A recent Washington Post article (“2018’s challenge: Too many jobs, not enough workers”) paints a stark picture for those organizations caught up in the “biggest scramble for workers in decades.” With the U.S. unemployment rate at a 17-year low and the monthly job opening numbers pacing at all-time highs, many recruiters might tell you that it’s never been harder to find talent. Tim Sackett, however, would disagree and would argue that there’s never been a better time to be a recruiter of talent.
Tim, president of HRU Technical Resources and creator of The Tim Sackett Project, has been in the recruiting business his entire career. He’s also the recent author of the SHRM-published book, The Talent Fix: A Leader’s Guide to Recruiting Great Talent. His assertion is that finding talented individuals is not the issue; it’s getting them to work for your organization that’s the art of recruiting.
“The biggest myth in recruiting is it’s hard to find talent. It’s not hard to find talent; it’s hard to talk talent into coming to work for your average pay and benefits. That’s what’s hard.”
In a recent HR Magazine excerpt from his book, “8 Components of a Great Recruiter,” Tim expands on the traits that make great recruiters but also emphasizes that not all successful recruiters need to be ENFPs on the Myers-Briggs Type Indicator.
“So many different types of people can be great recruiters. It’s not always the gregarious person who can talk to anyone who is most effective. Many times, it’s the quiet, thoughtful individual. So, personality type alone is not the answer.”
So, what does make a great recruiter? Tim believes that effective recruiters, not unlike other professionals, must have the ability to drive through challenges and accomplish their mission, no matter what.
“Great recruiters find ways to ‘make it happen’ regardless of the limited tools, resources and time they’re given. They do not let roadblocks stop them or speed bumps slow them down. They rise to the occasion and make good things happen. Recruiters face constant rejection, so having the trait of not being a victim is critical to success.”
There’s still the science beyond successful recruiting, beyond the skill set and mind-set. And, choosing the right resources, to include the right recruiting platform, is also a critical component of successful recruiting.
“A full end-to-end talent acquisition platform will change the way you, your team and your organization actually attract, recruit and onboard talent. Gone, completely, will be ‘post and pray.’ ”
Please join @shrmnextchat at 3:00 p.m. ET on June 13 for #Nextchat with special guest Tim Sackett (@TimSackett). We’ll chat about how you can transform both the art and science of your organization’s recruiting practices.
Q1. What are some of the biggest “myths” around today’s talent acquisition market and how is your organization dispelling those myths?
Q2. What are some of the most important traits you should have as a recruiter or that your organization should look for in your search for the most effective recruiter?
Q3. What are some of the bad or broken habits that HR and recruiters need to unlearn in interacting with job candidates?
Q4. What are some of the keys to creating and implementing an effective talent acquisition platform?
Q5. What are some of the challenges you’ve encountered when training your employees on a new talent acquisition platform?
Q6. Once a talent acquisition platform goes live, how can HR ensure that adoption rates meet project goals?
Q7. What metrics can help you evaluate Talent Acquisitions success in your organization?
Q8. Why is ‘Days to Fill’ the most useless metric in the history and what should it be replaced with?
Tim Sackett will be signing copies of his book at the SHRM18 SHRM Store at 12:10 p.m. on June 18.
If you missed this #Nextchat you can see the RECAP with all the tweets here.
How to participate in an HR Twitter chat.
Andrew Morton is the Director of Veterans and Certification Affairs at SHRM.
In his role as the Director of Veterans and Certification Affairs at SHRM, Andrew Morton provides strategic leadership and direction for several of SHRM’s veteran, military-family, and disability hiring, retention and engagement programs. Andrew works with stakeholders across the military-service organizations to develop pathways for active-duty, veteran and military-family members to achieve relevant workforce credentials including SHRM’s Certification. Andrew also works with SHRM’s membership, and other partners to deliver resources that empower HR professionals, people managers, and business leaders in their inclusion-hiring, workforce-readiness, and employee-engagement efforts. This work includes SHRM’s initiative in support of second-chance employment through SHRM’s Getting Talent Back to Work initiative. He’s an award-winning speaker, delivering workshops and keynote sessions on the business case for and the business of integrating these highly-skilled talent pools into our workforce. In 2018, he was the contributing author to fellow-veteran Justin Constantine’s SHRM published book “From We Will to At Will- A Handbook for Veteran Hiring, Transitioning and Thriving in Today’s Workplace.”
Andrew also serves as spokesman for SHRM Certification in support of SHRM’s Chief Knowledge Officer, Dr. Alex Alonso. Prior to his current role within SHRM, Andrew spent five years serving as SHRM’s Director of Social Engagement, leading SHRM’s social media program and team.
Before joining SHRM in 2014, Andrew worked with a leading PR firm managing Fortune 500 brand and advocacy campaigns. Andrew is a retired Army Infantry-Officer who served in multiple leadership and command positions as well as overseas and combat tours including deployments to Iraq, Bosnia, Macedonia and Egypt. During his 21-year Army career Andrew also served in multiple senior public affairs positions including Chief of Media Outreach for Multi-National Force-Iraq, Chief of Marketing and Advertising for the Army Reserve, and the Director of Digital and Social Media for the Army Reserve.
Andrew is passionate about efforts to foster awareness and resources in support of mental health and our workplace- across all employees. Most importantly, Andrew serves as “Working-Dad” to his three wonderfully exhaustive kids at their home headquarters in Alexandria, VA.
- 1
- 306 views
Add new comment