Monday, December 2, 2019

What to Wear to an Interview






Image result for dress for the job you wantThere sure are a lot of experts out there telling us what we shouldn't wear to interviews and/or the workplace. One author proposes a no bling rule (check out my response here). Someone else says no yoga pants (thanks for inspiring this blog!). And now we have NO ORANGE CLOTHING.

Yes, I understand that not all companies are the same. While I, in tech, can get away with pink hair and Star Wars t-shirts, I know that this would not fly in a bank in my Midwestern home town. I encourage you to employ some common sense and ask your recruiter / friends / colleagues who are in the know. Besides that, there is one simple rule that everyone - regardless of the position - should follow.

Wear what makes you feel great.

That's it! That's the rule. Here's why. An interview is your one big chance at making an epic impression. You've probably already made a positive one - after all, they're inviting you to meet a bunch of folks and are SERIOUSLY considering you for their open positions. That is a great sign! It means they like you enough to invest hours of employees' time to get to know you better.

What they are probably NOT doing, is judging you over the color of your sweater.

Hey if orange is your color, ROCK IT. I would look like a washed out pumpkin, but you'll pry my leopard print scarf out of my cold dead hands. There are certain outfits and accessories that just make me feel like I have my shit together. And when I feel like I have my shit together, I come across as WAY MORE CONFIDENT.

Who doesn't want to wear confidence to an interview?

Here's a fun fact about me. Red lipstick is my super power. I have no scientific proof to back this up. I cannot tell you that I've received amazing offers because I wore red lipstick. I can neither confirm nor deny that my most popular speaking engagements, webinars and trainings were the ones where I was rocking the red. I can tell you, without hesitation or reservation, that I feel better/smarter/more confident when I have my lippy war paint on.

It's going to be too much for some people. A company, hiring manager, or recruiter who looks at this shameless selfie and says "oh no she'd NEVER fit HERE" - well, they're right. And I wouldn't want to.

I am SO fortunate to be at a place in my career (at least right now ;) ) where I can carefully pick and choose who I want to work with and where. I know not everyone is this lucky. So recruiters, here's some unsolicited advice for YOU.

Don't allow your hiring partners to pull this shady stuff. Just don't. If you're unsure how to push back on bad feedback, call me. I'll walk you through it and give you some ideas on how to re-center the discussion on what matters.

Candidates - send me your super power selfies! Show me what you're rocking for those important interviews. I'll draw a name at random and send you a little something to thank you for being a faithful reader and supporter of my little blog. You can always find me at amy@recruitinginyogapants.com, put "SUPER POWER SELFIE" in the subject line so I don't miss it.

Now go conquer that interview!

Saturday, October 5, 2019

There's a sucker born every minute. Some go into recruiting.

1997. I was attending a vocational school night classes in Lacey, WA (since bankrupt) in an attempt to learn how to type and be a receptionist. I had two little babies at home and I knew I need to get some training and make some money. Natalie (I can't remember her last name) was the branch manager of our local Office Team. She came to speak with all of us students about "temping", why we should consider signing up with Office Team after our training and we knew how to answer phones and file documents. She stood there in her branch manager suit, all polished and professional, and I knew in that moment - I wanted to be Natalie when I grew up.

So began my path to recruiting.

I signed to be a temp for Office Team, and spent several weeks covering the front desk while their receptionist was on parental leave. When I was offered a role as a Staffing Manager, I couldn't run away fast enough. All the Staffing Managers I worked with went home crying every day - no way in hell I was signing up for that. Fast forward a few more months and I somehow networked my way into a recruiting gig for a local boutique firm hiring truck drivers. Thus began my recruiting career.

Twenty years later, I'm living the good life as a senior recruiter for a well known tech brand. I've learned SO much over the years, the most important lesson is that I'm actually really good at this. I often joke that I've been in recruiting so long that I literally cannot do anything else. Probably true, but besides the point.

