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An Unexpected Way to Improve Your Recruiting and Hiring Process

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Process improvement is an important leadership responsibility. This episode features a method for improving your recruiting and hiring process…a method many leaders haven’t yet considered.

Scott WintripAn Unexpected Way to Improve Your Recruiting and Hiring Process
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Tracy Rettie–Hiring Hero of the Week

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When you spend 20+ years driving the education of industry professionals you get to shape many careers and lives. That’s just the start of what Tracy Rettie has done. She’s the Vice President, Education and Strategic Initiatives for the American Staffing Association. From owners and executives to those just starting out in the business, tens of thousands of people are succeeding in the noble work of staffing because of Tracy and her team. She is shaping the present needs and future success of the staffing industry through her leadership of Staffing World professional development offerings, ASA certification programs and webinars, and the Safety Standard of Excellence program. Thank you Tracy for the heroic work you do each day.

P.S. I hope you’ll connect with Tracy on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripTracy Rettie–Hiring Hero of the Week
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What Recruiters Should Invest Their Time in This Year

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Time is more precious than money, so how recruiters invest their time should be a top priority. In this episode, I share one of the most important ways to invest time this year.

Scott WintripWhat Recruiters Should Invest Their Time in This Year
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Overcoming Resistance of Faster Hiring

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People often resist change, especially when you try to change a longstanding way of doing something. This is certainly true in recruiting and hiring. Speeding up the process can be met with intense resistance. Case in point…

At a meeting of the leadership team of a health insurance company, Paul thought the idea of fast hiring was “repulsive.” As we discussed how to plan the process, Paul started making passive-aggressive comments. After he said, “What’s next? We’re going to replace our employees with robots, like in that Will Smith movie?” I knew our discussion wasn’t addressing all of his concerns. I asked Paul to explain.

“People aren’t products,” he said angrily. “I can’t believe we’re even discussing such a dehumanizing approach. Picking the right people takes time. Interviews, even if they last all day, are a good investment of our time. We must make sure we’re picking the best people. Besides, good candidates won’t want to be rushed through the process. I’m finding this whole conversation repulsive. I’m sure my team will feel the same way.”           

Instead of trying to convince Paul to change his mind, I decided to let him change it himself.

“Paul, thanks for your honesty. I bet you’re not the only one with concerns about a faster approach.” Two other leaders nodded their heads in agreement. “What would you need to determine if this could work for the company?”

Paul thoughtfully paused before responding, “I’d need to see proof. Absolute proof that this will work for us.”

That led to a conversation about rolling out a faster hiring process on a limited basis to start. Two leaders, who didn’t share Paul’s concerns, agreed to test the process. Choosing a job common to both of their departments, we designed a plan and timeline that could be implemented without interrupting day-to-day business. Two other leaders, including Paul, were designated as auditors, outside observers who would monitor and document the pros and cons as the process was rolled out.

I met again with the leadership team after the beginning of the rollout. The two managers testing the process gave updates, sharing mostly positive news. They had made a few missteps along the way; however, both were upbeat. Both had filled two open jobs and lined up several additional candidates in their pipelines as potential future hires.

During their updates, I watched Paul out of the corner of my eye. He spent the entire time looking down at his notes. He appeared angry, even angrier than when he shared his concerns in our first meeting. I learned why when it was Paul’s turn to share pros and cons as an auditor of the test.

“I hate being wrong,” he said. “But, there it is. I was flat out wrong. There was nothing dehumanizing about a faster approach. If anything, it enabled interviewers to focus on people, not process. This shorter, simpler process allowed them to get to know each other better. Our new hires told me they loved our efficient process, and that it was a factor in choosing to work here.”

When recruiting and hiring, speed and accuracy are not mutually exclusive. Nor are speed and intimacy. A well-designed, well-executed hiring process allows people to be fully present and have conversations that matter. These interactions build trust as candidates learn they are dealing with confident professionals, and hiring managers discover which candidates are ready to make a job change. This trust becomes the foundation for the employment relationship, one built on a professionally intimate hiring experience.

