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Facts VS Opinions

May 5, 2024 /

No really. There is a difference.

This came to an amusing yet frustrating head recently when I had the audacity to share an amazing post from my friend Dan (DanFromHR). You can read it for yourself HERE. The heart of Dan’s post was a factual explanation of how many companies navigate high cost of labor (HCOL) areas. To recap, in the US at least – there are going to be higher paying markets (most notably NYC, Bay Area, Boston) that will have a premium adjustment based on the COL in that area.

This is a FACT.


I know this is a thing that is known or proven to be true because I have worked for numerous companies that have created pay ranges and COL adjustments based on location for years. I have made PLENTY of those offers. I’ve even in rare cases been able to offer someone the choice between locations – many opted for the lower COL areas (Seattle vs Sunnyvale, for example) because the 10% or so premium wasn’t worth the lowered buying power. Cost of LIVING (not to be confused with cost of LABOR) is definitely a factor those new hires took into consideration before choosing their final offer location. I respect that choice.

What does this look like in action? Let’s say a national company is hiring in Kansas City. They also have offices in Ft. Lauderdale and NYC. Most of the country is probably going to be in what we call “standard” comp ranges. The average compensation for a marketing manager is 80-120K, with 100K being the “midpoint” or 1.0 compa ratio. (Here’s a great video on compa ratios from my pal Jessica from Workology)

It would not be crazy to assume that the 80-120K range is used in both Kansas City, Ft. Lauderdale, and many other areas. Where folks land in that range of course is subject to a WHOLE LOT OF THINGS I talk about in this 2nd of a 3 part video series on compensation. Now let’s also assume that the company has done their due diligence re: COL (high, low and standard) and that range for those areas is pretty darn great.

Oh – but now we’re expanding in NYC…. and the market laughed at our range. More due diligence is done, and a new “premium” is established – the range for that same role, level, and job family is now 96-144K (a premium bump of 20%) and a midpoint of 120K in NYC.

Now someone moving from Boise has interviewed and been given the opportunity to select their next location. We’ll happily hire in KC or NYC – and we’re approved to make a stellar 1.05 CR offer! That would be 105K in KC, or 126K in NYC. Both offers (in our hypothetical yet fact based scenario) would be strong offers for the role, level and markets.

Of course cost of LIVING is a whole other personal topic and one job seekers should definitely consider before choosing which location / offer makes sense for them. I just ran these calculations this morning and y’all….

YIKES! Now there are a thousands of reasons why folks would prefer one location over another, and there are no “wrong” answers to your personal life choices – just what works best for you. For me, being a Midwest native who doesn’t particularly enjoy big cities, I’m taking KC all day long. The fact that I would have SO MUCH MORE buying power is an absolute plus.

I’ve seen cost of labor premiums average between 10-40% from the lowest to the highest. I’ve NEVER seen on at 69% and certainly not 189% – which is what folks would need to make to maintain the same standard of living AND keep up with housing costs.

Yet with all these FACTS – I’m still expected to believe that companies are wrong for having premium locations based on the cost of doing business in said locations?

But I digress. Let’s get into OPINIONS.

Folks had some strong opinions about my post. There is absolutely nothing wrong with hating this concept. I get that remote work has thrown some complications – and many orgs still honor whatever geographic ranges they’ve established. For example, a company is authorized to do business in every state east of the Mississippi – they’ll likely have a range established for the Eastern half of the US and maybe a “Virtual-NY” range for the higher COL areas. Is it “fair” to pay someone in Bentonville 105K and someone in Brooklyn 126K for the same role and level? I have no idea. But it can definitely be “factual”.

I find it fascinating and a little sad when people start losing their minds over these concepts. I was called rude, dismissive, told the recruiting org at my ENTIRE COMPANY was not “trustworthy” – all because I dared to speak FACTUALLY about how compensation is structured in many orgs.

Can you imagine? I mean even just writing it out I’m struck by how sad and hilarious that is. Being literally angry at a stranger you’ve never met because they dropped a FACT?

