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?






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