In all my years I've seen disruptive new models come and go. There was the company that offered to pay you to speak to recruiters (it's ok they're working on a relaunch). The latest is a firm that is going to do some cool stuff with blockchain and prepaid visas. I listened to the amazing Chad and Cheese Podcast about this today and there was a reference to "Equifax for Resumes" which frankly freaked me the hell out.

Am I in a Black Mirror episode??

Y'all can read the posts and listen to the podcasts yourselves, but let me just say this - ALL of this seems to hinge on the willingness of job seekers to be, well, seeking a job. There's also apparently a claim that the 5% fee received by the JOB SEEKER is enough for a so called passive individual to make a change. There's also some discussion about how staffing agencies can actual leverage this tool - which is FASCINATING since the early premise seemed to be that staffing agencies suck or something (my words not theirs, simmer down internet folk).

Alrighty. All that, leading up to THIS - Turn Recruitment Into a Second Income.

leo dicaprio GIF

I'm CRYING, y'all.

So the basic premise (maybe?) is that you can do this really hard work on the side and by leveraging the fine folks behind this shiny new tool, make some side money. After all, You go and get a job requirement from a company, agree to your terms with them at a 20% fee.

That's all! Just go get a job requirement. From a company. Get them to agree to your terms at 20% fee.

Easy peasy.

Sure, working with this outfit reduces your fee, but they also remove all the risk and challenges recruiters face and skip right to the money making part (absolutely THEIR words this time, y'all. You can't make this shit up).

I gotta tell you my emotions are all over the place with this. I went from being mildly amused to pissed off to confused and now am squarely in the sit back and pop some popcorn camp. I think recruiting is BIG ENOUGH for all kinds of people to try all sorts of neat things and make great money doing it. What I DON'T like is anyone reducing my hard work to a simple transaction.

In a phrase, F*CK OFF.

I work REALLY hard to engage people who otherwise wouldn't consider a job change. I consult all the time with managers, convincing them to take chances on people who may not look "right" on paper.  I constantly peel back the layers to understand the emotional currency of my candidates, and try to help them navigate the really hard, complex interview process at my company. I GIVE A SHIT about my clients and candidates. I did at my last several companies. I'll do it again at the next one.

If you think you can distill all that hard emotional heavy lifting into signing up for a f*cking job board you don't know recruitment.

Now - if your premise (which is what I took away from the podcast) is that you're a supplement to recruiting firms / TA teams, that's cool. But that's not your premise, right...? You LITERALLY POSTED that recruiting is basically driving around and picking people up in your car.

To the founders, executives, writers, anyone involved that wants to discuss - let's do it. Amy@recruitinginyogapants.com. I'm open to a conversation - I'll give you my personal cell phone and we can talk all about it. We could even meet on the Recruiting Animal Show. Let's talk about how I can make great money with no qualification. Surely you didn't mean it to come across the way it did...

Right?

Thursday, October 3, 2019

Applicants, Bikinis and Instagram - OH MY!



EVERYBODY is talking about the latest kerfuffle between aspiring marketer Emily Clow and some salty chicks over at Kickass Masterminds, who have since taken down all their social real estate (THAT HASHTAG THO).

If you've been living under a rock or maybe just haven't paid much attention (someday I'll learn this) there's tons of articles, but I'm digging the write up HERE. Another not so flattering spin found over THERE. The founder (as of this writing) still had her old YouTube channel up - in this video she gives advice on how to lose weight, including the reason "I want to wear a bathing suit to the beach without being embarrassed". The internet citizens are NOT KIND, y'all.

SO ANYWAY - in case you're not keen on clicking away and really dying to know what I think of this situation, here ya go - young woman applies for a marketing job with kick ass company. Kick ass company tells her follow them on Instagram to be considered a top candidate or some such shit. Candidate does. Company finds candidate's insta feed full of bikini, vacay, and food photos. Absolutely horrible decision making ensues.

The company posted a cropped photo of Ms. Clow showing her in a bikini and with the caption that basically said they're not hiring a bikini model and stop putting these pictures on the internet if you want a real job. One has to wonder if the same person behind that update ever told their founder to take down the photo her herself in a tank top that said "Feisty As F*ck". Y'all know I love a good snarky t-shirt but that might be a bridge to far even for ME.

