It’s the Real Thing!

I was asked to Guest Blog on Monster.com…, Check it out!

http://www.monsterthinking.com/2010/09/14/recruitfest-real-thing/

Managing Expectations

The actual business of recruitment,  can be described as an enlistment of sorts. Who do we enlist in our efforts as a recruiter? The first portal we pass through is that of the Hiring Manager or Client. Getting their buy-in is key to accomplishment and must be thought of first and foremost in order for success to be achieved. The Hiring Manager is the gateway to bringing a search or recruitment to an appreciated close. How can you, as a Recruiter or HR Professional, keep dissatisfaction at bay? Learning to speak with assurance and limiting failure. Gene Kranz of NASA, during the famed Apollo 13 mission, said, “Failure is not an option.” How did he put those words into action?  He reached out to his team for help in bringing the mission to a triumphant conclusion. The definition of success in this particular instance was altered considerably from what its primary focus had been. Doing what needs to be done and learning to be flexible in this time of economic turn down is an insightful endeavor and will lead to greater outcomes.

Knowing when to ask for help is probably one of the most difficult abilities to master. It is driven into our business make up to be self-reliant and just get the job done. It is never easy to say, “I need help.” Think about it, when was the last time you said that in a business setting? For most, it is far easier to say “Can I help you?” We live and work in a society where we are led to believe we can have it all, but in order to have it all, you must be able to do it all. Not an easy task when time is divided between work, family, work, friends, more work, church, activism, volunteering, promoting, blogging, commuting, conferences, errands and still more work… the list is endless.

Diversification may be key in muddling through this trying time. Expanding your scope of business offerings and paying closer attention to a client’s needs is a step toward success. Keeping the communication door open will manage expectations and align procedures with what is anticipated. Expectations lead to the unfortunate risk of being let down. However, lowering expectations or having them lowered for us is not the right answer, either. The best way to manage those expectations is to be prepared and stay in constant contact with the parties involved in any given recruitment or business transaction. By asking for help from Hiring Managers, they are kept in the conversation loop and part of the active process. Put on your armor, sharpen your sword, and be ready to conquer a deadline or delinquent feedback.

Unfortunately, failure is bound to occur but if you do not risk failure, you most certainly risk growth. Learn from failure and know that even the greatest leaders have suffered at the hands of risk, yet even more have benefited.

“Success is the ability to go from one failure to another with no loss of enthusiasm.”
Winston Churchill

by rayannethorn

For the Whole

Several years ago, I was directing a one-act play; a show included five actresses and one actor. Given that it was merely a one-act, it was a little less involved than a full-length production. The actors were expected to show up for rehearsals prepared, meaning know their lines and remembering their blocking ->the actor’s movement on stage. I have worked in theater since I was very young and always loved the art form. One might say that theater is a passion for me – one might say this.

When I direct, I give my actors a significant amount of latitude to find their character and do their job – memorization. And while, it is their job, that doesn’t mean it is easy. It takes work and it takes concentration, but it is what actors sign up for when they audition or accept a role in a production. One of my actresses was struggling with memorization and I encouraged her to spend more time outside of rehearsal studying; she was in her late sixties, so I was patient with her struggle. She started to over-compensate for her lack of preparation by bringing in props and helping other actors with costumes, as well as bringing snacks or drinks to each rehearsal. I pulled her aside at one point and thanked her for the help but I really needed her to concentrate on what her job was in this show – to be an actor and actors memorize lines.

She seemed to improve but the over-compensation continued. Our final rehearsal was rough and I reminded each actor of their responsibilities, not only to a paying audience but to each other – their teammates. They each assured me they would be ready; they understood their roles. The next night, we opened. I also ran tech for the show, meaning I worked the lights and sound for each performance; I had selected specific music and created a look for the show using these mediums – all to accent the actors’ work. I was mostly happy with the show, just hoped my one actor would be able to step up to the plate.

