COMMUNITY
Harmonic Convergence?
by Pat Sharp on May.14, 2013, under Talent Architect
What should we think about when our virtual and physical worlds begin to converge?
One of my Facebook friends posted a link to a short video addressing how the Internet is changing our brains. In a few minutes, it explains how we are wired for distraction. We need to think about the consequences of continual access to information. Are we are losing our abilities to navigate, read a paper map, remember things, calculate, to concentrate and absorb information?
Many would like to dial things back. Others want to step on the gas. It may seem as if we are living in The Matrix times, but, unless you want to live off the grid, grow your own food, butcher your own meat, and generate your own electricity, the genie is here, and not going back in the bottle.
The cloud dynamic offers opportunities to preserve ancient wisdom and knowledge. We aren’t losing; we are gaining. My teenage son is now the family chef because of Google and YouTube videos. We can move forward with our traditions intact. We can improve our condition, but we will need to think differently.
Since we don’t need to use our brains to store and recall, or to calculate, we need to use our brains to process and think. The ability to analyse, think critically, and create will be the tickets to the future. Dan Pink’s book, A Whole New Mind, lays this out superbly. As we merge with our technology (think Google Glass and Jawbone Up), we need to cultivate awareness and concentration so that we can process and use the information available to us. We need to build and grow real relationships, with our physical and virtual communities. We must understand and expand our humanity.
The world has changed. The train is moving out. Those who aren’t on-board will be left at the station.
Strategy and songwriting. Part 1.
by Pat Sharp on Jul.11, 2012, under business strategy, Market Masters
A little over a decade ago, I was in San Francisco visiting my son, Randy Bias. This was before he became a cloud computing rock star. He shared a big Victorian house with a bunch of amazing, creative people in the heart of the Lower Pacific Heights neighborhood in San Francisco. One of his housemates was Amit Shoham, now a prominent SF DJ, artist and producer. I had recently released an album and was working hard to develop a career as a recording artist, in my spare time, which is another story.
When I first called him to work out my plans, he said,
“Mom, Amit’s got a studio in the basement. When you get here, we need to lay down some tracks.” “OK. What are we going to record?” “We’re going to lay down some tracks.” At that point, I began to get concerned. You see, recording is not that simple. You need a plan.
I voiced these concerns and Randy told me that we would be recording “house” and it would be alright. We would go in Amit’s studio and lay down some tracks. It was all under control. He had an idea of what we were going to do, but I needed more than idea. I wanted a plan. I wanted a song.
Often, entrepreneurs, business leaders, and start ups take a similar approach. They become captivated by an idea, but when the time comes to execute, the plan is weakly formed. If success isn’t forthcoming, they change direction. What I’ve learned, the hard way, is: make a plan and stick to it.
Nashville is home to some of the greatest songwriters in the world. There are also many wannabes. Smart recording artists learn to write their own songs by co-writing with the best. The ones who make the most money, stick to singing songs they had some hand in writing. They take time to learn the craft.
Smart business strategists take time to do the heavy lifting and work out a strategy. They make their plan and stick to it.
Recruiting Automation vs. Hiring Facilitation
by Pat Sharp on May.22, 2012, under Talent Architect
As I continue to reflect on David Smooke’s question, “What can we do to connect people with opportunity?” I wonder why, in this age of light-speed communication, multitudinous weak-tied tribes, and a bandwagon of technology tools to bring it all together, we even have to ask this question. It should be easy—to find a job, to find qualified people, to make good hires. But, it is not.
(continue reading…)
Connecting People and Opportunity
by Pat Sharp on May.09, 2012, under Career Catalyst, Talent Architect
David Smooke is a blogger’s best friend when they are blocked. He asked me to write about the “industry” so I asked him to define the industry for me. The title of this post is his definition.
I don’t share his definition, by the way, but I do think his definition is how those of us involved in any form of recruitment, staffing, hiring, or talent acquisition, should think about what we do.
There are plenty of people thinking about the opportunity side of the equation; that’s where the money is. (continue reading…)
Are “Passive” Candidates Superior?
by Pat Sharp on Mar.29, 2012, under Talent Architect
Are “Passive” Candidates Superior? In the olden days, before the internet, when search consultants (recruiters) received fees of 25% or more for white collar professionals with 3-5 years of experience (those were the “good” olden days, believe me!), those of us who wanted to catch the big fish, realized that the money was in finding great candidates who worked for the client company’s direct competitor. We guarded our Rolodexes with our lives. We didn’t call them “passive” candidates, (continue reading…)
Recruiting, a Fishy Business
by Pat Sharp on Mar.16, 2012, under Talent Architect
I’ve lived and worked all over the US: Santa Cruz, San Francisco, Phoenix, Chicago, Oregon, and the east coast. I chose to make my homebase in middle Tennessee, just south of Nashville. Tennesseans have many passions: football, music (all kinds) and fishing are at the top. I fit right in. I love football; I came here for the music; and the fishing is fantastic.
Since football season is over and the daffodils are popping up everywhere, it’s only natural to think about fishing. As I fantasized about fishing, I realized how similar recruiting is to fishing. Recruiters have distinct styles that correlate to 4 types of fishers: Noodlers, Opportunists, Net fishers, and Fly fishers. What type best describes your recruiting style?
Career Page EEEssentials
by Pat Sharp on Feb.10, 2012, under Talent Architect
John Sumser “published” an HRxaminer article, Star Candidate Experience in 17 steps on Jan 25.
