Heisman In The Workplace?

Over the last few years I have read plenty about “top talent” and how to recruit for these elusive candidates or organizations will go into a death spiral never to recover and fall off the face of the earth. While I agree that companies can fail because of poor talent in the ranks or the lack of leadership within the top ranks, I disagree with the notion that certain sources or certain types of candidates are the best available.

Unlike the sports and entertainment world where there are a finite number of players with a very formal funnel process in place to ensure that the best of the best win awards and supposedly make it on our TV screens, ipods or tablets, the “working world” does not have such a process. We do not have the Heisman, Golden Glove, MVP, All-Star, Oscar, Emmy, Grammy, or Tony awards. We have an infinite pool of workers and it is nearly impossible to determine who the best of the best is and even then it is subjective. There is not an annual awards show that comes on during prime time viewing to go through the various categories. Business magazines and blogs may try to rank individuals but each one has their own method of ranking and usually there is some kind of flaw or a “pay to play” nomination process.

The common question I see out on LinkedIn group discussions, or blog sites is “how do I know I am attracting top talent”? In my opinion the question comes from those that lack confidence in their ability to recruit effectively, or feel that they are somehow missing out on something, believing the hype about passive vs active or secret sources versus common candidate pools.

As a recruiter if you know your company culture, understand the business/industry, believe in where the organization is going and can identify a solid slate of candidates that meet the requirements, have documented success in their field and fit the culture then you have identified top talent. Keep in mind how many Heisman trophy winners failed miserably at the NFL level. Sure some have gone on and done great things and the point is that though someone may have top talent within their organization it does not mean they will be in yours.

When I conduct a search I look for key things on the resume that will give me insight but I keep in mind the candidate created the resume. Therefore, when I pre-screen them I challenge them on points, make them explain the projects or claims of success listed and rarely accept answers at face value. It is my role to investigate the candidate and flush them out. I pick up on nuances while they explain their answers to determine fit or see if there is something I should ask to ensure I have as complete a picture of the candidate as possible.

It would be great if when someone applied they were ranked like tennis or golf players by looking at a central list of every player. Our roles would be very different. We would be more like sports and entertainment scouts with contracts and exclusivity and less like investigators with a sales twist. We do not have the rankings on every accountant, sales person, call center rep, or recruiter.

So, we do our best to source, screen and identify the best available talent for our organizations. This means that I will evaluate candidates from any source, keep abreast of industry trends, not dismiss a candidate because of the source or status and not get caught up in hype but evaluate its fit into my sourcing strategy. By doing this I will move my organization forward confident I have identified great talent.

I welcome your thoughts.

The Gap is Always Hiring

During my career I have “walked out” several people when terminated whether for cause or a lay-off. For one employer the CEO wanted me to be the bouncer and assist those that were terminated for cause in cleaning out their offices and then walking them out. It was an interesting situation for a recruiter – one minute I would be talking to a candidate on why they should join the company the next I could be in someone’s office helping them prepare to depart.

I would sometimes spend about one to two hours assisting an employee in cleaning out their office. These were usually decorated like a dorm room from college or an extension of their home. After the fifth or sixth time I realized I did not want to be like them. I wasn’t planning on being terminated for cause during my career (and never have been) but if I was terminated due to a reorganization or other lay-off reason I would pick up my stress ball and leave – no boxes, no need to come back on a weekend to clean out the office and no need to waste the time of a co-worker who would have to wait for me when they have plenty of work to do. For this reason my offices have always been bland, no pictures, no personal items and over the years people have asked why.

While sharing my story on why I would also state that if anything should happen “The Gap is always hiring.” Usually the listener would give me a perplexed look. The simple point is that no matter how hard we work sometimes things will happen beyond our control and we find ourselves without a job. There are many other employers and if necessary we have to be flexible in order to support ourselves or families. I believe that this mindset helped me perform at a high level because I did not work in fear. I would come in and do the job to the best of my ability.

Don’t get me wrong. Would it suck to lose a job? Sure. Would I want to be in a job search? Not really. Would my career take a hit and I might not find a similar role? I do not know the answer. Would I be able to find another employer with a great culture, interesting work and people? Yes, because there are thousands of employers that have these traits.

Recently this scenario came true when I lost my job due to a reorganization. I had a sense it was coming because of all the changes currently going on with my former employer. When I received the phone call to attend a meeting the next day I was fully prepared for what was about to happen. When it was over and I was escorted to my office I picked up two personal items – an award I received from a hiring client for my hard work and a mug my team had given me – and walked out.

I know most people would be upset or angry in this situation but I was not and will not be. I look back on my six years and have no regrets, complaints or ill feelings. I was given a great opportunity, experienced several promotions and felt that I made a positive impact. I was treated fairly, well compensated, and worked with some very talented people who taught me a tremendous amount from recruiting skills to leading teams. I gave my all and look back with pride on my work. It is over and I had a blast.

The job search has been going well so far thanks to my network and all the leads, advice and assistance that has been offered. I do not think I will be applying to the Gap but I do know that whomever is my next employer I will continue to give it my all and do my best to move the company forward.

I welcome your thoughts.

No One Is Going To Read This

It never fails, December is one of the busiest months for me and has been throughout my career. Since my first job in recruiting I have heard it every year from hiring managers, clients, candidates and co-workers. No one hires in December, candidates stop looking, and December is the slowest month of the year.

To those claims I say BAH HUMBUG!!

My first year in recruiting was spent working for an agency placing mostly contract labor with some direct hire placements. Back then we called them perm placements but over the years we have had to drop the word “perm or permanent” because someone might sue us for not really permanently employing them. I digress. I was told that first year to not expect any placements in December and yet I finished out the month with double digit placements and one direct hire. My own personal Christmas bonus! The same was said the second year and yep double digit placements again. But it wasn’t just me, everyone in our office had a solid month.

When I became a Corporate recruiter I was told that no one will hire in December. Yeah right. Then why was I working like the young Ebenezer Scrooge (you know, when he was a happy guy, working hard because he loved it and still had a soul) in the office while everyone else was kicking off for the holiday, doing their on-line shopping or spending the day socializing and trading cookies/gifts?

I know why, because even though the business may slow down during December recruiting never stops. It could be that these managers need to fill the open job of 200 days before 12/31 or lose it in their budget, or that they need to have someone start right after the first of the year when the budget opens up and they can start work on their projects. It is also because people resigned in order to start their new year off with a new employer and now the manager is in a bind and needs someone asap. I could go on but you all know and have heard the reasons.

Every year as the holiday approaches I fall for it, I start believing what is being repeated over and over, and begin to think that maybe I too can do some holiday shopping on-line, or socialize a day away but it never comes.

When I pulled into the parking garage this morning and saw it practically empty I figured maybe this year will be different. Nope – I have taken 15 minutes to write and post this blog that no one will read because you are not in the office or you are like me and my team, slammed with reqs to fill, interviews to schedule, offers to extend all the while stressing if you can get to a certain store to buy that last minute gift.

I will agree that there is one week when those claims do come true and that is the week between Christmas and New Years. That’s when I witness peace on earth.

Merry Christmas everyone and Happy New Year!

Stock Photos from 123RF