#6Things: Louboutins, Intelligent TA & Sackett To Me!

Don’t Ask About Shit You Can’t Change

Sharlyn (@sharlyn_lauby) brings up an excellent point in that why ask if your EEs want to work from home if you aren’t ever going to allow it? Seems like common sense, but many companies squander the opportunity to make their employee benefits (and all other workforce) surveys awesome. (HRBartender)

SHRM Gets Political

I’m not gonna write one of those blips that pretends like this is a normal presidency and a normal political cycle in our country. SO, Alabama someone Roy Moore likes to troll malls for teen girls and he won’t drop out of a senate race. Sean Hannity, an actual human shart, thinks “the liberals” are being mean and defends him. Advertisers drop Hannity like a hot potato. Idiots destroy Keurigs (meanwhile I am buying stock, don’t worry we use the biodegradable pods) and Hannity starts seeing visions of O’Reilly dancing in his head and back pedals a lil bit on the whole defending pedos angle. Meanwhile, SHRM takes a stand and stops advertising on Fox. Head on over to twitter to see which of your HR loving friends are UPSET BY THIS DECISION. (Twitter)

Outstanding Job Ads Wanted

Over on The Employment Branding Forum, folks are looking for examples of great job adverts. While a bunch of folks, including me, jumped in with definitions of job ads v JDs,”

MH: I always explain it like this. The job description is the stuff on the side of the shoe box. Size 7. Wide width. A general out line of the shoe and a description of the material. But the job advertisement is the glossy slick that shows how the shoe will make you look and feel. How it could change your life. How it might fit into an outfit and shows how you might cross the street, hail a cab, cross your legs under the dinner table. That’s the difference.

CC: A job description is intended to be a legal, INTERNAL document. It’s purpose is to convey all the legal requirements of the job. A job posting is an advertisement, in other words – it’s purpose is marketing, to attract the attention of your target market. Take the “job” out of the conversation and ask if they understand the difference between an internal legal policy/process document vs. their marketing message to the consumer designed to get them to TAKE ACTION.

…some actually followed directions and called out T-Mobile and Citizens Bank. ZOMG check it out! (Facebook)

Rob McIntosh Ain’t Messing Around

If you want a primer on how to tackle high-volume recruiting from a high level, you cannot do better than this free, in-depth blog post from Rob McIntosh (@TheRobMcIntosh)! It goes beyond the basic-ass advice many of us are used to getting and really dives into all the things that need to be perfectly lined in order to scale high-volume recruiting (because unless it’s seasonal, you’re nearly always going to have to scale it anyway, better to build it with the right ingredients from Day 1). (IntelligentTA)

Sackett To Me!

ATAP has spoken and done a much better job of electing a president than our country. To whit:

The Association of Talent Acquisition Professionals (ATAP) today announced the election of its first President-Elect. At the October 2017 Board Meeting, held in Minneapolis, Tim Sackett was unanimously elected Board President-Elect beginning January 2018. Following his term as President-Elect, Sackett will assume the office of Board President in January 2019.

Sackett takes over from OG Presidente Tim Darrow. If you hang out here at all, you know we’re big fans of Tim Sackett (@TimSackett ), mostly for stances like this one.  (ATAPGlobal)

Attendance Incentives

I did not even know this was a thing. But a conversation erupted on HROS about whether or not this was a useful tool for frontline populations or jobs with high turnover. Considering it? Consider this:

JD: You have to be very careful. When you pay for attendance, you take a work habit issue and turn it into a paid incentive. In general, you get a short term bump, and then it reverts back to the norm.

JJ: The incentive is a paycheck.

JS: We have a process in place where we offer an incentive to our employees (lunch catered, ice cream event, etc) if the company reaches a certain % of employees without call offs in a one month period…..but personally, I agree … getting a paycheck and invited back the next day should be incentive enough…

TC: I used to do them. Generally data and surveys showed it incentivized coming to work when sick and employees began to rely on the extra income/prize as part of compensation. All things that don’t serve the purpose. So I stopped recommending them.

FO: We’re about to make attendance/dependability one of the governing factors in some relatively frequent, tight, job ladders. (urban manufacturing, high turnover, high absence environment.)

Many HR Pros discussed how it was workable and had reduced both turnover, tardiness and absenteeism. Others cautioned that FMLA needed to be carefully considered before implementing such a program. (HROS FB)

BONUS LINKS!

• You think you know how candidates get to your career site, but do you though?
• Do the LinkedIn Math like David Galley
• Whatta kinda speaker are you?
• How SAP gon’ recruit the young ones
• If you ever get tired of being a recruiter you can do this…
• How poor male leaders eff it up for women
• ‘No job postings’ works with creatives basically
• Non-smoker? Collect those extra vacay days!
• JMM wants to know your top 5 recruiter headaches

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.