Continued training & development in all areas of your organization

Continued training & development in all areas of your organization

Never, never stop training and developing talent.

All too often programs come and go with no real impact on the organization. What a waste of time and money. Often promising programs are developed and implemented. They come out of the gate full force, EVERYONE is trained and energized! Then, that it. No continued support or development of the program and the developers want to know where they went wrong. Often they didn’t do anything wrong, they did exactly what they were to do but take the blame when it fails. It was a failure after the initial implementation when it was out of the hands of the developers and trainers. The program gets passed over to the people it was designed to benefit and they are trained and then sent out to put it into practice and they don’t.

Why? Did the program stink? Probably not. How about this for a concept; Are the people that should be executing the plan, actually trained on executing the plan or was the “training” just understanding what the plan is designed to do?

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Discover underutilized & underdeveloped talent in your organization

Discover underutilized and underdeveloped talent in your organization. To put it plainly and simply “Use um’ or Lose um’!” To quote Marcus Buckingham author of First Break all the Rules and Go put your Strengths to Work, “People are not an organizations best asset, peoples strengths are.” This is actually one of my all time favorite quotes.

How many times have you heard variations of “It is too bad he left us for them, he has so much potential.” Potential!? Potential!? The definition of potential is the capable of being or becoming possible. Is it possible? DEVELOP HIM! Don’t lose HIM!

I speak to hundreds of talented candidates in a year. Of course I often ask the obvious question. “Why do you want to leave your present position? All to often I hear “I am looking for a better opportunity” This can mean so many things but can it be I am just speaking with someone that is under developed or underutilized? Am I speaking to a person that may work for you?

Often employers are under utilizing talent. I am not saying everyone can be promoted to CEO I am saying if you have people that unmistakably stand above the rest as consistent, high performers and/or leaders, you better pay attention, these are the companies future. Many companies like to refer to these people as “High Potential.” If you know they stand out, often they know they do as well and are in waiting for you to notice. NOTICE! If you aren’t in a position to promote this person, or if that is not an option in your company, show appreciation, provide them with ability to lead, develop others and themselves. Do something! Make sure they do know that you notice! Because if you don’t, I promise you, other companies will.

Strategic Business? How about aligning the talent you have. Now that’s a Strategy! Move your company forward by utilizing current talent, these people already work for the organization, and they are invested in to the future of the organization that is why they are there. Stop over analyzing the past, learn from it, and use this talent to move forward, discover future goals and future threats.

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Challenge the same old to change the status quo

Challenge the same old to change the status quo

How can an organization move forward if no one scrutinizes what they are doing today to make it better?

Staying the same doesn’t grow an organization. Not ever being complacent with status quo does. The biggest hero’s in the business world are never referred to as the man/women that just showed up each day and did the same thing over and over day in and day out. Personally, I would be uncomfortable to be known as someone who is just consistent. I prefer to be known as someone who is consistent, BUT consistently passionate about growing the business, taking action and inspiring others to do the same!

You have heard the saying- “If you do what you always do, you will get what you have always got” It doesn’t even fit anymore. It should now be “The companies that do what they always do, get a bankruptcy attorney.”

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Foster a Work Environment that Truly Embraces A “Bias for Action” Atmosphere

Foster a work environment that truly embraces a “Bias for Action” atmosphere at all levels. In many organizations if you just act in the best interest of your customer, client, subordinates and then ask for permission, you get in trouble.

More often I see organizations that are inconsistent with this philosophy. In reality it is more of a "some people can be take action, and others only can take action sometimes but only if those actions are nominal.”

Other companies will claim to encourage employees to be to take action but in reality they are really “if you are part of upper management or in HR you can bias for action but if you are lower on the totem pole, there will be career consequences for your actions.” Pretending to take action is not taking action.

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Listen To Your People

Listen To Your People
Many companies like the idea of saying they have an open door to all employee’s ideas. BUT do they really? Many companies like to say they are “focused on the people” and I am sure they would really like to be. If you dissect the actual facts, they are not. If you look at the “Best Places to Work” in the USA they have one thing in common, no matter what the product, it is people focused first. It is amazing what you can learn about your organization when people are truly encouraged to speak up.

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5 Concepts To Really Being A People Oriented Company.

Almost anything I delve into has HR/Business concepts or elements that are in common. Most things that I personally agree with are integrated in one way or another with the next and it is not because I am being one sided in my research. It is because the books, articles, and website and blogs I research are by people that have proven success in HR and Business and are sharing their knowledge, successes and failures.

