HR

Pam O’Connor–Hiring Hero of the Week

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This week’s hero has impacted people across the globe, helping fill jobs that improve and save lives. She’s Pamela O’Connor, the Chief Human Resources Officer for Hoyos Integrity Corporation, a secure communications company headquartered in Fort Lauderdale Florida. As a global HR leader, Pam has led the hiring of top talent for emergency relief positions around the world, applying her skill at finding people with the perseverance to perform under pressure and extreme circumstances. She has improved time-to-fill, reducing this metric by more than 45% as a result of initiatives that have significantly increased employee referrals. Employment engagement has also grown under Pam’s watch as she’s overhauled global compensation systems to better align employee expectations with the value they bring to their roles.

When asked about her philosophy on recruiting and hiring, Pam said, “I believe in hiring people not just for the current opening, but with the next two jobs they’ll hold in mind as well.” This career minded approach to recruiting along with aligning company strategy with talent acquisition strategy has made lasting impacts. These impacts include making better hires who align well with company goals, reducing talent acquisition costs, and improving employee retention. Thank you Pam for the heroic work you do each day!

You can connect with Pam 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 WintripPam O’Connor–Hiring Hero of the Week
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Interviews Are Rooted in Lies. Here’s How to Stop Participating in the Deception

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It has been said of some salespeople that you can easily spot when they’re lying–their lips are moving. Salespeople aren’t the only ones giving lip service to the truth. Job interviews are frequently built on one or more lies.

The lying is happening on both sides of the table. Candidates misrepresent their abilities. Companies overstate the facts. Both parties omit details.

The farcical dance that defines many interviews undermines effective selection. Candidates accept ill-fitting jobs based upon incomplete information. Companies end up having good interviews that turn into bad hires.

Are the lies told by candidates and companies intentional? Sometimes. Often the deception is unconscious. People are simply doing things the way they’ve always been done, unaware of the consequences.

Stopping the deception requires understanding and interrupting these lies. Let’s take a look at some of the different types of lying common in the hiring process.

Omission
Lies of omission are the most common as people leave out details they believe could become a deal breaker. Candidates choose not to share a past mistake they think could end their chances. Interviewers avoid talking about negative aspects of the job out of fear they’ll turn off a talented person. Both parties neglect sharing the full truth hoping it will bolster their chances of a positive hiring outcome.

Exaggeration
Rooted in the truth, lies of exaggeration bend the facts in an effort to make someone or something look better than it is. Employers amplify advancement opportunities; candidates magnify the depth of their experience; both sides distort details. Instead of painting an accurate picture, companies and candidates take liberties that misinform and mislead.

Deception
Lies of deception are a form of hiring magic. Like a magician who diverts your attention to create an illusion, deception in hiring is an attempt to divert attention away from negative details. Jobseekers change dates on resumes to cover up employment gaps. Companies misrepresent job details to make a role seem more attractive. Candidates and companies engage in a hiring version of fake news out of fear of the impact of the truth.

Promises
It has been said that promises were made to be broken. That’s being lived out daily in interviews. Managers openly acknowledge an organizational problem, promising it will soon be rectified even though they have no authority to keep that promise. Candidates commit to improving weak skills if hired, knowing full well they lack the time and resources to keep the commitment. Promises in interviews are a common workaround for real issues that aren’t really going to be resolved.

Plagiarism
When in school, using ideas or work that is not your own will get you a failing grade. When hiring, plagiarism will get you a failed hire. Hiring-related plagiarism is being perpetrated by both parties. Jobseekers provide work samples that aren’t their own and have friends take online skills tests. Employers copy and use other companies’ well-written job descriptions knowing that these documents are a far cry from the job they’re offering.

White Lies
Believed to be harmless, white lies are relatively minor omissions, exaggerations, deceptions, promises, and plagiarism. Although minor, white lies still distort the facts thereby undermining sound decision-making.

Accuracy in hiring requires accurate information. Without that, companies and candidates end up making choices they later regret.

You can put a stop to these regrets by taking three steps.