“But I don’t like it” – you’re entitled to that opinion

“It’s not fair” – you’re entitled to that opinion

“Companies should do this other thing instead” – also entitled to THAT opinion!

There’s nothing inherently WRONG with disliking the way this company or that operates. There’s nothing wrong with expressing those opinions, asking WHY, and making suggestions about how you’d like things to be.

There’s something VERY wrong with attacking the messenger because you don’t understand the difference between facts and opinions.

Interestingly, no one bothered to even ASK my opinion. Nope – they jumped straight to insults and accusations. At least a couple of people think I’m some sort of corporate bootlicker who supports suppressing wages. Because… I provided… factual…. information.

Here they are – the opinions NO ONE BOTHERED TO ASKED FOR.

  • Everyone deserves an opportunity to earn a living wage.
  • Compensation ranges and inputs used to determine offers should be fair and transparent.
  • Virtual compensation ranges need some inspection and explanation.
  • No single person, company, or team has this all figured out.
  • Taxes and inflation are too damn high.

Finally, I REALLY believe most recruiters who talk about these topics are genuinely doing our very best to provide insight and information to help job seekers navigate this stuff more effectively.

Oh and honorable mention to the assclown who went on a “liking” spree of all the comments attempting to hurt my feelings (lol as if I had any left) and who ALSO made a snarky comment about my “influencer” status. Imagine the hilarity that ensued when I went to check if we’d interacted previously (we’d been 1st level connections). I found an unread message from this individual… wait for it…. asking me to USE MY INFLUENCE to get eyeballs on one of his posts.

You can imagine how I responded to that.

Automation In Recruiting??

September 16, 2022 /

Yes, dear readers. Even I, Bot Slayer of Recruiting, believes in automation done right.

Automation can be such a time saver when implemented correctly. Repetitive tasks like note taking, or scheduling can be automated (or at least made easier) with technology. Where I’ve personally seen the biggest impact is through SOURCING.

Shout out to my friends at HireEZ! I use this AI sourcing tool ALL THE TIME. In fact, I don’t go to a new hiring manager meeting without labor market insights. I encourage my sourcers to use the AI sourcing function. It’s been an absolute game changer for me over the last 10 years or so I’ve used it. There are other similar tools out there so this isn’t necessarily a plug for one particular system, but I do love it and encourage you to check them out!

Like any form of automation, the tools are only as good as the recruiter using them. We can screw up badly if we have the wrong inputs. It’s a fact. THAT is how you get mismatched outreach, or delivery driver roles texted to you at 6 am. Someone used their “automation” badly.

Very, very badly.

As always, holding the end users (in this case, recruiters) accountable is a GOOD thing – automation is only as positive or negative as the person wielding it. Keep that in mind and ASK the recruiters representing the companies you want to work for.

Remember what happens when you ASSUME. Get the facts straight from the source instead.

How To Answer “What Do You Know About Our Company?”

August 19, 2022 /

Not a fan of this question y’all.

Ok – it’s IDEAL if a candidate does a little research on an organization before starting the interview process. Is it a DEAL BREAKER though if someone hasn’t? This recruiter doesn’t think so!

As for me, I prefer to frame the question a little differently – “what can I tell you about our company?” This creates an opportunity to ask literally anything – you might have already done a ton of research and are looking to verify what you know! You may know absolutely NOTHING – and that’s ok too.

For the very first introductory call, I have zero expectations of what you should already know.

Unfortunately there are recruiters and companies out there who use this as a pass/fail question. If you haven’t done minimum research, they won’t proceed with your candidacy. While this is absolute LUNACY to me, I’ve come up with a few suggestions on how to prep for those intro calls in case you run into those gatekeepers in the wild.

Research the RECRUITER

Typically your first contact is with a recruiter. This is especially true for agency represented opportunities. Some third party recruiters won’t even give up their client’s name until they get you on the phone! (how the heck are you supposed to research THAT…) Here’s the deal – recruiters are gonna tell on themselves. Check out their content, their communication, expectations they share broadly. You can learn a lot about the kind of person you’re potentially working with by watching how they communicate with the masses!

