Category Archives: gimmicks
It took me a while, but I figured out why I love this show.
I thought it was the fact that people we getting their dreams coming true? Maybe it was the extracting the water of the people who’s friends weren’t nice enough to tell them they have no talent? Maybe it is the extraordinary talent that turns up year on year?
But you know what… it’s sad, I figured it out, it’s because it’s a whole nation wide Recruitment campaign! Awesome right? Well for a tragic like me it is..
Come on, we all dream of this kind of application rate, and seriously how hard was it to attract all these people? What? You’re up against Idol, whoever’s got talent, etc… ? So what? The challenge of course is sorting through all the chaff to get to the wheat, and from the limited amount I’m allowed to see, there is a hell of a lot of that.
Interviews are brief, to the point and targeted. “Sing for us”, BANG done Yes/No … NEXT! repeat.
As a Recruiter, damn that’s tedious, but hey, we’ve all been there! Quick decisions are made, people are cut. Then the challenges come. Show me how much you want it! Let us put you under some pressure and see how you handle it. Sick? too bad, suck it up, don’t get along with your team mates? suck it up, DELIVER! Again…. who doesn’t like a good targeted role play?
Each point being a veto point, and each veto gets harder and harder as it gets more and more personal to the person delivering the news. Luckily, the other side is shown too, making the reality of how it feels to not success in something you really want, well real. I hope you have all been there! Sat there dumb founded when you didn’t get what you really wanted when you wanted it! If not, well you have to put yourself out there more! It’ll make you a better Recruiter! Trust me, it’s personal to the person you’re turning down.
As with all Recruiting, not everyone will agree with the final decision, there will be pros and cons for everyone. (It seems I have no idea, tonights results on the X-Factor were almost polar opposite from what I would have done, well with one of the judges at least. Seems I wasn’t alone)
All the way through to the one winner, the successful applicant, the person hired for the job! I want streamers, a single released, huge media coverage and an Australian wide audience next time I hire someone!!!!
I can dream! It’s not about being a X-Factor champion, Australian Idol, or whatever else, as I know that won’t happen. But a Recruitment process like that, well, yeah.. sign me up!
Driving in the car the other day with my kids, they were astounded when an announcement came on the radio that sadly a gentleman who was the oldest man in the world died at the ripe old age of 122, that’s right, 122, passport says born in 1890. See report here Come on, that’s pretty impressive, brings in 2 new centuries, and surviving 2 world wars, a cold war etc. I dips me lid.
My son, gave some rare insight though. “Who’s number one now Dad?” Great question, who knows? But raised an interesting point. You’re only number one in anything for a finite amount of time, only the most experienced, biggest biller, number one ranked world tennis player etc (you get the point right?). The world moves on, the next generation moves in, or something else changes. Sounds like, “The King is dead. Long live the king”, a sobering thought really.
I was excited recently with the launch of “Top Recruiter” for those who haven’t heard about it. It is a “reality show” about Recruiters and Recruiting. Pitching the “best of the best” (implied air quotes too) against each other, to see who is the best recruiter, and apparently help America’s job hunting, with tips and tricks in finding their next job. All for the grand prize of being names “Top Recruiter” and getting the notoriety of being named such. You don’t need to invest too much time to watch the webisodes, mostly (only been two so far) are around 8 minutes and have had more footage of ladies legs from the knee down, fast cars and planes than content. But I feel we’ll get there soon.
They’ve tried to add a bit of spice and controversy to the mix already, by brining in (as a contestant) an ex-husband of one of the previously announced contestants. Who right off the bat endears himself to the public, labelling his ex-wife a “fucking nutjob”.
(OK tenuous long bow here) This guy reminded me of the conversation I had with my son in the car about the oldest guy. Not that he was/is that old, but in the original interview with him to give the public a bit of a bio about himself, he stated something which stuck in my gut. Not to quote directly, (because I’d have to go through and watch this episode again), but he says something like “I defy anyone to show they have more experience in this industry than me” . Seriously? I haven’t read his bio, and he may be an octogenerian with a great plastic surgeon, but I think I’d almost have him covered, let alone luminaries like John Sumser, Steve Levy, Gerry Crispin, hell, Jerry Albright for goodness sake (not calling you gents old.. but….. 🙂 ) I realise on these shows humility probably needs to take a backseat letting ego, and overt confidence take the drivers seat, but please make it realistic, it’s not WWE
This is just a fun post (well for me).
I was going to a meeting the other day and to keep the noise of the kids out of my head (who I was sharing a train carriage with) I had the headphones in just playing some “drown those kids out” type music. I kept those headphones in all the way to my meeting. It gave me an idea….