Sigh. the irony of this blowing up on #MeanGirlsDay is not lost on me.

Image result for mean girls day gif

Here's the BIGGER QUESTION -

What right / expectation / understanding should exist between employers and candidates with regards to Social Media? I gotta be honest - I'm pretty dang open on social media, and I'm sure if you looked really hard, you'd find some less than flattering stuff (please Lord don't ever let me go viral). I ALSO stand by the crap I say and even when it's less than popular, well, I own my opinions. I'm not for everybody, but I sure hope my current employer doesn't tire of my shenanigans any time soon. I digress. Here's what I REALLY THINK.

As a recruiter / company representative, it's none of my damn business.

There I said it. I can already here the chorus of "but Amy what about (insert awful thing here)" but the reality is, my job is to vet your ability and interest. CAN you do the job. Do you WANT to do the job here. I have absolutely zero right to go looking for trouble. You being a vegetarian, a Republican, a Zoroastrian, or hot girl in a bikini has absolutely nothing to do with your ability to write solid code.

The issue is NOT that during the course of an interview process / background check unsavory information came to light. I get that can happen. I'm not even as concerned about the company searching the applicant's IG feed (ok I don't LOVE that, but again, they're hiring a marketer - I see the relevance). It was the extra intentional step to shame a girl rocking a bikini. Would a male applicant in a tank top or better yet, shirtless, have received the same shitty treatment? Some have defended the company, saying the job seeker should have kept it private, or that since her head was cropped out, they didn't call HER out. Oh BS. She quickly identified her photo (with captions!) and asked them to take it down. Nicely. This was a HORRIBLE decision on the company's part, and quite frankly, they should be ashamed of themselves.

So what's a job seeker to do? Look, I can't change the rules of the game for you, but I can try to help you win. Lock down your profiles (or at least sanity check what can/can't be publicly seen). If you're active in your job search, ask professional pals to take a look and give real, honest feedback on how your social footprint shows up. Take a look at the profiles of people who work for your target company. Are they fairly free-wheeling with what they share? Might be a great fit for you! Are they more reserved? Now's the time to make a decision on how hard you want to pursue a role with them.

How about my recruiting brothers and sisters? Do you really think you're the social media police and you should go LOOKING for something to be mad about? Here's my advice to YOU - if your client / employer has a specific social media policy - then YES. Give your prospects a heads up. Again - we can't change the rules of the game, but don't we owe it to our candidates to help them win? If we KNOW that companies are going to react badly to a bikini photo (still think that's dumb, but - whatever) shouldn't we clue our candidates in? I vote yes.

What say you?






Wednesday, September 25, 2019

How To Network With Recruiters On LinkedIn




On average, I receive anywhere from 10-50 LinkedIn connection requests a week. While many are just "want to connect" messages, a WHOLE LOT are asking for my help or advice on how to get a job with my company.

I can probably provide actual, specific value to approximately 3% of those people.

This post is for the rest of you.

Image result for linkedin networking funny

So you want to work for a company. Awesome! Totally makes sense to connect with recruiters, because we are after all the mythical gatekeepers to all the jobs. Networking with recruiters at your target companies is a GREAT idea - as long as you're hitting up the right ones. I work exclusively with Engineering Managers for a giant organization. I know a fair bit about how we hire EMs, especially for my client team. The rest of the company, not so much.

1. FIND THE RIGHT RECRUITER
If the goal is to connect someone who can help you get hired, then you need to look for recruiters who actually hire whatever it is you do. Recruiters are generally pretty good at sprucing up their profiles and dropping the right keywords. I did a quick search for finance recruiters at my company and had several viable hits in the first page. The key here is finding recruiting contacts that are probably responsible for filling the roles you're interested in.

