Go Forth and Spam No More

The debate rages on at conferences, meetings, online media, and in just plain gossip. Why does everyone say they hate spam and then engage in the same practices they deplore? This is especially puzzling when the spaminator is a recruiter who is not only supposed to know better, but also needs to woo a target audience… not turn them off. Is it the fault of the individual generating the spam or the people that encourage them to do it? Probably a little of both, but it’s complicated. We live in an age where people record TV shows so they can skip commercials, screen caller IDs to blow off telemarketers, and have email filters to prevent all but the chosen few to reach us. It doesn’t take a rocket scientist to be aware of this environment, so either spaminators are misled by the people who manage them or they are simply flailing about in totally ignorant bliss. Which is it? Many factors are in play.

  • Ironically, the prerequisite for being a recruiting manager doesn’t necessarily include prior experience working in the trenches of recruitment. Without first-hand knowledge, it can be flying by the seat of the pants… making it up as they do it. Part of their job should be discovering innovative approaches for the acquisition of talent, but often it becomes a matter of trial and error using their subordinates as the guinea pigs. Blame like other smelly stuff rolls downhill. Giving these bosses the benefit of the doubt, they are between a rock and a hard place. The measure of their success means they must measure recruiters’ performance using some made-up rule. It’s easier to measure quantity than quality and autospamming helps with the bottom line. It becomes worse when they assign quotas to recruiters and plant the seed that people are just numbers.
  • There is often an overall management mentality that encourages short term profit before relationship building. Success may be only a small percentage of the total number of robotic attempts to hire, but measured against nothing it is still misinterpreted as success. Casting a wide net to catch a few fish is better than no fish at all. There are often no real benchmarks for the quality of people hired through mass marketing methods, so the easier measure of short-term income is accepted as the norm. Organizations that figure out how to measure quality of hires are less likely to resort to spam sourcing. Unfortunately for spam haters, things like turnover rate, time to productivity, cultural fit, engagement level, and error rate can be elements totally independent of the recruiting function. Training recruiters and hiring managers to recognize future potential would seem to be a better way.  
  • Without arguing either side of the argument about locating the corporate recruiting function under the HR umbrella, some human resources managers are more involved with internal people problems without thinking about how those could have been prevented through better recruitment. Dealing with a recruiting function that needs real data and metrics to satisfy their customers’ needs is not seen as a big priority. It would be easy to be cynical about the competence of the HR professionals, but for the most part they belong to organizations that do not see the value of budgeting for their inclusion. They will supply the caliber of support requested by upper management because they are empowered by them. Without pools of data and expensive software, the humble spreadsheet rules. Justification of applicant tracking is based on cost reduction rather than efficiency and capturing defensive EEO data rather than developing a viable talent market.
  • Companies that refuse to acknowledge the value of candidate experience don’t invest in its success. Quick turnaround and speed of hire become the prime factors in recruitment. Auto-hiring, AKA spamming, is used to lure and reel in prospects to achieve short-term results. Satisfying instant gratification in hiring is like a sugar rush that fades with time. Long term success in achieving company goals requires something else. Choosing to switch the focus to initial relationship management and long-term employee development reduces push back, improves quality of hire, protects the recruiting brand, and eliminates the need for spamming. Measuring the value of the candidate experience can be difficult to do, so many just choose to ignore it. Incorporating a reliable NPS metric can show value and justify positive investment in resources.

While we believe that people are not all stupid, the fact remains that many are willing to settle for the easy way out instead of doing the work necessary to do it correctly. It is easier to email blast without regard for a correct credentials match than to fine tune a human dialog methodology to engage according to skills and interest. When the objective is to nail a hire rather than ensure the right person is in the job, cultural fit and competency rules become less important than a quick fix. Maybe the question we should really be asking is “What’s so bad about spam anyway?” What if tolerance for robotic unthinking monolog is a matter of personal taste instead of some abhorrent practice? If the ultimate goal is to achieve mediocrity, it works just fine. If we set a standard that is a bit higher, it calls the practice into question. Ask any recruiter forced to defend the reputation of an entire profession because of the bad apples what they think… if you believe that there really are bad apples in the barrel.      

Image Credit: ©doctorblack / 123RF Stock Photo

Loosening the Life of Lethargy

Read any motivational book or blog post about accomplishing anything in business or in life and there is probably an underlying assumption that everyone wants to be lively and progressive. Sweet memes are made of this. Is this an unrealistic picture of the people we have become? When there are a gazillion daily temptations toward diversion and recreation we may be seeing a clue that there is a hidden part of us that craves something other than business and busy-ness. Are we basically creatures of laziness looking for an escape? We have evolved our culture into one that looks for the easy way to do things and the tools of innovation are often technological gimmicks that pledge to make our lives easier… and allow us to lapse into comfortable, relaxing, and eternal lethargy.

