvent the phone?

Ego is a component that helps your subconscious defense mechanisms “protect you from the anxiety of confronting your weaknesses and foibles” (psychology today).  I guess too much of this component causes denial…but healthy amounts help me believe that my “inability to spell” is really a sign that I am more “creative-than-detail-oriented”.  Yea me-I rock.  And if this gets me through the day, so be it.

Lots of successful leaders need this to get through the sometimes horrible job of making hard decisions regularly.  And HR pros, not always known for their incredible charisma or their ability to courageously go against the grain could stand to use a healthy dose of ego.

So, John Sumser and the HR Examiner… my ego thanks you.  I will be able to ignore my numerous faults for a few more days.  Of course I still have a pint of Chunky Monkey in the fridge when the shot wears off.

Surgically Induced Reflections

So I had surgery last Tuesday and I got the greatest gift… a week off.  I didn’t ask for it, but I got it via doctors orders.  And since it was sandwiched  between two holidays my one week was really more like two.  Pure awesomeness.
 
I, like you, have little self-control when it comes to chilling out. I chill out usually when my doc makes me. And then when he does and I do chill,  I want to kiss him on the mouth then punch me in the head for not doing it sooner.
 
My surgical reflections from the comfort of my own couch:
 
Sleep = life. I won’t tolerate lack of sleep any longer. I will also thump any of my colleagues  in the head if they become “no-sleep” martyrs. Without sleep life is crazy. And if things in your life, including work, make you lose sleep, that’s natures way of telling you pull it together.
 
I’m gonna hang out with my mom more.  My mom came down to help me recover and we had a great time.  I can’t remember the last time we just sat around for days just talking. It really was a highlight of my week.  And good for my head.
 
Homemade pie is awesome.  One of my friends makes homemade pineapple pie and brought it to a christmas party.  Holy crap it was good.  Someone needs to bring back the art of pie making.  And I don’t mean pre-packaged crust crap.  I mean make your own from scratch.  Carve out some time to make some damn crust for once.
 
Receiving a handwritten note from someone or flowers or any other small token of affection that you can actually touch, see, and smell in real life is just better than an email. Or an ecard. Or a tweet.  Really, you know I’m right.
 
So, thank you God for giving me some time to sleep, eat homemade pie crust, receive some heartfelt notes and hang with my mom.  I’m certain when a team member needs some HR advice in 2012 I’ll skip the latest quote from Fast Company and suggest a good cookbook.