I clicked to read it right away – intrigued – for candidate experience is not usually the focus of articles on recruiting strategy. The article was as you would expect from one of the oldest and most respected voices in Internet recruiting, John Sumser. But, 17 steps is a lot to remember. In fact, the 18th step of the article reads, “and so on.” Then John wrote, “If this list seems familiar, it might be because it’s a seven year old piece,” which links back to a post published in July 2006.
Serendipity? The Talent Architect expands her horizons.
by Pat Sharp on Feb.02, 2012, under Talent Architect
There are days when I love LinkedIn. Last week, after posting to this blog, I was reading a LinkedIn discussion about SmartRecruiters receiving a $5 Million capital infusion. There was some debate on the viability of their business model and strategy. Being a bit of a strategy geek (two degrees and too many books on it!), I was hooked. I quickly scanned the news and visited their website. I bookmarked it to revisit when I had more time.
That same evening, when I returned home after being onsite at a client’s all day, I received an email from David Smooke, SmartRecruiters marketing maven, which read, “Hey Pat, You understand the importance of a career Site. Any interest in collaborating with me and writing on SmartRecruiters’ SmartRecruiting Blog?”
Intrigued, I decided to investigate further. I listened to Wempen and Tincup’s interview with SmartRecruiters Founder/CEO, Jerome Ternynck. Jerome has a fascinating story. He was unable to find work in France, his home country, and emigrated to Poland to work. He is now in San Francisco, ostensibly to have a better vantage for the 2013 America’s Cup, but, I’m guessing he had a taste of Peet’s coffee, something I miss nearly every day <sigh>. California wine is tasty, too, but, I digress.
Tincup, as always, gave a great interview, highlighting Ternynck’s passion for zero unemployment. Now, that’s a first! Most recruiting tools are recruiter/employer centric, with secondary (if any) thoughts of benefits to the job seeker. A free applicant tracking/job posting service that cares about people looking for jobs? Whose founder is on a quest for zero unemployment? How could I say “no” to David’s inquiry?
I hope you will visit and comment on my posts. I will post links here, of course, and, now, because I have a new home to talk about talent acquisition, I will write about strategy and innovation here. For the record, I will not be paid to post; my thoughts remain unfettered. Stay tuned!
3 Keys to Effective Recruiting
by Pat Sharp on Jan.26, 2012, under Talent Architect, Talent Magic
Last summer, I had the opportunity to help a friend who was having some challenges staffing his infrastructure team. I hadn’t actively recruited for over five years, but, I thought it would be great fun to be onsite, work with smart people and play with new tools such as Jobvite and Checkster. It seems like yesterday that I was having coffee with Jobvite founder, Jesper Shultz, as he shared his vision for a unique recruiting tool that would leverage social networks and help recruiters manage their applicant flow. Yves Lermusi, who developed Checkster in his post-Taleo career, was a memorable speaker at one of our NCHRA meetings. I discovered (as Raghav Singh tried to tell me) that in spite of some really cool tools, the recruitment process hasn’t changed since I first cut my teeth at the Santa Cruz Operation in the 80s.
I’ll stake my career (spanning leadership roles in technology, professional services, and HR) on three things:
1. Your company’s career site must function
Your marketing team spends a lot of money to attract customers to your site. While they are there, they will almost always look to see if you’re hiring. Any one who becomes aware of an opening you have (via employees, job postings, advertising, etc.) will go to your website to learn more. Don’t blow your biggest opportunity to attract talent with a dysfunctional site.
It needs to be easy for people to navigate and apply. If it isn’t, the best ones won’t bother. Only the most desperate job seeker will bother to click more than 3 times to apply. If your applicant flow is slow in this job market, look at your career site with a critical eye. It may need an overhaul.
2. No murky messages
Potential employees need to know what you want. Don’t be lazy with your message. Most job postings are cut and pasted versions of job requisitions, which are rarely read internally. Netflix’s jobs page is a great example of how to do it right!Treat applicants as nicely as you do your customers
3. Treat applicants as nicely as you do your customers
The dreaded white postcard or automated response that says, in essence, “we got your application. Big deal. We will review it when we get a chance, and maybe, just maybe, you will hear from us” is no way to treat future employees, who may be one of your customers.
It isn’t that hard to answer an email or return a phone call. Customer service reps are adept at this and customer service skills are important competencies for recruiters and HR professionals.
To attract people who will make a difference, focus your resources on these three things.
Client dubs me “The Career Whisperer!”
by Pat Sharp on Jun.27, 2011, under Career Catalyst
Pat,
I want to thank you for your help over the last few months as it has been a inspiring, life-changing experience. Connecting with you helped me realize just how bad things were at my then present job and how important it was for me to take control of my career and develop a meaningful short-term and long-term plan. You logically walked me through the transition including the negotiation of an exit package and then deeply listened to me to understand my core beliefs. From there you put me in front of a mirror and reminded me who I was, what drove me and why what I had been doing was consistently tripping me up. Looking back the solution seems so simple but its harder to see the alligators when your in the water, that is why your coaching was so helpful. Thank you for all of your guidance, sometimes gentle, sometimes with a two by four between the eyes. It worked. You are a “career whisperer” and I’m grateful that for the experience.
All the best,
Bob K.
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Pat Sharp
The Talent Architect
I discover and unleash the hidden power in people to drive sales and dominate markets.
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