Recruiting In 3D

Maybe Size Doesn’t Matter

I spent the vast majority of my career thus far, working in small to mid-size companies. I always carried a bit of trepidation about working for multi-national conglomerates, so I stayed in my comfort zone. In retrospect, this wasn’t unlike how I chose where I was going to go to college back in the day. I was hesitant to go to a huge school and sit in a lecture hall with 500 strangers, mainly since I came from a smaller high school. Something about being lost in a sea of bodies was particularly offsetting to me, and this carried into my career.

Living in a Small Pond

Working in small companies, I had the chance to know my co-workers on a more personal level. It was also more comfortable to build relationships and move things through the decision tree process. If I needed to prod something along in Tech for a recruiting effort, going to the CTO and sitting down for coffee was as easy as me typing on this keyboard. In essence, the access was always there.

If I had technical issues, I’d parade myself down one floor to the support team and get the help of people whom I’d most likely sourced and hired into the company. One could liken it to the FastPass at Disney parks – straight to the front of the line. The same can be said for any system and procedural issues, whether that is a busted CRM, a benefits data snafu, or just getting office supplies, it was all at my fingertips.

The flip side of this, of course, is that with visibility comes accountability. There’s nowhere to hide in a small company when you mess up. You have to own it because there isn’t anyone else to pin it on. It seems trivial, and in most cases, I felt that was a good thing because it kept me on my game.

Moving to a Large Pond

When I finally decided to make a move to one of the world’s largest companies, I’ll admit I was a little scared. Would I get lost in the sea of endless employees? How would I distinguish myself from every other sourcer in the same role? I became a “level” instead of “Pete, the guy who does the tech recruiting.”

Most importantly, I was afraid I would find out that I wasn’t nearly as good at what I did for a living as I thought. Maybe I’d been in a safe space for too long. Regardless of my fears, it was time to take the plunge and see where this led me.

What I found was that accountability still matters. Relationships, while harder to build at depth with so many people, still matter in doing your job. There’s a level of self-sustainability that comes with being in a large company. You’re expected to find answers, seek help, and navigate things a bit more on your own, which is a refreshing reminder of how to rely on yourself instead of others. You have a bit more hands-on influence on your career path and opportunities, based on the size of the organization.

And while your employee number may resemble something that looks more like Pi than an area code, you start to realize the things you can do when you’re empowered to do so. For a sourcer, this is one of the better puzzles to have to solve.

So, if you’re in a state of doubt, thinking “should I” or “shouldn’t I,” take the leap, so you don’t keep guessing at the outcome. You’re more capable than you think. And if all else fails, you can always migrate back to the small pond.

*This article first appeared on SourceCon*

HR Tech Today Is a Lot Like Pitching Credit Cards to Impulsive College Students

When you’re 18, it’s fair to assume that you know absolutely nothing about anything. What’s inconvenient is that most real knowledge really only comes in hindsight, which is about as useful as a majority of HR Tech ideas being floated in the industry at any given time.

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Back in the 1990’s, credit card “pushers” were visible in the student union on nearly every college campus in America. We were living in a time of ‘have fun now, pay later!’ and kids like me were their ideal target audience. We bit hungrily like fish who had been frozen in their parents’ lake of adolescence in suspended animation for 18 years.

Now we had access to our own credit, money, and bills to pay without anyone looking over our shoulders.

Read More

5 Rules For Contacting Sourced Candidates

It seems, at times, that those of us in the recruiting profession can be slow to catch on to trends or common sense norms. It’s not something that is unique to only this industry, and it likely has more to do with the void of common sense in the world, more than it has womanto do with any particular industry.

One of the great mysteries of mankind is the omnipresent deficit of common sense when it comes to contacting candidates for the first time. For social creatures who have spent decades interacting with other humans, the basics of beginning a dialogue seem to evade many recruiters. And that inability to do so effectively has made the term recruiter anathema to many in-demand candidates in the market.

But the beautiful part of being cognizant humans is that we can learn and change our behavior. We can be better than we are today when we reach out to a candidate. In fact, we have to be, if we want to remain relevant. Because, you know, the AI robots are coming to take our jobs and stuff.

Here are a few things to remember before you hit send next time. Read More

Between The Lines: What Facebook Jobs Really Means for Real Recruiters.

If you’re in recruiting, I’m sure that by now you’re probably aware of the fact that as of last week, Facebook officially announced that they would be rolling out the ability for facebook-vs-linkedin-e1487725165620-300x251 (1)employers to post jobs on their Company Pages.

While this feature has been in beta for some months now, last week’s long awaited announcement marked the first public confirmation that Zuck & Co. was officially moving into the already crowded online recruiting space.

Facebook’s move into job postings has proven to be a contentious topic among many in the recruiting industry; some see a sourcing silver bullets, others pure anathema.

It will obviously take some time to determine whether Facebook’s most recent move towards world domination will make any sort of meaningful impact on the way candidates find jobs, and companies find candidates – or whether the platform will quickly go the way of Branchout, BeKnown by Monster, or any of the dozens of attempts to transform Facebook into a viable recruiting solution that ended, unilaterally, in abject failure.

As a tech recruiting leader, I remain cautiously optimistic about Facebook’s foray into talent acquisition. The fact that I’m actually a practitioner, responsible for filling reqs, is simultaneously also what’s causing me to approach this new offering with some skepticism.

Over the years, I’ve seen a ton of recruiting tools that were purportedly going to change the world of recruiting, and yet, ultimately, our world is more or less the same as it ever was.

So, while I’m excited about the prospect of Facebook finally getting into the recruiting game, I think that my cautious approach of “show me, don’t tell me is imminently justified (and rightfully expected). Read More

Learn To Live Without LinkedIn And Attend More Events In 2017

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Don’t you just love New Year’s and the fresh, clean slate that it brings you? January means new beginnings and a full 365 days of continual self-improvement, right? Yeah, me neither.

But a new year does mean new budgets, new searches to work on, and a whole new set of market changes and challenges. Which means that you’ll need to keep fine tuning your arsenal of tools, and stay on top of what’s being talked about in the market.

And I know, you’re already thinking “I don’t have time for more.” Well, that may well be true, but the only disservice you do is to yourself if you ignore your professional development. So, in the spirit of fresh starts, here’s a few things to put on your to-do list for 2017. You may not get to them all, but start with just one and take it from there. Read More

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