I'm Hiring Two Talent Acquisition Leaders to Join My Team!

Have you ever wanted to work at a company that has one of those trendy super cool cultures that you read about? You know the ones...they have lots of stories about the great team environment and the energy that you can feel when you walk through the front door.

Do you think those organizations actually exist; or, are they simply a fantasy that Silicon Valley tries to promote but rarely turns out to be true?

Well, I joined one of those companies and I didn't have to move to California to do it. 

Kinetix Rocks

If you're wondering what Kinetix is all about let me summarize for you...we offer a triple-threat of human resources services to our clients:
- Recruitment Process Outsourcing (RPO)

- Staffing and Recruiting

- Human Resources Consulting

Here's the Kinetix difference: we do it better, faster, and have a hell of a lot more fun than anyone else in the industry. There, I said it.

Kinetix Needs Progressive Leaders

Good things are happening here (think growing-faster-than-you-can-imagine) and that's why I need to add two leaders who will report directly to me. 

You need to be an experienced talent acquisition professional who can effectively lead a team of high performers. Your team will consist of 8 - 10 of our rock star recruiting pros. 

You need to understand that social, digital, and all things 2015 are how we operate. So please do not fax me your resume because I don't even know where our fax machines are here.

Are You Ready?

If you think you have the leadership chops, a contemporary view of how the talent game is played, and you want to live in the amazing city of  Atlanta, then you should reach out to Colleen Fitzgerald via email; through twitter, or if you have to you can call her direct at 770-390-8380. If you'd like the 411 on this cool gig check out the posting here.

Oh, and you probably won't need a chair. You'll be so busy leading your team as a real hands-on leader that you won't have much desk time.

Generation Hexed

"She's been here forever. I thought she was going to retire soon. We can't count on her to come up with any innovative ideas...we'll need to look outside the company for help on this project."

"We better make sure we don't hire too many millennials onto this team. Everybody knows they never put in extra time...it's all about them."

"I wish the baby boomers would just get over themselves. They act as if they are the only ones who know anything around here. They don't even realize how ridiculous they sound talking about bootstraps and not putting out effort. They don't even try to stay current with today's world of work. It's embarrassing for them, and they don't even know it."

I work with an amazing group of people. The team I work with has employees whose ages span sixty years. Yes, that is 60 years, from their 20s to their 80s. They're productive, pleasant to work with, and support each other because we've made a commitment on our team to embrace generational diversity. 

It wasn't a document anyone had to sign, it wasn't a proclamation I made in a meeting, and it certainly wasn't the result of a corporate training initiative.

Our team behaves this way because we are adults living in 2013.

Stop Whining

I wonder how much more productive our respective workplaces would be if we never complained about any generation? Think about that for a minute....no noise about others, but simply a realization that not everyone is exactly like you and me, and we move forward. 

Is that so hard? Am I oversimplifying this issue? Do I need a lesson on why people in their 50s think a certain way, and why other people in their 20s think a different way? I don't remember needing a training session on how to interact with other people when I go to church. It seems we all just naturally respect each other and treat each other well.

Imagine that...deciding to treat other people well regardless of how old they are? That would never work in the corporate world, right?!

GIVE ME A BREAK!

 

How About You

Maybe it's time we stopped obsessing about difference? Perhaps there is a new opportunity, to focus instead on respect, civility, and a willingness to listen first and open our mouths second? 

Do I need to roll out a massive training program to make sure everyone in every job understands everything about everyone?

Um, no I don't. I need to hire people that respect others.  

I'd love to hear from you.

No Excuses.

pic 

Don't Be A Culture Vulture

I worry about finding talent for my organization.  We need people with highly specialized clinical skills to care for some of the most fragile patients imaginable. Maybe we need a talent manifesto to make sure we go about it the right way.  What I do know is that sometimes I get too caught up in worrying about "culture."


Good Word - Misguided Focus
Time for some self-disclosure...I get a bit fired up about culture.  I worry about cultural fit, cultural diversity, corporate culture, and sometimes do my best to spread the culture agenda across my organization.  Just what exactly is cultural fit anyway?  Are new hires supposed to fit in perfectly with the rest of us?  Are they supposed to conform to some subjective perspective on what corporate culture is all about?  Why would I ever want a bunch of conformists versus the opportunity to bring fresh perspectives, ideas, and enthusiasm into my already high-performing organization?  


Hovering Above
I'm afraid that I'm not alone in my sometimes obsession with force-fitting cultural fit. It's as if I've morphed into a culture vulture and I'm circling above waiting to swoop down and feed upon unsuspecting candidates who fit into the "culture." That doesn't seem right, does it?  It seems to me organizations  should do everything possible to enrich the make-up of the team; to add new perspectives; to focus on progress, not cling to the old excuse of "it's the way we've always done it here."


How About You
Are you caught up in the culture agenda game?  If so, it's time to take a break.  Stop circling, and start appreciating the value that all of those non-conformists can bring to your company.  I know I'm going to start doing it too.


I'd love to hear from you.


No Excuses.





pic courtesy of guardian

The "Just Like Me" Trap

Filling vacancies is a daunting task.  Finding talent that fits both with your team and organizational culture, plus brings the skills, experience and credentials can feel like the old "needle in a haystack" exercise.  One of the issues I've had to avoid over the years is falling into the trap of hiring myself...sort of.

Beware

So what exactly is this trap?  Let me explain the pitfalls to help avoid making a major hiring mistake.  We've all been there, and those lessons are difficult at best.  If you build these questions (to yourself) into your hiring process, you will have a greater chance of avoiding the "Just Like Me' trap:

Does the candidate:
- look like me?

- sound like me?

- share my same interests?

- connect with me immediately?

Time out!  It's important to make sure we're not being won over on impressions and superficial issues before we dig deep into the candidate's history.  (Any shrewd candidate that interviews in my office should notice the hockey puck and start talking hockey.)

Interviews Should Be Difficult

In order to overcome these pitfalls, try these specific approaches to get a great interview result:

1.  Always use a consistent set of prepared questions for every candidate applying for the same position.

2.  Focus on their past behavior as that will predict their future decision-making, particularly when under pressure.

3. Do not accept anything but specific answers that detail the candidates issues, actions and results.

4.  Trust the data you collect, not the designer suit they're wearing.

How About You
Do you get caught in the "Just Like Me" trap?  It's easy to do.  I know, I've had to break free from it myself.  Whether it's new team members or new friends, collect good data as you get to know them before making any serious commitment.  You won't regret it.

I'd love to hear from you.

No Excuses.






pics courtesy of ucla and specific