Tag: candidate

Categories
Blog Life

Make the ‘Good-er’ Choice

I dont know what challenges you will face today, or what decisions you will have to make, and I’m not going to tell you if your choice is right or wrong.

I can encourage you to keep choosing the good.

But, if that brings some kind of remorse or shame or pressure to make sure you’re making the right choices, then let me break it down for you a little better:

Just choose the good-er one.

As you pick between

  • Two potential new jobs
  • A job versus caring for a member of your family
  • Or for caring yourself (for a change)
  • Saying no to the busy work you always get left with
  • Or to stop pretending you’ll make time for that relationship when things settle down (spoiler: they won’t)
  • And every other choice you make in a day

Choose the one that feels even 1% good-er than the other one, and you will be alright in the end.

Because that 1% more of the good things you choose builds and builds over your life, leaving you the result of a good, rich life, over time.

Side note: Turns out that good-er is usually not the one with the most money involved, at least at the outset.

  • That relationship you finally made space for
  • That mental peace and emotional resilience you developed through meditation, exercise, and/or working through past trauma
  • That ability you finally developed to say No to things that made you look one way but feel another

All these good choices have a compounding effect.

A goodness about you that will pay its own dividends in peace, good work, centeredness, full love, and better alignment of your reality and your expectations.

And, instead of searching for riches, you will find richness—in your heart, your life, faith and work.

That, my friend, is a good, good life.

Categories
Blog Communication Life Relationship

Be Interested, Not Interesting

Here on the corner of my computer screen, I have a little piece of a sticky note with the following on it:

Interested > Interesting

Meaning, being interested is better than being interesting. And, if you’re in the people business, or have any personal relationships that are important to you, this is good advice.

It comes from Mark Goulston, Author of Just Listen: Discover the Secret to Getting Through to Absolutely Anyone.

This is a great book and, for me, has been instrumental in me trying to really deepen some personal relationships as well as going farther to develop connection with the people I work with, both as candidates, hiring managers and as just other great humans I want to know better.

The whole book is interesting. Mark, who trains hostage negotiators, opens the book with a pretty intense confrontation between a man threatening to commit suicide in a mall parking lot. You see two kinds of negotiations take place. The “Hey, you’re in big trouble so put the gun down” kind that we see on TV and a much different approach that diffuses the situation and brings a peaceful resolution — listening.

One challenge I admit that I have in listening better is, well, asking questions. It sounds funny, but I sometimes get stuck just knowing what I should be asking someone!

So, from my notebook to yours, here are some fantastic tips you should hold on to. Let me know how it goes? I am definitely curious! ?

Great Questions You Can Ask Anyone To Show You Are Interested

As quoted from the book Just Listen by Mark Goulston. See the snippet here on Kindle.

Professional:

  • “How’d you get into what you do?”
  • “What do you like best about it?” 
  • “What are you trying to accomplish that’s important to you in your career (business, life, etc.)?” 
  • “Why is that important to you?” 
  • “If you were to accomplish that, what would it mean to you and what would it enable you to do?”

Personal:

In personal relationships—for instance, at a party or on a first date—questions like these can often trigger a heartfelt response: 

  • “What’s the best (or worst) part of (coaching your kid’s soccer team, being away from home, etc.)?” 
  • “What person has had the biggest influence on your life?” 
  • “Is that the person you’re most grateful to? If not, who is?” 
  • “Did you ever get a chance to thank that individual?” (If the person asks, “Why are you asking these questions?,” you can say: “I find giving people the chance to talk about who they’re grateful to brings out the best in them.”) 

FTD Delivery

Mark goes on to talk about how he tries to get people to respond to questions that include how they feel, what they think and what they did or would do. He mentions in passing that you can use the initials of those phrases, FTD, and the name of the popular fast florist delivery company of the same initials as a way to remember the formula.

“I know that when people ask me questions that generate all three of these answers, I feel known by them in ways that I usually don’t if we’re talking exclusively about what we feel or what we think or what we did or would do.,“ Mark continues.

He finishes with these sage words that I am trying to take to heart day by day.

