Boardroom Discussions and Telling Your Mechanic How to Fix your Car

Earlier this week I went to a senior management meeting where the main theme for discussion was "people". First on the agenda list was Recruiting Challenges and how to solve them in 2015 which probably burned more than half of the minutes pegged for the meeting.
So the "working group" leader presents and says that he is working with HR on their recruiting numbers and that Recruitment is pretty much doing everything from a sourcing perspective and talks about the different sourcing channels that Recruitment taps. He proposes to bring down average hiring delivery time from 16 weeks to 12 weeks by reducing average sourcing timeline from 4 weeks to effectively zero weeks. How, by improving the process of course!
So a senior guy expresses his disappointment at the situation because this discussion has been taking place for the last hmmm 10 billion years but there seems to be no solution.
Then another senior lady echoes disappointment by saying that for her senior opening, HR only gives her about 3 candidates per week, in trickles, and it does not happen as fast as she wants. She also believes that HR could consider those same candidates for other positions and HR ought to recycle candidates.
Then landslide of suggestions - hire from grad schools, shorten interview process, do this, do that. I mean these are sensible suggestions but first question is - what is the problem!?
It surprises me that some intelligent people with 10 to 20 years experience can not even ask the right questions - such as WHY is this happening and WHAT is the problem? Or perhaps the boardroom transforms everyone into know-it-alls. Someone once told me, when your car breaks down you usually dont tell your mechanic how to fix it.

So what am I getting at? First of all, whoever is driving the meeting has to put better structure into problem solving - simply put, please define the problem statement and get to root cause before any solutioning. You can suggest a million things and apply already short resources to it and get zero results. That will just frustrate the Recruitment staff and in the end you wont get the hires you need.

Here's what I would suggest - just like any business function, recruiting will have its sets of variables and measurable indicators.

> sourcing targets - are target # of candidates sourced on time?
> processing targets - are target # of candidates interviewed and offered on time?

Break down per position or position types/department or whatever.

Now, have these basic metrics you will be able to problem solve further:

IF sourcing targets are not met - WHY? Is it due to lack of sourcing bandwidth, budget, activities or simply lack of supply? Then solve accordingly.
IF processing targets are not met - WHY? Lack of processing bandwidth, messed up logistics schedules, terrible process, delays in decision making? Then solve accordingly.

But the first step would really be measuring and tracking the 2 indicators above.
Then let the solution landslide begin but let it be guided by facts.

Facebook Sourcing Anyone?

Should I post recruiting stuff on Facebook?
Yes because its free and you have nothing to lose. But it depends. If you look like a desperate recruiter and are posting "company propaganda with the usual picture of smiling girls" then you probably wont get any responses. (or maybe you will but from desperate perverts)

But the best way to create word of mouth is if you truly have something good to say about the company you work at and if all your employees do the same AND IF you all really meant it. Remember, people know when you are lying or when they are being sold to. And they dont like it.
Honesty (in my opinion) is the best way to build your employer brand online.

Here's what I would do. I'd incentivize my employees to write quick stories or anecdotes of why they like working at my company. Something simple like free donuts and coffee will do. Then choose the best stories and ask them to post. Then I'd keep this going out every week or every month just to build consistency.

Worried about employees posting bad stuff? Well this tactic wont work for everyone. But if you are recruiting for a "good" company and are confident that your people have more good to share than bad then go for it! In fact I would prefer "balanced" feedback ie both good and bad. Because HONESTY is key here. You want your audience to trust the person posting the message. If the message gives balanced feedback it comes off as more credible and will have bigger impact than a purely positive message.

Recruiting Sourcing and Market Share

Recruiting Sourcing and Market Share

 

Here are my top tips on how to win market share:

 

1)       Visibility – jobseekers need to know you exist. If your company suffers from low visibility this is the first major thing you NEED to invest in. 10 years ago newspaper ads was the norm. 5 years ago Internet advertising took over. Nowadays internet still feeds the biggest chunk but smart companies know how to turn their employees into “walking billboards”. You often see people walking around with their company brand jackets like IBM or HP. Some companies like Convergys even have a special Tshirt made by Bench. Bottomline is this – analyze your hiring needs. If hiring top talent over competitors is a major part of your business strategy, you MUST invest in this area.

