Wednesday, November 30, 2011

Recruiting during the holidays

Hey everyone, hope you are doing well.  Sorry I’ve been slow to post here lately, I’ve been really with the Recruiter Tips and Tricks series on the Google Students Blog that posts have been few and far between.  However, I did have some things I wanted to get out there this week.  Recruiting during the holidays.  It’s tough right?  No one wants to do anything and people are taking time off for vacation and shopping all over the place...meanwhile, you’ve got jobs to fill.  Here are a few thoughts!

Be Sensitive -  This time of year it’s impossible to try and stuff interviews in...there are just too many things going on.  You’ve got to be sensitive to people and how they celebrate the holidays.  When trying to schedule an interview you’ve got to think not only of the candidate, but also of your team.  I mean, some of these people might celebrate Festivus and you don’t want to offend those folks.....

Timing - Timing is brutal this time of the year.  No one works the last week of the year, and if they do....they are not cranking along at full speed.  So you need to be smart about who you schedule for interviews and when they come in.  The worst thing you can do is book something on a day where no one wants to be there....and have the candidate suffer from a poor interview experience.

Expectations - Last but not least...make sure you set expectations properly.  Don’t tell the candidate you’ll have an offer on 12/23....only to not call them back until January.  Same goes for hiring managers, lets face it...if the job isn’t filled yet it’s likely not getting filled until 2012.  Turth hurts people but being upfront and setting realistic expectations will go a long way towards your 2012 goals.

That’s it, I’m going to try and get one more of my stupid movie related blogs by the end of the year.......we’ll see.  Until then, good luck wrapping up the year!!

Monday, November 7, 2011

A few thoughts on building a diverse organization

Ok, so I have no idea where this diversity series is taking me....but hopefully you’ll come along for the ride.  I just got back from speaking on a discussion panel so my mind is going a mile a minute on this topic.  What I’d like to address is how, we as recruiting professionals can help our organizations continue to hire and grow awesome, diverse talent.  Here are a few thoughts:

Pipeline - Build a big, massive, diverse pipeline of candidates.  A lot of times our hiring managers are looking for the perfect well the should!  However, if we don’t have a huge pipeline we are doing them a disservice.  How will they know they have the perfect candidate if every person looks the same and has the same background?  Taking the time to create a robust pipeline of candidates will ensure that when a req opens you can show your managers a broad set of candidates so they can make the best hire.  Exposing your managers to more diverse candidates will allow them to hire the best...while moving the needle on diversity.  That’s a win-win folks.

Process - When thinking about diversity, we should all be looking at how our process works and make sure it’s not screening out potentially great people...we should be screening great talent IN!  What’s this you say?  I like to think of the entire recruiting process as a series of “microdecisions”.  Recruiters figure out who to talk to based on a bunch of factors, managers do the same thing, interviewers and so on and so on.  Another phrase I like is “Death by a Thousand Papercuts”.  Now, you don’t want a process that does this to great candidates.  Some amazing people didn’t go to college, others went to State schools (ahem) so you have to be really careful that your process doesn’t just nuke candidates b/c of preconceived notions of “who” or “what” makes a great candidate...on paper.  

Advocate for the great - Again, we as recruiters have to keep the goals and objectives in mind when trying to make a hire.  We are the experts in hiring, defenders of the culture..voice of the candidates.  We need to speak up and advocate for people we think are great.  Again, you’ll notice I’m not saying pick the diversity person over the non-diverse...what I’m saying is, hire the best, period.  The best might be a diverse candidate...the best might be a white dude from NH...doesn’t matter “who” is the best.  What matters, is that we recruiters are advising our managers and forcing them to think long and hard about what “great” means for every job.

Ok, that’s it, sorry if this is a little rambling.  I wrote most of this on a flight home from California and wanted to get a few thoughts out there and see if we could keep the conversation going from my last blog.  To me, diversity recruiting is about awareness and making sure that when we hire, we show our managers as broad a set of candidates as we can.