2. BE SPECIFIC IN YOUR REQUESTS
I get a lot of "just want to connect" requests which is TOTALLY fine - I'm a fairly open networker, so odds are I'll accept. Hopefully you find value in content I share or maybe it leads you to another connection that can help you get wherever you're trying to go. If you're looking for a specific "in" or have questions let us know! It feels really good to help - I love it when someone reports back that they got their dream job or made a great connection because of something I said or did. Also, if I work here, it's because I WANT TO. So I want you to want to, too. But I NEED you to be really clear with what you need from me and how I can help. A lot of you might be reading this because frankly, it's the best response I can give you.

3. THINK BEYOND RECRUITING
Yeah, I know, we're the mythical gatekeepers holding all the keys to the kingdom and bestowing offers on those we deem worthy. Hah. Sure we are.... can you imagine? No, actually we are more like connectors and collaborators, trying to bring two people (or more) together for the purpose of one great hire. It's hard, but very, VERY important work. I would never suggest going AROUND a recruiter, but maybe just maybe... there's another way? Who better to ask about what it's like to work as a Software Engineer for Really Cool Company than a fellow Software Engineer already doing it? Even better, what about the Software Engineering Manager you could maybe work for someday??

Here's what I know for sure - hiring managers ultimately feel the MOST pain of an open role. I have anywhere from 15-25 roles I'm recruiting for any given day. My primary focus is talking to people who can do one of those jobs. Nearly as important is making connections / talking to people who are qualified / potentially interested in doing similar jobs in the future. A hiring manager for a specific role is feeling an immediate pain on their team. Many of them even go so far as to post "We're Hiring" in their LinkedIn headline! Find managers at companies you want to work for referencing things you want to work on. Be clear in your intentions, and specific in your requests. Help us help you!

I do not know any recruiter who intentionally withholds information or refuses to respond to candidates just to be a jerk. I promise - if you ever feel "neglected" or think that a recruiter is treating you poorly by not replying, there's probably more to the story! Finally, as much as I hate templates, here's once you can use as a starting point for your next outreach. PLEASE modify to fit your personal style, voice, and how you communicate.

Hi (recruiter name),

I am a (job title) working with (company) and am interested in learning more about how (company) hires (titles). I have applied online to (position), and found your profile which said you hire (titles).

I'm not sure if my application has made it to your desk, but I wanted to express my interest directly. You can learn more about me here (linkedin profile, personal blog, link to resume, WHATEVER). If I am a fit for any (title) roles you're working on, I'd be happy to set up a call to discuss further. You can reach me directly at (email) or (phone).

If I may be a better fit for another (role/team/recruiter), please feel free to forward this email to the appropriate contact - I'd really appreciate it!

Thank you,

(you)

Easy peasy! Now why does this work? A few things - you've giving me CLEAR info that I can work with - you're a this, looking for a this, at my company. Cool. You recognize that I actually recruit for relevant roles, which is like 8 billion bonus points. You applied online (yay! especially for big companies - we really do fish in our own pond) and you're giving me contact info in case I want to immediately jump on the phone before you change your mind. ;) Finally, you're giving me permission to share (sooo helpful - I'm way more inclined to forward to my friends when I know you're ok w/ it) and also not applying a ton of pressure to respond. It's an open ended "hey if we fit let's chat" and not a forced "I REALLY WANT TO NETWORK WITH YOU AND ASK YOU TO SOLVE ALL MY CAREER PROBLEMS".

So there you have it. A peek into the brain of an overworked, stressed, and ultimately really wants to be helpful recruiter. Try it and let me know how it goes! Send me your results to amy@recruitinginyogapants.com - I'm opening up 30 minute coaching sessions to the first 5 job seekers who give this a try and share their feedback. Please put in the subject line "NETWORKING WITH RECRUITERS RESULTS" so I don't miss it.

Happy connecting!


Thursday, August 8, 2019

Interview Prep Advice For Candidates Who Don't Want It

I've been in the people business for 20 years. That's a REALLY LONG TIME to do one thing. I've done it a lot of different places, but they all have something in common - interviews are hard.

