The Tim Sackett Project HR Pro, Dad, Backup Point Guard on my over 40 men's team Mon, 25 May 2015 11:54:00 +0000 en-US hourly 1 This One’s For You Poppi Mon, 25 May 2015 11:54:00 +0000 (Picture Above – Poppi, my Mom (far left) and three of my Aunts)

My Grandfather fought in WWII in the U.S. Navy.  After he died my Grandmother gave me his medals and pictures. I was about 13 years old. I still remember the feel of the medals and yellowing of the paper and edges of the pictures. I got older, learn to drive, went of to college, and for the life of me I’ve never been able to find that envelop of artifacts.  It pains me that I lost them.

It’s not that those pictures and pins remind me of Poppi (my name for my Grandfather), he never talked to me about the war, or I never listened, I was a kid. I remember him taking me fishing, grabbing my knee to tickle me and how he loved my grandmother.  As kids we would all wear his ‘giant’ t-shirts as pajamas to bed when we stayed over, and you could smell the Old Spice on them.

Poppi would tell my Grandmother how much he loved her as he drifted off to sleep. All of us grandkids stacked up like cordwood on the floor right outside their bedroom, the door always open.  We would giggle as he seemed to not stop telling her until we all seem to finally drift off to sleep. It left a deep impression on me on how he truly loved this woman with his entire being.

It made me love her more. As a kid you look up to your grandfather and if he loved her that much, I better try to love her at least half that much.  He was the best example of how to love someone I have had in my entire life.

So, on this Memorial Day, I remember the only soldier I ever truly knew, my Poppi.  I’m so happy he came back to marry my Grandmother, and it makes me think of all those kids who never got a chance to know their Poppi.

United We Win

]]> 0
The Open Office Terrorists Fri, 22 May 2015 11:46:24 +0000 So, how’s that new open office plan treating you!?

A recent study out says that it takes a normal person roughly 37 seconds to figure out working in an open office environment is going to suck! I mean, those were probably the slow people in the study, it doesn’t take a mental genius to see that going from an office where you could actually get stuff done to a bunch of people looking at each other, probably isn’t the best concept for productivity!

Okay, so that wasn’t a ‘real’ study. It was me and the voices in my head discussing the open office concept, and we all agree. Call it what you will, I’ll call it a quorum.

An actual study done GetVoip was spammed to me last week titled: The Detrimental Pitfalls of Open-Plan Offices which had the following findings:

– 95% of employees said working privately is important to them

– 89% of employees are more productive when working alone

– 63% of employees name “loud” coworkers as their #1 distraction.

“But, Tim! Open offices look so cool, and they prosper collaboration and communication and ping pong.”


But how many of you actually need more collaboration and communication?  I mean really?  Let’s be honest.

If Billy comes over to talk about The Voice one more time I’m going to gut him right here in my 8 ft by 8 ft low wall cubicle space I spend most of my time in. I’ll then use Billy’s skin to make a roof over my cubicle and finally have a little piece and quiet to actually get something done.  It’s not that I don’t like Billy. He’s was super the first three thousand times he came into talk me.  Now I want to see him die. Slowly. Painfully.

Open office space sucks because you have coworkers that are terrorists of the open office.  They come in all shapes and sizes, and they disguise themselves as actual coworkers. Here are a few examples:

1. The CrossFit Terrorist: Mandy does CrossFit. You should do CrossFit. And, apparently, the next best thing to doing CrossFit is talking about CrossFit to people who don’t give a shit about CrossFit.

2. The Vegan Terrorist: Mark is Vegan. You should be Vegan. And, apparently, the next best thing to being Vegan, is talking about begin Vegan to people who are trying to enjoy a nice fried donut and a RedBull for breakfast.

3. The Why Guy: The Why Guy can also be a Gal. They want to know why! Why are we doing this? Why are you doing what you’re doing? Why is the boss nice today? Why is the sky blue? Why are you holding a knife to your wrist?

4. The Schemer: Molly is a schemer. Molly wants you to scheme with her.  Molly doesn’t like how Missy wears hair hair and wants to get her fired. Plus Missy’s teeth are too white. Molly spends 77% of her day scheming of ways to get Missy fired, and needs to tell you all about it.

