Believe it or not, this post was not necessarily motivated by the fact we are knee-deep into the greatness that is football season. Timing is right, however, for this particular message. Be careful you don’t out-kick your coverage. ”                     see here for an example… A bit of a spontaneous post here as the professional application of this idiom hit me between the eyes this week. While sales is the most obvious example, I’ve seen the same thing in recruiting ~ managing a requisition load is a talent requiring a certain set of skills. Colonel approved.

It’s one of the great statistics in recruiting…”Recruiters spend an average of six seconds reviewing a resume.” ” According to The Ladders, 4.8 of those seconds are reviewing four areas; name, current position, current employer, and dates of employment. It seems like a ridiculous statement ( how, exactly, does one measure this ?) , unless, of course, you’ve spent time as a recruiter dealing with a motherlode of resumes – then it seems like a pretty rationale estimation. Bad recruiting? So that’s the situation, but what is the solution? Doubtful.

Scattershooting while wondering whatever happened to Chris Rock… Here, on the most awkward of “celebrated” office days, it seems appropriate to share my own reflections about becoming a “boss.” ” Did you really think you were this funny? Do you believe your ideas are always “brilliant!”? ”? To make up for that nonsense, your directs probably throw a few darts at your face later in the evening. That’s what people do… You know you’re a boss when your workday ends at 5pm, then kicks back up around 8pm.

What exactly is “ energy ” – in the social or workplace sense? There are a number of definitions and explanations, and perhaps this one gives us a good idea of what we are talking about: “Energy is …a type of positive affective arousal, which people can experience as emotion (short responses to specific events), or mood – longer-lasting affective states that need not be a response to a specific event.”. The big question is, how do you attain that state of energy, in which people positively affect each other with their good moods, enthusiasm, and “can do” attitudes? And no wonder.

External recruiters are a crutch. need to be careful with this one, lest I misrepresent my point, but hear me out. What is “ recruiting ?” ” Visit different companies and you’ll find the definition (and philosophy) differs quite a bit. Having been a rather frequent jumper the last 6 years, I’ve experienced many of these differences first-hand, and depending upon where you fall on the “true” recruiting continuum, the skill set of the corporate recruiters varies quite a bit. want my recruiters to chop their own wood. The meaning? See #1. Staffing

This… is our house.                       On the bright side, we feel a nice breeze in the evenings… This is the view from what used to be the kitchen, looking out towards what used to be our family room, behind which you can see what was once our patio. All of it in demoliton mode. Just to make sure you get the whole story, add to the picture Master bedroom, bathroom, garage, laundry room, and home office. My wife and I are living in my (former) poker room like a couple of new grads in a single-room efficiency. The contractors targeted end of September as the finish line. Gross.

This week Hardball introduces you to Ido Rabiner and his merry band of team-building gurus… All ѕuссеѕѕful соmраniеѕ undеrѕtаnd the importance of tеаm-building in the workplace. Helping employees get to know each other in a different context can help make working together back at the office that much easier and more enjoyable which can yield dramatic results. Fortunately there are plenty of simple уеt effective wауѕ tо bring a соmраnу’ѕ employees together to help foster connections, generate truѕt аnd increase efficiency. Find Nеw Lеаdеrѕ. Imрrоvе Individual Pеrfоrmаnсе.

Guess what confuses a potential hire more than any other intangible? Despite the courtship, the hospitality, and the grand treatment during the recruiting process, they still don’t know one key nugget of information: “What’s it REALLY like to work here?” . ” . The new responsibilities are great, the money is crackalackin ‘, the title suits you just fine, but what happens on Day 1? Day 60? Day 360? What if the whole recruiting exercise was all a big dog & pony show? Not the job description, but the day in the life of an employee in your company.

For the last handful of years, I’ve been a free-range chicken, roaming from roost to roost spreading good cheer and occasional wisdom. The life of a consultant is one that doesn’t suit everyone, but for me it felt like a worn-in Birkenstock. Unfortunately, it’s a lifestyle that didn’t have the resiliency of a worn-in Birkenstock. Daddy needs new shoes. Yes, for a lot of us, “living the dream” can’t last forever. So, hi-ho, hi-ho, it’s back to work I go. Corporate America, say hello to your old buddy. It’s true. Titles matter. Meetings.

Fancy yourself as a recruiting innovator? One of the many wonderful things about LinkedIn, the number of evolutionary thinkers and great ideas ~ it’s easy to start feeling like you can change the world. And now, it’s time to make things happen for your employer. Hell, they already say the right things, so they must be begging for ideas, right?: “ We want to be an employer of choice.” ” “ An engaged workforce is a priority. “ “ We want to be best in class. “ And then your mind goes into hyperdrive. Because they aren’t ready.

Work in big corporations long enough and you start to recognize the caste system inherent in the professional community. R&D is indispensable, Manufacturing has to actually make   the ideas come to life, and then somebody has to  sell  it, so Sales becomes critical as well. The “big 3” pillars in a company—discover it, make it, sell it. That leaves a lot of the “rest of us”—the dreaded SG&A. Support functions.  Overhead.  Don’t fool yourself, Human Resources professional, we’re all just an expense in the eyes of the big brass. How to define the mindset of the HR Business Partner?

Before the magic of Vince Gilligan forever bastardized the name “Heisenberg,” the actual  man was one of the more recognized and respected names in the field of physics, and a flat-out pioneer in quantum mechanics. Check out the big brain on Werner  is what I’m saying. Google “Herr Heisenberg” and chances are you’re going to find the “Uncertainty Principle” listed at the top of the page. Dude’s got his own Principle… respect. And it’s sooooo simple to understand, right? ” Brain cramp. You don’t , Chi-chi. Assessments?