I don't care how long you've been working in your chosen profession. I don't care what your degrees are in. I don't care if you are the world's foremost expert in basket weaving - someone, who has the authority to recommend you for a job, is coming to judge your basket.

Don't you want to know what they're hoping to see?

Candidates who dismiss interview preparation or recruiter advice from the start are doing themselves a tremendous disservice. Don't believe me? Let's meet Cliff (not his real name, but he looks like the guy from Cheers. Uncanny, actually - since he also KNOWS EVERYTHING).

Many moons ago I was a starving agency recruiter searching for a CFO for a solar start up. Our client specifically wanted someone from a utility background, and was willing to train up on the intricacies of solar AND start up world. The role was a tremendous opportunity for someone to come in to the C-suite with a fast track to CEO, as our client was a serial founder and wanted to turn over the reins to his new hire. After much searching, I found Cliff - his background had been primarily in public utilities in the right geographic area - he knew the players and was itching to get into something "new". Win Win!

I talked to the client about Cliff's background and concerns around not having previous start up experience, and the client explained why that didn't matter. What he REALLY wanted to see was energy and confidence that the person could learn. As long as Cliff could deliver THAT, he was IN! His background could not have aligned any better.

I'm STOKED, and can't wait to give Cliff the good news plus share some interview prep. We had some standard prep we sent everyone, but we also targeted certain things we learned / knew about the organizations we were retained with, to help our candidates put their best foot forward. I schedule the call with Cliff, letting him know what we were going to cover. When I called him, I barely get a sentence out when he says -

"No offense, Amy - but I've been interviewing since you were in diapers. I don't need any help."

Now my dumb ass, being a young recruiter kinda new to this exec search stuff, backed down. Big mistake. HUGE. I left Cliff to his own devices, where he promptly went into the interview and shit the bed. When debriefing with the client, he was sad. Cliff had a great background, exactly what he was looking for, but repeated several times "but I haven't worked in solar/start up before". Over. And over. Maybe it was nerves, maybe he thought the client didn't already know that. What I know FOR SURE, was that I could have TOLD Cliff we'd talked about that, vetted it, and how to discuss (be confident in what you DO know and focus on how you'll ramp up!). But unfortunately, Cliff already knew everything and cost me a massive fee.


Sigh. I had to call Cliff, and let him know. Guess what Cliff said. NO REALLY GUESS.

"Gee Amy, I wish you had told me that."

YOU DON'T SAY!

Well Cliff, I tell you what. You've RUINED everyone else's chances of escaping my prep calls! EVERYONE GETS A PREP CALL!

I have never forgotten Cliff. These days, if a candidate tries to squirm out of my excessive prep, I tell them Cliff's story. I tell them MY story - I'm a professional recruiter who interviews people ALL THE TIME, but being on the "other side" of the desk is different! And scary! And hard! Y'all know I'm a recruiter who does this every single day - when it was my turn to be the interviewee - I realized just how little I knew about my now employer's expectations and how they were going to "grade" me. I'm so grateful I listened to my recruiter and soaked up the many prep documents she sent me ahead of time. I also work exclusively with managers, so I get to remind them how THEY are vetting candidates. When you're interviewing someone for your team, don't you want them to have taken advantage of EVERY opportunity to be ready? The answer is a resounding YES.

So for candidates who still think I'm full of shit, here's what I want you to consider before your next interview:


