Ep 96 - How to Build Relationships Between HR Practitioners and Providers #hrtechconf - Workology

Ep 96 - How to Build Relationships Between HR Practitioners and Providers #hrtechconf - Workology How Do You Measure Success in Talent Acquisition? This week I have been in Las Vegas for the TA Tech Conference. Its a community that is helping to facilitate conversations and collaborations among talent acquisition technology and service providers and recruiting and talent acquisition leaders. I hosted a panel session at TA Tech that focused on having honest conversations about how we can work better together. This is the second time Ive hosted the panel at one of TA Techs events and what I love is that each panel has offered new nuggets of wisdom that I have taken away. Episode 96: How to Build Better Relationships Between Practitioners with Tim Sackett (@timsackett) The talent acquisition and HR industry is symbiotic.  Vendor and service providers need recruiters just as recruiters need service providers in order to do their best work. I’ve found in my own personal experience that a technology implementation, building a new recruiting strategy or testing a pilot with a new HR or recruiting technology startup. Practitioners and providers are often portrayed in the media as enemies. In my work as a consultant to providers and an advocate for practitioners, I hear of implementation horror stories gone wrong from both sides, pushy salesmen who oversell and practitioners who don’t circle back with metrics, analytics, reporting and feedback. Tim Sackett was one of the esteemed panelists and it was great to sit down with him for the podcast to discuss some of the highlights from the panel. Tim shares what great collaboration looks like between practitioners and providers in the talent acquisition and human resources industries. Not surprisingly, trust between the practitioner and provider is the most important. Tim says that means opening the kimono a bit and as practitioners sharing big picture about strategy, plans and results with the understanding and trust that your provider partner isnt going to take advantage of this information and upsell you. As practitioners, we want more case studies and best practices from our peers and would prefer introductions to TA leaders at other companies to give us better insights into their own processes and how we can adapt and adjust our own. How Do You Measure Success in Talent Acquisition? In our panel, we discussed about what success looks like for vendor partners and practitioners. What type of data, information and resources are important. Tim talks us through the types of metrics he uses to determine success. What was interesting was how different Tims answer on success was from our one of our other panelists, Danielle Monaghan who is the head of talent acquisition for  Amazon. Danielle looks at the candidate quality in terms of the number of candidates from a source that pass the initial Amazon interview. Source of hire and cost of hire arent necessarily the most important. Quality of hire is and Tim as well as the rest of the panelists called for a standardization of how we measure quality. Tim pointed out that the hiring manager is the one who should be accountable for quality of hire since they are the ones making the final decision on whether to offer a job to the candidate. How to Sell to HR and Talent Acquisition In the panel, we talked about how talent acquisition leaders want to be sold to and specifically, what makes us respond to an email and/or schedule a demo. All panelists agreed that the automated emails from vendors and tech companies in our industry are out of control. The key to getting practitioners like Tim and Danielle on the phone and learning about your technology or service comes from doing the research and personalizing the process. Danielle says introductions from peers and industry leaders are the best way to get on her radar to schedule a call, meeting or demo. Please stop with the automated emails. Tim talks about some of the automated CRM emails hes receiving. Business development professionals need to do their research and quit peppering practitioners. Its becoming overwhelming and hurting the professional brands of individuals and the companies they represent. Listen to the podcast to hear Tim and I talk off the cuff. Connect with Tim Sackett on LinkedIn. RECOMMENDED RESOURCES Recruiting Secret #4 100 HR Talent Technologies You Need to Know Ep 64 The Changing Role of Job Boards in Recruiting and Hiring ~ Podcast How to Successfully Sell to HR and Recruiting Success In Implementing HR Tech HOW TO SUBSCRIBE TO THE WORKOLOGY PODCAST Stitcher PocketCast iTunes Podcast RSS Google Play *A special thank you to my production team at Total Picture Radio.

