Gen Y Executive Search 

  With many of the most sought after board members, product leaders, and CXO level candidates coming from leading startups executive teams are starting to look a lot less like the peppered gray haired boards that represent majority of the Global 2000. 

   With these highly sought after Gen Y executives that are often under or in their early thirty’s the approach from an executive recruiting stand point must also be different.  Here are a couple points to consider:

  1. They probably don’t like you.   Many early stage founders have had a plethora of bad experiences working with recruiters and just like we lump all of our bad experiences and blanket an industry with it (telemarketers, collectors, attorney’s, etc) they do too.  You have to overcome this by first showing your actually read about them and not calling out of the blue.  Do your homework and whatever you do, don’t wing it. 
  2. They are not motivated by traditional compensation packages.  The onslaught of startups funded by venture money has brought on a new set of benchmarks Gen Y executives execute against.  Sure P&L is important but that comes second to client/user experience, subscriber growth, or other top line metrics.  

  PeopleOps happens to bridge that gap of being comfortable in a wider range of settings compared to our legacy competitors.  Our team is ran by a Gen Y executive and we understand how to communicate your value proposition for winning results. 

 Gen Y Executive Recruiting @PeopleOps

Gen Y Executive Recruiting @PeopleOps

Sourcing First For Culture Makes For A Productive Environment

As one of the keypoints or "Must-Haves" of a search, @PeopleOps we recognize that aligning candidates with companies based on a solid culture fit is important. While working with hiring managers across a variety of industries, we always make the extra effort to source candidates that directly relate to the hiring company's culture. It's part of our process. We really get to know our customers companies and apply that knowledge of their culture to our sourcing. It's no different for our own internal needs.

Here at PeopleOps, we value the hard work and production that our interns show us everyday. In hopes of returning the favor, and in light of great timing, we took an office Friday field trip to see “The Internship” recently. As an office, we grabbed some lunch together, and then saw the film.
 

 

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We recognize the importance of company DNA and look for certain “culture fits” when go through our hiring process. We want to work with people who we truly enjoy being around while also "getting it", because lets face it, we spend more time in the office than we do at home. Our senior staff is comprised of talented individuals who get along like friends, while also being great coworkers, and we hope to immerse our interns into that mindset as well. At the end of their internship, they may be offered a position to work with the big boys, so to speak, so instilling our company DNA soon is the best way to go, and what better way than to mock the idea of a coffee getting, copy making, down right horrible, internship? 
 
 

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4 HR Solutions for one man HR teams

Many early stage & hyper growth companies do not have the luxury of having an army of recruiters, HR business partners, and coordinators to help your company create a world class HR Department.  This doesn't mean the Founder, Hiring Manager, or office manager turned designated HR person can't pull off a really good HR Solution without breaking the bank or working 24hrs a day.  Here are a couple steps that can help:

  1.    Choosing an applicant tracking system.  As an early stage company you have a couple low/no cost options to implementing a pretty robust job board.  If you have a budget of $100 a month you can utilize options like The Resumator or my new personal favorite Kareer.me to build a pretty great page for candidates to apply.  The Resumator gives you more of a traditional applicant tracking system on the back end while Kareer.me gives you an awesome front end candidate experience.  
  2.   Create demand around your brand.  Simply get a camera or your iphone and create video interviews with your current employees.  Compile these videos on a blog (you can set up a Tumblr in 5 minutes) so potential employees can understand more about your company and team. 
  3. For quick on-boarding, check out signmypad ipad app.  This will allow new hires to digitally sign all HR related documents that you can easily store on a secure company cloud platform and send copies to the new hire.  Eliminate paper and saves time. 
  4. Hire slow, fire fast.  Its always difficult being objective when hiring.  Its best to hire by committee and allow your team to help select the next hire.  Use a 4.0 grading scale and only go to offer on candidates with a collective 3.5 or higher.  This will help reduce turnover related to new hires OR BECAUSE OF new hires. 

 

How to post a job without the need of an applicant tracking system

Applicant tracking systems are a great thing, but for early stage companies under 20 employees all the bells and whistles of a typical ATS may be overkill.  With a good blog platform, you can use the 'Apply with Linkedin' plugin and get a functional apply now process that emails the resume directly to the designated hiring manager.

Example:

PeopleOps is a fast growing company with great opportunities for really smart people who come from a variety of backgrounds. PeopleOps has recently taken to market what is hands down the best Talent Acquisition solution available on the market, globally.

We are looking for a Marketing Assistant Intern to work directly under our Founder/CEO. This position will provide assistance with customer out-reaches, organize company marketing products, and manage materials used by the Founder in the demand generation process. The Marketing Assistant Intern must quickly obtain in-depth knowledge of PeopleOps and it's culture in order to convey the feel of the PeopleOps way to prospects and customers. In an incredibly fast paced environment, he/she will have to have the very best optimistic attitude in every situation.