To help navigate through resistance as you work to speed up hiring in your organization, do one or more the following:

Support people in changing their own mind
Trying to convince someone to see things differently is hard, sometimes impossible. Instead, let him or her do the heavy lifting. Ask a question like I did of Paul: What would you need to determine if faster hiring could work for your company? Integrate the responses into additional questions until you understand the root of the resistance and what will make it go away.

Suggest a limited approach
Resistance isn’t always about the change itself. There are times when people want to change but are fearful of the overwhelm it may cause. A limited scope can help. Start with one role; run a short-term test; bring in outside help to lighten the load. By working together, you can drive forward a faster hiring process without driving people crazy with overwhelm and fear.

Find a different path
Sometimes the path of least resistance is another person. Seek out an early adopter in your organization, someone who’s known for being first in line to implement new ideas. Work together to plan and execute the rollout. Make adjustments as you learn what works and what does not. Once the speedier process is in place and producing positive results, ask your early adopter to share their experience with others. Nothing enrolls doubters faster than proof positive.

Resistance is futile (yes, for you Star Trek fans, that was intentional), especially when you’re the one trying to overcome it. Don’t go it alone and avoid doing all the heavy lifting. Effective hiring is a team sport. Speeding up hiring requires a team effort.

Scott WintripOvercoming Resistance of Faster Hiring
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Stewart Samkange–Hiring Hero of the Week

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Meet Stewart Samkange, this week’s Hero of Hiring. His stated mission is to “make the ‘working-world’ a better place.” Stewart is doing that through his work with LinkedIn (he provides talent solutions for Africa to help HR Directors plan, develop, and hire) and his thought leadership. What makes Stewart a powerful presence for change and improvement is what he shares with the world, how he shares it, and the conversations he’s able to create. When you scroll through the content he posts you’ll see what I mean (click here for an example). Stewart says that one of his secrets of success is that he’s “bold, ambitious, and disarmingly honest.” Yes he is, and we could use more of that in our world. Thank you Stewart for being a role model and for the heroic work you do every day!

BTW…you can find the valuable content I referred to on Stewart’s LinkedIn page.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripStewart Samkange–Hiring Hero of the Week
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Want to Fill More Staffing Orders? Change This One Thing

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I’m frequently asked how staffing and recruitment providers can fill open job orders when there aren’t enough people to fill them. I answer that question in this episode and also provide specific details for firms of different sizes.

Scott WintripWant to Fill More Staffing Orders? Change This One Thing
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6 Professionals Who Become Great Recruiters

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As the skills shortage persists, so does the demand for recruiters. The increased demand has put a further strain on an already over-tapped pool of experienced talent. More and more organizations are turning to people without any recruiting experience to stem the shortfalls.

Problem is, hiring people without experience can be hit or miss. But some roles consistently transfer exceedingly well. Why? Because of the nature those jobs. And more importantly, the types of people drawn to those professions.

In reviewing recruiting teams in 1100 organizations, 6 roles have shown up consistently in producing transferable talent who become great recruiters. Great in how quickly they’ve ramped up, fit in, and gone on to meet or exceed expectations.

Does everyone from these 6 roles become a stellar recruiter? Of course not. There are no absolutes, especially in hiring. However, the consistency among these 6 makes them top contenders for your next recruiting hire.

Role #1
Commercial Collection Agents
The skip tracing skills of commercial collectors help them efficiently research the whereabouts of top talent. Since persistence is the name of the game when collecting debt, they tend to have better than average abilities at following through and staying in touch. Add this to the B2B focus of their work, and you’ve got a potent combination that’s made this a favorite hire of recruiting leaders.

Role #2
Professional Fundraisers
You hear lots of “no’s” when selling people on an idea to get them to part with their hard-earned cash. The thick skin of professional fundraisers makes them well prepared for handling rejection and savvy at selling top talent on the idea of parting ways with their current employer.

