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Now THIS is a job description

On October 13, 2010

I still think the best way to find great people to hire is to go where they hang out and talk to them.

But if you’re gonna post something online to tell people about your organization and to get them interes Job description ted… Joey deVilla over at Microsoft Canada has a good idea.

Just tell people about your business.

Check it out: Developer Evangelist. Toronto Area. Now Hiring. Maybe You?

Don’t post a job description. Well, deVilla does provide a copy of the thing — he stuck a link to it near the top of his posting, so you can look at it if you want to. But it doesn’t get in the way of his message. I mean, if the rest of what deVilla says about the job doesn’t get your motor running, why bother looking at the spec sheet from HR?

This ain’t rocket science. Here’s why deVilla scores major points with me. This is a guy talking about a job he loves doing himself. He’s telling you what gets him up in the morning, about his boss, about the cool gear you’d get to work with, about the team’s philosophy, and much more. The sort of stuff you wouldn’t ordinarily find out til you showed up for an interview.

Job description 2 And that’s the point. deVilla is telling you up front what this gig is really like. Yah, he makes it look great — there’s definitely some selling going on here. But lordy, there’s no selling at all going on in that other document. If deVilla’s posting makes it look like working with his team is a party, that HR word pile up above makes it look like life in a straitjacket!

HR departments take note: Don’t waste people’s time with bureaucratic job descriptions that read like every other employer’s boilerplate. We all know what’s really in that tiny print: “Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua…”

The key thing about what deVilla is doing is that he’s doing the recruiting himself. He’s not waiting for some personnel jockey to post a job or run an ad. deVilla is the guy in the department who does the work, telling the world what the gig is all about and what it’s like to work there.

One last comment about the job description itself, which, as I mentioned earlier, is found via image and link at the top of deVilla’s post: Bleahhhh. Take a look at that thing.

What, Microsoft doesn’t have any web designers doing work for the HR department? I mean, this looks like the drug interaction notice on that medical sheet the pharmacy gives you along with your new prescription. Gimme a break! Why doesn’t it look like deVilla’s posting? Blah blah blah 6-point type?? I barely got through the first two sentences. Does anybody believe anybody else reads this stuff? Come on — tell the lawyers and the compliance people to go home. A typeface and a layout like that tell you one thing: There’s something snarky and legal hidden in here and if you find it you’ll never apply. So, let deVilla write and format that thing so it says something.

Yo! Does this make sense to anybody? HR should get out of the recruiting business. (See Why HR? and REJECT! How HR engineered its own funeral.) Let the people who own the job tell the story. In fact, don’t let anybody else do it.

Recruiting. It’s the manager’s #1 job. And if managers aren’t doing it, they’re not doing their job. Kudos to deVilla and to his boss, and to Microsoft Canada.

My only advice to deVilla: Add an e-mail link, so interested applicants can talk to you directly. Don’t leave them with that dopey application form, because having inspired the best of them, you’re going to lose them if they can’t get in touch with you now. Please re-read the first line of this post. Now that you’re getting them to come hang out where you live, Open the door and talk to them.

The Nobel Prize for Jobs: The artifacts of Duh-oyyyy!

On October 12, 2010

This week three men shared the 2010 Nobel Prize in Economic Science. Here’s the problem they’ve been working on for decades:

The researchers spent decades trying to understand why it takes so long for people to find jobs, even in good economic times, and why so many people can be unemployed even when many jobs are available. (Economists Share Nobel for Studying Job Market, NY Times)

These researchers took the classic, academic “long away around” and still haven’t figured out what simple common sense tells us.

People don’t find jobs. They don’t search for jobs. They post some information about themselves online and then wait like doofusses for jobs to come along.

Employers don’t search for new employees. They post job descriptions (a decade ago they ran classified ads) and teams of HR “recruiters” sit on their duffs in front of computer displays waiting for who comes along.

“Who comes along” usually isn’t worth hiring. So, what are these researchers really studying?

They’re studying the artifacts of Duh-oyyyy! They’re not studying the behavior of markets or the behavior of job hunters and employers. They are distracted and mesmerized by the artifacts of the mechanical process of sorting data.

The failure of job hunters and employers to come together “even when many jobs are available” has nothing to do with economics.