You Will:

  • Assist in the development and maintenance of customer demand generation 
  • Serve as the liason for the CEO and the prospects / customers
  • Act as an effective gate keeper with calls, emails, and meetings that intersect with the CEO
  • Assist with due diligence work on prospective investment, new business, client, or partner calls. 

You have:

  • BA/BS degree or close to graduation (Senior year +)
  • Marketing, Advertising, PR, Secretarial and Inbound Marketing type experience
  • Proficiency with technology, social media, and office applications. Comfortable in a Mac OS environment strongly recommended.
  • Interesting life experiences; great writing ability; great conversational skills; discretion; and maturity.
  • Entrepreneurial self-starter attitude

 

2013 Recruiting Predictions, a preview to a Blogging4jobs post

Recruiting Predictions for 2013 and Beyond 

  It’s already that time of year again to make some predictions about what’s in store for next year.  With 2012 coming to a close, let’s look back at some of the things that changed the recruiting landscape.  More social media sites have entered our recruiting peripheral vision, like Pinterest.  We have started to take Facebook more seriously as a tool to tap into generation Y talent.  We have also noticed a proliferation of next generation recruiting tools such as RemarkableHire, TalentBin, and The Resumator.   Here are a hand full of my predictions for 2013:

 

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Its even worse then we thought!

  For almost a year, PeopleOps has been talking about the need for more authenticity and a 'high touch' within recruiting.  We firmly believe that the candidates NOT HIRED by a leading brand, if not treated with a basic mutual respect, could become a PR nightmare for the entire company.    

What happens when that trend starts is a continuum among everything else. The drive for authenticity that is seeing entire countries being turned upside down from within, is now effecting major corporations as well.    Brands, Employers, Startups, pay attention!  If you do not have an authentic culture, that is REAL, what is happening to Goldman Sachs will happen to you.  

Brands in the next couple of years will have to be honest and do right for the customer, or they will be out of business; either from consumers shunning them or from their very own executives blowing the whistle.  We are not implicating that this executive was on point with Goldman rather we are simply saying this should be the warning shot to all brands.  

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You have to do right for PEOPLE; employees, customers, vendors, etc, and if you don't...its going to be a really tough decade for you.
 
 Exec's Scathing Letter: Why I Am Leaving Goldman Sachs
 
 

To put the problem in the simplest terms, the interests of the client continue to be sidelined in the way the firm operates and thinks about making money. Goldman Sachs is one of the world’s largest and most...

 

My recent post on Blogging4Jobs: 10 Common Social Recruiting & Internet Sourcing Myths BUSTED

Jonah Manning at Lunch with DriveThruHR

 
 
 

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The Slow Agonizing Death of the Job Post

Why the professional job post is dead:
 

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The $50k and up professional job postings are soon to be completely obsolete as job searching becomes a more social process.  The only way for this to not become a reality is if Applicant Tracking Systems stop existing as the black hole of recruiting, and  start becoming real people responding to candidates.  The result comes from the fact that social media is not only changing it for the candidate, but for the recruiting function as well. 

Historically, 2% of online applicants at any tier-one technology firm result in an actual hire.  However, the highest ratio of candidate to hire is from employee referral.  By making job searching social, the theory is that it will help filter down the number of applicants and lift up the number of referred applicants.  

If this occurs, and I believe it will, the number of overall applicants will be manageable. Additionally, because they are going to be likely tied to an internal team member, managing that interaction from a human perspective will be organic.  

So how does this tie into the Method Manifesto?  It’s the acknowledgment that sourcing is no longer just about building a pipeline for the present.  More and more companies want a pipeline of cultivated candidates from likely skill sets, so when the inevitable role opens, the staffing department is ready to go.

How do you do that?  Sensing this has been coming, major job boards are already touting that you can use their platforms to build your candidate pool.  I believe this is bogus, because a pool of candidates primarily with just active seekers seems highly ineffective.  I am not saying active seekers cannot be good employees, of course they can, but by the vary nature of the action they are seeking when you are ready they will likely not be.  The key is to develop these networks with potential candidates based strictly on profile with a mix of active and passive personalities.

So why are job boards dead?  In the next couple years, a new post in pushed candidates will respond, likely because of retweets and network referrals, not because they saw the job on a job board.  Under $50k job opportunities, excluding internships, will be business as usual...for now. 

  

The Method Sourcer

  Some say ‘true candidate sourcing’ is the intersection of where the art and science of recruiting meet.  Unfortunately, sourcing is too broad of a term for that description. In fact, even to this day I regularly spend time teaching a new client what ‘our’ definition of sourcing means.  

