Recruiter Chicks

I am often asked why I’m involved in SHRM-Atlanta and how I find the time to balance family, work and community involvement.  My answer: It’s easy when you have a strong commitment to the community and your own professional growth.  I grew up watching my Mom advise a business fraternity and earn the title of Person of the Year from the Nashville Chamber of Commerce for her countless contributions to the community.  She always talked about how those contributions and the community involvement benefited the community but also helped her grow professionally.

I am writing this post in hopes that more people will take charge of their career and professional growth through involvement in the community.

I work for an amazing executive search firm and I love my job!  After being with the firm for a little over three years, I needed to grow professionally so I started taking on more at work but I still had a desire to give back to the community in a more substantial way.  About five years ago, I initiated meetings with two prominent HR leaders in Atlanta to let them know of my desire to step it up and take on a more significant volunteer leadership role within SHRM-Atlanta for professional growth.  I was looking to supplement the professional development at work and step outside of my comfort zone by stepping up the level at which I was contributing to the HR community.  Our firm’s founder, Tom Darrow frequently speaks to job seekers and one key takeaway is around owning your own career growth and development by investing in yourself.  The world of work has changed and YOU are in charge of YOUR career growth.

Through involvement and countless hours of personal time, I have had the opportunity to lead meaningful initiatives and projects, the most significant of which was co-leading 800 volunteers at the 2012 SHRM Annual Conference.  It was one of the most gratifying, fulfilling, demanding, exhausting, exhilarating, fun and exciting initiatives that I had the privilege of being a part of.  It was a two year volunteer commitment and a way to give back in a grand way with the support of my company.  Most professionals working in small to mid-size organizations would never have this opportunity to stretch themselves in such a significant and visible way.  And that folks is what it’s all about!

The one two punch of a busy and awesome job coupled with volunteer leadership in SHRM-Atlanta have been professionally electrifying.  Thus helping me be a more balanced person to my family, co-workers, colleagues and friends.  I challenge you to take charge of YOUR career growth.  The moment you start taking charge of your own professional growth and development will be the start of some abundantly fulfilling moments in your life.

Why the big focus on Talent Communities?  I guess it depends on who you ask.  I hear a lot about it from Recruiters or Companies that think if they build it –they will come.  Who are “they”?  All those passive candidates that have been alluding them — or that utopian pipeline they are sure exists.  You know the one — full of completely vetted candidates that fit whatever role you might have, whenever it might open, and available to make a change exactly at the time THEY need them.

I have said it before, but I will say it again – I still call that a Talent Pool.  Don’t get me wrong – that is a really nice Talent Pool.   Maybe you have granted access to the Company’s Recruiters, or even some Hiring Managers or testimonials from people in key roles that you recruit for that can talk about ‘A Day In The Life’.  I don’t think we can call something a “Community” though, just because that is what we want it to be.

As I have written before, I struggle with the idea of anybody “owning” or “managing” a talent community.  How can a company build one that is real and sustainable — and more than just a talent pool with a means to connect with potential candidates when it is convenient for them?  One that is focused on continually attracting, discovering, developing, and keeping the attention of (and investment from) that talent pool — because that is where the ‘community’ comes in to play.  If the only WIIFM (What’s In It For Me?) is that you MIGHT get a job with that company when THEY are ready to consider you — is that really enough to make or sustain a community?  Not likely for most companies.

What are some successful talent communities — and what do they have in common?  In my first post on Examining Talent Communities, I looked at SourceCon — but another good example I believe are Youth Sports Clubs.

So why look at Youth Sports Clubs and not Professional?  While I think you can look at either, Youth Sports Clubs are organizations focused as much, if not more, on Talent Development as Talent Management — and YOU, the talent,  pay to play, so to speak.  I am a Swim Mom, so swimming will be my example — but as many of you know, the same holds true for Soccer, Volleyball, Softball, etc.  Both my girls joined a swim club at an early age and have spent countless hours WORKING, not just playing, really hard to hone their swimming techniques and times — time they could have spent doing a lot of other things.   All those hours at practices and swim meets, for a few glorious minutes in the pool — and not always for the ‘win’, maybe just to beat your best time — or to qualify for another race.  But in being a part of this community, they have just also happen to become part of a talent pool accessed by other swim clubs, schools, colleges, even employers looking for swim instructors, coaches, and lifeguards.

What drives these kids though?  What is in it for them?  Glory of a win/qualifying time/personal best, trophies, championships, varsity letters, scholarships, jobs — none of this is promised or guaranteed — yet they all stay engaged, motivated, striving, learning, growing, developing, sharing, investing, and/or competing.  What can companies learn from organizations like Youth Sports Clubs or my previous example of SourceCon — neither of which were created to fill jobs necessarily, but are great talent pools as well as communities?  What do these talent communities, and other examples I will explore in future posts, have in common?