It has to do with the mindless process that promotes random job hunting and random hiring. Where in the Nobel Laureates’ reports is a description or analysis of the machine that grinds up job hunters and employers alike, without spitting out “matches?” Where is their prescription for beating the system to get the job done?

Life is short, for people and for companies. The prescription is simple. Go find the people you really want, and go find the companies you really want to work for. Don’t take what comes along.

These researchers’ explanation addresses the complications that come from searching for jobs and job candidates: it takes time for unemployed workers to be matched with the proper opening, since people are not identical, cookie-cutter units, and neither are jobs.

It takes time? Time is wasted because no one acknowledges that the Employment System we rely on has no clothes. I love the total failure to attribute any responsibility to anyone or anything: “it takes time for unemployed workers to be matched…” Duh-oyyyy! Why is that? Why does it take time and who or what is responsible?

How do you get a Nobel when you fail to answer that basic question?

Gee-whiz. “Neither people nor jobs are cookie cutter units?” Gimme a friggin break. The Employment System treats both exactly as cookie cutter units: records in databases, sequences of keywords, lists of skills, bits of data waiting to be matched at the level of letter combinations.

The scientists working on this problem need to pull out Occam’s Razor and start cutting through the bullshit. They problem they describe is not an economic phenomenon. It’s an artifact of the systemic robbing of employers and job hunters. Employers are systematically deprived of their workers, and job hunters of jobs, while everyone is off blindly roaming the jobs and resume databases.

This is not Nobel science. If you want a job, figure out who does the work you want to do and go hang out with those people. They will quickly help you determine what additional training you need, introduce you to the right people, guide and advise you toward a job.

If you want to find a good worker for your business, go hang out with people who do the work you need to have done. Learn from them who can do the work, ask for recommendations, and then go to the person you want and talk shop with them.

Stop washing your hands with gloves on. Get out of the databases and go talk to the actual people and companies.

The idea that Nobel laureate economists are missing the simple explanation suggests no Prize is warranted. The researchers are blinded by the process business uses to find new hires. Yet they don’t say one word about the fact that today, in the midst of what is arguably the biggest glut of unemployed, talented workers we have ever seen, employers and job hunters alike rely almost exclusively on a system that does not work. The Nobels aren’t seeing or reporting that the emperor has no clothes.

I mean, what are Nobel scientists for, if not to point out The Naked Embarrassment?

This is not an economic phenomenon. It’s a simple racket. Employers are being scammed by the behavior of an HR profession that is content to “interview who comes along,” and by the likes of CareerBuilder, Monster.com and an Employment Industry which is glad to deliver “what comes along.”

The researchers spent decades trying to understand why it takes so long for people to find jobs…

Duh-oyyyy!

Why you should offer job applicants more money

On September 23, 2010

In the last post, The Ethics of Juggling Job Offers, we talked about accepting a job offer, then rescinding the acceptance if a better deal comes along shortly thereafter (or even before you start the first job). The discussion was from the candidate side.

It begs the question, What can an employer do to avoid losing a new hire?

A company will sometimes work too hard to keep the salary offer as low as possible, virtually challenging the candidate to accept it. If the candidate gives up on negotiating a better deal and accepts the offer, the company has instantly set itself up for a quick resignation if the candidate can find a better deal elsewhere.

That’s why I advise my corporate clients to do what company presidents like to insist that their employees do for their customers: “Don’t just satisfy the customer. Delight the customer!”

Why not delight the candidate?

What does that mean? Read more →

Toilet paper resumes: More feels better?

On August 26, 2010

[Some bloggers cleverly carry a theme from one post to the next. I’m not into that. Honest: I wasn’t looking to flow the theme from Pissing on the applicant into today’s post. Toilet paper just kinda backed up into the system when JaneA posted a comment on Readers’ Forum: HR’s #1 job: Poisoning the well?]

Businesses that are hiring are so intent on gathering as many resumes as possible that they forget “more is not better.”

Over at the Wall Street Journal (that paragon of Job Board Journalism), Mike Michalowicz touts his method for diving into the resume dumpster. When Michalowicz posts a job, he tells applicants to include — word for word — a certain sentence from his ads in their job applications. Then he lets an e-mail filter find the applications that include the magic sentence, and he deletes the rest.

“I only consider applications that contain the sentence, which cuts the number of résumés I have to look at by upwards of 80%.”

Nice trick. He wouldn’t need it if he’d stop solicting thousands of applications by posting job ads.

