Tried to find a new job lately? It’s easy to feel like a rat in a wheel, running faster and faster yet getting nowhere. Despite this being a candidate’s market, it’s easy to feel like you are never going to get ahead of the game.

In today’s conversation (click here to listen), Ben Eubanks interviews Terry Terhark, founder and CEO of randrr. randrr is a recruiting technology firm that is focused on meeting the needs of candidates and individuals by providing highly targeted job opportunities and career insights.

During the conversation, Ben and Terry discuss what’s wrong with recruiting today and how to meet the needs of today’s job seekers. In addition, Terry talks about the issues he sees that bleed across generational and demographic lines, hampering each company from being both efficient and effective with their recruiting efforts. Ben also points to some recent data from Lighthouse Research that focuses on talent acquisition priorities for 2017 and why they matter within the context of the conversation.

Here’s a brief snippet of the conversation:

Ben: So, would you say then that we’re in a candidate’s market?

Terry: I definitely think recruiters understand that today. And it’s not just in high pressure fields like we’ve seen traditionally such as nursing, software, etc. Now it’s crept into skilled trades, sales, and other areas.

There’s tremendous pressure. Recruiters understand that it’s a candidate’s market, but from a company perspective they don’t necessarily realize that opinions have changed. Even today some of the statistics that we have gathered show that the process for job search or recruiting is disappointing and frustrating. Nearly three in four polled individuals said their online job search is frustrating. Company behavior and recruiter behavior has to change to fit that.

Ben: This definitely reminds us of the recent case study with Virgin Media. The company was losing tons of revenue because it treated its “silver medalists,” or candidates it didn’t select, so poorly. Those individuals wouldn’t even shop at the company after that treatment, but the company turned it around and really points to that as a huge revenue opportunity today.

Terry: That’s the issue. We see that companies are getting an average of 150 resumes per posting. That’s virtually impossible to qualitatively sift through, yet many technologies people use encourage more applications/submittals both for candidates and for employers, which compounds the problem…

Click here to listen to the episode and find out what the answer is to this and other problems facing companies today.

To find out more about randrr, be sure to check out http://randrr.com

Thanks everyone, as always, for checking out We’re Only Human. If you’d like to hear previous episodes just check out our archive at http://upstarthr.com/podcast


ROI. Measurement. Data. Analytics.

Each of these words has the power to strike fear in the hearts of many HR pros, because let’s face it–most of us didn’t get into this profession because we’re awesome at math, right? :-) Seriously though, we can’t deny the power of data and evidence to prove the value HR can provide.

I’ve often said that HR provides plenty of value to the organization in most cases, but HR pros are just really terrible about calculating and proving that value. If that concept resonates with you, then this episode is going to help change all of that.

In this new episode of We’re Only Human with Mary Ila Ward, owner of Horizon Point Consulting, Ben discusses some of the underlying fears that HR has about being measured (hint: measurement isn’t always an indicator of your own personal performance). In addition, we explore three case study examples of how to figure out the ROI of human resources in an easy, step-by-step manner so anyone can grasp the concept.

By the way, if you’re interested in grabbing the slides we mention in the show, feel free to reach out to Mary Ila at miw@horizonpointconsulting.com and she’d be happy to share them with you.

As always, if you’re new or want to revisit some of our previous episodes, be sure to check out the We’re Only Human show archives.

If you’ve read this blog for more than a few days, you know I’m no stranger to the discussion around HR certification. But today I’m going to share some thoughts from a recent conversation with a friend and colleague on why HR certification matters and how to leverage it for career success. It was a fun discussion with Kristina Minyard, who recently completed her own SHRM-SCP exam, about the value of both the HRCI and SHRM certification options. Click here to check out the episode and listen in.

Notes from the podcast

  • Link to the episode
  • Ben celebrates his 10th wedding anniversary and his one year anniversary running Lighthouse Research.
  • Kristina also participated in episode two, Recruiting as a Service.
  • Ben and Kristina talk about why certification matters to them as volunteer leaders, speakers, professionals, and more.
  • Kristina points out why certification is different from education and why it is arguably more important.
  • Ben and Kristina discuss the HRCI vs SHRM options for certification exams.
  • Kristina talks about group vs solo prep and which works best
  • Ben reminds everyone about some of the certification tools available on upstartHR
  • Kristina talks about her recent experience taking and passing the SHRM-SCP exam and her lessons learned

If you enjoyed this show, be sure to check out all the show archives!

Talent management technology has come a long way in recent years. I can still remember seeing a demo for a technology solution back in 2014 and the salesperson was so proud of the fact that I could copy and paste data into the system. By the way:

  • It wasn’t searchable.
  • You couldn’t run reports.
  • You couldn’t export anything.

There was no way to actually USE the data in there, but I could put it in if I wanted. Sigh.