2)      Sticky Message – ask yourself: “why on earth would anyone want to work at my company?” If you cant be honest with yourself then you cant expect to win at recruiting. Bottomline here is you may not be the best company to work for but try to figure out what makes you UNIQUE. Figure out your identity versus the millions of other job opportunities out there. 95% of all companies are lousy at communicating their employer value proposition. The trick is to be honest with yourself. Have an employee FGD. Find out why your people enjoy working for you. Find out what makes your company unique. You will most likely be surprised that the reasons YOU think are much different from what your EMPLOYEES think.

3)      Information – most jobseekers are curious people. Just like people who buy cars, jobseekers spend a lot of time doing research. After all, for most people, switching jobs is a life changing event. How do people research nowadays – ask yourself that. Usually they ask their friends, visit your company website or search online reviews/forums. The JD you posted on jobstreet is typically not enough and most people would decide not to apply if they felt they needed more info. That’s why head hunters have an edge. They are able to talk up about opportunities the way someone selling a condo would. Bottomline – invest some time in being informative. Update your ad postings, make sure your recruiters are capable of explaining the company and the job in a “non canned” way but in a way that can be related to.

4)      Location Location Location – why did 7/11 invest in just about every corner property around the city? To make sure they are easier to get to than any competitor. Make sure it is EASY to apply to your company. No 30 minute online application forms please. No company career site labyrinths. Think of your jobseekers. It must be EASIER to reach you and make initial contact vs your competitors.

5)      Speed – try to contact applicants a max of 2 days after they’ve applied. If not, either they’ve been contacted first by your competitor or they’ve lost their interest to explore. Remember, disengaged employees are often too busy to spend a lot of time job hunting. You need to catch them while they’re hot.

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Failing Exams

I suspect most people who fail pre-employment exams do so not because they are stupid.

There are so many external conditions that might have led to carelessness, taking too long to answer easy questions or the like.

Here are some reasons why smart people might fail an exam:

 

Ø       waited too long

Ø      got pissed

Ø      got intimidated by employees

Ø      hungry

Ø      sleepy

Ø      too warm or cold in room

Ø      instructions not given well

 

Sounds trivial?

 

So many factors influence your brain such as:

 

Ø       angry emotions (waited too long)

Ø       fear and anxiety (intimidated)

Ø       no energy to run brain functions (hungry)

Ø       extreme temperatures cause your body energy to focus on body temp regulation rather than solving quiz problems

Ø       confusion – you may think you understood instructions but actually not

 

Things we can do to increase people passing exams:

 

Ø       tell them what to expect or prepare for

Ø       make sure they are FED (would it hurt to give free snacks?)

Ø       coffee during after lunch exam scheds

Ø       have a be nice to applicants policy

Ø       other common sense solutions

Ø       give people a 2^nd chance!

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The Evil yet Loyal Recruitment Manager

Exec vs Recruitment Manager

 

Exec: I’ve got a new business deal coming in and I need to hire 1000 ancient kung fu masters who can do a little bit of technical trouble shooting. Do we have those in the market?

RM: Are you kidding? Last time we needed to hire those it was a very expensive project. You know the market is running out of those guys.

Exec: Well our competitors are able to do it. Why cant we?

RM: Everyone is struggling with their market share. Are you willing to pay enough to attract from our competitors?

Exec: Do you want me to eat into my margins? Do you want our stockholders to bite my head off? You know the world is run by greed right? Lets let the entry level suffer. That’s the way things are.

RM: Well I’m afraid to say no to you. I’m afraid to be judged as someone who says no. And even if I wont lose my job I know you are powerful enough to make my life in this company very uncomfortable.

