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Mike Gawthorne–Hiring Hero of the Week

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Meet Mike Gawthorne, this week’s Hiring Hero. Mike is the CEO of UK-based Serocor Group. What makes the work of the business units within Serocor heroic is how they go beyond providing talent. They unselfishly delivery expertise, even to companies that aren’t paying customers.  “Our recruiters are a combination thought leader and matchmaker,” shared Mike. “Their job is to constantly deliver value to everyone they’re in contact with. This starts with prospective customers. We share market intelligence and best practices. If a company elects not to work with us, they’re still better off from having interacted with our team.” Spoken like a true hero. Thank you Mike for your generosity and the heroic work you and your team do each day!

BTW…Be sure to connect with Mike 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 WintripMike Gawthorne–Hiring Hero of the Week
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Secrets of Staffing Success Podcast

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I recently joined Todd Lewandowski for a candid conversation about the staffing industry. We covered a wide range of topics including:

  • Traits staffing agencies should look for in candidates for internal positions.
  • How firms can help fill the job traffic void left by Indeed.
  • What staffing firms can do to improve their relationship with HR.
  • The most common blind spot among staffing and recruiting firms.
  • What the biggest headline will be for the staffing and recruiting industry at the end of 2019.

 

Scott WintripSecrets of Staffing Success Podcast
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Shahid Wazed–Hiring Hero of the Week

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A common trait among the Heroes of Hiring is how they work tirelessly to improve results. This week’s hero, Shahid Wazed, is the embodiment of this attribute. Shahid is a recruitment automation pioneer, having developed sourcing strategies that have reduced effort, increased hiring speed, and cut costs (he recently brought in top talent for hard-to-fill position for just $52). He’s also the Host of the Top Talent Summit, a talent acquisition event in its sixth year serving the Canadian talent acquisition community. If that weren’t enough, he’s a Forbes Contributor, a member of the Forbes Human Resources Council, and an award winning podcaster. Thank you Shahid for your tireless efforts and the heroic work you do each day!

P.S. Be sure to connect with Shahid 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 WintripShahid Wazed–Hiring Hero of the Week
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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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