Video: Talent Dynamics: Leading With Clarity

I host a monthly LunchBreak G+ Hangout for the people responsible for building teams in the bioscience industries.  Every 3rd Friday at 11:30 am Pacific, I have wonderful conversations with people in the industry or those with really good tools.  To join us, just click +Hamptonexecutivesearch in G+.
Or check our Hampton & Associates YouTube Channel to see the whole list of video webcasts and webinars.

HR and Hiring Managers

[Video]How to use Social Media for Recruiting

Recruiting is either fishing, hunting or farming – Social media recruiting has tools for each of them!

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HR and Hiring Managers

How Good is Your EVP and Employer Brand

writing brand conceptDo you even have an EVP, Employer Brand? Or are you sliding on a random reputation?

Your Employer Brand is what used to be known as the reputation of your company amongst your workers and those who might work for you.  It is highly dependent on your Employee Value Proposition or what the employee gets from you that can make you the preferred employer.

All of us now have all of the world’s information at our fingertips, in our hip pockets, and even those without a computer of their own can access the internet at the library.  One branch of that knowledge is “what is it like to work for <insert your company name here>” .  There are whole internet companies founded and to market on just this question:  Glassdoor.com and Vault.com spring to mind but I’ve also talked with the next generation of startups in this space.

So how do you measure up?  Do you even measure?

Have you looked up your company on Glassdoor recently?  Unless you are a brand new startup in stealth mode, you should.

Do you have a Google Alert on your company so that you can see what else is happening on the internet?

What steps are you taking to attract the right employees and retain them?  Good companies with great EVPs and Brands are much harder to recruit out of than the generic, run of the mill companies.  And in the world of recruiting you are either a client or a supplier.

Do you have an articulated Employee Value Proposition?  It would describe the total rewards (compensation and benefits) but also the culture, the learning and growing opportunities, what you offer in everything from company retreats to lunch-hour clubs.  It must be developed with the employees, because you might think one thing is attractive but no one else does.  All of this works to retain, engage and motivate the employees.  As it is articulated in your external communication, it is your Employer Brand.

Jason Jeffay, Mercer’s global leader of talent management in Atlanta says,
“An employee value proposition needs “to be aligned with the business model, authentic so that business leaders believe in it and make decisions based on it, and aspirational so that people are proud to work there.”

To read Adrienne Fox’ article called “Make a ‘Deal’”, click here

HR and Hiring Managers, Retention , , ,

Guest: Are You Leading with Clarity or Confusion?

Michele MolitorBy Michele Molitor, PCC

Guess what – we’re half way through the year already! Wow – how did that happen when we weren’t looking?  This year has flown by with all of it’s highs and lows, each of them relevant and important to your own evolution as a leader.

July is always a great time to stop and take a pulse check of where you’re at, what you’ve achieved and what’s left on your list of goals for the year. When you take time to reflect, you can see all the places that you got stuck, confused or side tracked along the way from your core values and your goals as a leader. Stepping back helps you to see all the bumps in the road that have taken you off course (and hopefully not thrown you under the bus!)

As a women leader, I know it’s hard to juggle all the different important things that are tugging at your time and attention: from family and kids and school projects, to business meetings, deadlines, customer deliverables and managing your team. It can really be overwhelming at times, and easy to get off course can’t it?

Know that you’re not alone. There is a huge tribe of women achievers out there who secretly (or not so secretly) are wearing their Wonder Woman cape (myself included!), ‘Powering Through’, trying to keep it all together for just a little while longer while putting aside their own needs.

The challenge is to recognize if the overwhelm and confusion is really just a diversion from something deeper…

As you take stock, have you been leading with clarity or confusion?

I’d love to know, What have been the 3 biggest impediments to your success during this year so far?

Where has confusion gotten in the way of you making clear decisions to move your business forward?

What’s *really* keeping you from shining brilliantly?

In my work with smart, savvy women leaders from around the country, I’ve uncovered some interesting patterns. What I’ve discovered is that beneath all of the plate spinning, tight rope walking and super human strength needed to support everyone else in the world (except ourselves), there are often hidden emotions that have been tucked away somewhere that we’re choosing to ignore. These emotions come in a wide variety of shapes and sizes: fears, hurt, anger, jealousy, not being _________ enough and the list goes on.

The truth is, all the plate spinning and overwhelm are merely distractions – keeping us from having to deal with these different emotions that are too hard or too painful to deal with.