You see?  Open office plans are the devil in disguise.  If you had an actual office with a door, you could shut it. Lock it. Put up a sign that says, “I hate you! Go Away!”, but that would just look silly hanging from your chair at that table in the middle of the room you share with a bunch of terrorists!


]]> 0
Top 10 Sources of Online Hires Thu, 21 May 2015 11:47:20 +0000 Silkroad recently released some results from it’s annual client survey (also released by Indeed as you can imagine from the results!), which is a rather large sample. The chart that caught my eye was this one:

Source of hire

Keep in mind these are external online sources only. These don’t include an companies own career site, employee referrals, etc. Still the information is intriguing, and almost matches my own internal numbers for my company, which means I tend to believe the data!

Indeed being number one as a source for corporate hires isn’t not surprising. If a candidate is looking for a job today, they go to Indeed to start looking.  What is surprising is the LinkedIn number!

6% of external online hires are coming from LinkedIn!

So, you need to ask yourself: How much money are you spending on LinkedIn as compared to the other sources that are getting greater results?  Indeed, CareerBuilder, other various specialized job boards, etc.

Would have ever thought that LinkedIn would have been the exact same percentage as Craigslist!?!

Obviously, the candidates you are getting on LinkedIn are different than the candidates you’re getting on Craigslist. Not many professionals are looking for jobs on Craigslist, but you will find a ton looking for lower skilled, service level jobs.

Based on the data above here’s what you need to do:

1. Are your jobs being scraped by Indeed? Have you checked?  If not, you better make this happen! (Same for SimplyHired)

2. Are you using CareerBuilder? Postings? Resume database? Might want to check into what they’ve got going on!

3. If you have a LinkedIn Recruiter seat, are you getting a good ROI for your investment? Would you get a better ROI is that same amount of money was spent for things like sponsored jobs on Indeed, or most job posts on CareerBuilder? Maybe you need to do some testing.

4. Are you using Craigslist to help fill your lower level positions?  You know it’s free, right?

5. What the hell is Seek?  Oh, it’s a job board in Australia, you can forget about that.

6. Don’t forget about your other non-online sources: Referrals, your own career site, local state employment offices, alumni, your own internal database (this is the most under utilized source of most companies!), etc.  These probably fill more than all your online sources. How much money are you investing in them? (it’s usually a lot less than online sources and a huge miss for ROI)

]]> 1
How to solve one of the America’s Toughest Recruiting Challenges Wed, 20 May 2015 11:23:35 +0000 Hey, Tech Recruiters your job is really hard isn’t it?  Do you want to know a recruiting job that is about a hundred times harder than yours? Try recruiting Truck Drivers!

The Truck Driving recruiting industry is insane.  It’s reported that right now there are 36,000 Truck Driver open position in the U.S.!  Go to any major corporation that has a shipping component that is handled by semi-trucks and they have openings, many will have openings in the hundreds!  The largest trucking firms in the country have recruiting teams that dwarf the size any of the major Tech companies in Silicon Valley.

So, how do you solve such a major recruiting nightmare?

By doing this:

Okay, I hear you! “Wait, there still has to be a person in the seat!” You don’t solve the ‘driver’ problem at all!

The main problem with the Truck Driving profession is too fold:

1. They can’t attract younger workers into the profession.

2. They have high turnover.

Being able to use and operate the latest technology in any industry will attract a younger workforce.  Can you imagine the people lining up to be able to operate one of those trucks above?!  I can only imagine how this tech will revolutionize the profession of truck driving, and the skill sets needed.

Truck Drivers turnover because they don’t see a future in driving truck.  It’s seen as a low skill occupation, and a lonely one at that. Hours, weeks, months, years on the road.  Throw in the nasty-ass truck stops and you can see why our best and brightest are jumping at the thousands of open jobs.

Self driving technology opens up a whole new capacity level for the people sitting in those vehicles. I can imagine how organizations could begin training and teaching these operators an entire additional skill set to use while in vehicle, and even upon getting to their destination.  It would easily be foreseeable where your self driving vehicle operators could also become your field sales reps, quality control, etc.