Unfortunately, her lack of preparation was clear and she failed her fellow actors miserably, dropping lines, skipping over several pages of dialogue and stammering. The discomfort was evident on stage and my other actors looked as if they were dying a painful death. I had given the benefit of the doubt to an actor that hadn’t prepared nor did she understand the power behind that preparation. Not only this, but she felt that multiple mistakes in front of an audience were OK given all the other “stuff” she had contributed to the production. How wrong she was and she looked at me incredulously as I fired her from the production. I couldn’t put my other actors – the prepared ones – through another gut-wrenching performance. Another actor stepped into her role and performed beautifully through the remainder of the run.

The bottom line is everyone is replaceable. Everyone. Do the job you are assigned to do. Understand why you are paid and fulfill your end of the bargain. I have worked with colleagues that perform similarly to this actor, they fail to prepare and fail to perform their “own” job; trying to cover it by sticking their noses in everyone else’s affairs, hoping to divert attention. This experience changed how I direct and how I work. Recognizing your own responsibility and how it affects the team is paramount to achieving success, both individual and joint. And while “you’re fired” were difficult words to say, it was the best thing I could have done for the whole. And that’s what it’s all about.

by rayannethorn

from Bonus Track by RT on recruitingblogs.com

Wearing a Badge of Rationalism in a Realm of Possibilities

This past February, I had the incredible opportunity to ascend upon London to work at Broadbean’s corporate offices and attend #TruLondon, the unconference put together by the TruCrew that includes “MrBill” Bill Boorman, his lovely bride, Fran, Geoff Radical Recruiter and Sourcer Extraordinaire Webb and the lovely Maha Akiki. TruCrew seems to be experiencing some growth as several people have told me they are now a part of the Crew.

Perhaps, we are all part of the crew?

I think so, given what TRU is all about. Lucky for me, I made the trek to Toronto with the Contingency from Indiana (Andy Gregory and Jerry Albright) last September to attend RecruitingBlogs.com’s RecruitFest, where I participated, in original unconference format, in several tracks. One in particular led by MrBill gave me the opportunity to speak face to face with him and get an up close look at the passion he has for not only the industry, but for expanding the minds of those that live in our space.

London opened my eyes to many differences, yes, but more importantly to the similarities we all face in our jobs, goals, desires, and difficulties. To sit in a session led by Lisa Scales, Jason Davis and Craig Fisher or Alan Whitford, Geoff Webb and Jim Stroud leading tracks is inspiring in the fact in the recognition that we

are all really in the same boat, trying to get a handle on ever-changing technology as well as our hands on a paycheck. When a comrade struggles, fails or squirms, so do we. When a colleague is ripped-off, so are the rest of us. And we celebrate the successes of each other. How can we not? They are indicative of the hard work, the payoff, for which each of us strives.

TRU wants that success for each of us, this I know. The knowledge that is revealed in each corner discussion, the desire to share that knowledge and create a network of individuals that ache for growth and development in a field that embraces speed and the technology that provides that speed, is evident in each conversation and blog post. The invisible walls that once separated recruiters, hiring managers, HR professionals and vendors are being torn down. And TRU movement is part of that.

As quoted by Radical Recruiter earlier, “There has never been a more international group represented at any unconference in the USA.” I feel very fortunate to be listed as a Track Leader and look forward to earning my TruCrew badge, the badge of freedom that allows us to exchange ideas and information. The Badge of Rationalism, I shall call it. This is our realm; a place where spontaneous conversation breaks out, where listening occurs and maybe even some minds are changed. It is possible, it has happened. Before I enter each track, I will promise to maintain civility and participate with an open mind.

My passion for our industry is evident in every word I write, in every word I say, in every handshake, virtual or IRL. I value it and the people that make up our realm – if I fail at civility, at rationality, then I fail my badge, I fail my realm. But most importantly, I fail me; I fail at true learning and at the golden rule.

I’m choosing to not fail and I will honor my badge.

© by rayannethorn

TruUSA
Madison, WI
April 19 – 20, 2010
http://thetruconferences.com/tru-usa/

Thanks Julia Stone as BizWerks, Site Sponsor!
http://www.bizwerks.com/

Last Minute

A lot has been happening last minute for me these days…, and I am loving it. Part of what makes me love the recruiting industry is the need to be flexible and go with the flow. It is in my nature to love new things, therefore, I am a rabid learner, perpetual student, and embracer of technology and all things new media. Thanks goodness.