Employers like Michalowicz have themselves to blame for the “overwhelming response from unqualified applicants.” If you ask to have a dumpster full of resumes delivered to your e-mail bin, you’ll get them. Job boards like Monster.com, CareerBuilder, TheLadders and even the WSJ’s very own job board are ready to charge you for garbage delivery. You get what you pay for.

Then I noticed that Michalowicz is “the author of The Toilet Paper Entrepreneur. He is an advocate of a business philosophy by the same name.”

I believe it. Toilet paper resumes seem to fit right in. More feels better.

I pose this question to Michalowicz and to every employer (which I believe is the majority of employers) that consider recruiting and hiring a pain in the ass:

If you can ask job applicants anything you like — including asking them to include this sentence in their submissions: “It is with my utmost respect I hereto surrender my curriculum vitae for your consideration.” — why don’t you just ask them to tell you how they’d do the job profitably?

You’d have a lot more fun reading those submissions once your e-mail filters cleaned up the mess you made when you flicked open the sewer valve. Or, you could avoid the resume sewer altogether. And you’d get a free bonus: You won’t have to wipe.

Why HR?

On July 2, 2010

Uh-uh, Bill Taylor.

I just read Why We (Shouldn’t) Hate HR on FastCompany.com. I wish Bill (one of the brilliant founders of FastCompany magazine) hadn’t questioned the intent and meaning of Keith Hammond’s original 2005 article, Why We Hate HR. If anything, it’s more valid today than it was 5 years ago because today budgets are tighter and employers must hire and manage people with even more care. HR is still the focal point of the problem.

I don’t think pushing the HR problem onto a company’s employees “because they are the human resources” works. I think that’s another issue and another article. Hammond was talking about the Human Resources department, not the employees. Let’s stick to the subject.

Perhaps time prompts us to recast the original question: Do we really hate HR? I don’t think so, but HR bugs us. We’ve seen all the ways that HR as an organization — generally speaking — doesn’t work very well. Some HR departments flourish and represent a return on investment to their companies; but I think the majority of us agree that most don’t. Hence our “hatred” for HR. I think that since you Hammond that big question to us 5 years ago, it seems the more important question today is, Why HR?

I don’t think there’s a good answer that supports the existence of most HR departments. Sure, some good HR departments pay off, but does any company really need an HR department?

Even if we set aside the truly productive HR departments, the problem is all the other HR departments that are unnecessary and counterproductive. Let’s look at what HR does, and how it could be done better by another corporate function:

1. Handle regulatory matters. Most companies have legal departments. The answer seems simple: Let the legal folks grow an implementation and compliance team for human resources matters. Keep the responsibility close to the department that does the work.

2. Employee training and development. Where does this role really belong? At home in each business unit or company department. Create a position that enables managers to decide how to educate, train, and develop their workers. Implement it locally, where bureaucratic nonsense is less likely to interfere. How many questionable “consultling firms” do HR departments hire and foist on business units, without the unit really wanting the service? I can count on two hands and feet the number of pedantic consulting firms I’ve seen hired by HR because they wine and dine and flatter HR execs. Let the business units decide how to invest the funds for a return the business units are accountable for. (When is the last time you saw HR reprimanded for hiring a crummy consultant or trainer?)

3. Organization design. If this is a business science, I’ve never understood why it is a separate discipline. Any business unit’s management team is responsible for structuring its operations, and it should hire the experts it needs to help it do the job. I’ve seen one disastrous organizational design after another created by people who are not expert in the business being designed.

4. Workforce analysis and data management. If ever there were an administrative role in management, this is it. I believe performance and workforce planning problems start when the department (HR) responsible for them is not measured on… workforce performance. Show me a company where HR is measured and judged based on the actual performance of all employees, and I’ll eat this column. This is a perfect role for oversight by the finance department, which also rounds up departmental budgets each year. But make each business unit accountable for its own analysis and planning.

5. Employee relations, social programs, and events. Gimme a break. Companies don’t need den mothers. Rather than pay big bucks for big programs, big mission statements, and big public relations initiatives, spend a few dollars to hire a specialist for each business unit who is responsible for monitoring and coordinating employee programs. Make sure these specialists learn your business first. Retired high school vice principals are good candidates.