If the operator, theoretically, only has to pay attention to vehicle operations 15-20% of the time, this gives them so much time to concentrate on other ways to add value to the company and to themselves.

From a recruiting perspective, I can sell that.  It’s hard to sell dirty bathroom and lot lizards to a kid who believes he has a future.

]]> 5
T3 – @Greenhouse Tue, 19 May 2015 11:15:57 +0000 This week on T3 I review recruiting and applicant tracking software Greenhouse. Greenhouse is one of the newer players in the ATS space having only been in the market about three years, but they’re making a ton of noise.  Primarily designed to be used in the mid-sized and under market, 1000 employees and under is their prime user base.  Heavily used in the startup and tech space (Pinterest, Uber, Twilio, Zenefits, etc.).

Greenhouse take a best in breed approach, partnering with some of the best talent acquisition tech vendors to deliver the best to their users. Companies like Entelo, HireVue, RolePoint, RecruiterFi, etc., all integrate seamlessly with Greenhouse.  I actually prefer this approach (for SMB HR & TA shops), because I like the best technology available, versus an enterprise ATS level system which is usually solid, but not fantastic.

As you can expect Greenhouse isn’t your Mom and Dad’s ATS.  Older designed ATS systems are designed around one core process and most fail because you don’t like that one process. Greenhouse is designed around the core principles of talent acquisition and all you need to do within that function, and you do it the way you want.  Greenhouse isn’t a talent acquisition software, it’s an organizational software, because everyone in your company as access, specific to their role.

5 Things I really like about Greenhouse:

1. The Interview Plan. One of the coolest things in Greenhouse is how they handle interviews. It’s a structured process that drives consistency, delivers interview kits to each interviewee, and describes their role and what they need to get out of the interview. This eliminates an interviewee interviewing with 5 different people and having them all ask virtually the same questions.

2. The Sourcing Plan.  Again, Greenhouse structures the sourcing plan in a way that everyone knows their role and what they are responsible for. They also have full integration with LinkedIn, if you have a LI recruiter license, to allow you to do all of that sourcing from one system.

3. Candidate Scorecard.  Greenhouse has designed a candidate scorecard that easily lets you compare candidates by more than just a rollup number, but by specific skills, cultural fit, qualifications and other details. This lets the organization make a more informed decision on who and why you should select one candidate over another.

4. Agency Portal. We all use staffing agencies. Wouldn’t it be nice to be able to manage all that you use within your ATS?  Greenhouse does this, and actually will show you agency performance metrics to boot!

5. Data analytics are very robust. I really liked their pipeline stats feature which you can set up by individual or team. If a candidate is stuck at one spot in process, the system alert you that you need to go kick a hiring manager in the butt and tell them to get going on a certain candidate, etc.

It’s easy to see why Greenhouse has the buzz in the industry right now from an ATS perspective. If I was running a corporate talent acquisition shop right now, they would get high consideration from me as the tool we would be using.  An ATS is an ATS, but I love how Greenhouse has taken the traditional model of an ATS and made what an ATS designed in 2015 should be.  Easy to use, intuitive, great tech and works the way we need to work in today’s tight labor market.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

]]> 0
Delivering Benefits Bad News Mon, 18 May 2015 11:34:55 +0000 Hey, gang! I wrote a book! Well, to be fair it’s an eBook. I don’t think that actually counts when being considered for a Pulitzer but none the less it’s something I wrote!

The good folks at Alex help me get this done. Meaning, I did the writing and they did all the rest!  The concept is how do we as HR pros deliver bad news during open enrollments.  Most of us have been in this situation. As we begin to prepare for the next open enrollment, like many of us are doing right now, or very soon, we already know we have some challenges.

Costs will increase, we might have to get rid of a popular benefit, or reduce benefits, etc. These are things HR and Benefit pros face every year. It’s the rare individual that just keeps getting the opportunity to give more. Let’s face it, the majority of us don’t work at Google, or companies like Google flush with cash.

Real HR pros have to deliver messages that are tough.  That’s why I wrote this book.

You can download for free at:

It’s a quick read and because it’s written by me, there might just possibly a bit of snark! I hope you enjoy it, and that you can use some of the practical advice I give.