I was given two weeks to prepare for a trip to London. I usually write press releases last minute. AND I was just asked, a couple hours before show time, to join Bill Boorman as his guest on his radio series, “An Audience with…”

Very happy to do this and discuss recruiting, blogging, social recruiting, and Broadbean Technology.

Listen here: An audience with Rayanne Thorn

Just so you know, I love last minute. I is my father coming out in me. He was the master of last-minute planning and he was great!

The Debate Continues

I am sure others in the recruitment industry have heard and read the continuing banter regarding the impending death of job boards as well as the disagreements regarding employer/employment/employee/company branding (the fact that no one really knows which way to write it or say it should say something, eh?)

I love it when we are able to richly debate topics and not get crazy or name-call or dive into complete irrationality. Politics can learn a lot from many online discussions. Not all of course, I myself have had to delete a thread on my facebook page that took a wrong turn and complete strangers turned on each other.

Where we take discussions is up to us, learning to receive information with an open mind is elemental but certainly not easy, as proven online daily. Taking it to the limit should be left to the Eagles.

The fine line between education and domination isn’t so fine when topics are approached rationally, with clarity and with a learning mind. Open it, listen and then hear more than you want to. Don’t leave erudition at the steps of the school.

Oh the places you will go…

Under a Microscope – The Genome Project

Several years ago, I sat in a 200-level English course that studied different forms of story-telling. Two class sessions were spent studying the 1997 Andrew Niccol film Gattaca starring Ethan Hawke, Jude Law, and Uma Thurman. This sci-fi drama quickly became a favorite of mine, not so much because of its science fiction content but more for the triumph of the human spirit and brilliant performances.

The film was highlighted in this class because of the conversations its subject would invoke and provoke. It addressed the issue of DNA and “the human genome project.” In other words, the concept that one’s DNA should determine the course of one’s life and career. Individuals were tested at birth and even prior to birth to determine the “type of raising” they would require. For instance, if the bodily make up of an infant showed a high percentage for even the potential of heart disease or other affliction, the determined course of their life would lead them away from anything that would cause strain on the heart or other weak organ/function.

There was much animated discussion among the students as opinions were shared and rationally listened to. We each had to write a lengthy research paper citing sources and revealing our own opinions. It was about that time that I wished my genome profile had revealed my propensity toward a nervous breakdown should I have to write a lengthy paper.

These type of career-fit determinations undermine the whole recruitment process. Instead of a phone interview, you request a finger prick to ascertain DNA and, ultimately, the future. Instead of an on-site interview, an agility test. Instead of IQ or skill testing, a DNA bank will be cross-checked to find perfect placements. Interview questions will no longer be necessary, as all the answers will be revealed on a microscope slide.

When free will is removed, motivation to do well or strive for more is squelched because limitations are set and understood. Can your DNA show whether or not you are suitable for a specific job? What about company fit and potential culture clashes? Limitations do just that: limit. When capabilities are restricted, potential is never reached. Heart and determination have to count for something. It is far more complicated than a simple blood test, yet far more simple than a strand of DNA.

“There is no gene for the human spirit.” – Andrew Niccol, Gattaca

by rayannethorn

You Gotta Have Heart

The roar of the crowd was almost deafening. The floor of the freshly-waxed gymnasium shone brightly as six young volleyballers jumped up and down, joyous in their victory. They were eighth graders new to the sport, thirteen and fourteen years old. The last several weeks have been difficult. Soreness plagues a young body unfamiliar with lunges and squats. But practice and pursuit of excellence pay off when heart meets effort.

There had been much discussion between coach and the regarding building a core desire to do well. You can have all the amenities of an athlete. The right shoes. The right sport bag. The right shorts. The right location and coach. The right back-up support, parental units, family and friends. But unless your heart is there, unless your desire to excel and be all that you can be, the opportunity for greatness knocks on a locked door. Desire to do well drives and motivates even the weakest player, the most inexperienced player, to levels previously not approached.

These six girls knew the basics, they knew how to pass, set, and some were able to spike. There was one that rarely made a serve over the net. But they got a little taste of victory in an earlier game and they were hooked. The seed had been planted in their “heart.” A seed that grew and blossomed to become an incentive to play their absolute best, to dig into a sport they knew very little about just a few short weeks ago.