How cool would it be to enter every meeting with your own entrance music? (insert imagination dream style music here) “and here…… All the way from up the road….Weighing in at …… An undisclosed number (lol)… It’s Peerlo’s own…… Daaaaaaaaannnnnn Nuuuurooooooooooo” You could change it up depending on the tone of the meeting….
I saw a great example on Chuck recently:
(see Chuck.. http://youtu.be/xxBF8gId7Mo)
This is what I would use…..
What would you choose?
There was a discussion I was involved in on Recruitingblogs.com the other day, which took many directions, from the effect the US economy has on the rest of the world, to Leadership situational leaders v top down leadership. I saw and was intrigued through the conversation and the different angles people were coming from.
It did get me thinking about about the Situational Leadership (Thanks Steve) and relating it to myself and my situation… yes I do tend to make things all about me. Why not.. I like me. But then I expanded it a little.
When you are a leader in an internal Recruitment function and there is a freeze on or a slow down, how does one keep a team motivated, busy, productive and adding value… after all we are a “cost center” in most companies 🙂
How can you lead when a clear concise message from the business is missing? Lots of companies are in survival mode at the moment, unfortunately Recruitment is not at the forefront of business leaders thinking. If you can’t relate Recruitment to the business goals how can you keep yourself relevant? Saying that is a cop out… as a leader, you should know the goals of the business, how can you sell it to candidates if you don’t know? You have to deal with what you know.. if it changes, goalposts moved or something, deal with that when you know it for sure.
I have a few ideas/suggestions.
1/ Impose yourself in discussions at the top level. Recruitment is a business function, you need to get yourself involved in discussions at the right level. Just like getting involved in online communities.. don’t be shy get in there, say something Dan (good name for a blog that 🙂 )
2/ Engage many areas of the business, CEO, CFO, IT, Sales, HR, interstate, they all need you when the pressure comes on. Build up these relationships now, or even better, get your team to build their relationships with business functions they haven’t been involved with previously.
3/ Keep the communication strong within the team. Keep your communication open, keep having team meetings, one on one’s etc to ensure consistency and that any fears, frustrations etc can be allayed.
4/ Celebrate wins. Make a noise, ensure the whole business knows how your team rocks
5/ Gimmicks. Ok this is a weakness of mine… I love a good gimmick. We have a mascot in our team.. the envy of the business. Pete King, the Recruitment duck. Agencies ring bells (well they used too in my day), we quack the duck. Whoever makes the latest hire keeps the duck! This mascot has had his own column in our newsletter, presented at company meetings etc. Now the gimmicks don’t always work… I have had many a lead balloon moment… more of those another day. Be careful, they need to be relevant to your team, not just amusing to you. (lesson learned)
6/ Don’t let you frustrations show to the team. As a leader you are the barometer, if you are always moaning about everything, being slack as there is no urgent need to hire etc.. your team will reflect this too. You and your team cannot afford that.
7/ Brainstorm for the upturn coming (they do follow downturns.. trust me.. the dates are just not set yet. I love these discussions, the freedom to think.
8/ Educate the business about your market. Get your team involved in this. You are the front line. Management/Directors, will and do make assumptions based on something they’ve read or heard or plainly assumed… make a Mgt newsletter or equivalent to add your market intelligence to their thinking. Biggest misnomer at the moment I think is that it will be easier to hire good people at the moment and those great people will be cheap as they will be thankful to be in work. Don’t let your Executive sound mis-guided, help them understand our world. (or is it just mine?)
9/ Educate your team – Do team webinars (ERE.net is a great source for these, ensure that everyone is reading articles and getting involved in online communities, (Recruitingblogs.com is a great area for this) and get them to report back to the group as to what they have learned or discussed etc. Or of course run some training yourself.
10/ Don’t stop Recruiting – But don’t lie to the talent pool you are building, ensure that your candidates understand where you are coming from. However, you need to keep building. The market moves quickly, people leave etc, you may be required to adjust and react quickly. If you are prepared with a real, well managed Talent Pool, which delivers, you and your team will really stand out.
It is a challenging role at the moment, hard to build momentum, to allow your team to feed (as I like to call it). I would like to hear other tactics people are using Internally to ensure that their area is still rocking even in this market. Don’t be down hearted, we aren’t in this alone. Have fun, enjoy yourself and bring your team on the journey, when the world turns once more and you are overloaded with requirements everyone will look back on these times with rose coloured glasses… “ahhhh remember when we had time to read and think?”