Role #3
Retail Managers
Managers in retail spend long hours and many weekends dealing with difficult customers. The typical weekday schedule in recruiting is a welcome change as they apply their customer service and problem-solving skills. Retail managers are particularly successful in organizations where recruiters spend more of their time in face-to-face meetings with candidates.

Role #4
Political Campaign Staff
The fast-paced high-octane environment of a campaign prepares these prospective recruiters with important skills. These include managing competing priorities, dealing with challenging expectations, and achieving difficult deadlines. A recruiting opportunity offers them many of the adrenaline filled opportunities without the career interruption that comes at the end of campaign.

Role #5
Professional Organization Staff
People from trade associations, chambers of commerce, and other membership organizations often have superior networking skills and extensive contacts. Selling opportunity is second nature as is building rapport. The income potential in recruiting frequently exceeds the compensation ceiling in their current line of work.

Role #6
Call Center Managers
Recruiting teams seeking people who can create a positive candidate experience over the phone are having success with call center managers. Their background helps them effectively compete for top talent and efficiently make and receive a high volume of calls.

As you consider people with these backgrounds take steps to ensure their fitness for the unique needs of your team. Here are three methods that will help.

Define cultural attributes
People who come from transferable roles don’t always fit it. The most common reason is culture. Cultural fit on a recruiting team can be quite different from fundraising, retail, politics, and the other roles. Look for patterns among the backgrounds and personalities of the people who’ve succeeded on your team. These attributes codify your culture as it relates to hiring. Make these attributes a requirement for every person you hire.

Show instead of tell
The verbal skills of people from these 6 roles tend to be above average. Don’t let them talk themselves into a job on your team. Leaders who do frequently regret these hires. Instead have candidates show you (by performing sample work in an interview) that they possess the transferable abilities and traits required for success.

Do a reality check
Nothing kills a new hire quicker than unclear expectations. Required daily activities is a repeat offender. Too many people coming into recruiting don’t understand the sheer volume of work required on a daily basis. During interviews make clear the amount of calls, documentation, interviews, e-mails, paperwork, and other activities that come with the job. But don’t leave it at that. Include these expectations in writing and have the candidate sign-off their acknowledgement. This will scare off some people, but better that a glimpse of reality end a future bad hire than having to terminate someone for real.

Scott Wintrip6 Professionals Who Become Great Recruiters
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Steve Browne–Hiring Hero of the Week

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If we could clone a Hero of Hiring, Steve Browne would have to be at the top of the list. Steve is the Vice President of HR at LaRosa’s, Inc. What makes him worthy of being the Hiring Hero of the Week? Steve spends his days positively impacting those around him. When I get the chance to eat at a LaRosa’s pizzeria, I experience Steve’s influence in the quality of the people who work there (plus the pizza is amazing). Everywhere you look, be it online or at an HR event, Steve is there, supporting and guiding and cheering on the community. If that weren’t enough, he serves as a Director-at-Large on the SHRM Board of Directors and is the author of HR on Purpose: Developing Deliberate People Passion. Thank you Steve for the heroic work you do every day!

P.S. Steve is very active on social media. Follow him on Twitter and LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripSteve Browne–Hiring Hero of the Week
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Mike Lejeune–Hiring Hero of the Week

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This week’s Hero of Hiring will come as no surprise to those who know him. Mike Lejeune, President of Lighting the Path, sets an example daily of what it means to serve those around him. When I asked Mike to describe his work he said, “My path is to inspire, to ignite passion, to raise the bar of what we expect of ourselves in recruiting as leaders, recruiters, and business development specialists. We make a difference when we do more than serve—lives change by how we show we care.” And what a difference Mike has made. He’s mentored hundreds of professionals, helping them climb the corporate ladder and open their own search firms. Mike has also helped establish industry standards, including his work in creating one of the first accreditation programs for recruiters and the development of the extensive curriculum he uses in his work. Thank you Mike for the heroic work you do each day!

Be sure to follow Mike on Twitter and LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripMike Lejeune–Hiring Hero of the Week
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