In or Out part 3

Good article from Ed Frauenheim on the Yahoo telecommuting policy change http://www.workforce.com/article/20130426/BLOGS05/130429987/marissa-mayers-missed-managerial-opportunity The larger issue with Yahoo rather than collaboration versus innovation, to me, has been the lack of good job and role definition and an accountability system to : measure performance and results in a meaningful way reward performance in meaningful ways acknowledge top performers in a systematic way develop employees in a systematic way These are my 2 cents as an outside HR professional and observer of the company over time. If I can help your organization with these issues (and retention of top talent - another ongoing Yahoo issue), drop me an email at deb@broadbandhr.com

"Live" KITList event September 29th 6pm

Sue Connelly, founder of the KITList, is hosting a live friendworking event in Palo Alto this coming week. Check the KITList blog for details and invitation. If you're a KITList member or supporter, come to this marvelous event. And, as an added bonus, you'll get to meet me, since I'm participating in a short panel discussion with several other KITList supporters. Be there, or be square...

A new spin on Best Practices

As consultants and business owners, many of us subscribe to the idea that Best Practices are just that - the time-honored success methods of various companies to solve common problems and construct new business methods to ensure ongoing success.

Tim Berry, a very smart guy and serial entrepreneur, has another spin on the whole
Jim Collins "Good to Great" idea. Really thought-provoking for me as a systems and process-oriented person. Think about using Best Practices as just the idea generator.

http://timberry.bplans.com/2010/07/the-sad-truth-about-best-practices.html

Thanks, Tim for bringing these ideas into focus so well. This article has implications great and small for all of us in the recruiting business. We so often look at best practices in both HR and recruiting that maybe we need to re-think our allegiance to the concept.

Good News - at last - on Hiring

Yeah!
Finally, we can say we are coming out of the Great Recession.
More companies are hiring new employees than are laying off.
This is a critical indicator, like the various Purchasing Manager Surveys, which indicate business sentiment.

If you're looking for a job, redouble your efforts. Make sure you are not ignoring smaller organizations in your search. If you've given up looking because the prospects were so slim, get our there and start your search again.

http://www.portfolio.com/business-news/2010/07/19/national-association-of-business-economics-issues-hiring-survey

Optimism for Recovery

Steve Forbes had optimist comments at his SHRM Keynote address.


http://www.brandfortalent.com/blog/whos-talking/an-optimistic-steve-forbes-at-2010-shrm-conference/

And now for the good news

For a change, there is finally some good news out of an executive survey on hiring.
For the full detail, check out
http://www.msnbc.msn.com/id/37870110/ns/business-us_business/

This means more recruiter calls for those of you who are working, and hopefully opportunities opening up for those of you who are looking for new jobs.

As a Head Hunter, it is good news to know that the mood on hiring is brightening.
No wonder I can't wait for this summer.

All the more reason to use a Real Search Firm!

This article, detailing a suit on non-compete clauses and recruiting by company alumni gives a clear indication of why a 3rd party recruiter may often be worth their weight in gold. Companies can protect themselves by using an outside recruiter.

http://www.webguild.org/site.php?url=http://news.idg.no/cw/art.cfm?id=3E4521DD-1A64-67EA-E4E72980E5530596

Tips when thinking about joining "free agent nation"

You may think you want to join the Free Agent Nation.
Here are some great questions to ask yourself when thinking about becoming a consultant. Seth Grodin, as usual, has some great ideas.
http://sethgodin.typepad.com/seths_blog/2010/06/16-questions-for-free-agents-.html

Another kindred soul HeadHunter

With some ideas so spot on I thought I'd just copy and re-post.
Wonderful article Richard - you just read my mind.

http://www.recruitingblogs.com/profiles/blogs/jobseeker-tips-when-working

Business Creation should be the goal of jobs bills

I want to refer people to this fascinating article filled with conflicting stats which are finally explained. New business formation should be the real goal of all of us, and of any government action - this is the real deal.

This article also shows how job loss and age of the business correlate.
And that's the problem we have right now - so few new businesses were formed over the last 5 years that it will take years to catch up. And that's where Silicon Valley needs to kick it into gear again.

http://smallbiztrends.com/2010/03/entrepreneurial-job-creation-statistics-are-an-economic-rorschach-test.html

First : Fire all the unhappy people!

This is such a good article, would that every manager could do this - what a wonderful world corporate america would become. How many times have we felt our enthusiasm wane because of the negativity of co-workers?

First, fire all the unhappy people

A worker who is unhappy in his or her job can drag down morale and take a serious hit on a manager's time and energy. Some employees just aren't a good fit with your company, and as a business owner you have a right to surround yourself with people who want to be there and who will contribute positively to the company, Jay Goltz says. New York Times, The/You're the Boss blog (03/09) http://boss.blogs.nytimes.com/2010/03/09/the-secret-to-having-happy-employees/

I haven't blogged because I've been depressed!

A recessionary environment is a depressing time for a recruiter. When the phone doesn't ring with new search assignments and existing clients don't return calls, it gets lonely to be a recruiter.

But enough about me - you knew all of that if you thought about it. You also knew that many recruiters took up other pursuits while the economy was so far down. So last week's unemployment numbers were a particularly nice surprise.

Temporary positions hit a big uptick, and that's good news for those looking for work -
there actually are some of those "temp to perm" opportunities to get your foot in the door. For more detail, check out Perrin Peacock's blog:

http://www.recruiter-talk.com/profiles/blogs/more-temp-jobs-added-in-feb?xg_source=activity

Here's hoping the next report shows what I'm seeing in the willingness to hire measure for employers - they are actually opening new positions! Hurray!