Even as kids we all realized something… when you ask “what’s for dinner?” ” and the answer is “ leftovers, ” Mom was out of time, patience, or energy. No matter the reason, dinner was going to be, as they say, “sub-par.” ” Edible? Sure, it’s edible , but so is tree bark. Leftovers just aren’t the same. But guess what? metaphor alert]   You just described most corporate recruiting “menus.” ” Your recruiters are overwhelmed, out of time, out of patience, and out of energy. ” —it’s chaos. Options

The Secret to Creating a Bi-Winning Employee Engagement Strategy. ‘Bi-winning’, a term popularized by actor Charlie Sheen , means winning on the ultimate level. Bi-winning is “winning here, and winning there”. And I am about to share with you the secret to a bi-winning employee engagement strategy. Yes, a strategy that is winning here, and winning there. It is the secret to creating a strategy that improves employee discretionary effort while driving bottom line business results. In other words, a learning strategy that is a win for everyone. And that means a win for everyone.

If the name “Chuck Muncie” means anything to you at all, it probably indicates one of two things: You’re old. You’re a passionate fan of the NFL and it’s history of characters. have the advantage of being both. But that still isn’t the reason “Chuck” has a significant role in my professional history. Nope, for me, that name still resonates loudly for another reason. Because I WAS  Chuck Muncie  (cue the  flashback effects.). My first gig out of school was working for Gallo Wines. Let’s just say that my effort level was less than ideal.

How many sources of input does it take to make a decision? In the rapid-paced profession of talent acquisition, the answer is almost certainly “TOO many.” As the pressure to fill seats intensifies, the challenges in clearing that final hurdle continues to pad the cherished “time to fill” metrics valued so much by top brass. CEB  just released their annual report on “Top Insights for World’s Leading Executives” and it proves a good (if lengthy) read. And it offers a few revealing trends that may surprise you. [* Spoiler Alert :] The job of putting butts in seats is getting  slower.  It doesn’t.

( published on LinkedIn, November 17, 2015). “Did I just hear that?” ” Yup, I did. “ If they really want to work here, they won’t care if the application process takes an hour. ” I had a friend call me recently to act as a sounding board. He is getting increasingly frustrated with his candidate pool, and began to inquire about the possible reasons “why?” ” you want to work WHERE? That’s when he uttered the quote above. Replace that with a  passive  candidate,  and you have an even bigger problem.

“Killing a Housefly with a Hand Grenade” is the fifth in a 10-part series outlining the concepts included in “ The Physics of HR; Mastering the Laws of Motion ,” the Whitaker joint set to publish in mid-2016. As discussed in the preceding series of posts , the essence of our job in Human Resources is “movement.” As such, we are subject to the laws of physics, and to a larger effect, Newton’s Laws of Motion. Sounds simple enough, but experience tells me otherwise. For an employee, there may be no situation that matches the angst and anxiety experienced during a merger. Now, flip the coin.

Well howdy folks, and welcome to Dallas ~ now get your Smartphones out and download the Uber app. On behalf of the Metroplex (I’ll get to that in a minute), please bring your consumer dollar and spend liberally. If you’re one of the hundreds of people headed down (or over) here for SourceCon, why not bring the spouse or significant other (or both) and make it a long weekend? The “Metroplex” includes all of the cities and communities that include/bridge the Dallas/Ft. Worth corridor. Having grown up in Ft. As a Ft. Worth boy, I can impartially tell you that Ft. Worth, TX.

…then tell me it’s raining. Familiar with this one? I can remember the first time I heard this expression – my high school baseball Coach decided we all needed a proper ripping, and as he was expressing his displeasure, one of my teammates offered an  excuse. . Oh dear. So, Coach walks up to him with a cup of water, starts pouring it on his own leg and utters the line, “Don’t p on my leg then tell me it’s raining.”  ”  Crude, yes. Brilliant? Definitely. Which brings us to Glassdoor. It’s vexing, really. Guess what? The reason?

This article is the summary of the 6 posts in the July blog series featuring a revolutionary employee engagement concept called Engaged Productivity ™. Read the other articles in the series here or at:  www.authentum.com.  . Engagement and Productivity are a difficult and delicate balance.  According to research, misguided choices in engaging your people in productivity may be risking up to 30% of your productivity and more than 80% of your active employee engagement. Possibly, including your own!]. What if you didn’t have to choose?  The Issue. Let’s face it.  So, let’s talk.  So, tell me. 

Note – Originally posted on LinkedIn, 8/10/15, but it keeps getting better. Highlighted any updates to this circus. It was June 16th when The Hairpiece announced in his Presidential candidacy speech that “The Mexican government is forcing their most unwanted people into the United States. They are, in many cases, criminals, drug dealers, and rapists.” Not surprisingly, the reaction was one of disgust, and Trump found two of his most beloved branding opportunities,  The Apprentice  and the Miss USA Pageant, either cancelled or boycotted. That’ll shut him up. Except it didn’t.

“F = M x A (+HR)” is the fourth in a 10-part series outlining the concepts included in “ The Physics of HR; Mastering the Laws of Motion ,” the Whitaker joint set to publish in mid-2016. “My job is to make people move.” ” That’s been the overall theme to this discussion to date, in case I haven’t bludgeoned you to death with imagery already. That’s my job as an HR professional and   as a leader of people, as it is for all of you. But the  really  good ones have also mastered the next part of the equation; “ how ?”