6. Compensation and benefits management. Don’t waste that great finance department you have. Those people are really good at numbers. Invest in some further training and develop some specialists to handle competitive compensation and effective benefits programs. Gathering and analyzing competitive market data is not rocket science; get your department managers involved. Why does any company need an entire department — whose performance isn’t (can’t be?) measured — making decisions about competitive compensation practices?

7. Recruiting, processing and hiring. Let’s consider some facts. Last year one of the biggest online job board’s revenues were around $1.3 billion. Your HR department is the source of most of that revenue. But your company made only about 4% of its hires from that job board. Is your board of directors aware that your HR department is shoveling company cash to “recruitment advertising partners” whose services don’t work? Unless you’re one of the handful of lucky companies that has internal recruiters who get out from behind their computer screens and actually go out into the world and seek, find, seduce, cajole, and otherwise steal good workers, your HR department is costing you not only money — but your lifeblood. While critical, profit-producing jobs go undone — and HR’s performance goes unmeasured — your HR execs are telling the world there’s a “talent shortage” while we’re experiencing the greatest glut of unemployed, highly-educated and skilled workers in history. (I wrote my own “Why We Hate HR” column earlier this year: Time for HR to exit the hiring business.)

Bill Taylor says, “The real problem is that too many organizations aren’t as demanding, as rigorous, as creative about the human element in business as they are about finance, marketing, and R&D. If companies and their CEOs aren’t serious about the people side of their organizations, how can we expect HR people in those organizations to play as a serious a role as we (and they) want them to play?”

I don’t agree. I think successful organizations are very rigorous and creative about getting profitable work from their employees, their managers, and their business units. The problem is, those organizations don’t expect as much from HR, hence HR is usually not overseen, not measured, and not judged for its performance. It’s the department no one wants to be responsible for. It’s the department that is not subjected to outcomes analysis. Anything goes. And we know it does. That’s why we hate HR — though we shouldn’t. After all, HR does what the board of directors permits it to do.

The best HR people I know find ways to embed themselves into business units. They become part of a business team. They don’t hide behind “company overhead.” More than anything else, it’s the success of those precious few “HR folks” that makes me ask, Why HR?

I still haven’t heard a good answer.

[I originally wrote this column for FastCompany.com, which published it under its Leadership section. It got little notice. Something tells me the Ask The Headhunter audience will have a lot more to say about the topic.]

Readers’ Forum: Spanking HR

On April 12, 2010

Discussion: April 13, 2010 Ask The Headhunter Newsletter

In today’s Q&A: (Well, it’s not a Q&A!) This week I printed comments about the corporate Human Resources function that bear thinking about. A seasoned HR manager says HR should get out of the business of hiring and recruiting and go back to making sure paychecks have the right amount of money in them.

I agree. I think HR has no business handling recruiting and hiring. In fact, I think HR has a conflict of interest.

What do you think? Can companies get by with managers doing their own recruiting and hiring? Would these functions be better served if HR stopped doing them? Is HR actually doing companies a disservice by mucking around in the hiring process of corporate business units?

I’d like to know what you think. (The full article from today’s newsletter is here: Time for HR to exit the hiring business.)

Bloomberg: Profit-based job hunting & hiring

On March 5, 2010

From Bloomberg TV, March 5, 2010:
Nick talks about “the jobs numbers” and shifting hiring trends
with news anchors Lori Rothman and Mark Crumpton.

: :

Readers’ Forum: Ability or credentials?

On December 7, 2009

Discussion: December 8, 2009 Ask The Headhunter Newsletter

The Q&A column in this week’s newsletter asks whether employers are too hell-bent on hiring only “the perfect candidate,” when ability and talent might be the more efficient path to getting a job done. How long will a manager wait until perfection arrives?

Do employers really want only someone who has already done the exact job? Am I nuts, or is there something wrong here? Do credentials matter more than ability to ride a learning curve and come up to speed?

(Oops! Maybe ability is harder to assess than credentials, eh?)

How can you get an employer to hire you, if you haven’t already done the exact job?

Overqualified Applicants: We are terrified of you

On October 22, 2009

I don’t know whether the New York Times is trying to shed light on the growing unemployment situation or to poke fun at job hunters and employers. In a story yesterday ($13 an Hour? 500 Sign Up, 1 Wins a Job) the Times tells about a trucking company that ran a job posting on CareerBuilder… and what happened.