Prepare Questions

Let’s say you DO take a few minutes to google the company. You can pick up some PR blessed insights of course. Glassdoor ratings, Blind posts, there’s usually no shortage of information out there. But is it ACCURATE? Hard to say. Simply having a sense of the company’s purpose (ABC Company is the largest widget manufacturer in the Midwest!) might be a good start. Now let’s fill that in:

  • How does this role/team fit into the larger organization?
  • Besides what’s publicly available, what can you tell me about growth plans or expansion?
  • Is there anything you can share about Hiring Manager’s leadership style/deliverables/future state of the team?

Remember Why You’re Here

Interviewing is a data collection exercise – on both sides. The introductory conversation is simply that – an introduction to the team, potentially hiring manager, team members. You’re going to learn more with every interaction, and should feel comfortable asking questions that matter and provide data YOU need to know before moving to each next step. You don’t have to know it all going in, but you have the right to get it all as you go through their interview processes.

Want more insights? Check out the AMA Friday video on this topic HERE.

The ONE Thing Job Seekers Can Control

January 4, 2021 /

 Y’all I’m going to drop some very loving truth bombs right now. Prepare yourself.

No one – NO ONE – is responsible for your job search but YOU – the job seeker. Not recruiters. Not hiring managers. Not HR. Not your momma. ONLY you. While any number of these people can help you as you navigate your search, the actions you take are ultimately yours and yours alone. 

Of course the obvious push back to this (and rightly so) is that job search is so f*cking confusing. Apply to everything. Don’t apply to anything. Network. Show your value. Have 47 versions of your resume. Don’t make a resume at all. Stand out. Stand in. Stand over there. Stand on your head.

 

 

WHAT IS A JOB SEEKER TO DO?

There is exactly ONE THING in this entire process start to finish that is 100% in YOUR control. That is the information you choose to provide to a company/hiring manager/recruiter. It is usually in the form of a resume, possibly a cover letter, and almost certainly information in an online application. Before we talk about that, let’s start by getting clear on some of the fundamentals. The usual caveats apply here – your personal mileage may vary. Your friend’s neighbor’s cousin’s ex-boyfriend once dated a girl who’s sister had a COMPLETELY different experience. Cool. You’re free to chase whatever thought leader feel good nonsense you like. If you’re open to some tough truths that may give you a fresh perspective, read on!

Job Descriptions

MOST job descriptions are written by business leaders. A lot of the formatting or required fields are created and approved by HR, Marketing, and Legal – but typically the meat of the JD is created or at least influenced by the managers, who know what it is they want to hire for. We hear a LOT of complaining about “entry-level” job descriptions requiring 5+ years of experience. Guess what? Those roles are not entry level. I am not sure why they are classified as such – they’re not. This article from Indeed describes “entry-level” as follows – 

 

  • “Degree not required” entry-level jobs: These types of entry-level jobs do not require a college degree and may not require any previous experience. Examples of jobs in this segment include data entry, technicians, retail and sales positions and administrative positions.
  • True entry-level jobs: True entry-level jobs are those that you can typically get upon graduation from college. These positions require applicants to have an undergraduate degree and possibly internship experience. Examples of true entry-level jobs can be found in the career fields of marketing, healthcare, law and finance.
  • “Professional experience required” entry-level jobs: This type of entry-level position requires applicants to have at least one to three years of full-time, professional experience in the field. Employers are looking to fill these types of roles with professionals that require minimal training and guidance during on-boarding. These entry-level jobs are commonly found in the areas of business, science and technology.
Now most of us would agree that that requiring ANY experience makes a role by definition *not* entry level, but there you have it. Fortunately, depending on the organization – “experience” MAY include research projects, internships, or certain academic experiences. This is also a good time to point out that a number of large companies, particularly in tech, have a very specific model for hiring new grads. There are literally entire groups of recruiters dedicated to Campus Hiring – college students and fresh grads often find themselves frustrated by trying to apply to industry roles (aka NOT true “entry level”) with companies who’s recruiters aren’t even allowed to talk to them. More on that in an upcoming AMA video. 
 