(I am not being paid for this promotion.  I think ALEX is a pretty cool piece of HR technology that many organizations could use to help them communicate their benefit message out to their employees.  We like to talk about great employee engagement, and culture, etc., but what is proven is that employees who actually understand their benefits are more likely to stay with your company. That’s real HR.) 

]]> 0
There’s Collateral Damage in Leadership Fri, 15 May 2015 12:38:31 +0000 You know what none of the great leadership speakers, gurus, TEDx speakers, etc., will tell you about leadership?  Sometimes in leadership, even the best, greatest, visionaries, have to do things they wouldn’t want anyone else to know about.

We got to see this in the past weeks with Tom Brady, the Super Bowl winning quarterback from the New England Patriots, with how he responded to the Deflategate scandal.  Tom had a chance to be the leader we all believe leaders to be. Instead, he was the leader that most leaders are.

You don’t want to hear this.

Brady did what leaders do.  He protected the brand.  Whether you like it or not, New England, The NFL and Tom Brady are the brand. He protected the shield.  You really think he’s going to throw the brand on the sword for some equipment guy that no one will know in 30 seconds?

Now, don’t get me wrong. Tom Brady is a liar.  He lied about not knowing anything about those balls being deflated.  He knew exactly why and how those balls were deflated, because he gave the order!

The NFL is a $100 Billion dollar business. The New England Patriots are the NFL. Tom Brady is the NFL. Just like the rest the teams and players are.  So, the NFL, the Patriots and Brady all have a vested interested in ‘handling’ this with as little collateral damage as possible.

Throwing a couple of equipment guys under the bus, throwing the blame on them, is collateral damage to protect the brand.

You know what happens when when a giant multi-national company does something horribly wrong and there is loss of life or major damage?  They find someone to shoulder the blame that is smaller than the brand.  People lose jobs. Sometimes they even go to prison. But the company, the brand live on.

You’ll never see the multi-national CEO come out and take the blame for catastrophic events.  They’ll have empathy, they’ll have compassion, but they will not take blame. This is real leadership.

You don’t want to believe that this is leadership, but it is.

Tom Brady did for the NFL what great leaders do.  He deflected a cheating scandal that could have cost billions of dollars to the brand, and placed it on the shoulders of some guy making $40,000 a year.  People can accept that story.  Some dumb equipment manager was a super fan and just trying to help out ‘his’ guy. It wasn’t Tom. Tom is a modern day God!

Welcome to the show kids.

]]> 2
The New HR Math Thu, 14 May 2015 11:32:41 +0000 It all started with a great premise: Let’s teach kids an easier way to understand math so they won’t end up hating it. We can all buy into that, right!?

What came out was a classic organizational nightmare of project-gone-wrong, in a way only HR can truly understand—the Common Core was born. Now, there you sit at the kitchen table trying to show your kid how to do basic multiplication, but you really have no clue on how to do it the “new-math” way.

In a similar way, it used to be HR and Talent Acquisition could just run some spreadsheets, make a three-color pie graph, drop it in the middle of the conference table and—BAM—our job was done.

But, not anymore! Now you’re expected to take your people analytics and make evidence-based decisions, and prove we actually know what we’re talking about, eliminating the art and “feel” of classic HR and Talent practices.

We feel your pain, and we can’t multiply the new way either. That’s why our May installment of the FOT webinar is entitled, The New HR Math: Dumbing Down HR Analytics for Everyday HR and Talent Pros. Join FOT’s Tim Sackett and Kris Dunn for this webinar (sponsored by HireVue, a company that gets predictive analytics at a whole other level), and we’ll share the following goodies with you:

5 HR and Talent Analytics you should stop measuring immediately! You know what looks really bad to your leadership? When HR is using the old math, and everyone else is using the new math!

5 HR and Talent Analytics you should start measuring immediately! Don’t be that parent fighting the good fight, ostracizing your kid from society by not allowing them to use the new math skills! We have the new cool measures you really need to be using in HR and recruiting today.

3 Best Practices every HR and Talent Acquisition shop can do right now with their analytics. You now know what the numbers are, but what the heck are you supposed to do with them? Fear not, Tim and Kris watched every YouTube video possible on the new math, they can show you the way!