Turns out this company is afraid to hire people more skilled than it’s accustomed to — even if the price is right. If this isn’t proof the world has gone nuts, I don’t know what is.

The head of corporate recruiting was apparently stunned at all the resumes she received via CareerBuilder. How’d she decide on the finalists out of the 500 applicants?

She dropped significantly overqualified candidates right away, reasoning that they would leave when the economy improved. Among them was a former I.B.M. business analyst with 18 years experience; a former director of human resources; and someone with a master’s degree and 12 years at Deloitte & Touche, the accounting firm.

Imagine that: The economy has put some incredibly talented and skilled people on the market at a steep discount. These are smart people willing to take less money to do a lower-level job than they’re accustomed to. Buy low. Does this goofus know what that means? No, she’s worried that an “overqualified” hire will leave when the economy gets better.

Yo, Mamma! Anyone you hire is gonna leave for a better opportunity when the economy improves! Time to fire the HR lady.

But it gets better. Trucking companies are not immune to staggering incompetence at any management level — any more than any other industry is. One of the applicants rejected by the HR lady gets passed on to another manager. What does he do to assess this candidate and make a hiring decision?

Mr. Kelsey marched through many of his questions again. Then, trying to gauge her ability to be assertive among truck drivers, he added a new hypothetical: if she were in the stands at a baseball game and a foul ball came her way, would she stand up to try to catch it, or wait in her seat and hope it fell her way?

The other finalist had said she would wait. But Ms. Block said immediately that she would jump up to grab it.

Mr. Kelsey decided he had found his hire.

Managers can ask job candidates anything they want in an interview. Why didn’t Mr. Kelsey ask the applicant what she’d do if, when that foul ball came her way, a truck driver seated beside her elbowed her in the face so he could catch the ball instead? Would she:

Deck him?
Thank him for saving her face from the incoming projectile?
Wipe her bloody nose and scream for a cop?
Ask him whether Mr. Kelsey is hiring?

(Just kidding.)

My compliments to whoever hired that IBM business analyst. You got a bargain. If you treat him well and make good use of his skills (which you’d never get a shot at in a good economy), my guess is he might not even quit when the economy gets better… because you found good ways to capitalize on skills you couldn’t afford in a better economy… and maybe you were astute enough to create something better for him at your company so he’d stay. And even if he leaves, if you were smart you made profitable use of the time he was working for you. Nobody stays at your company forever, assuming your company is still in business in a coupla years…

I’d like a count, please: How many managers or HR people out there would pass on an “overqualified” applicant willing to work for less money because they don’t know how the hell to capitalize on a windfall of unexpectedly superior skills?

(Thanks to Steve Amoia for sending me the NY Times article.)

The Monster-ous quality of choice

On October 19, 2009

A recent post, Congress to Employers: You’re not proctologists, drew a comment that reveals the dangerous new cracks in our employment system — and hints at the problem employers need to address if the quality of hiring is to improve.

In a comment on that post, dated October 19, 2009 at 6:52 am, reader Nic says:

This to me is all about people fuelling their new crackpot ideas for business modelling and human resources; and in my view, it is all lunacy. What does this really mean? The quality of employee has declined drastically over the past 20 years. Does this mean a further dumbing down?

I don’t think the quality of the employee has declined. Rather, the quality of the selection process has declined. It has become so automated that it is now counterproductive.

The personal judgment of managers no longer filters the best job candidates into the final interview process. The first cut of candidates is made thoughtlessly using key word searches and is further dumbed down because the pool itself is limited to people who list themselves in data bases. Gone are the candidates a manager seeks out for their rare and relevant qualities.

The Human Resources Soup Kitchen waters down the quality of the hiring process by ladling resumes out of the huge job-board swill pot — and those are the candidates the hiring manager is permitted to choose from. That’s where the “talent shortage” starts. When your head is stuck in the swill pot, all the world is a mediocre candidate — and you always have an excuse for mediocre hiring: We use the latest technology but today’s candidates just suck!

I was recently on Minnesota Public Radio to discuss trends in job hunting and hiring and to take questions from listeners. Joining me was an executive from Monster.com.

A caller who runs a management consulting firm challenged Monster’s Doug Hardy over the “task matching” — or “keyword” — method of scanning resumes for matches to jobs.

Listen to the question and to Hardy’s response: Read more →

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