Step #1
Commit to rigorous honesty
Teach everyone involved in hiring about the 6 types of lies, making it clear that these are often unintentional habits. Share how you’ve made these errors; your vulnerability can elicit the same from your colleagues. Support one another in a commitment to a hiring process that is grounded in rigorous honesty.

Step #2
Be appropriately transparent
Rigorous honesty doesn’t mean engaging in blind transparency. A productive hiring process should give candidates (and you) the details needed to make a prudent decision. Take time to determine the information that a candidate needs to know including job responsibilities, role expectations, company culture, compensation, and career development and advancement opportunities. Appropriate transparency that is rigorously honest will help them make an informed choice. 

Step #3
Clean up mistakes
You’re human and you’ll make mistakes, including when you’ve been in the practice of unintentional deception. Breaking this habit may take time, which means you may make some missteps along the way. Seize this as an opportunity. When you tell one of the 6 lies acknowledge it and clean it up. Remember that mistakes are your chance to demonstrate your excellence at problem-solving.

In a world filled with fakery your organization’s commitment to stopping all forms of deception is an opportunity. An opportunity to strengthen your brand, improve the hiring experience, and deepen engagement from the very first interaction. Those benefits alone are worth letting go of the lies.

 

Scott WintripInterviews Are Rooted in Lies. Here’s How to Stop Participating in the Deception
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Susanne Mather–Hiring Hero of the Week

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Attracting quality talent is vital to every organization’s success. But it’s also harder than ever given the talent drought. That’s why Susanne Mather is this week’s Hero of Hiring. Susanne is helping employers across the globe improve how they attract and retain people. She’s the Executive Director of Australian firm Employment Office, a company that helps employers improvement their recruitment process especially in the areas of attraction strategy, candidate screening, and talent management. Her work over the past 17 years has helped hundreds of organizations land and retain thousands of talented employees. Susanne is also the Editor of Recruitment Marketing Magazine, a digital publication focused on improving recruitment marketing and employer branding strategy. Thank you Susanne for the heroic work you do each day.

You can connect with Susanne on LinkedIn and Twitter. Be sure to also sign up for Recruitment Marketing Magazine.

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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 WintripSusanne Mather–Hiring Hero of the Week
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Improving Employee Engagement Often Starts With a Divorce

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Do you struggle with letting people go? You’re not alone. Many leaders have some level of discomfort when it comes to firing someone. Yet, this uncomfortable responsibility is frequently what’s needed to improve employee engagement. In this episode, I share with you how to make the decision of whether or not fire someone easier.

Scott WintripImproving Employee Engagement Often Starts With a Divorce
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Get Jobseekers to Help You Speed Up Hiring

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Quickening the pace of hiring remains a hot topic and rightly so. The time it takes to fill a job grows year after year.

Many ideas on faster hiring are focused on the employer. But what about jobseekers? Sustainable speed can only be achieved if both sides of the hiring equation are addressed.

Here are 4 things jobseekers can do (and you can suggest they do) that increase hiring speed and improve selection accuracy.

Eliminate misinformation
Recurring media reports from a variety of sources indicate that two-thirds or more of resumes contain misinformation. This frequent inaccuracy has elicited a knee-jerk response by companies—it’s assumed that resumes have exaggerations or flat-out lies and that these lies continue during interviews. To manage this, companies slow down the process and dive deep to find these erroneous details. Instead of hiring being built on trust, it’s a tedious process filled with suspicion and doubt.

Combat this misinformation head on. Inform jobseekers that you’re not seeking perfect people, but people who perfectly represent themselves on paper and in conversations. Share examples of how you’ve hired less than perfect people and helped them advance their careers. Make your company a place where potential hires can be safely transparent.

Avoid spraying and praying
Like a farmer spreading manure to fertilize plants, many job candidates are spraying their resumes far and wide, praying one will take root and land them an opportunity. Employers end up buried in a pile of resumes, many of which are a crappy fit (pun intended). Sorting through this takes time, and time kills making good hires. Especially when a talented person, who was at the bottom of the pile, is snapped up by a faster competitor.