Of course mistakes are still made. Lots of fun is poked at ridiculous postings like the one asking for 12 years of experience in a 6 year old technology. It’s embarrassing, funny, and thankfully RARE. 
 
Speaking of Job Descriptions….
 
Basic Qualifications
 
For companies in the US subject to OFCCP requirements, Basic Qualifications (BQs) are NOT negotiable. EEO rules require these companies to create minimum qualifications that can be measurable and easily identified on a resume. Frequently Asked Questions found here provide a pretty decent breakdown of what a BQ actually IS, along with some other info. A lot of job seekers make the mistake of assuming this only applies to federal contractors – while this is technically correct, any company doing business to the tune of 10K or more annually is a Federal Contractor. Looking at you, most big tech companies. And banks. Basically anyone who does business with the government. This could be selling cloud services, advertising, equipment… the list is probably a lot longer than you think. Bottom line, companies have a responsibility to make BQs as minimal and fair as possible, but job seekers ALSO have a responsibility to make sure their application speaks to their fit for those qualifications.
 
If you’re “close” – it may make sense to apply anyway. Smart recruiters will look at these “near miss” applicants and try to map them up to more junior roles or short list them for future hiring needs. They may also use them as a reason to go back to the hiring manager and say “LOOK AT ALL THE NEAR MISSES WE HAVE” – and come away with a newly redefined role that you’re now a perfect fit for.
 
Companies (and their hiring managers / recruiters) have a RESPONSIBILITY to be as clear, succinct, and reasonable as possible in their job postings. I understand this is not always the case. As job seekers, we can’t control that. We can only work with the information we have, and respond accordingly. Which means…
 
Resumes
 
Ah… NOW we’re at the part that you can control, full stop. We’ve found a job that’s right for us. We meet the qualifications, and we’re ready to apply! If you’re worried about the dreaded ATS, watch this video. Even though we’ve told you time and again about humans reviewing your resume, it’s important to note what those humans are looking for. Generally speaking, they want to see “proof” that you can do the job. Context is important – just matching keywords rarely gets you past a quick view. Your resume is usually the first thing a prospective hiring manager or recruiter will read from you. It’s also the one thing that is completely within your control. 
 
YOU get to control what is in your resume. You decide the format, the context, the keywords. While there is a lot of guidance out there, including some worth every penny resume writers, it’s still YOUR resume, and you get to decide what to put on it. There’s literally no one policing this. So why wouldn’t you choose to optimize it for the people you want to read it?
 
I’ve shared the story before about the job seeker I was attempting to help who wanted a job as a forklift driver. He couldn’t understand why he wasn’t getting calls, as he had significant experience in this field. When he showed me the resume he was using to apply, there was not a single mention of forklifts. None any of the certifications he had. NOTHING that would indicate he’d ever set foot in a warehouse. There was NO changing his mind that online applications and the assholes behind them weren’t at fault. What he failed to accept was that his resume, the information he was providing, was completely on him. He couldn’t control what companies were posting. He couldn’t tell them which ATS to use, or how to structure interviews. The information he was putting in front of them? That was all him. And he refused to see the errors he was making. 
 
As a job seeker, you can’t guarantee job descriptions will be well written. You can’t be sure the recruiters on the other end of the ATS knows what they’re looking for. You can’t even really predict the format of an interview and can only do your best to influence the outcome. You CAN control the information you’re putting forward as an introduction. Instead of bitching that a company is focusing on required skills, maybe just take a minute to make sure you’re talking about your expertise in said skills? We hear this a lot in industry changers – for example, a job seeker noted they use “EPC” in their industry, whereas in tech the terminology would be “engineering supply chain”. Now we can agree that any recruiter or hiring manager worth their ATS log in could recognize interchangeable terms like this, why leave it to chance? The more you mirror the language in the JD (aka what the managers are looking for), the less you have to worry about silly “keyword” matching. 
 
YOU decide what companies you want to apply to.
YOU decide which roles you fit the qualifications for.
YOU decide what information to put forward in the application, networking email, and resume.
 
For more insight, check out my All About Resumes Playlist – and take charge of the one thing you are fully in control of.
 