Are there rules for getting rid of this demon? There probably isn’t a cure for lethargic leanings because it is so personal in nature. For some, when the pendulum swings too far in the other direction we go about everything with such a frenetic energy that it has the same result – accomplishing nothing. The rule for something that has no rule is to apply logic and common sense per the reality of each situation. Some examples are:

  • People Management – The easy way is to lump everybody of a certain age group, gender, race, ethnicity, or sexual orientation into comfortable buckets where thinking is not required. It’s more work to think of individual needs than the stereotypes associated with a group. Taking the time to listen and consider the needs of the individual highlights the better way of escaping from the lazy way out: time management. If we budget our available time to handle important things like listening and hearing it would be easier to deal with distractions that would take us down the lazy path.
  • Hiring Management – The easy way is to consider it a mechanical process that always follows a set of neatly prescribed rules. Recruitment by robotically inclined people will ultimately give way to a process that is totally dehumanized and managed by robots. Nobody is well served by this solution. Realizing that this is a specialized subset of people management is the key to unlocking access to the talent marketplace: relationship management. Influencing people by building relationships instead of processes ultimately makes it happen without the negative impact of conflict generated by do-nothing laziness.
  • Career Management – The easy way is to avoid possible rejection and failure by retreating to the comfort of a keyboard and computer screen for information and application. The eagerness to apply technology to solve an immediate need can result in missing the human aspect of a career which is to forge a personal destiny among other persons. Computers don’t hire people. This is the flip side of hiring management because it is working with others to get results: partnership management. Nobody must do it alone and disregard the totality of the effort makes being lazy look attractive.

Managing the various aspects of a complex life means two things: making choices and assigning priorities. First, we need to decide what is important and then we must set about doing it. Are human beings by nature lazy? The answer to that question is totally irrelevant! Being productive is a choice; so is being lazy.


Image Credit: © ostill / 123RF Stock Photo (edited)

The Worst Advice Ever: Be Authentic

authenticdefinitionIt is possible to wear out a good thing by overusing it. Tap someone once with a finger and you get their attention… do it repeatedly and you make a bruise. The same is true with using words until they become so stale that they induce nausea. Listen to the advice given to someone looking for a job in a tough market and you will undoubtedly hear the advice to be authentic. The problem with the well-wishers offering this sage advice is that nobody knows what that means anymore. Does it mean that people who are authentic liars should do the best job possible at lying? If pop labeling an action is important, then why not tell them to be organic? Or gluten free?

The best way to find out if something has been used up or reached maximum saturation is to look at motivational memes that use it out of context. There is authentic comedy in pictures of the word authentic offered to people who will make it a meaningless mantra to themselves and then share it as wisdom to others. I have a picture on my desk of a ship in a storm-tossed sea. It has meaning to me because I know who gave it to me, I know the circumstances of that gift, and it motivates me to make things happen. If I gave that to you, would you think I was suggesting that your life is a disaster and you are probably going to sink? Context is more important than slogans or mere words.

We live in an age where advertising slogans are created to induce people to buy things they don’t need for a price they can’t afford. We have lowered our defenses against the onslaught of meaningless propaganda to the point that we have trained ourselves to repeat it to others as if it were some kind of divine revelation. In doing so we have diluted the message and cast a borderline insult at the people we are trying to help. There is no point to advice that has a flimsy definition or cloudy understanding.

If somebody tells you to be authentic, engage your crap filters and go deeper into yourself. You don’t have to go back to some state of being that once existed. The original may be flawed or become broken in the process of living your life. The goal should be to become better than the original. There doesn’t seem to be a sliding scale of authenticity, but you are not a static being. You don’t have to be better than everyone else. You just have to be better than you are today. Only you can measure that.


Technology and Respect for Its Roots

One of my favorite pieces of art is Winston Link’s photograph “Old Maude bows to the Virginia Creeper” in which an old horse seems to be giving deference to the approach of new technology. Gene and Roy Hampton just happened to be at the crossing with a sledge of wood destined for their nearby farm when Link asked them to wait for a photo of them with the approaching train. Maude was described as being a gentle and patient old animal, but she grew restless and began bobbing her head as the noisy steam engine arrived. It was billowing thick black smoke because of the steep incline. Both the train and the rail line were known as the Virginia Creeper because of the slow speed going up and over the Blue Ridge Mountains in western Virginia. In a moment that could not have been staged, he captured this poignant picture of the old and the new occupying the same space and time.

Today we often seem to be divided into two camps – those who blindly steam forward with every new technological advance and those who helplessly cling to the old way of doing things. Neither of these points of view is wrong, but it is a shame that there has become such a lack of respect for the opposing perspective. Sometimes it is blamed on generational differences, but the more likely cause for this form of blindness is just plain old ego. We seem to be evolving into a culture that focuses on protection of self to the extent that it sometimes denies the right of others to a different viewpoint. There is a very close relationship between being self assured and being narrow minded. Perhaps it is partially due to the fact that is not possible to see a physical picture of the old and new together except in our minds.  