Encourage jobseekers to take a more targeted approach to their search. Start by setting and communicating boundaries early. For example, in the content on your job opportunities landing page make it clear that you’ll only consider and respond to candidates who match required qualifications. Repeatedly reinforce and re-communicate this boundary. Popular places for doing so are on the page where candidates enter work history and just above the final “Submit” button for their application.

Offer proof instead of promises
Talk is cheap, especially when answering questions during interviews. Answering an interviewer’s questions may create a feel good moment, but these answers offer nothing in the way of proof of fit. That’s why so many good interviews turn into bad hires. Candidates talk themselves into the role, one that wasn’t a fit after all.

Have each candidate offer proof in place of promises that he or she will fit in. Instead of letting a candidate tell you how she’d solve a problem, have her show you in a role play. Rather than asking about his top skills, have him demonstrate those skills by performing sample work. Require the candidate to go beyond sharing stories of how she works well with others and let her show you how she’ll collaborate with your current team. Showing, instead of telling, provides proof for making an informed decision.

Make better choices
Searching for a job is an emotional experience. Too often feelings trump facts, prompting the jobseeker to accept a role because if feels right versus doing so because it is truly the right fit.

Teach jobseekers how to make decisions rooted in facts instead of feelings. One approach is to ask the candidate to make a list of dealmakers (must-haves) and dealbreakers (must-not haves) and send it to you for discussion during a phone interview. Compare the list to the job and your company. Let people know where things match up and where they don’t. With eyes wide open, you both get to make an informed choice of whether to move forward or not.

Helping jobseekers should be a top priority for everyone involved in hiring. Putting people to work is one way. Guiding them in how they seek work is another. Seize every opportunity you can to inform and educate jobseekers about their role in increasing speed and improving accuracy during the hiring experience. Your role in hiring gives you a unique opportunity to exert your influence beyond just filling the next job. Use that influence to make jobseekers better at their part of the hiring process. You’ll be giving them a gift that serves them the remainder of their careers.

Scott WintripGet Jobseekers to Help You Speed Up Hiring
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Roy Maurer–Hiring Hero of the Week

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The valuable work of the Heroes of Hiring often has an immeasurable impact. That’s certainly true of this week’s Hero Roy Maurer. Roy covers talent acquisition for SHRM Online. He’s on the front lines of recruiting and hiring, bringing an expansive view and perspective to thousands of people across the globe. Because of Roy’s work, readers stay well informed and make better choices. From recent trends to legal considerations to best practices changes and more, Roy is helping those touched by his work seize opportunities, avoid pitfalls, and improve how they recruit, hire, and retain top talent. Thank you Roy for the heroic work you do every day!

P.S. Roy maintains an active presence on social media (not surprising). 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 WintripRoy Maurer–Hiring Hero of the Week
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Tayo Rockson–Hiring Hero of the Week

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If you don’t know the name Tayo Rockson you should and do now. He’s using his difference to make a difference (those are his words and I love them). Tayo is a diversity and inclusion expert who has lived and worked on four continents. He’s credited with having built high performing cross-functional teams in startups and multinationals. Tayo also leverages his acumen in cross-cultural communications to guide those he serves in developing global mindsets and strategies to become more inclusive. Another part of his service to the global community is his popular podcast–As Told By Nomads. Thank you Tayo for honoring the beautiful differences among us and for using your difference to do heroic work each day!

P.S. Connect with Tayo on LinkedIn and Twitter, and be sure to listen to his podcast.

____________________________________

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 WintripTayo Rockson–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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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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7 Avoidable Recruiting Mistakes

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A baking mishap reminded me of a common mistake in recruiting. The baker, my cousin, decided to take some liberties with a bread recipe. Instead of measuring the ingredients, she eyeballed it, adding generous portions of her favorites. Then she decided to knead the dough for half the amount of time called for in the recipe.

The result—a chewy gritty lump that tasted nothing like bread.

Baking is a science. Follow the recipe and you’ll get a positive result. The same is true in recruiting. There’s a science to getting a good result. Skip a step or fail to follow a proven process and you end up with lackluster candidates and unfilled jobs.