How to Deal with Political Debates In the Workplace

The most effective method to Deal with Political Debates In the Workplace Contend Politics in Your Off Time, Not in the Office Office politics are one thing â€" no holds barred, political discussions that disturb your working environment are very another. Amidst political race season, an increasing number of administrators are winding up in the awkward situation of official as their representatives banter political decision results, strategy choices, and national features. I recently e-sent with executive coach Amanda Mitchell, who explained, I've never experienced such disruptiveness in the working environment. It used to be that individuals left their personal governmental issues at home. Presently, they're messaging and tweeting from their work areas about the President, about Congress, about what may have been, and what's going on in Washington. What's more, what endures? Productivity â€" actually completing work. Mitchell founded Our Corporate Life, which helps companies address working environment brokenness, legislative issues, and bureaucracy. She works with companies and their employees to address the superfluous corporate insanity that obstructs execution and hinders development by working one-on-one with senior administrators to build initiative abilities and working with groups to reduce problematic dramatization. The political tension is difficult to miss in numerous workplaces, according to Mitchell, and that is awful news for managers. When one staff member is yelling over the most recent feature, and another is taking the inverse view, the interruption takes everyone's collective eye off the ball â€" that is, the job that needs to be done. Mitchell shared a few management strategies to manage troublesome governmental issues at work: Make Like the Swiss Switzerland's lack of bias is something an administrator should think about imitating, said Mitchell. Stay out of lunchroom quarrels and water cooler discussions. On the off chance that you have a sentiment â€" and who doesn't? â€" hush up about it. A Busy Staff is a Happy Staff Make certain to divert all that political energy to the activity at hand. Managers should seriously think about allocating exceptional ventures to the most intense political debaters â€" possibly get two with contradicting perspectives to work together? And make certain to direct the procedure and applause the outcomes. In no way like a gesture of congratulations, regardless of what your political influence, said Mitchell. Divert to Deter The board might consider disrupting the routine, by scheduling a group building workshop or representative acknowledgment lunch. Most workplaces have a recognizable pace and it might be that staff depend on down an ideal opportunity to launch political dramatizations. Mitchell suggests that directors keep staff members roused by switching things up a piece. Got a Problem Employee? It's not unordinary to have one staff part who gets handily occupied with what's happening in the world. It's difficult to disengage based on what's happening, even in the workplace, Mitchell admitted. If one individual is triggering the political dramatization, administrators should take direct activity, speak privately with the staffer, and assist them with comprehension that paying consideration to their work is the need on organization time. Well beyond A few people believe we're on a course toward catastrophe, others think all will be well, said Mitchell. We normally respond to uncertainty and individual anguish â€" and indeed, a few people are feeling that! â€" by being effectively distracted, procrastinating, or feeling that regardless of what the work output, who cares? A decent administrator shows others how its done, said Mitchell, and maintains the emphasis on elevated expectations and a vocation very much done. Will the politicking â€" via web-based networking media, in bistros, on city intersections, and in the workplace â€" ever end? Eventually, the residue will settle, Mitchell accepts. Meanwhile, With regards to work, we as a whole need to remind ourselves what's significant: accommodating ourselves and our families by working superbly, acquiring a living, and investing heavily in ourselves and our achievements, said Mitchell. Join Dana Manciagli's Job Search Master Class ® at this moment and promptly get to the most thorough quest for new employment framework as of now accessible!