New Year's Thoughts from a Silicon Valley HeadHunter

New Year’s Thoughts from a Silicon Valley HeadHunter

Josh Helman of Fistful of Talent (one of my favorites blogs I don’t write)

posted an interesting look back at the workplace over our working lives:

http://www.fistfuloftalent.com/2010/01/were-not-in-kansas-anymore---what-recruiting-will-look-like-in-25-years.html#comments

Think about how much has changed in your workplace –

Some of the things I come up with:

• WiFi, Broadband, and other tools of ubiquity – we are expected to be “always on”- that's a big change. Weekends used to be that – the end of the week, and two full days off. That’s the exception today, not the rule.
• Printed daily newspaper – most of us get our news through email or internet search of some kind, and it’s delivered to us in the form we want instead of the way the media wants it.
• Multiline phones, headsets, Skype, 3G and 4G phones – there is a tremendous change in the phones we use, aside from the tools of ubiquity above. The fact that many people no longer have a landline is shocking, although many of us did away with them just to get rid of the telemarketing calls at dinnertime :^)

What are the big changes you see in your workplace over the big look back?

Ready, Aim, Fire!

What's left of the recruiting industry is ready for 2010~
So many agencies have given up the ghost- it is enough to depress even the most optimistic recruiter. But many of us have been shining up ours shoes, so to speak... and investing in our infrastructure, and working on making 2010 our best year ever. And your 2010 much better than 2009!

So, make it your New Year's resolution to :
*As a candidate, reach out to network with recruiters as well as others who can facilitate your finding the next job
* As a hiring manager, reach out for the help of independent recruiters to fill those positions you have been toiling with on your own and not filling (now that you realize it is not as easy as you thought :^)
* As a CEO, recognize how much time your managers are wasting in the recruiting process - they are not getting their own work done because they are not using outside, smarter resources for these activities
* As a Corporate HR Leader, ditto the above - you are in charge of smart resource allocation, so start practicing it!
As a Corporate HR Leader, think about smart ways to leverage your current staff through other use of outside HR Consulting resources (you don't need to hire employees - use a consultant for just the projects that you need completed now)

Employee Engagement is the next challenge

Hey, Employer of Choice,
Think everyone you've retained through the downturn is going to stick with you as the economy improves? Think again! John Holton has an interesting article in Workforce Management regarding the current level of job dissatisfaction across the board. An Adecco survey shows 77% of workers critical of their organization's braintrust and dissatisfied with the strategy and vision of their company and its leadership. Another survey last month showed 64% of workers said there is just too much work and not enough people left to do it.

Think again, Employer of Choice, as jobs open up in other companies, your valued employees will be bolting for the door. So start thinking now about how to re-engage your existing employees as well as fully engaging your new employees or those you hope to employ.

Lack of Civility Rampant

Here's an article from another blog I read - the point is well made about the rampant lack of civil discourse, basic courtesy, and the ill mannered actions of the week.

http://www.fistfuloftalent.com/

Check it out. And remember that Mom always told you "If you can't say anything nice, don't say anything at all".

Why Won't that Silicon Valley Head Hunter Talk to Me? Part Three

There is a measure of civility missing from many of our interactions today - this is just one small example. However it is a big example if you are the candidate seeking feedback and human contact. The biggest reason I need to call you back is self-interest - I will need you some day, if not today. I will be in a position some time where I want you to call me back.

An article in the Jobs section of May 31, 2009's New York Times echoes this theme - "Be Nice to Job Seekers. (They're Shoppers, Too)". Jon Picoult also reminds job seekers to remember to respect candidates when they are in the hiring manager chair.

So keep this in mind wherever you are in the hiring demand chain - your candidates also buy your products. Show them some respect for this reason alone, if not to demonstrate your own humanity.

Why Won't That Silicon Valley Head Hunter Talk To Me? Part Two

It's not really about you at all - it's about the positions that they have job orders for. Think of the recruiter's job orders as a shopping list. If you want steak for dinner and your spouse picks up chicken at the store, neither of you is going to be happy. That's the situation that the Head Hunter is always in. People who come in over the transom as volunteers to be considered are often not what the client wants.

What can you do about this as a candidate? First, read the posted descriptions and requirements VERY CAREFULLY - ensure that you really do:
1. Want the job
2. Actually meet all of the qualifications, or at least 80% of the major ones and some of the
preferred qualifications
3. Have a crisp explanation of why you want the job
4. Are in the right geography - if it says "no relocations" - believe it
5. Meet the other requirements, whether salary, certification or other factors

Don't waste the Head Hunters time - if they tell you that you're not a fit for this position, believe them. They know where they are in the process as well as specifically what the client wants that may not have been spelled out in the requirements. This is true whether you're 50+ or not - there are often additional qualifiers that help a recruiter winnow the pool down. For example, when you're a salesperson selling in a retail environment, your experience in working through distributors may be critical for a particular position and not at all important for others.

Much more on these subjects in the next post.

Why won't that Head Hunter talk to me?

Why can't I get that Silicon Valley HeadHunter to talk to me?

I would be super-rich if I had a dime for every time someone asked me that. The answer is not a short one - there are really lots of reasons for this phenomenon. The short answer is "Bad Manners" on the part of the recruiter, whether they are inside a company or part of their own firm.

Time was (back in the Dark Ages) that every company would acknowledge every resume or application received. Those days are gone - mostly because no one has a receptionist left to type out that little cards (or even send a quick form email).

There are really lots of reasons - some of which you as a candidate can overcome, and others you are just stuck with, given the law of large numbers and the way recruiting works.

I'll give much more detail on this subject in further posts.