Yes, there’s an art to being good at recruiting, especially when it comes to the day to day aspects of the job, but that never outweighs the importance of the strategic ingredients required for success.

Here are seven frequent recruiting mistakes, and how you can avoid them.

Mistake #1
Drawing in too little or too much talent
This first mistake is the most common. Many companies aren’t drawing in enough quality candidates, blaming the skills shortage as the problem. Some organizations draw in too many people who are underqualified, typically as a result of an unhealthy reliance on automation. Both of these extremes make recruiting labor intensive and filling open jobs a challenge.

Generating a continuous supply of top talent requires leveraging all eight talent streams. Organizations that maximize all eight recruit faster, fill positions more efficiently, and effortlessly create pipelines of top talent for future openings.

Mistake #2
Having unrealistic hiring criteria
It’s common to throw everything but the kitchen sink into your hiring criteria. Making a quality hire is vital and starts with deciding who you’ll select. Unfortunately, the extreme importance of hiring right the first time has led leaders to be overly restrictive about who they’ll consider for a job. This limits the talent pool and keeps positions open for a long time.

There’s a simple way to create accurate hiring criteria—seek proof. Review all of the people who’ve succeeded in the role. Look for the patterns among their skills, experiences, and personality traits. Make those your hiring criteria and leave the kitchen sink where it belongs.

Mistake #3
Getting overly attached to one candidate
Falling in love isn’t just the plot line in romantic movies, it’s why the recruiting process in many companies becomes a drama. It often plays out like this…a superb candidate is found for the job, someone you fall in love with. “She’s the one,” you say.  As a result, the recruiting effort comes to a screeching halt. When it turns out she isn’t the one, a mad dash ensues as you scramble to find more candidates.

Instead of falling in love with people, it’s better to become enamored with a process that keeps talent flowing. Some organizations refer to that as practicing their ABC’s, as in Always Be Cultivating talented people even after you think you’ve found “the one.”

Mistake #4
Becoming too reliant upon one resource
Most recruiters have a preferred stream of talent. For many, it’s referrals. They see referrals as the gold standard of recruiting, believing that this is the best way to find high quality people.

While it’s true that referrals are gold, it’s just one of the eight streams of talent. Some of the streams provide overlapping access to the same candidates. However, no single stream can draw in all of the available quality people. That’s why it’s important to keep tapping into all eight.

Mistake #5
Waiting until a job opens to recruit
It’s not if there’s going to be a job opening, but when. That’s why the most successful organizations plan for the when.

How are these companies planning for the inevitable? They’re shifting from the old way of hiring (keeping a job open until the right person shows up) into the new way of hiring (lining up talented people and waiting for the right job to open). They start with one core role, filling currently open positions and cultivating talent for when that job opens again. Then they move on to the next role. And then the next. And then the next.

Mistake #6
Creating ads and posts that are boring
The majority of job listings read like typical ad copy. That’s why these posts fail to hold the interest of top talent. The mundane content creates a negative first impression, repelling quality candidates.

What kind of content captures and keeps attention? Details about how working in your organization has improved lives and careers is a great place to start. Combine that with eye-catching delivery methods, such as video, gifs, or infographics, and you’ll attract and keep the interest of top talent.

Mistake #7
Engaging in hiring insanity
Einstein has been quoted as saying that insanity is doing the same things over and over again and expecting a different result. By that definition, there’s quite a bit of insanity going on in recruiting. For instance, ask someone why they persist at an approach that isn’t drawing in enough quality talent, and you’re likely to hear, “because that’s how we’ve always done it.”

You can stop the insanity by regularly questioning each step of the recruiting process. Consider why it’s done that way. What results are being achieved? How can you could improve that result? In what ways you could streamline each step of the process?

My cousin threw out that gritty lump of so-called bread. The next batch was superb because she followed the recipe, avoiding her past mistakes. You can do the same when you’re recruiting. Eliminating these 7 preventable errors will allow you to source top people who will become superb new hires.

 

Scott Wintrip7 Avoidable Recruiting Mistakes
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