– A primer on what’s next once you start using these Predictive Analytics. Since you specialize in people, you naturally understand the move to using analytics that helps you predict the future is only half the battle—you have to have a plan once the predictions are made. We’ll help you understand the natural applications for using your predictive analytical data as both a hammer and a hug—to get people who need to change moving, and to embrace those that truly want your help as a partner.

You’re a quality HR pro who knows how to get things done. Join us May 27th at 2pm EST for The New HR Math: Dumbing Down HR Analytics for Everyday HR and Talent Pros, and we’ll help you understand how to deploy the “new-math” principles in HR that allow you to use predictive analytics to position yourself as the expert you are.

]]> 3
On the Job Extra Credit Wed, 13 May 2015 11:29:26 +0000 Remember when you were in school and you had a hard test, and it kicked your butt?  The saving grace was always when the teacher would give you extra credit to help you make up for that bad test grade!

I loved extra credit!

You know what never happened?  I never got extra credit for just showing up to class.

Why is that?

You see, you don’t get extra credit for doing what you’re supposed to do.  You need to do ‘extra’!

We are currently caught in a vicious employment performance cycle where your employees want extra credit for showing up, and guess what?  You’re giving it to them!

Your employees are showing up and doing the job that you’re paying them to do, and they want you to give them extra credit for doing what they’re supposed to do.  Weak leaders and organizations do this all the time.

Why is this?

They don’t rightly define the difference between what is expected and what you get extra credit for.  Once you define this, giving out extra credit is fun! Not entitled.

Don’t get me wrong, I desperately want to give out extra credit to employees!  I truly don’t think many actually want extra credit, but for those who do, I want to make sure they know exactly how to get it, and what’s in it for them when they decide to give that extra effort.

You know what they call this in HR business?

Performance management.

]]> 4
T3 – Breezy.HR Tue, 12 May 2015 11:26:08 +0000 This week on T3 I take a look at the recruiting software Breezy.  Breezy is part of a new genre of HR and Talent technology. In the past we might have called them technology ‘light’, because they are less expensive and simple to get started with, so they must have less. In today’s world that isn’t really the case.

For all intents and purposes, Breezy is to recruitment, as BambooHR is to HR.  They are a perfect fit to be your first ATS, even though they aren’t what you think of when you think about your old traditional ATS.  Breezy is mobile native, which is just a fancy way to say it was designed to be mostly used by mobile devices, although it works on desktop perfectly as well.

It was designed to be used by smaller teams who are moving fast. Startups, smaller companies wanting to add recruitment technology for the first time, etc.  It’s user interface (UI), the part you and I see and use, feels very similar to using social technology you use every day like Facebook and LinkedIn.  It’s also designed to be used by your entire team, not just recruiting and HR.

Breezy is designed to have almost zero implementation time.  In literally minutes you can be adding jobs and candidates into the system, and scheduling interviews. It’s an ATS for the next generation, who is just getting started.

5 Things I really like about Breezy

1. Breezy has an iPhone app that allows you to text candidates and have a conversation with them, via text, and all of that gets automatically stored in their profile on the system. You can also email directly from the system to candidates and that communication is also stored in the candidate record.

2. Easy drag and drop interface, allows you to put candidates on jobs by just dragging their ‘card’ onto the job.  This same design allows you build out your own hiring process very easily, so you can simply customize the process the way you want it to run.

3. Chrome extension which easily allows you to upload resumes and profiles into the system with one click.

4. The system auto links social profiles of candidates you upload from a resume, if they have them, which almost everyone has something these days.

5. Interview feedback loop with hiring managers, allows you to request and obtain interview feedback easily and seamlessly with hiring managers.

Great technology use to be something only large organizations could have, because it was so expensive. Breezy’s pricing model is extremely affordable, and it’s based on the number of positions you post monthly. Which is nice because it also allows you to flex the plan from month to month, as you hiring needs go up and down.

If you’re in the market for your first ATS, or you’re using a dinosaur you bought long ago and need an upgrade, but you’re still a small to medium sized company definitely check out Breezy.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

]]> 1