Heres why you should always give world class effort

Here's the reason you ought to consistently give world class exertion Here's the reason you ought to consistently give world class exertion Ann Miura-Ko grew up as an original American. Like millions preceding them, her folks moved to the U.S. looking for a superior life and more opportunity.Her guardians likewise had exclusive standards of their kids. Her dad, a scientific genius at NASA, was energetic about the idea of excellence.One of the standards her dad routinely rehashed and ingrained in her was the significance of giving a world-class exertion in all that she did, regardless of how insignificant. From a youthful age, he would consistently inquire as to whether her exertion in essentially anything was as well as could be expected do.After battling with extraordinary timidity, the withdrawn Miura-Ko in the long run formed into a first class secondary school debater. She proceeded to go to school at Yale and, while there, made sure about an occupation as a clerical specialist in the workplace of the Dean of Engineering as a component of her money related aid.On the principal day of work, she happened to call her fo lks to make proper acquaintance and her dad reminded her to consider how she could be world-class in her new position. She disclosed to him that she would simply be making duplicates and recording, however he reacted with, I contemplate it.Respecting his recommendation, she chose to reexamine how she moved toward her errands. She concentrated on fresh duplicates that individuals couldn't perceive from the first; she decided to utilize a mark creator for recording, instead of hand keep in touch with them; she even made a point to pick the freshest doughnuts when she was approached to carry them into the office.Her expressed objective was to make everything an enchant second for the individuals she worked with.One day, a couple of years into her activity, the Dean popped his head out of office and revealed to her that he required somebody to visit his companion, Lewis, around the designing school. The individual who ordinarily did this was out and he was requesting that her do it as h e'd heard beneficial things about her work.She gave an incredible visit and built up a decent compatibility with the man of honor yet had no clue about what his identity was. Toward the finish of the visit, he inquired as to whether she might want to come to California for a voyage through her own during spring break, shadowing him at his organization. It was then that she discovered that Lewis was Lewis Lew Platt, CEO of Hewlett Packard (HP).Ann seized the chance and had an incredible encounter. At the point when she came back to grounds, Lew sent her two pictures. The first was of herself sitting close to Lew, conversing with him. The subsequent picture was of Bill Gates, who had additionally as of late visited. He was sitting precisely where she had sat. This picture left an enduring impact on her and Platt turned into a key figure in her expert development.Ann Miura-Ko has proceeded to get one of the most regarded financial speculators in the nation, assuming a huge job in assis ting with breaking the unattainable rank for ladies in her industry. She's been alluded to as the most influential lady in new businesses by Forbes.While frequently amazingly testing, the intelligence bestowed again and again by Miura-Ko's dad was insightful. When we commit to being excellent or world-class in all that we do, we are deciding to possess our conditions, regardless of how irrelevant they may appear at the time.This can give us an enormous feeling of responsibility for lives and profession instead of a conviction that we are at the impulse of destiny, situation, others or outer occasions; a promise to greatness places us in the driver's seat.Is there some of the time just plain ol' karma included? Sure. Be that as it may, in the event that one of the top financial specialists on the planet got her break making duplicates, naming, choosing new doughnuts and showing responsibility, where may you have the option to do better?To hear Ann Miura-Ko's full story, I energetical ly prescribe tuning in to her detailed meet with Tim Ferris.Robert Glazer is the originator and CEO of Acceleration Partners and the writer of the universal top of the line book Performance Partnerships. Join 40,000 worldwide pioneers who follow his persuasive weekly Friday Forward, invite him to talk, or tail him on Twitter.This article was initially distributed on Quora.com.