Much of who we are is composed of what we feel, think, and do, so when we’re in conversations where we get to express all three, we feel more satisfied. Eventually, one of your questions will click and you’ll see the person lean forward eagerly to tell you something with enthusiasm or intensity. When that happens, do the right thing: Shut up. Listen. Listen some more. And then, once the person reaches a stopping point, ask another question that proves that you heard (and care about) what the person said.”

Try this tip out and let me know how it goes!

Read The Book:

Editor’s Note: The links to Just Listen: Discover the Secret to Getting Through to Absolutely Anyone by Mark Goulston in this article reference Amazon.com with an affiliate code. Using this link helps to support our services. However, if you’d prefer to go directly to the book page on Amazon, this link is affiliate free !

Photo Credit: Priscilla du Preez on Unsplash

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Categories
Hiring Process Improvement

4 Smart Ways to Improve Recruitment Candidate Experience during COVID-19

4 Smart Ways to Improve Recruitment Candidate Experience during COVID-19

If you’re a little tired of hearing about these “unprecedented times” here’s perhaps something you can do about that if you’re on the “front lines” of a team lucky enough to be hiring and dealing with an inbound flood of applicants.

tl;dr: Skip to the Goods!

Recognizing that, as of this writing, thirty million people in the United States have claimed unemployment and are actively seeking work and that many hiring teams who are lucky enough to still be hiring may also have been impacted negatively in terms of having less help on the team and less tools or resources.

Hiring Teams Have Been Impacted, Too

In this environment of less help, less tools and way more applicants, recruiting and TA teams are faced with a very real problem: How to help everyone when you know you can’t hire them all and that many of them will not be qualified anyway. 

The urge to want to not miss all these people is real, and good and human. There are steps you can take to both help them how you can and not lose sleep or sanity doing so. 

Crank Up the Transparency

Improving the candidate experience during a time of massive inbound candidate flow will require some teams to begin taking a deeper look at how they are actually working, being more honest and open with candidates than they have before and starts with Recruiting and TA getting a better process in place to begin with. 

A good rule of thumb is to ask yourself how you would want to be treated if you were the one that was seeking a new role.  Add on an extra measure of desperation, a little paranoia that all the good jobs are going to be gone, and that job application processes are so unique sometimes that the candidate’s stop reading and just start, well, button mashing until they get the next application in. 

An opportunity to breathe a little and help your candidates do the same will go a long way to improving the job search process a little more human for everyone involved. ❤


Four Ways you can Immediately Improve Candidate Experience

Four ways your recruiting team can manage your candidate experience during COVID-19 times include: 

  1. Better job advertisements
  2. Stated, public SLA updated for COVID-19
  3. Better, more human approach to rejection
  4. Stop lying

I think companies who find ways to do a better job of connecting with applicants and finding how to really and truly express what they want from an applicant and being bold in that will find their applicant pools are actually way more interesting. 

I’ll give some high level explanations below and deep dive into each of these in the coming days. 


First: Better job advertisements.  

Job advertisements today are lame.  

Rewrite them so it is absolutely crystal clear what you are looking for, how you will measure what you are looking for, and what you are not looking for. 

A powerful and moving way to do this is video.  Grab a phone or record a zoom meeting of the hiring manager, team leader or someone doing the role explain some of the key things that are needed and what the business problems are that you are wanting to solve.  

Humans communicate so much more through nonverbal cues. Your video will do wonders for your communication of what the role really is.  

Want to level this up? Some B-roll of how your hiring team works to vet candidates and what the interview process will be like would be a great addition.  Tie it all off with that clip from your SLA (see below) of your CEO noting how hiring is important to them and inviting candidates to reach out directly if they experience problems with the process,.  Please do NOT say “I am the CEO and I approve this message”, but you kindof get the point. 

But really, getting something out there is better than nothing. 

Pro-Tip: Add these two caveats to your job postings to boost applications from a more-diverse background and help people NOT apply but still stay connected with you if they feel this job isn’t right:

  • Encourage people to apply if they are on the bubble and might second-guess their qualifications. 