You’ve gotta have heart
All you really need is heart
When the odds are sayin’ you’ll never win
That’s when the grin should start -Damn Yankees

I guess the thing is…, you can win with skill and experience, but will it really matter without “heart?” Without skill and experience, you do not have a shot at winning if you don’t “heart.” How many recruiters are left in the game right now that don’t have heart? That don’t love this sport? That aren’t driven by love of making placements or connecting good people? That impetus, the desire to succeed in this industry can be driven by many factors, money being one. Those driven by money have probably struggled quite a bit over the last two years. Those driven by their hearts have probably fared better.

Skill and experience in recruiting go a long way. Having the wisdom to use both, properly, can be a difficult, but not impossible. But if you don’t like to recruit, if you don’t like talking to people, if you have difficulty with rejection, if you don’t like checks and balances, how can your heart fall in love the talent management industry? It cannot. It’s called engagement. It’s called heart.

by rayannethorn

Welcome to Beanland!

Back in August, I contacted Kelly Robinson with Broadbean Technology suggesting that we have lunch. He was fairly new the area having relocated from the U.K. to start up U.S. Operations. Newport Beach is only 35 minutes from me and I was very interested in learning more about the company and how I might help. I also wanted to further introduce him to RecruitingBlogs.com – a fantastic and active community of recruiters, HR professionals and HR vendors.

We met for lunch and I was so excited to hear about the plans of the company expansion and infiltration. . He expressed interest in learning more about what I do – the work I do with clients regarding the use new media to increase their online presence. We connected immediately and left our lunch happy to have met.

I heard back from Kelly and we met once more at his office where I enjoyed meeting the Newport Beach gang. I was impressed with the work they were actively engaged in and we had an animated two+ hour conversation with the promise to meet again soon.

Several phone conversations and email exchanges resulted in a job offer extended toward me. Frankly, I was a bit surprised and tenuous. I have spent the last two years building the base of my media consulting business. I happily accepted the offer and began my venture into Beanland on October 29th, 2009.

I am rapidly becoming entrenched in what it is that makes up this great company. The people are amazing, the company vision is far-reaching and I am so thrilled to be here. I will continue to produce my daily column Bonus Track on RecruitingBlogs.com and stay an active member of the recruiting and HR industry. Watch for updates as I climb the Beanstalk and continue in my adventures with A Thorn’s Point.

I’ll Take Cake

Candidate interface. Client interface. Knowing the goals of both is necessary and easily deemed tiresome. Not exactly the most exciting part of the job. Candidates and Clients: when you discover a lack of cohesion between the two, do you push on, hoping that deficiency goes away quietly into the dark? Sometimes the rug isn’t big enough under which to sweep the insufficiencies.

Finding the balance in a candidate where their areas of strength coincide with the needs of the Hiring Manager or department can be tedious but that is part of the gig, right? Knowing needs and also deciphering the needs you don’t know can be difficult but not impossible. The sometimes mind-numbing task of debriefing the Hiring Manager to ascertain every nuance of the job or team is, unfortunately, elemental to drive success in hiring.

Recruiting 001,  requires you, as the recruiter/staffing agent/HR professional/search consultant/talent acquisition specialist/personnel officer to discern this basic before you even start. How can you possibly identify a valid field of potential candidates if you don’t truly know the position and environment into which you are hiring?

In conducting professional reference interviews, do you ask the universal question, “What would you say John Smith’s strengths are?” And, of course, the converse follows, “If John Smith had an area that needed improvement, what would that be?” Discovering the weaknesses of a candidate can be a little more difficult than having a former supervisor extol the virtues of said candidate. Weakness is such a strong word and strength is so passé.

I love the deadly answer for both – “He is a perfectionist.” Of course, aren’t we all? It is even more precious when it comes from the candidate, himself. Discovery. Detective work. Sorcery. (sourcer-y) Magic. Archeology. Digging up the bones for the dog to chew on. Asking the right questions.
Not such a simple task but not that difficult either. It is as simple as…, cake or death?

by rayannethorn