Exec: I’m glad we understand each other. I cannot miss out on this chance to make money. I need a new SUV. So make me a plan and tell me what you need to get things done.

RM: Sure I can do that. Though I feel this is impossible I can always blame my staff or the Sourcing department if things go bad.

Exec: Exactly. So what do you have to lose by saying yes? You lose more by saying no.

 

Recruitment Manager vs Recruitment Team

 

RM: Team we need to hire 1000 ancient kung fu masters with tech support background. Lets do some jobfairs and go into the schools.

Team: But the last time we did that we had to work 7 days a week, 14 hours a day for 6 months and we were able to hire only around 60. Do we have a strategy?

RM: Yes our strategy is to do jobfairs and campus recruiting.

Team: That’s not a strategy. A strategy is when you analyze supply vs demand and market and industry conditions where you exploit market opportunities or competitor weakness in order to reach a specific objective.

RM: See you’re so smart. Last time we hired only 60. I expect you to create innovative ways to hire 1000.

Team: You speak about innovation as if you know what it means. In order to innovate you must be able to offer something meaningful to an existing customer need. Innovation does not simply mean doing things differently or in a new way.

RM: (baffled)

Team: Here’s my question to the Exec. Could you please ask him this: “what on earth can you do to make 1000 kung fu masters be attracted to work with us?”

RM: Our competitors can do it. Why not us?

Team: Have you heard about the concept of free will? Maybe you have.  Most people have it you know.

RM: Stop talking to me like that. Of course I know about it. I have it as well.

Team: So that’s why you said yes to this project without thinking through it carefully?

RM: I had enough free will to know that if I said no to this my life would be screwed. So I said yes. I did have a choice.

Team: Your choice is to let your team suffer by accepting another impossible project.

RM: Hey you guys have to go through a lot of crap in your careers. You know I’ve been through the same.

Team: Yes and you are asking us to hire 1000 people who will go through crappy careers. If they had free will don’t you think they would choose another job?

RM: Do they have other choices?

Team: Actually, yes. Have you checked the competition lately? There are so many companies that offer so much more. Not just in terms of money but the over all package.

RM: Your loyalty to our company is in question. You want to lose your job?

Team: Have you heard the story about the Emperor’s new clothes? Too much loyalty can result in one very embarrassed Top Executive.

RM: Hey we are just making a living here. Leave us alone.

 

 

 

 

 

 

 

 

 

 

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Evil and Demonic Hiring Managers 101:

Evil and demonic hiring managers 101

 

How to identify Evil and Demonic Hiring Managers (EDHM):

 

1)       They often name-drop people in the highest ranks of the organization to get your ass moving

2)       They often have no idea what they want, that’s why they just copy and paste a whole lot of crap on the Requisition Form or Job Description

3)       They change their requirements in the middle of a search and expect you to deliver in the same time span

4)       All their subordinates and team members seem to be resigning at the same time. When you ask them why they are resigning they just giggle and say “greener pastures”.

5)       They feel superior to you because they are creating profit for the company and you are just a measly cost center that could be outsourced

6)       They don’t show up for interviews but when their candidates are late for 5 minutes they sermon you about the crucialness of punctuality for 10 minutes

7)       They don’t fill up required documents because they are too busy counting their money

8)       They ask for a highly improbable combination of skills (“Chints, I sent you a requisition for 100 Zulu speaking Java developers with 6 years taxi driving experience. What is your plan to recruit this?”)

9)       They are not too happy when you tell them “Ok sir, I will hire what you want but please, tell me first, why the hell would anyone want to work in your department?”