 

Metrics That Matter

July 12, 2019 /

Pull up a chair and grab a beverage kids, we’re diving in to METRICS!! Everyone’s FAVE subject especially if you suck at Excel and data makes your eyes glaze over (just me? oh, carry on then).

Waaaaay back in my agency days I was taught to dial the phone 100 times a day. That’s right. Pick up the handset, dial 100 different phone numbers in an effort to connect with at least 10 people. Out of those 10, you could hopefully find one qualified, interested candidate for your open role(s). Good times.

Fast forward to the internet where everyone’s a marketer. Lord save me from girls I went to high school with trying to sell me pink drinks and essential oils. Now it’s all about connects, retweets, and page likes. We still somehow / some way have to get CANDIDATES connected to HIRING MANAGERS, but there are still some die hard phone enthusiasts out there, God love them.

People are easier than ever to find, yet harder to engage. We have to rise above the noise and whatnot. This post though, isn’t about THAT. If you want more about how connect with prospects (or at least not send shitty inmails) check out this post. If you don’t believe me, hear straight from the source on this post. But come back because this is important, y’all.

Ok so METRICS! YAY! What should I REALLY be thinking about and measuring? How do I know I’m doing a good job? What the hell is a funnel anyway?

Here are the key measures of talent acquisition success, plus a true story to back it up – I’ll lay out definitions and rough process based on my completely biased yet accurate experience at multiple tech companies.

Pass Through Rates (PTRs) That Matter –

  • Submittals : Tech Screens
  • Tech Screens : Onsite Interview
  • Onsite Interview : Offer Extended
  • Offer Extend : Offer Accept

For our purposes, the candidate process looks like this –

  • Submittals – prospect has been fully vetted for interest / fit by a sourcer or recruiter
  • Tech screen – conversation between hiring manager or other qualified person and candidate
  • Onsite interview – you should know this one
  • Offer extend – I am giving you a letter with numbers on it
  • Offer accept – you like my letter and numbers
Here’s an example of what that might look like. For my visual people – 
I know what you’re thinking…  AMY! That’s a 50% DECLINE RATE! What the WHAT?
Yep. I thought so too. 
Once upon a time a young tech recruiter worked for a really cool team doing big important things at a giant company. Let’s call her Amy. She was invited to a VP level meeting where she was told the team needed to see MORE RESUMES. Amy panicked, thinking “but I’m so BUSY… I’m sending TONS of resumes… what the hell are they talking about?” 
Luckily Amy was SMART and Amy had DATA. Amy was able to prove that over the last 3 months resume submittals had actually INCREASED. 
(some data slightly changed to protect the innocent, but the percentages are ACCURATE)
Jan Feb Mar Totals PTR
Submittals 41 58 71 170
Tech Screens 34 50 66 150 88.24%
2nd Tech Screens 27 30 36 93 62.00%
Onsite 10 17 21 48 51.61%
Offer Extend 3 5 8 16 33.33%
Offer Accept 1 3 4 8 50.00%

Now Amy had a story to tell. 
Here’s what we learned – 
  • We were seeing lots AND LOTS of resumes. In fact, the pipeline is increasing month over month. We liked most of them enough to talk to them.
  • Our ratios were relatively strong, considering the expectations of the roles (variety of engineering/PM/data science roles across levels)
  • We actually had an extra step in the form of a 2nd tech screen – potentially a factor in timing, interview fatigue, or part of why we were trending above OS:OE PTRs
  • We were extending a decent # of offers and trending above company norms of 20-25%
  • CLOSING was our pain point
***Bonus Point – people were leaving US at various steps as well! That was explored further in later reporting***
Armed with this kind of information, you get to drive the narrative. In this case, we had a lengthy discussion around our accept rate, and decided we could live with it based on a number of factors. More on that in a future post. 
Bottom line is this – I went into a meeting where the expectation was I was going to rain more resumes into a leaky funnel without any real understanding of the metrics. I LEFT the meeting a strategic advisor who was able to create a clear, actionable plan based on market realities. I had a GREAT story.
What’s YOUR story?

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