So what do WE (The organization as a WHOLE) do join all forces inside the company?

REALLY be people oriented.

1-Listen to your people.
2- Foster a work environment that truly embraces a “Bias for Action” atmosphere at all levels.
3- Challenge to change the Status Quo
4- Discover underutilized and underdeveloped talent.
5- Continued Training and Development in all areas.

HR is part of the organization making it whole. As a HR professional stop trying to get a seat at the table in which you sit. Just be a rational, influential, motivating part of the business strategic plans moving forward. Acknowledge past good and bad patterns make informed suggestions and decisions to move the organization forward.


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HR as a "Strategic Business Partner"?

The Human Resources team being a “Strategic Business Partner” with the Operations team is not a new notion. This statement just bugs me. HR should not be considered a “partner” because HR is part of the organization making it whole not a separate organization with similar goals as term partnership implies. Maybe the view of being a "partner" contributes to the ongoing battle that HR can be viewed quite often as a separate identity from other departments in the company. I often hear things like “How do we get HR a seat at the table?” HR professionals often view themselves as an individual entity from the other teams in the organization if they want to admit it or not. “What are WE (HR) going to do to get THEM (everyone else) to understand?” Human Resources team is often viewed by people inside HR and out as “HR against everyone else.” For instance, if the strategy of the HR team is to “break down the walls between departments” then how can this effectively occur when HR is viewed as an outsider? Trying to break the walls down before they are ready to can inadvertently create higher ones and can continue the cycle. So what do WE (The organization as a WHOLE) do? There as so many concepts, theories, practices and models out there it can make your head spin. Which one is the best?



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We were candidates before we were recruiters

We were candidates before we were recruiters so fundamentally, that began our career. In reality, how can you be a recruiter if you never had to search for a job? It is part of our training, development and often our character. I still on occasion search as a candidate, not because I am unhappy in my job but because as a recruiter it is my job to understand things from all perspectives. What does the candidate see out there? What is my competition offering to attract talent? Is my company competitive? How is our employment branding/identity compared to others?

To be an exceptional recruiter, you must ALWAYS with out exception be able to view the process from all prospective, first and foremost, without negotiation through the candidate’s eyes. I am not being naive with that absolute statement. I do understand the politics of the internal and external recruitment processes but remember why you actually are in this field.

ATTENTION INDIFFERENT RECRUITERS:
Hey you! Yah you! The one with sandwich in your hand, I am talking to you! Go ahead, take another bite of your ham on rye while you are meeting with a candidate, take another phone call during an interview and answer that incoming email while meeting with a vender.

Don’t you get it!!! It is all about the people! The people you work, for, around and with were all candidates once! Your most respected colleagues and role models got where they are by developing their talents it wasn’t by osmosis! Maybe you are really in it for the payday but, really, get another job and leave this to the passionate people, it is too important! This is people’s careers, their lively hood. Take it seriously, I sure do!

Learn something about this process or GET OUT OF MY BLOG!! You do not belong here! Poser! Wash Up! Go find a different seat on another bus!

If you are offended or smiling should really determine if you belong in this recruiters playground!

Wow, that was cleansing. I needed that.

My husband, who is also in the field on the vender side told me once that I have to be patient and remember not every recruiter has the passion I do, I shouldn’t offend.
I don’t want to offend…much; I am sensible, I don’t expect everyone to be overly-enthusiastic and live and breathe the process. I just hope for recruiters/hiring managers while on the job remember that we were candidates before we were recruiters.

As for patience, I try to be, I am…well, Uhh, wait until my husband reads this tangent!

Through the eyes of a recruiter: The intro

Coming soon-"Through the eyes of a recruiter: Part One


Caution: If you do not have a sense of humor nor understand sarcasm you may, on occasion find my Blogs offensive. A lot is going on in my head that must get out or I will explode! (In reality, if you actually are intrigued to read something by someone who refers to themselves as "RECRUITNIK," you are already condemned to love me!) Sorry! Don’t say I didn’t warn you!

By no means is my intention to offend anyone. I truly hope not to. I just, on occasion want to take an entertaining look at the very serious job search, hiring, recruitment process.

I may even, on occasion choose subjects that are somber (or partly.) Or go on an irrational rant, who knows. I do however reserve the right to educate, inspire and invoke thought. I hope to make you smile, laugh hysterically or just role your eyes because you know exactly what I am talking about! I hope also to learn through the connections I make by writing.

I am excited to see where this will take us.


Please enjoy!



–Love, Recruitnik