10)   They are often too picky about the folks they hire when in reality, all their staff are treated as “numbers” anyway

11)   They give you impossible hiring criteria because they are either too greedy or too frugal (“I want my 6 sigma blackbelt quality manager to also be incharge of designing powerpoint presentations for the executive team”)

12)   They are lazy trainers since they want all their new folks to be able to “hit the ground running”

13)   After presenting several great candidates, they end up choosing the idiot who is the daughter of their politician friend

14)   They once had a bad hire from a certain company and now they never want to hire anyone from that company again

 

 

 

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Ideal Employee Referral Program

As we all know, employee referral programs are one of the best ways to bring in great hires. All we need to do is ask our employees to refer someone they know and they get a nice prize in return such as cash or gift certificates. Most big companies have established ERP systems with different pros and cons. From my experience, here’s the layout of the program that works best:

 

Policy:

Employees are only allowed to refer people they know personally because that was suggested by a paranoid executive and nobody from HR had the guts to contradict him.

If your referral is hired you will wait until he/she is regularized before we begin to process the cash payout to be credited to your payroll. Over all, this will take 12 – 16 months.

If you are no longer an employee when you are entitled for the bonus we will no longer credit your payout. Hopefully doing this will prevent you from leaving the company at that time unless you are really desperate.

If your referral is regularized he is not allowed to resign for a period of 6 months, only by then will we release your ERP bonus subject to as much tax as possible.

You and your referral, if hired, are not allowed to conduct any transactions involving money between each other for fear that you will be splitting the bonus.

You and your referral, if hired, will not be allowed to talk to each other for security reasons.

You may not know the status of those whom you’ve referred due to security reasons.

Any complaints about the ERP program will automatically nullify your eligibility to join the ERP program.

 

 

Process:

Employees must use our new Online Referral System where they will be asked to enter 3 pages worth of data about them and their referral.

We will not be providing access to the system during work hours. If you really wanted to help the company you would go out of your way to do so.

Any errors in data entry will be taken against you in your performance evaluation.

Do not forget to attach 3 scanned copies of any valid ID (must be government issued), your ITR and your COE.

You may request ITR and COE from HR when the HR officer comes back from maternity leave.

If you have complaints about the process you may log them on the site following the same procedure.

 

 

 

 

 

 

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The Ideal Call Center Ad

CHIPETIX

We are a desperate global company who are about to lose a client who pays really well and makes our executives rich.

Don’t worry, you will be earning an above average compensation package (compared to construction workers) if hired.

See above the photos of our most gorgeous HR staff who will interview you with big smiles on their faces but will most likely hire only about 2.8% - 5.2% of you. And by the way, if you dont make it, we will NEVER let you know.

We will also resort to giving you any “Signing Bonus” when you sign our employment contract and any Gadget of your choice out of sheer desperation.

Enjoy our limited growth opportunities as our management make you believe that you have a chance of getting promoted when in actuality, we will only offer you a promotion once you’ve threatened to resign.

Apply now at your own risk! Tell your friends (preferably from your current call center)!

Job description:

Follow your script because we don’t trust your English speaking skills

Make sure to resolve all client issues and leave them with a delightful experience in 26 seconds or less

Take in as many calls as possible per day (lunch breaks now allowed!)

Seduce your QA officer to doctor your stats

Be a “know it all” during meetings so your TL thinks you are better than the others

Requirements:

Must have 2 years searching for a better job before resorting to work for us

Must have at least 6 months frustration at another call center

Must have at least 1 year experience searching for greener pastures (preferred but open to those that are trainable)

Must not have failed our application process in the past 6 months 2 weeks

Must not be Julian Palad III

What are you waiting for??? Join Chipetix now!

NEW!!! Worried about background checks? No need to hide bad company records! Job hoppers are now welcome!

“Cheap na, petiks pa!”

*any names occurring similar to anyone in real life is purely a matter of coincidence

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why we work

lets ask all the stupid questions! lets challenge the common wisdom!
this blog is about work and the corporate world. less about money but more about people.
i decided to write a blog because i sometimes find myself having epiphanies about work at odd times. sometimes i am with someone and i am able to share. we start a conversation and it leads to a nice discussion. but sometimes i am not with anyone and the thoughts are lost forever. what a shame!

i am a maverick HR professional and will not be afraid to share my views.
enjoy the Chinterviews!

Chints