In a civilized world there will always be advances that will totally transform the way we do many important things in our life. To borrow from an old analogy and twist it a bit: we can enjoy sausage, but we may not want to see how it is made. The same is true to a certain extent for technology. Intelligence is born of knowledge that comes from curiosity demanding that we understand enough of where we have been to know where we are now… and to predict where we are going. Disrespecting either end of this journey is short sighted and contributes to the brain rot that keeps us entrenched in the stagnation that created this line of thought in the first place. It is ironic that professing to embrace the technology sausage without knowing what is in it or where it comes from can actually limit our technological growth. Transportation was improved by the steam engine, but it didn’t stop there. Digital application to processes will no doubt give way to something else not yet invented.

We could take a lesson in horse sense from Old Maude. Recognizing that change is inevitable, give the new ways a clear path to success. This is not so much an issue of getting out of the way of progress, but respecting the way that led us to where we are. Do you see it… the train is also screeching a blast of thanks to Old Maude for paving the way for the iron horse.

Image credit: Courtesy of the O. Winston Link Museum, Roanoke, VA. © Conway Link  

The Pervasive Post and Pray Pathology

ParadigmShiftThe corruption of our thinking began with learning things that we are unwilling to unlearn. Beginning with inventing the wheel and discovering fire, we eventually came to worship better technological advances. Often we found that automation alone was not the answer, but we failed to understand why.

Nobody who is a recruiter today would consider spending time by only placing ads in a newspaper and then watching the daily mail – or a fax machine – for paper copies of resumes. The savvy job seeker of yesteryear subscribed to multiple print publications, spread out those want ads on the kitchen table, circled the best ones with a yellow highlighter, stuffed envelopes with preprinted resumes along with a stock cover letter, and then kissed it goodbye by licking and sticking stamps. Archaic? Yes, but it did work. Jobs were filled and people were hired. Then along came that infamous automation and we became our own worst enemy.

We do have it much better today. Recruiters scoff at old school practices and pride themselves on being smarter than their predecessors because they have now learned to use technology to ply their trade. Young job seekers brag about growing up with computers and a whole generation of know-it-all, know nothings pollute the job search conversation. What’s wrong with this picture? We have changed the medium but not the underlying logic. We evolved past job board infatuation and on to posting jobs on social media, but for the most part we are still passively advertising and not engaging. As it became increasingly easy to apply for a job by clicking a hyperlink we have trained the new technorati generation to click without reading and then hoping to hit the job lottery. Back away for a minute. Looking down on this picture from space, nothing changed except for the speed and volume of posting and praying. We are unthinkingly doing the same thing we have always done; only now we can now make mistakes faster and more often.

If there is such a thing as evolution of thought, the new paradigm that discards everything we know and builds something unique is long overdue. Blow it all up and start over! There have been many missed opportunities. LinkedIn could have been the place where hirers and hirees could engage in a dialog for a better solution. Instead most recruiters saw it as just another job board and LinkedIn has complied by giving them just what they wanted… not what they needed. Ask a job seeker where they look for jobs and most often it sounds like using the internet to replace that kitchen table/highlighter drill. Nothing has changed. Nobody sees the similarities of today’s methodology to the old ways, but everybody complains about how broken the process has become. It was always broken!

There are signs that people are searching for that better way of doing it. Several companies are rolling out job-to-candidate matching services following the online dating model. So far most of them fall short because it is a software programmer’s concept using the less expensive word matching model rather than any hint of the more expensive true artificial intelligence. Since money rules all, we trade efficiency and time for glitzy dumb systems that repeat the past. They have automated the buzz word bingo and eliminated the human element. It is sold to companies wanting to save a buck and job seekers wanting magic. The biggest flaw is the same as the dating models; it doesn’t work unless people are talking to each other. Ironically, the same people who are complaining that computers are narrowing their chances of a job through an applicant tracking system are hoping that a computer will find that perfect match painlessly and without any effort on their part.

The Zappos story is another unique attempt at changing the paradigm. There are no job postings… period! Well how about that! One way to eliminate the recruiting black hole is to eliminate the one-way communications that it elicits. By promoting conversations between Zappos Ambassadors and Zappos Insiders a true dialog can be established with the end result of everybody being happy. How do job seekers get to be an Insider? By applying online. Oops! This is a major step toward fixing that broken system and it will be interesting to watch this culture evolve and mature. It will no doubt be improved with experience and is bound to be copied by many… rightly or wrongly.

The real answer to the problem is out there somewhere and one thing is clear: The best solution will always be one that does not disrespect the value of a person on either side of the interview table. It will not be solved by technology replacing humans, but by humans using technological tools to reach their goals more efficiently. The best solution will NOT be to repeat what we do today in a different format. We need to learn to unlearn things that we think we know.


Image Copyright:  Brad Calkins / 123RF Stock Photo