  • You're probably interviewing once every few years at best. You are not a "professional" interviewer. You're a professional something else and probably amazing at it. Please - let us help you with this part.
  • Interviewing is a TEST. I tell my engineering leaders all the time - "you're probably REALLY GOOD at math. You do math every day. Math is your thing, you can do math in your sleep. Now you have to prove it. Remember the SATs? Did you study for those? SAME CONCEPT."
  • With some exceptions, your recruiter wants this as badly (if not more so) than you do. We are literally in the business of delivering offers. We can't do that if you don't pass the interview. Trust us, we don't want to mess this up. We have NOTHING to gain by giving you bad advice or steering you wrong.
  • You CAN ignore us. Maybe the prep doesn't make sense, or you have an inside track (friends at the company, whatever) that completely runs contrary to what your recruiter is telling you. That's OK! You can't ignore what you don't have in hand. Give us a chance. Take what works. Unless the recruiter is a total idiot, they probably have at least one or two helpful nuggets. It's worth your time to take the call.
I am EXCEPTIONALLY lucky that I work with some of the smartest people on the planet. My company has a very high bar, and we offer lots of advice on how to navigate our challenging hiring process. I love when my candidates not only embrace my help, but ask lots of really great questions and take the time (weeks!) to really study up and make sure they're putting their absolute best self in front of the interviewers. If you're going to take the time to meet with interviewers, do yourself a favor and take any and all opportunity to knock it out of the park!

Friday, July 12, 2019

Metrics That Matter

Pull up a chair and grab a beverage kids, we're diving in to METRICS!! Everyone's FAVE subject especially if you suck at Excel and data makes your eyes glaze over (just me? oh, carry on then).

Waaaaay back in my agency days I was taught to dial the phone 100 times a day. That's right. Pick up the handset, dial 100 different phone numbers in an effort to connect with at least 10 people. Out of those 10, you could hopefully find one qualified, interested candidate for your open role(s). Good times.

Fast forward to the internet where everyone's a marketer. Lord save me from girls I went to high school with trying to sell me pink drinks and essential oils. Now it's all about connects, retweets, and page likes. We still somehow / some way have to get CANDIDATES connected to HIRING MANAGERS, but there are still some die hard phone enthusiasts out there, God love them.


People are easier than ever to find, yet harder to engage. We have to rise above the noise and whatnot. This post though, isn't about THAT. If you want more about how connect with prospects (or at least not send shitty inmails) check out this post. If you don't believe me, hear straight from the source on this post. But come back because this is important, y'all.

Ok so METRICS! YAY! What should I REALLY be thinking about and measuring? How do I know I'm doing a good job? What the hell is a funnel anyway?

Here are the key measures of talent acquisition success, plus a true story to back it up - I'll lay out definitions and rough process based on my completely biased yet accurate experience at multiple tech companies.

Pass Through Rates (PTRs) That Matter -

  • Submittals : Tech Screens
  • Tech Screens : Onsite Interview
  • Onsite Interview : Offer Extended
  • Offer Extend : Offer Accept

For our purposes, the candidate process looks like this -

  • Submittals - prospect has been fully vetted for interest / fit by a sourcer or recruiter
  • Tech screen - conversation between hiring manager or other qualified person and candidate
  • Onsite interview - you should know this one
  • Offer extend - I am giving you a letter with numbers on it
  • Offer accept - you like my letter and numbers
Here's an example of what that might look like. For my visual people - 


I know what you're thinking...  AMY! That's a 50% DECLINE RATE! What the WHAT?

Yep. I thought so too. 

Once upon a time a young tech recruiter worked for a really cool team doing big important things at a giant company. Let's call her Amy. She was invited to a VP level meeting where she was told the team needed to see MORE RESUMES. Amy panicked, thinking "but I'm so BUSY... I'm sending TONS of resumes... what the hell are they talking about?" 

Luckily Amy was SMART and Amy had DATA. Amy was able to prove that over the last 3 months resume submittals had actually INCREASED. 
(some data slightly changed to protect the innocent, but the percentages are ACCURATE)

JanFebMarTotalsPTR
Submittals415871170
Tech Screens34506615088.24%
2nd Tech Screens2730369362.00%
Onsite1017214851.61%
Offer Extend3581633.33%
Offer Accept134850.00%


Now Amy had a story to tell. 

