Talent Acquisition is Busted

overwhelmed by HR

I have spent a good deal of time over the last several months researching and learning how companies source, select, and onboard employees, and manage their performance and career development. What prompted me to begin this research was a call I received from a job seeker in 2014. I listened patiently to this persons 15 minute rant of how HR had convoluted the application process and how did anyone ever find a new company?  I explained from my experience how the hiring and selection process had changed over the years and how it worked. I later sat down and documented the application and hiring flow as it was in 2014 and realized that yes, he was right. The process is busted.

So this is how the process works in many companies. An Applicant Tracking System was purchased so that the application process is automated and potential employees  can apply online. I have heard that in some cases hundreds of resumes are received for a single job. Most companies do not have the manpower to review and screen that kind of volume of applicants.  Some ATS  systems look for key skills and experiences, for a match to rate the applicant against that criteria. The application is scored and posted in the system for review by the recruiter, or designated person responsible for reviewing applications and resumes against the preset criteria. In many cases the recruiting function is an entry level position, with only 1-3 years of experience in recruiting. This person then decides if the person is worthy of an interview.

The recruiter or designated person then calls the individual for a phone interview. In most cases this is to review the person’s education, past duties and responsibilities and to discuss why they are making a change. A decision is made as to whether or not this person should be brought in for an interview.

The candidate is then interviewed by a human resource professional or the hiring manager. There may be prepared questions, or the hiring manager may create their own questions. Some companies have a third interview process/policy or move right to the offer. The position is filled.

So what happened to the other 237 applicants who submitted resumes and applications? Sometimes a computer generated rejection letter is sent, or there is no further contact with that applicant.

I actually went online and went through the process myself with several companies. I applied to see what would happen. I went to Linked In and discovered a number of recruiters and hiring managers went to my Linked In profile. Not one of them personally reached out to call, email or make any kind of contact, positive or otherwise. If I have a need for the products and services of this company, what kind of impression do you think these companies left with me? If I, and the other applicant’s value respect for the individual, these companies were not a match for me or anyone else that holds that value.

I am sure that there were many qualified applicants and the companies found the perfect fit. Or did they? What about the other 237 applicants and the potential they could bring to that company? Did the applicant tracking system maximize the ability to screen for past success and future potential? Or did the company hire an individual that was a referral from a current employee? Or was the position filled from within?

I then went looking for the employer’s point of view.

PWC 19th Annual Global CEO Survey states that 72% of CEO’s are concerned about having the right skills to compete in the global marketplace. Of those CEO’s 48% said they plan on adding headcount in 2016.

PWC also discovered that top talent prefers to work for organizations with social values which are aligned to their own. Did the applicant tracking system screen for values, sense of purpose, quality of character, ethical behavior, or leadership potential?

Getting and keeping top talent will be topic we will examine and report winning strategies over the next few months. What is your people process? Is your process busted or cutting edge?

The One Big Thing

The One Big Thing

This is my year for clarity.  What are my offerings, who is my preferred customer, what is my value proposition?

As I defined those areas, I needed to define “What is the most important thing a business owner needs to consider when it comes to people”. What is the One Big Thing? Clearly defining what are the results you need from that position for company success?

Sounds easy right? Go to the internet, search for job titles, look at sample job descriptions and then use the job descriptions you find as a template for your position.

I hear laughing because you did just that and it did not work! Companies are much more complex than in the past, one size does not fit all. It is also critically important to understand how the size and employee count are huge considerations when determining the requirements for a successful hire.

Let me give you an example. A colleague of mine mentioned that a client was searching for a HR generalist with a focus on sourcing and interviewing, and was I aware of anyone who was looking for a generalist position? I asked if there was a job description that I could review to determine if my contacts were a good fit.  When I received the job description there was no mention of these skills or focus in the description! I would have referred the wrong individuals, but more importantly, the company may hire the wrong person if the job description is used as a guide to interview and hire.

Clearly defining the job up front streamlines the candidate selection process, and insures you hire the right person the first time. What is your process to determine your next great hire?




HR as a Business Partner

Transactional HR vs. Strategic HR

I am told there was a time when human resources was called personnel. The personnel department processed payroll, administered benefits, interviewed candidates for jobs, and other administrative duties. I refer to those types of functions as transactional HR.

As time went by, human resources became the compliance police in addition to their personnel duties. HR oversaw OSHA compliance, Family Medical Leave Act, Fair Labor Standards Act, wage and hour guidelines, kept the company from getting sued, well you get the picture.

