As you noticed, I have been sporadic on my writing in the past month. As I mentioned before, I was laid off at BroadPath and have being searching for opportunities in the last month. Also, I just celebrated The Fat Festival (Super Bowl Sunday, Lunar New Year, Fat Tuesday) and then start my Lent diet. In addition, I didn’t get selected as part of the SHRM blogging team, but I have a back-up plan: volunteer. Just to let you know, I’ll be making a personal announcement on a blog post for next Tuesday and have one observation I want to mention: a lot of HR/recruiting professionals are on dating sites (in the D.C. Metro area). I’m not sure they’re sneaky sourcing or actually looking for relationships. If it’s the latter, I’m available (for business or pleasure, your choice). Anyway, here we go:
Get Ready For A New Seismic Shift In Talent Acquisition by K.C. Donovan
Think about this: if you’re a Gen Y or Gen Z professional, why do I care about promoted content on an app? K.C. has it right that messaging is the future. It’s called texting. People don’t want to be bombarded by ads.
Another reason recruiting might not be important for executives: “We got a Linkedin page. Put the icon on top and they can find our people and jobs.”
You add something to culture?
Be Your Own HR Hero by Laurie Ruettimann
That reminds me; I still have this ten years later:
Some don’t want to have politics discussed in business, bu let’s be real, everything is involved in politics. Especially this year, businesses will be affected with the upcoming Presidential (and Senatorial) Elections.
Long Live HR Experimentation! by Kelly Poulson
So basically, R&D is back in style, but it’s not really called R&D.
A few theories:
- Managers believe in the skills gap phenomenon and want the recruiters to find the purple squirrel.
- Most are terrible recruiters and sourcers.
- It’s very subjective that the gap is wide because managers expect a lot of recruiters and most are disappointed they don’t get everything on the candidate and the recruiters want managers to give the new hire better training, advice, and support.
How to Build a Balanced Talent Acquisition Strategy by Jessica Miller-Merrell
I don’t think there needs to be a balance between reactive and proactive recruiting, but depending on your requisites, it might be good to have a sourcer finding new talent and a recruiter knows who, from their pipeline, can definitely work in the project.
Recognize the Middle? by John Sumser
This is very tricky. Of course, you want the top performers to be awarded, but above average employees? Personally, I think a raise and continuous feedback is an award as well.
Will employees be setting wages in the future? by Mike Haberman
As an independent contractor; yes, you can set your wages. As an employee; companies can replace you in an instant.
Off-Topic: The iPad Pro Might Be a Laptop Replacement (At Least For Me) by Sharlyn Lauby
I’m actually in the market for a new computer and I do want a 2-and-1 tablet/laptop. It’s either I want the Surface Book or iPad Pro. What should I do?
“Sourcing” Needs a New Name! by Larry Hernandez
Recruiting; Its a Matter of Trust by Derek Zeller
Recently, my father and I got into an argument that I was in a Powerball pool with friends of mine and got pissed because he’s worried if someone in our pool won the jackpot, I might get sued and the money would withhold and don’t trust people. I told him that I had everything written down and everyone agreed to it. My father was still pissed about it. Also, he occasionally eavesdrops in my conversations and ask me every day what’s wrong. I told him this is recruiting, I’m supposed to get rejected. What I’m saying is in my profession, you have to trust the person you’re talking until evidence proves otherwise. My father would never be a recruiter.
I wonder I can do that and travel to all 50 states and do office temp jobs in an RV? I have a better idea: taking an Amtrak to all 50 states and work office temp jobs.
Has Recruiting Content Jumped The Shark? by James Ellis
I’ll admit, there’s a lot of recruiting content out there for people to read. I don’t think it jumped the shark; I think it’s the reader to decide what they preferred, which means no one trusts my advice.
If the very rich—the workers who have reaped above-average gains from the increased productivity since Keynes’s time—can afford to work less, why don’t they? I asked [Benjamin] Friedman about this and he theorized that for many top earners, work is a labor of love. They are doing work they care about and are interested in, and doing more of it isn’t such a burden—it may even be a pleasure. They derive meaning from their jobs, and it is an important part of how they think of themselves. And, of course, they are compensated for it at a level that makes it worth their while.
I doubt workers love their job, but for executives and entrepreneurs, I would understand this. If they work long hours, the employees follow. Speaking of that…
Your Job Is Pointless by Kit Caless
“The ideology of work has demolished all of the other traditional status structures related to religion, artistic endeavor, raising family, and other status symbols within communities. After demolishing these structures we have been presented with a situation that tells us the only thing that matters is the work you do—and therefore you should revolve and center your whole life around that. It’s followed the increased individualization of society, which has broken traditional communities apart.”