Alexis and her backstroke hero, Aaron Peirsol

1. Attractor – Talent Communities have a strong sense of who they are, what they do, and what they want.  This attractor gives the group meaning and draws new members to the group.
2. Belonging – Talent Communities not only ‘validate’ that sense of who you are, but also provide a means to share, learn, network, and practice to ultimately achieve what you want
3. Challenge – Talent Communities provide individual challenges and growth that are aligned with the Attractor
4. Mantra – Talent Communities create core principles, goals, rituals, rules/guidelines and systems/process that organize the group into a recognizable and self-regulating community
5. Champions – Talent Communities are led by champions that actively promote and nurture the mantra of the group

Definitely something to think about when trying to build, manage, or lead a talent community of your own.  I think it is interesting to note that in either of these examples cited thus far, Youth Sports Clubs or SourceCon,  the owners or leaders of these communities are not the only ones able to have access to this talent pool — and frankly I think that is a key point that we will explore deeper in a future post on how companies can build similar sustainable communities.  I will also continue to examine other examples of talent communities — and look deeper at mantras, key components, as well as thoughts on how to structure a talent community.

And yes – I am featuring proud swim mom pics of my oldest — as well as the short clip below of my up-and-comer, kicking some serious booty and striving to follow in big sister’s footsteps.  Yes, she really passed all those kids 

It was an honor to speak at Cornerstone OnDemand’s Talent Leadership Breakfast meeting last week in Atlanta.  It was a great event that was dedicated to providing best practices in change management and a plan to implement an integrated talent management strategy.

My session was entitled, “Aligning Employee Engagement to Organizational Strategy” and primarily focused on the Three Key Drivers of Employee Engagement: (1) Recognition (2) Career Development and (3) Influence.

Here is a link to the PowerPoint presentation and slides:

Many Talent Acquisition professionals get questions quite frequently from job seekers asking for tip and tricks for job interviews.  Most specifically focus on how to answer certain questions and ask the right questions.  This probably sounds a bit familiar to many.  I am often asked questions like: (1) Can you provide some sample interview questions? (2) How do I answer the salary question? (3) What questions should I ask at the end of an interview? (4) Should I tell a potential employer that I’m pregnant? (5) How do I answer the question, tell me about yourself?

Well folks, there is a wealth of information and answers to these types of questions all over the web and you will see if you’ve done any interviewing research that many have different views on how you should answer those questions.  All of this is lost if you don’t have the total package.

So many job seekers focus on the mechanical details of an interview and forget altogether that many of the aspects of interviewing are not mechanical.  Sure, you could answer all of these questions well and have succinct, articulate answers for all of them, but they are all lost if you don’t have the total package!

Have you ever watched The Voice on NBC?  If not, you should.  It is a show where amazing, unique and powerful singers come to achieve their dream of becoming a star in the music industry.  They sing to artists who have already proven themselves on the big stage.  One important element to recognize is…it’s not all about “The Voice.”  It is about the complete package and 70% of the complete package is presentation, confidence, chemistry, connection with the audience, style, range, fit, pitch and showmanship.  The same competencies are critical in interviewing.

The point – Think of the interviewers as the proven artists on “The Voice.”  Work on the total package and not just the mechanics of interviewing.  That’s not to say you don’t have to know the mechanics, you have to nail the mechanics or the basics to make it to the big stage.  Just make sure that when you hit the big stage you have worked on presenting yourself as “The Total Package” and BRING IT!

It’s that time of year again, some will start reviewing the year that was 2011 and decide to start looking at new job opportunities in January.  Hopefully this post will encourage you to consider all options before making that leap.

It is an exciting time of the year for more than one reason.  Many are excited about consideration a job change/upgrade in the upcoming year.  It’s the most wonderful time of the year!  A job change can be the best thing that’s ever happened to you professionally.  Do you have a game plan?

10 Steps for Those Seriously Considering a New Job Opportunity

1.  Call or email your most trusted friends and colleagues to let them know about your desire to make a professional move to rev up your networking!

2.  Share your ideal position and “must have” components of the job with your family, friends and others you trust to keep your search confidential.

3.  Find a friends who works at the companies you’re considering or someone who knows someone who works for the company you’re considering.  The goal is to find someone who you feel comfortable asking your “off the record” questions.

4.  Scan LinkedIn for people who hold the same or similar role and those that previously worked for XYZ company.  This will help you get an idea of potential career progression or red flags that you might not see otherwise.

5.  When you narrow down your list to a few key positions, ask yourself, “Does this position keep me on my desired career path or does it help me get one step closer to the right path?”

6.  Does the company have a good reputation?

7.  Does the new organization have a sustainable strategy?

8.  Seriously consider a new position because you’re excited about it, not because you’re running away from your current situation (unless it’s unethical, illegal or you’re in danger, of course).

9.  If you are close to an offer, get answers to any lingering questions in your mind, ask those questions before you accept the new role.

10.  Think about work/life balance and whether the new role is in alignment with your needs.

The bottom line:  Considering a new position can be fun and enlightening.  Don’t lose sight of your career goals and personal growth strategy.  Some positions will clearly be an upgrade and ideal for you, your family and your career path – those are the no brainers!  Others will take some thought and serious consideration, just make sure you take the time to think before you leap.