Anyway, today I am sharing a really fun podcast interview with you, featuring a recent conversation with Carsten Busch, CEO of the Talent Management Business Unit, and Laura Fuller, Country Sales Manager US for Lumesse. In the conversation we not only talked about how technology has become incredibly user friendly and more employee-focused, but about some of the age-old talent questions that companies face every day, such as why managers are willing to hire an external candidate even when there are perfectly qualified internal candidates available to take the job. Carsten’s answer to the question was phenomenal and I was taking notes because it will be my new default answer to that common issue.

Additionally, Carsten and Laura talk about the shift in technology from the static, administrative-focused versions mentioned above to the talent-focused systems that Lumesse and other companies are developing today.

Also, at the tail end I mention how you can get one of my upcoming pieces of research entirely for free by signing up here for a webinar I’m doing with the team at Lumesse. Here’s the gist of what the webinar will be about:

The June edition of HR Magazine has a feature that focused on how some companies like Gap and Siemens are trying to create development opportunities that connect candidates and employees to the firms for a long period of time. The double benefit of this kind of development is that if businesses can drive retention, then they get the value of a more productive workforce for a longer period of time. This is the incredible value of talent mobility, and that’s the focus of the webinar and this upcoming piece of research.

I hope you’ll join us for that session, and I’d love to hear your thoughts on the podcast as well. It was a really fun conversation.

Note: If you’re looking for a good app to access We’re Only Human and other podcasts, I personally use Stitcher on my Android device. 

Did you know that your employees aren’t innovative or creative enough?

That’s the latest from a research study performed by University of Phoenix on workplace innovation. In an interesting mix of data, the organization asked employees to identify whether their employers were innovative or not, and hiring managers were asked to identify the level of innovation exhibited by employees. The results were intriguing, and I covered some of the key topics of the research in a recent podcast interview with Ruth Veloria, Executive Dean of the School of Business at University of Phoenix.  Continue reading

[Email subscribers click through to listen to the episode]

Sourcing isn’t a new activity in the talent acquisition world. There have always been hard to fill jobs, but we’re seeing more of this kind of issue than ever before. In fact, a recent CareerBuilder study puts the cost of open positions at nearly $800,000 annually, tallying up costs that ultimately hurt business performance. Organizational leaders say these are the top problems caused by jobs they can’t fill:

  • Productivity loss: 45 percent
  • Higher employee turnover: 40 percent
  • Lower morale: 39 percent
  • Lower quality work: 37 percent
  • Inability to grow business: 29 percent
  • Revenue loss: 26 percent

In addition, our Lighthouse Research study of talent acquisition priorities pegs sourcing as a top area that business leaders plan to focus on in the coming year (just 1% behind onboarding, which was the highest priority).

In this episode of We’re Only Human, host Ben Eubanks is joined by the amazing Madeline Laurano, co-founder of Aptitude Research and co-host of Research on the Rocks, another HR Happy Hour network show. She and Ben discuss some of the key aspects of sourcing, such as employment branding, recruitment marketing, and technology’s role in the process. Madeline shares some great insights in this episode, and she stumps me at the end with a question that shouldn’t have been that hard to answer!

In addition, they examine the impact of AI, machines, and algorithms on the sourcing world, breaking down some of the hype and illuminating an amazing competition that pits recruiters against robots to see who is the best at sourcing great candidates. Not to spoil the surprise, but the real story here exemplifies that to get the best results, we need humans and machines working together. Get all this and more in the latest episode of We’re Only Human on the HR Happy Hour podcast network.

*Please note, if you like the show topic and want more in-depth discussion of sourcing and recruiting in a future episode, please feel free to comment below or email me!

Check out our other episodes in the We’re Only Human podcast archive.

Books. They’ve been around pretty much forever, and that familiarity is one reason they are not as appreciated as some other learning tools. But don’t be fooled–there’s more than meets the eye. It’s been said that reading one hour a day will make someone an international expert in their field in 5-7 years. While that exact figure may be up for debate, it’s clear that reading is a powerful activity for self-development.

In this episode of We’re Only Human, I interview Zach Rubin, cofounder of PBC Guru, a company that designs and delivers book club experiences for organizations looking to create a culture of shared learning. The discussion covers what books companies most often request, how to use books for supporting social learning, and a special free offer for We’re Only Human listeners.

Whether you’re a book nerd like me or not, this show is going to demonstrate that this fundamentally human activity, reading, has more value than you would have imagined.

Special Offer: PBC Guru is offering to implement and manage a virtual book club with your company completely free for six months. Just visit http://pbc.guru and fill out the contact form mentioning you heard about them on the “We’re Only Human” podcast.

Listen in the embedded player above or click here to listen on the hosted site.

What do you think about book clubs? Do they hold value at work? Why or why not?