    The Method Sourcer utilizes different techniques to find and locate the best talent.  Early in my career, after selling my previously built name generation company, I was fortunate enough to be hired by an emerging juggernaut in the hybrid RPO space.  As a passionate name generator, I had grown jaded with the realization that the perception of my success or failure derived not by the quality of my research, but often by the quality of the sourcer or recruiter making the calls.  I was eager to learn the rest of the cycle; an RPO environment would be a perfect ‘sand box’ to test what I felt in my gut. 

      After entertaining their training program and learning the traditional recruiting method I was left with just one repeating phrase “why in the hell are you doing it that way?”  The traditional recruiting method is to scour job boards; reading endless resumes, finding what candidate the recruiter feels is on the money, calling them, leaving numerous voicemails, and maybe ending up with 2 or 3 candidates in a day. This process seemed very inefficient, and defeated the intent of what sourcing SHOULD be.  Method Sourcing is very different. Here are the five core principles of a Method Sourcer:

Leverage the Candidate 

      I started to develop what it was to be “the Method.”  The concept of this was to leverage the sourcers’ time by allowing the candidate to screen themselves.  The theory was, if the sourcer could get within a few percentage points of accuracy based on the job requirements, and allow the candidates to review and self evaluate on the must haves, they would respond if it seemed appropriate.  This way the sourcers are only spending time on the phone screening the candidates that are interested and relatively qualified, rather than very generalized screening. 

   
Understanding the Language of Attraction Marketing 

    We are not talking about the same (and often lame) methods of writing job posts.   The content of the message to the candidate must be compelling, authentic, and action oriented:

  My client is seeking a world class _________ (this is a both a complement and a challenge to the candidate), for their global headquarters in ___________. (If the city is not ideal place a complementing adjective prior to mentioning)

  I ran across your profile as someone whom could potentially contribute to _________’s EXPLODING growth.  (positive growth is a big deal right now, during times of peak hiring substitute this line with ‘I ran across your profile as someone knowledgable in this space) 
         Then add in your closing action line.  This type of marketing allows the company to expand with the greatest candidates possible, and allows the candidates to obtain a greater understanding of why they are needed at the company.

Keeping search simple 

   When the sourcer is gathering the search requirements (preferably from the hiring manager directly) it is important to focus not only on the requirement itself,  but the three to five ‘must haves’ that the hiring manager is looking for.  This is common knowledge for a sourcer or a recruiter.  What is not common knowledge, however, is to then begin to question the hiring manager why each of those ‘must haves’ are critical to the company.  For example, a hiring manager that needs an engineer searches only for a candidate with a computer science degree from a top 20 school.  One may think that hiring manager is perhaps being unreasonable.  However, after questioning you realize that what the hiring manager is looking for is a solid CS fundamental track that is only emphasized at the the top 20 schools during the early parts of their educational track.  

   Understanding the ‘why’ is often more important then understanding the ‘what’.  When searches get hard (and often they do) this is the information you will be able to circle back to for inspiration.  

     Next, you want to understand what alternative titles these candidate could be called.  Working with the candidate as well as the company to find the best suited position title can be beneficial for both the company and the candidate. Finally, obtaining a verified list of competitors.  Simply then construct your strings with the associated “must haves” from people with those titles from those companies.  Voila. 

Essential Tools for The Job:

   A Mac, an iPhone, and an iPad.  Why?  Everything just works. In my experience, my computer never crashes, my emails and files are always synced, and it out performs when running multiple softwares at the same time, versus my PC running windows.  

    A linkedin PRO and Linkedin Recruiter Account.  Why?  Because building a long term network with your Linkedin Pro account while using the Linkedin Recruiter account to blast inMails is more effective than alternative methods.

     A recruiting/enterprise branchout account beyond Facebook  Why?  Because while Facebook has everyone, it is an absolutely terrible mechanism when trying to search professionally.  Additionally, every candidate has access to detailed information on Facebook, such as photos.  Branchout makes it possible to keep your business and personal world separate while making searching through Facebook actually productive. 

     Access to one job board (which one does not matter).  Why?  Because there are good candidates on there too, and they can get the ball rolling while you are waiting on passive candidates to put their resumes together. 

5) Kill the F&%*$&g reports please! 

I get it, data is king.  In order for sourcers to prove their worth, they have to have data.  Why is this?  Normally it’s because the recruiters are either terrible at what they do, or are too competitive and consequentially do not give the sourcers candidates good play.   The sign of a method sourcer is that he or she will not want to do reports..why?  Our DNA is not content, it’s CONTEXT.  Every minute we spend in repetitive meetings or putting together multi-color reports to explain why it takes 150 candidates for the recruiter to be able to get the hiring manager to hire someone is the time that we could, would, and should be spending finding more candidates.   Yes, I am ranting!