    Something like “We are interested in people from all walks of life and backgrounds. We can’t guarantee a job to everyone, but if you don’t have every one of these skills, but you’re close and can knock our socks off in at least 2 or 3 of them, then let’s talk. Please.“ And give them a way to actually reach you.  THis will increase engagement as well as a proven way to improve responses from a more diverse candidate pool. 
  • To encourage people to stay connected with you even if this role isn’t quite right yet.  

    Giving candidates some other way to connect with you, perhaps a way to get into your applicant pool that does not involve them applying to a role that they know they’re not qualified for, but one that still gets them to be affiliated with your company and get access to insider tips, jobs or information. 

Have a Public COVID SLA.  Have your CEO introduce it. 

I think it would be a good idea to publish how you will communicate and how often you will communicate with candidates during the COVID crisis.  This should cover specific milestones with deadlines. Perhaps you commit to get to every applicant within 2 weeks from their apply date with either a go/no-go response.  You tell them how you are working through vetting each profile. Don’t overpromise, but follow up on time, every time.

 Post that online publicly.  Link to that in your job postings and have your automated email that goes out when someone applies mention it.  

Even better, have your CEO or head of talent record a video talking about what you will do.  Tell us about the challenges your team is facing as well, but that you are committed to getting people to work and doing this right.  Ask for a little patience as you figure it out, and give candidates as much control over the process as you can. 

Better than that, at the end of the video invite applicants to email you if something goes awry and promise to help make it right without judgement.

Give yourself a way out, too

Finally on this, give yourself a way out, too.  If setting a two-week deadline means 13 days in three hundred people get blind “sorry” emails, that doesn’t work either.  A better way may be to automatically email each candidate who is being considered, even tangentially, with a “we’re taking a look at your profile, but it’s taking longer than expected.”  note.  Perhaps the ones who still have not been touched after a week perhaps get a “Yikes, this is taking longer than we thought” message with an updated timeline and an email at least weekly until their application has been vetted. 

Pro-Tip: Give candidates a way to respond to these updates — to a human.  If something has changed in the candidate’s search, they got a job or want to withdraw their candidacy for some reason, let them. Help them help you. Be real that you may have missed the best candidate you could have ever hired here.  You should loop in any self-withdrawals to your NPS scoring system or some other feedback loop, but that’s for a different day. 


Reject better.  

Here’s how I recommend you do this: In your SLA, you discuss your posture for rejections.  Then, tell the candidate how you do rejections when you talk to them.  Finally, follow your process each time. 

Since you’re moving at scale, something I have done that works is to tell candidates I will do this first, but then I send an immediate, lightly detailed rejection message to the candidate as soon as I know. I told them I would, so I do.  Then, crucially, I invite them to setup a time with me to discuss detailed feedback if they like, with a link to my calendar-scheduling tool. 

Some old-school HR and Legal types will freak out mildly here because I did say that I will gasp give real feedback to the candidate if they ask for it and setup a time. This is something some candidates yearn for and deserve.  This is a small gesture, but people deserve this.  This part should not be automated. 

Pro-Tip: Not every candidate will ask for feedback. This is why the two-step approach helps you move quickly at scale, but it is important that you describe this process up-front. 


For the Love, Stop Lying to Candidates.

One terrible but common behavior in recruiting is we get to be masters at putting someone on “the back burner” or putting them on hold when we know they are not going to make the job.  

Be more honest with candidates.  Tell them “I am sorry to say that you scored about average in our test.  That means you’re not out, but you’re not really “in” at the moment until we do a few other reviews.  I know this is an awkward place to be, but I would want to know if it were me, so I am letting you know as well.”  

This goes over better than you think it will.  Give the candidate a chance to walk away. They will thank you for it. 

Summary

Here are four ways you can improve your inbound candidate flow, treat people the way they would want to be treated and help yourself as well. 

I think companies who find ways to do a better job of connecting with applicants and finding how to really and truly express what they want from an applicant and being bold in that will find their applicant pools are actually way more interesting. 

Let me know what you think!

Photo by Headway on Unsplash