A HR Thanksgiving

A HR Thanksgiving An HR Thanksgiving Its Thanksgiving, try to be thankful An HR Thanksgiving As I sit here on the eve of Thanksgiving, I wanted to share my HRNasty perspective on what I am thankful for during the Thanksgiving season and why. I am thankful the unemployment numbers in this country are lower today and I am I am thankful I not only have a job, but a job I enjoy and colleagues I enjoy working with. When I work with folks that are looking for career advice, want to change jobs, or quit their current gig for greener pasture, I hear all of the below on a fairly regular basis: I have a thankless job” “My boss has no idea what I do” “I just wish my boss would acknowledge my hard work” The classic “My boss can take this job and shove it.”   I am here to set the record straight on Thanksgiving. We should all be thankful for our jobs. I realize the numbers for the unemployed are still high. That fact is not lost on me and a big reason I post on this blog. If you don’t feel like your manager is thankful enough, remember this Skippy: Your manager is cutting you a paycheck every two weeks. That is the thanks we should be caring about.   Last time I checked, a “Thank you” from your manager didn’t pay the heat, mortgage or put braces on your kids teeth. Cash money pays the bills and is the reason we work. I am not proposing that we as employees, all go to work and become assholes because our manager is an ingrate. FWIW, I am not endorsing the F.U. style of management. Low manager expectations should not translate into a green light for being the abrasive, “I don’t give a crap” employee. I am saying this Too often I hear employees bitch and moan about their jobs. Sometimes I wonder if these employees are volunteering their time and effort to their employer. If you are working, not collecting a paycheck AND being treated like a rented mule, I get it. Volunteering with no thanks is never easy.  But if you are cashing Acme Publishing’s paycheck every two weeks. . . well, I know a lot of unemployed folks that would be grateful for your opportunity. Again, I am not endorsing the theory that since your manager is paying you, they can abuse you and take you for granted. But at the end of the day, we are not able to control our manager’s actions. We are probably NOT going to change their management style. We can coach them, we can inform them as to what style of management we appreciate, but most managers are not going to change. Just because they are your manager doesn’t mean they are perfect. It is up to us to see what is good in an imperfect world.   This is love! All women think they can change their man. Mrs. HRNasty is no different. We are a happily married couple and I know I would do just about anything for her, and yes, this includes putting up with two dogs which she brought home unannounced 16 years ago.  Did I mention I am allergic to dogs? Mrs. HRNasty would love Fireman outfit sex every night of the week but hey, twice a month in my tightie-whities is all she is going to get. Is Mrs. HRNasty going to change my schedule?   Uhhh, no, she gets what I gives, and me gives no more. Seven minutes a month is all I can muster. What does Mrs. HRNasty’s lack of sex life have to do with your manager? Well, if I am not going to do something for the person I care for the most, do you think your boss is going to feel compelled to stroke your ego when the company is paying you in greenbacks? Who is putting up with who? If you don’t like your manager, think of it this way. Your manager is paying you to put up with them! You get a paycheck every two weeks to put up with their idiosyncrasies.   Would I like an appreciative manager? Absolutely. Would I be more productive if my manager took the time to know me, bought me lunch, or helped me with my career? Ab-so-fucking-lutely. At the end of the day, I am looking for a paycheck first, career path second (which increases my paycheck) and kudos third or fourth. Kudos are usually made a priority when the career path and money are absent.   As much as I can see where a gesture of appreciation would do some good for productivity, I also see where the “just give me some space and let me do my job” style of management is pretty effective. I want to know when I fuck up Trust me, I would much rather prefer to work with a manager that ONLY tells me when I fuck up. I don’t want a manager who sugar-coats everything and doesn’t have the professional courage to kick me in the ass when I do wrong. This style of management leads to a death by 1000 cuts.  Trust me, there is a lot worse that can happen to a career than a thankless manager. In the end, I usually don’t help the folks that hold a negative attitude because I have found that it isn’t the manager that is at fault, it is the attitude of the sore loser that is killing their own career. If you have a pissy attitude at one job, you are probably going to take it to the next job. An employee’s true colors will show over time or when the stress levels rise. I can help someone find a new job with a new manager, but I have found that employees see what they want to see. If they want to see the negative side of a job and career they will. I want to work with, and help those that can make the best of the toughest situations. We quit a manager, not a job Employees complain about their managers all the time, and I am the first to say that you quit a manager not a job. When the job market is strong, you don’t need to put up with a weak manager. When the job market is tight and there are few options for the employee, the employee with a sour attitude sees what they always see and find themselves in familiar territory. I have a thankless job” “My boss has no idea what I do” “I just wish my boss would acknowledge my hard work” Whos career is it? It isn’t the manager that needs to change and adapt, it is the employee. You have heard me say it before. This is our career, not our managers.   If we don’t take a positive attitude with our own career, why should our manager? If we are not thankful for the professional opportunity that we are paid for, why should our manager want to help us?  No on is holding a gun to your head saying we cant quit.     My thanksgiving? I will be sitting at a Thanksgiving dinner with a couple of very close friends that I have the good fortune of working with. Dont think this relationship just happened and came easy. We work at this friendship as a team. Yes, one of them is the guy I report to and he does show appreciation to the employees he works with. Today it was huge pumpkin pies and a can of whipping cream for everyone in the company. On this Thanksgiving, we are going to grill steaks and significant others will have to put up with our cigars, shop talk, and inside jokes. Then we head home and I generously spend 3.5 minutes with Mrs. HRNasty sans Fireman outfit.     Am I thankful?   Absofuckinglutely! Have a happy Thanksgiving, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,