Today human resources is strategic as well as transactional. Human resource professionals have to understand a profit and loss statement and have a deep understanding of the business to best support their teams.   Business leaders today look to the HR department to assess labor availability before entering new markets, identify future leaders and find assignments to ensure those individuals are ready for their new roles, and put performance plans in place to hold people accountable for business results.

When choosing a human resource support company, consider these things. “Do I need help with the transactions associated with HR, the legal and regulatory, or a strategic partner in finding and developing talent to meet my business goals”? Being clear on these points will make finding the right human resource partner a shorter and painless process!

We help companies grow until they need a dedicated HR department. Let us know how we can help.


The Amazing Truth about Video Marketing

Ever thought about using video to market your business?

Great! So, have you actually done anything about it?

Most business owners I talk to have either:

a) fantasized about creating great marketing video, but never done anything about it, or

b) have filmed one video, became so discouraged by the process, the time wasted and the lack of results, that they never did a second one.


The 3 Reasons You’re Not Using Video


The reason you’re not using video is usually one of these:

1 – Overwhelm

2 – Time Suck

3 – Shame


You’re either . . .

Ÿ  overwhelmed by the technology (What kind of camera do I use? How do I light it?  How do I edit video? How do I post it/share it/upload it/convert it/render it?) Ÿ  frustrated by the hours and hours it takes to learn the technology, film, edit, post, share, embed, optimize and repeat the process all over againŸ  or you’re stuck in fear around what you look and sound like on video.

Here’s the truth, video can be confusing, overwhelming and frustrating if you don‘t have a system to follow.

Here’s another, more important truth. 

Video marketing is a hoop worth jumping through.  This is why . . .

Forrester Research tells us that 1 minute of video is worth 1.8 million words of text.

Think about the real impact of this amazing statistic.  Imagine you wrote one 500-word blog post or article every day, 365 days a year.

How long would it take you to write 1.8 million words of text?

9.9 years.


Would you rather spend 10 years writing 1.8 million words of text? Or spend a few weeks learning a system to create video in one hour or less?

Video marketing works and there’s a way to do it that simply wastes a LOT of your time and money.  And there’s a way to do it that generates results.

It’s not as simple as filming something, posting it and watching the money flow in.

Cisco tells us that by 2018, 84% of online traffic will be video. No matter who your audience is, they want to interact with you on video.

Will you be there for them?  If you figure this stuff out now, you’ll leap ahead of your competition.

Ready to learn more?

Join me, Mary Henry and 6 other subject matter experts for

Bottom Line Bootcamp

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Lynn Ruby, CEO & Founder



Lynn Ruby, a leading authority on marketing and video marketing in particular, is the founder of After 25+ years in the trenches leading the marketing efforts for the corporate world, Lynn now brings the power of online marketing expertise to business owners.

She works with entrepreneurs who are really good at what they do and yet are sometimes confused, intimidated or downright skeptical of all the hype about online marketing.


Lynn is an expert at easily explaining complicated technical and marketing strategies and systems in everyday, ordinary language so that business owners can make intelligent decisions about what to implement for their business.


If you want someone you can trust to lay it on the line for you regarding online marketing – and video marketing in particular – Lynn Ruby is the person.

Get your free Video Marketing Toolkit at




Finding and keeping great talent

Finding Great Talent

I recently attended the Society for Human Resources national conference. I always return energized, and anxious to share my new found knowledge. While there we a number of fabulous programs, two in particular stood out and they were directly related to one another. How will companies grow and where will the find the right people to grow the business?

The first dealt with a global forecast on talent presented by The Boston Consulting Group. At the risk of oversimplifying their findings, the high level overview is that the competition for talent, such as IT and engineering will increase in the US, Brazil, Canada and China as well as emerging nations. Boston Consulting asked the question, “Will you have the human resources available to carry out your business plans? If the experienced individuals aren’t there, what do you do? Harvard Business review states that experience is overrated, and potential is more important. title=”Talent Spotting”> Then the challenge is who will train and develop those high potential employees?

The second program was a unique interviewing process to better predict job performance. Group interviews were more successful that one to one. Getting a team perspective on a candidate and how they would perform was a better indicator of success and longevity on the job. New and existing companies growth plans have traditionally revolved around new product development, marketing, execution and operations. In some companies their ability to meet business objectives may be hindered by a lack of qualified employees. There also great tools assessment tools out there with a 90+ retention rate after one year.

When this 3-5 year recession cycle runs it’s course, and demand for goods and services increases will you be ready? Will you have the human capital and a plan to attract and retain these highly talented people? Should you hire now in the down cycle before the competition for talent heats up?

What’s your plan?