musings of the sassyhrgal

[sassyhrgal]

top 10 (no bs 💩) job seeker tips

I’ve been in HR for a minute (going into my 19th year - gulp!) and I often get asked if I have any tips for job seekers, so here’s my honest, no bs, top ten tips:

1.    Only apply to jobs that you’re qualified for.  

Listen, I know it sounds like I’m giving out basic advice here, but you would be shocked and appalled at how many people apply for EVERY job advertised on Indeed on any given day. I was once tasked with recruiting for a Service Plumber role for a Mechanical Contracting company.  Despite my attempts to clearly articulate the REQUIRED qualifications (i.e. Journeyman Plumber with 3+ years of commercial plumbing experience) - and by required I mean essential, not nice to have - I received 1201 applications.  Of said 1201 applications, 36% (so, 432 candidates) did not have plumbing experience.  Not only were they NOT journeyman plumbers with 3+ years of commercial plumbing experience, but also, in some cases, they had probably never even unclogged a toilet with a plunger.  They were accountants, they were customer service representatives, they were truck drivers, but they weren’t plumbers.

2.    Be thoughtful, do your research, and customize your application.  

Know the role that you are applying for and how you, your skills and experience can add value to the organization.  Take the time to research the employer - know the space they’re in, know their mission/vision/values and research their culture, research who their competitors are, research what their contributions have been and research what their challenges are.  You can find out all sorts of information (the good, the bad and the hideous) about companies on the internet machine (company websites, blogs, Facebook, LinkedIn, news outlets, Glassdoor, etc.). Customize your application to show that you’ve taken the time to research the company, that you’ve been thoughtful, and that you want THIS job, not just A job.

3.    Don’t be sloppy.  

It may sound petty, but as someone who has done a lot of recruiting in her life, know this: Spelling counts.  Grammar counts.  Not having words cut off in your PDF counts.  All of it, it counts.  First impressions matter.  I can’t stress this enough.  From your first point of contact with an employer, you are shaping the impression that they have of you.  Take this seriously - as seriously as you would a first date with someone that you’ve had a crush on for weeks.  If you want to get to the second date, you’ve got to put in the effort.  And at a bare minimum, it means you need to take the time to check your spelling and grammar.

4.    Follow the application instructions.  

I was recruiting for a Leadership position for an innovative, tech start-up and within the job posting, I made it crystal clear that the company was EQUALLY focused on hiring someone for cultural fit as they were for technical qualifications and/or experience.  In the application instructions, I asked all interested candidates to apply with a resume AND cover letter that outlines why their skills, experience and personality would make them an excellent candidate for the role at said start-up.  And you know what I got?  300+ boxed Indeed resumes with NO cover letters.  And you know what they got?  Rejection notices.  

5.    Be on time.  

I can’t tell you how often this happens.  I set up a time (in ADVANCE) with a candidate to conduct a prescreening interview over the phone.  I send a meeting invite, they accept, and then I call them at the agreed upon time.  The phone rings. And it rings. And then I’m invited to leave a voicemail.  So I do, and an hour later,  the candidate calls me back and says something to the effect of “oh, I thought you mean 2ish - not 2:00 on the dot.” I meant 2:00 p.m. I meant 14:00.  I meant the time specified in my meeting invite.  Again, whether you mean to or not, it creates an impression that you’re unreliable, not that interested, or can’t tell time.  (Hint:  None of these bodes well…).  When you have an interview, plan ahead.  Assume things will go wrong. Expect the unexpected. Be on time. 

6.    Practice your stories and make sure that they’re true.  

Here’s the thing, you can anticipate at least 75% of the questions that you’ll be asked during an interview IF YOU READ THE JOB POSTING.  The qualifications section generally outlines the skills, experience and competencies that the hiring team is looking for, so anticipate what questions you’ll be asked and be practice your “stories”.  Be prepared to tell the interviewer why you’re interested in this job, this company, this role, be prepared to explain how your skills and experience make you a good fit for the position, be prepared to tell a story about how you handled a difficult interpersonal situation, be prepared to talk about how you prioritize tasks, stay sane and organized, be prepared to talk about your strengths and areas for development, be prepared to give examples of how you demonstrate the technical skills required for the role, be prepared to tell them about a time that you took initiative, be prepared to tell them about a time that you demonstrated creativity, innovation and the ability to work in the grey (because we all know that work isn’t black and white).  When you tell your stories, make sure that they are concise - a good formula is to explain the problem, what your role was, what action you took, what the outcome was, and what you would do differently if you faced the same situation again (in less than two minutes).  Oh, and make sure your stories are true, and that you’re not ripping off some other work superhero’s story. When I interview someone, and they tell me a great story, I often ask if I can speak to the person that managed them when they saved the day.  That’s when shit gets real, quickly. 

