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05/01/2023 © 2015 CareerBuilder
Tim Sackett, HR pro and Fistful of Talent bloggerKris Dunn, CHRO at Kinetix and founder of HR Capitalist and Fistful of Talent
Why Can’t All My Recruiting Tools Get Along?
HR and Recruiting’s Biggest Headaches!
Presenter Info• Kris Dunn• CHRO at Kinetix (RPO, Recruiting)• Founder of Fistful of Talent , The HR
Capitalist • Hoops Junkie
• Tim Sackett• President of HRU Technical Resources (Technical contract staffing)• Founder of the Tim Sackett Project• World’s foremost expert on Hugs
1
Life Is Tough in HR and
Recruiting…And There’s Four Things that Make It One of the
Hardest Jobs in the World…
2
What Are We Talking About
Today?
HR & Recruiting’s Biggest
Headaches!
“I like Billy, but I’d like to see a few more
candidates!”
“Social Media will change everything in recruiting”
“Why don’t you go find me some of those Twitter
candidates!!”
“So, like, I know for sure that Jane is sabotaging my work because she looked at me
funny when I walked in this morning with tinfoil on my
head!”
“Yeah, like, I know I needed $75K, but now I need $95K!”
“…”
“My hiring managers won’t give me feedback
on the candidatesI sent over!”
“Tim! We just can’t find any candidates!”
Replenish the Well!
• Turn on the marketing machine!• Turn on your hiring mgrs!• Turn on your employees!• Turn on your alumni! • Give permission.
“All those Millennials want is just more
feedback!”
Turns out…
• Annual reviews aren’t required by law!• Aren’t really effective.• Actually increase turnover and decrease
engagement.
The technology headache!
“What the hell is an open API anyway!?”
“Yeah, I’m not sure how old this data is…(or how
accurate!)”
3
HEY HR LEADERS!
Let’s Say You Find the Provider that Helps Your Recruiting Tools Get Along (hint…our
sponsor)You still have to manage the
perceptions that cause the headaches…
Step 1 - Scoreboard the Data and Make People Change
Their View of HR• Recruiting results aren’t about
HR, they’re about the business.
• You don’t win unless you’re willing to keep score and tell the world who’s winning.
• The business will respect you more in the morning if you don’t treat them equal.
• Report on winners and losers, but be quick to offer help to those who aren’t winning.
Step 2 - Use Experiments and A/B Testing to Prove the Things You Want to Spend Money On Actually Work
• Your reporting on open jobs sets the baseline.
• Smart talent pros with confidence understand that provides a perfect opportunity to experiment.
• Do experiments, measure the outcomes.
• Get early wins that give you more rope to experiment in the future – and get you funded.
Step 3 – Get Strategic with Departmental Leaders by Consulting on Their Team’s
Weaknesses• The recruiting reporting you do
in public doesn’t have to include individual manager level.
• The reporting you do in private MUST include and focus on individual manager level.
• You’re looking to share the data with the leaders, prove you understand the business and gain their trust to help them fix the problems.
• Consulting 101 – Data-driven, then recommendations.
Step 4 – Use Individual Scores to Apply Pressure Whenever It’s Needed
• Let’s face it – there’s a lot of people out there who don’t care about your focus on recruiting and aren’t great with talent
• Those people cause a lot of harm to the business and create retention issues everywhere they go
• Even if they get decent business results, the way they manage should show up in the way you measure the business (think turnover, HMBA, etc.)
• Sometimes you have to play Hardball instead of Moneyball – that’s what scoreboards and you developing relationships with leaders based on data are for.
Kris:[email protected]: @kris_dunnLinkedIn: www.linkedin.com/in/krisdunn
Tim:[email protected]: @TimSackettLinkedIn: www.linkedin.com/in/timsackett