Ironically, as we stuff these emotions deeper and deeper, they continue to create dis-ease in our bodies, minds and spirit which, if it goes unchecked will turn into Disease. Which can be a whole new problem and challenge to have to contend with.  Trust me – eventually, it’s best to take some time with yourself to feel what you need to feel and let it move through you.

So how do you get out of overwhelm and move into a space of greater clarity as a women and as a leader?

Here are 3 simple steps to clearing your path so you can move forward into the second half of the year with more effective leadership:

  1. Remember to breathe: Begin to notice where you’re holding your breath throughout the day. What might be causing the shallow breathing? Make note of what those triggers might be and then take a few deep breaths to get yourself grounded and clear again. The extra O2 can help feed your system, calm your nerves, reduce your stress, decrease inflammation, enhance digestion and create more present moment awareness. Who knew Oxygen had so many wonderful benefits!
  1. Feel what you need to feel: I know, I can hear you now – “I can’t burst out crying at the office! Or scream at a co-worker for some stupid mistake they made!” You’re right, it’s not always a good idea to yell or scream or cry at work. BUT, that doesn’t mean you should allow those emotions to get stuffed somewhere deep in your belly either.  Take the time you need later in the day to journal about the issue that came up, or talk with a good friend to vent the situation or one of my personal favorites, scream into your Rage Pillow!  (It actually feels pretty good when you get stuff out this way!) This will help prevent those emotions from getting buried more deeply and clouding your vision and decision-making down the road.
  1. Take a walk in outside: Mother Nature has an amazing ability to calm the spirit. If you’re having a stressful day, take a few minutes to just go outside and feel the sunshine and the breeze on your face. Walk around the parking lot of your office or go full tilt and go for a hike in a nearby park. Nature has a way of bringing things back into perspective, helping you to remember what’s important versus what’s making your hair on fire.

I hope this has helped! Hit reply and let me know what are the things that you’ve been struggling with that are clouding your vision as a leader. I read all my emails personally.

Someday Starts Now.
Unlock the Power of YOU.

Warm regards,
Michele

Michele Molitor, PCC
Transformational Coaching for Smart, Savvy Women Leaders
510.731.8725   michele@nectarconsulting.com
Book Your Complimentary “Authentic Leadership” Strategy Session                    Read my latest “Inspired Leadership” Blog Post!

 

HR and Hiring Managers, Productivity , ,

Is Your Social Recruiting Hold You Back?

 What is holding back your social recruiting efforts?

If you have had a chance to watch the HR and recruiting talk online, you know that more and more pundits are saying that recruiting is marketing, needs to be social and that it is getting tougher to get the right people to apply.

Have you inventoried your hiring process?  What is it that could be holding your company back from getting the top candidates?

Join us Thursday, July 17th for a free webinar on “How to Use Social Media for Recruting”

Webinarinvite

 

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HR and Hiring Managers

LinkedIn is not essential

 LinkedIn image

LinkedIn is a great place to post your jobs (although it is rather expensive at  US$495.00/posting).  It is a great place to keep up on recent articles in your field (especially hiring and HR).  It is a great place to post your own articles and get them seen. It is a great place to market your employer brand and the good things about your company.  It is a necessary place to source your potential candidates, but…

Not everyone is on LinkedIn.  And of those who are, some are there multiple times, some have not updated their profiles since LI launched in 2003, some are spammers and fakes, some have withdrawn from the market, some have retired, etc., etc., etc.  We want an index of all the candidates we need at this moment, and then again at that.  And although LinkedIn likes us to think that it is, not everyone is there. 

That makes LI a great place to start, but, like “post and pray”, it may not get you the best candidates.  It may allow you to see the “good enough” ones or even the best ones, but the rate of “opens” on InMail is not all that great.  In some niches, some skill sets, some industries, very few people are on LinkedIn.  I’ve done a few nursing supervisor searches and it was rare to find nurses that use a computer in their limited time off and never on the job. 

Each new recruiting software brings with it the fantasy that it is the “silver bullet”, the way to automate recruiting and make it fast, cheap and easy.  There are no silver bullets.  People are not products that can be inventoried, promoted like the latest soap, ordered online like something from Amazon.  People can say “No”.  Or “Impress me”.  Or “Why would I want to do that?”

The power in hiring shifts.  When there are enormous numbers of relatively unskilled workers and a few jobs that need them, then the employer has the power.  When there are few, skilled workers and many openings, the power lies with the candidate.  Each industry, each niche, each position may have a different power relationship and one method will not work for all of them. 

Do you know what the employment circumstances are around each of your open positions?  How do you know?  What tools do you use to discover this so you can optimize your recruiting time?