Here's what we learned - 
  • We were seeing lots AND LOTS of resumes. In fact, the pipeline is increasing month over month. We liked most of them enough to talk to them.
  • Our ratios were relatively strong, considering the expectations of the roles (variety of engineering/PM/data science roles across levels)
  • We actually had an extra step in the form of a 2nd tech screen - potentially a factor in timing, interview fatigue, or part of why we were trending above OS:OE PTRs
  • We were extending a decent # of offers and trending above company norms of 20-25%
  • CLOSING was our pain point
***Bonus Point - people were leaving US at various steps as well! That was explored further in later reporting***

Armed with this kind of information, you get to drive the narrative. In this case, we had a lengthy discussion around our accept rate, and decided we could live with it based on a number of factors. More on that in a future post. 

Bottom line is this - I went into a meeting where the expectation was I was going to rain more resumes into a leaky funnel without any real understanding of the metrics. I LEFT the meeting a strategic advisor who was able to create a clear, actionable plan based on market realities. I had a GREAT story.

What's YOUR story?







Tuesday, July 2, 2019

Actually, You DON'T Want To Hire "The Best"

Of all the lies recruiters tell themselves this might be one of my faves. We only hire "the best". We only engage with "the best" talent on behalf of our clients. We won't consider less than "the best" for our open roles. In fact, someone looking to hire a recruiter recently told me "decent is a bad word to me", as he only hires "the best".


As I'm thinking about this post, I'm wracking my brain trying to remember a time a hiring manager said those words to me. "ONLY BRING ME THE BEST! NOTHING ELSE WILL DO!" I gotta tell you guys, I'm drawing a blank here. This is not to say leaders get it right all the time - but generally they know to caveat their requests with some specifics. In all my years of tech recruiting, we are usually looking for someone who -

  • writes clean code
  • has been part of or possibly led a team
  • solved large scale problems
  • has a relatively provable track record of success

Can I with any confidence say I'm going to find "the best" developer and convince them to take this role? Or "the best" manager to lead that team? What the hell does it even mean? Is it all just meaningless buzzwords we use to feel superior? If I let myself fall too far down the rabbit hole I have to wonder just who is holding the measuring stick for all this best-i-ness!! HOW CAN I KNOW???


Fun Fact - I can't. And neither can you. There are certain things we can and should vet as part of the recruiting process. Can the person accomplish this thing? Check. Are they interested in doing said thing for my client? Check. Will they actually leave the current place they're doing the thing and come do the thing here for the amount of money I can pay them? CHECK CHECK CHECK.

Ladies and Gentlemen, you might have yourself a hire! Now congratulate yourself on being a master of the recruiting universe and stop wondering if someone "better" is out there. Because they are. You will drive yourself absolutely bat shit crazy if you focus on only "the best" however you choose to define it.  I guarantee someone else involved in the process will have a whole 'nother way to measure "best".

How about we look at this a little differently, hmm? Start asking yourselves these questions -

  • is my prospect QUALIFIED (they can do the thing)
  • are they INTERESTED (willing to talk about doing the thing here)
  • can I AFFORD them (I can pay what it will cost for them to do the thing)
This is obviously the BARE MINIMUM of what we should be thinking about / discussing - but how differently does our recruiting approach look when we stop caring about subjective, silly qualifiers like "best" and focus on things we can actually measure? A simple change in mindset is so freeing. All of a sudden I can start focusing on what MATTERS and forget about pipeline that won't fit my criteria, no matter how great. This is often a discussion when it comes to remote work - you can't really say you want "the best" when you're not willing to let people work from home. Or bring their cats to work. Or wear yoga pants. Someone, somewhere, is doing an AMAZING job at the thing, and you won't hire them because you have this or that rule. You can have those rules. Within reason and the law, you can have just about any old rule you want. So throw out "the best" and focus on what works for the team AND the candidate. In other words, "the best for this specific role, at this specific time, under these specific circumstances".

You can have a high bar. You can expect BIG THINGS from people (even more so if you give them something juicy in return - be it money, culture, growth, whatever). Just keep it real. Your clients and candidates will love you for it.

Sincerely, 

Not the best - but definitely sometimes really great :)


What to Wear to an Interview

There sure are a lot of experts out there telling us what we shouldn't wear to interviews and/or the workplace. One author pro...