So what else is there? Email has been shown to get more response than both InMail and the phone, but there is an art to both as well as the need for persistence and time.  What do you do?

 

HR and Hiring Managers

Social Media Recruiting

The most popular Social Media Recruiting sites: LinkedInFacebookTwitterViadeoXINGGoogle+ and BranchOut. From Wikapedia

 

Wikapedia says: “Social recruiting falls into two different categories. The first is internet sourcing using social media profiles, blogs, and online communities to find and search for passive candidate data and information. The second is social distribution. This involves using social media platforms and networks as a means to distribute jobs either through HR vendors or through crowdsourcing where job seekers and other influencers share job openings within their online social networks.

Since late 2009 there has been some discussion in the recruitment and social media communities about whether simply using social media as a communication and marketing channel can be called “social recruiting”.[2] The argument is that for recruiting to be truly social, it needs to build a community, facilitate communication within that community, and rely on social connections between community members to recruit.”

 

Fishing – posting on job boards and on social media is still fishing, or “post and pray”.  It is no better than hanging a Help Wanted sign in the company window.  Very, very old-fashion, it depends on luck to drive the right people to your “door”.  You will get scads of resumes from people who simply “want a job, any job” and seem not to have even read the whole job description.

Hunting – searching on social media is still hunting. A good hunter starts on social media, but does not stop there.  Many great employees are not on any of the major social media sites or have stale data there.

Farming – this is what is now called social media recruiting – “to build a community, facilitate communication within that community, and rely on social connections between community members to recruit”

The tools for this include:

A strong Employment Brand

A strong Employer Value Proposition

A career page that has video, audio and quotes

Links on that page to a forum (a LinkedIn Group, a Facebook Page, a regular Twitter chat, G+ Community, etc.) where you encourage employees of your company to post and respond to posts frequently. 

This becomes an extension of your employee referral plan and expands their reach. Your employees can have an opinion about the people who interact with them and can be asked for suggestions on whom to hire.

This is new and possibly dangerous.  Recruiters and people from your competitors could join the forum and steal away your people or ideas.  Of course a “private forum” with someone vetting those who want to join can be instituted and can be promoted as “exclusive”.

So it needs to be backed by a strong Employer Value Proposition that keeps your employees happily working for you.  And you need to have a well promoted and clear policy that keeps your Intellectual Property and proprietary information safe. 

Imagine knowing who the players are in your niche! Knowing who has what it takes to fit in before you even write the job description.  Knowing how to write that job description to attract the people you need because you have their words, questions, interests right in front of you.

Join Sylvia Dahlby of SmartSearch and I for a presentation on how you can do it for your company July 17th at 1 pm PDT

 

HR and Hiring Managers

[Video] How many applicants should be interviewed?

 

So you have posted the position and gotten 500 applicants.  Of these 490 are from people who could not possibly have read the position description but simply want a job, any job, and are hoping that you can see from their whole working life history where they might fit in your company. 

What do you do about the ones that really might fit, if only their resumes spoke to the particular job requirements?  How many good ones do you think you lose to this? It takes quite a lot of time to weed them out and leaves you with 10 resumes from people who might actually fit.  Of these, 7 actually seem to have most of the requirements for the job.  How many should you interview?

First, a phone screen is in order. Or is seven too many?  What do you actually have time for?  How many messages do you leave?  What are your criteria for the call? Is this a depressed (and depressing) job seeker who, while seeming to have the qualifications, just won’t fit into your upbeat environment?  How is their English – do they speak in standard business language or do they use a lot of slang? (Industry jargon is OK, but street speak may not be what you need for this position.)  Are they really looking for your opportunity or is the commute too long, the location inconvenient, they really can’t do the travel this job needs, etc. 

You now have reduced the number to 5.  How many do you bring in for a face-to-face interview?  And how many people are in the meeting?  Can it be done by just the hiring manager?  Or do you need (really!) a committee? Do you do the interviews all in the same day?  Or one at a time as the committee can find time in their schedules? 

Does the hiring manager interview first and then a committee or  first the panel and then the hiring manager? 

How does this process reflect on the culture of the company?  How to the best candidates respond?  Do you lose any because of the process? 

Of course, it all depends, but what is your ideal practice? Please do tell me what you think!

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[Video] Billboards, radio & newspapers

There are many ways to advertise.  Do you use these?

Billboards, radio, newspapers and trade journals

 

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[Video] Don’t Hire a Recruiter

Hire a recruiter only if you have done these 5 things first

 

HR and Hiring Managers