7.    Wear pants.  

In today’s technological world, I conduct my fair share of video interviews.  And I’ve seen a lot more than I signed up for.  I once interviewed a candidate on video and he looked very professional - neatly combed hair, hipster glasses, a neatly pressed shirt, a spiffy blazer and a VERY cool bowtie.  All was going well, until question 3 when I noticed that there was a full-length mirror behind him, which reflected the fact that he wasn’t wearing pants.  Don’t. Forget. The. Pants.

8.    Don’t be THAT candidate.  

You know which candidate I’m talking about?  The candidate that turns a weakness/area for development question into a positive (I’m a workaholic, I take on too much, blah blah blah).  Be honest. Be genuine. Tell me the truth.  If you tell me that you haven’t had a ton of experience in one area or that you need a refresher on a specific computer application, I’m going to respect you more and feel like you have integrity.  Because it’s all going to come out if you get the job; so just be REAL.

9.    Don’t be rude. 

When I’m conducting interviews, I often ask a question that is seemingly unrelated to the job.  A few months ago, I asked a candidate this question, and here’s how our conversation unfolded:         

Nice HR lady (me):  Outside of work, what is your greatest accomplishment?

Rude Candidate:  I think that’s an inappropriate question.  Frankly,   I’m not going to indulge your nosy question, and I’m going to speak to your HR department about it.  How would you like it if I asked you the same question?  

Nice HR lady:  (1) I’d be happy to share my answer to the question:  I’m not a particularly athletic (or quite frankly, coordinated)  person, but in 2007, I climbed Kilimanjaro.  It was the most grueling physical and mental challenge of my life.  I trained for months, I put my big girl panties on, and I conquered the crap out of that mountain.  (2) I ask that question not to be nosy, not to be intrusive, not to trap you, not to find out if you have two wives and six kids.  I ask this question because it gives me a lot of insight into WHO you are, what makes you tick, what  drives you, it gives me a sense of how determined you are, how resilient are you, what kinds of cool hobbies you have and it allows  me to connect with you on a human level.  And (3) I am the HR department - consider your complaint lodged.                

Rude Candidate:  (Silence...)

Lesson:  Don’t be rude to the nice HR lady.  

10. Don’t be cookie cutter.  Be authentic. Don’t try to be who you think they want you to be. When you do this, they can see it. They can smell it - and it doesn’t smell good.  It smells like lies and plastic, and plastic is toxic. Be yourself.  Show them who you are.  This doesn’t mean that you should include a picture in your application (please, please don’t do that).  I mean, show them that you have a personality, show them your passion and enthusiasm, show them your sense of humour, and show them your quirky, lovable self.  They will remember you.  They might even hire you.

be happy, be well,

saira - the sassyhrgal

[sassyhrgal]

conversations with a unicorn

A few weeks ago, on my regularly scheduled commute from Calgary to Toronto, I got to talking to my seat-mate who had recently graduated from a marketing degree program and was about to enter the workforce.  She was what I refer to as “fresh blood” – she was young, green and so genuinely excited about her future that she was practically vibrating in her seat.  She was excited about her new job, she was untouched by disengagement, she wasn’t jaded by workplace politics…heck, she was even excited about all the podcasts that she would listen to during her 45-minute one-way commute every day (ha! let’s see how long that enthusiasm lasts…). Did I say seatmate?  I meant unicorn.  I was sitting next to a unicorn :)

In any case, I got to chat with this unicorn, and she told me the story of how she had two amazing job offers from two very cool companies.  

Nosy HR Lady (me): What made you choose the Company that you did?

Unicorn:  Culture (insert smug smile).

Nosy HR Lady: Tell. Me. More. Please. (insert pleading voice, as Nosy HR Lady is also a bit of a #culturegeek).

Unicorn proceeds to tell me all about how many cool perks the Company offered (which made my heart plummet like hitting an air pocket, in flight).

It got me thinking…these days, there are a ton of cool (and CRAZY) perks being offered by organizations of all sizes. Here are a few examples and had me doing a double take:

1.  Concierge Services:  Imagine that you come into work and drop off your dirty laundry by 10:00 a.m. and the laundry fairies have it washed and folded, ready for you in a personalized bag by the time you come into work the following day?  Also included?  A fairy that will do your grocery shopping and deliver it to your home, take your car in for servicing, stand in line for you to get the hottest concert tickets, and even a fairy that will CLEAN your HOUSE twice a month.  These “mommy” services are included in your ever-growing menu of perks.

2.  Overly Pet-Friendly Workplaces:  And I don’t just mean bring-your-dog-to-work days. I mean, bring-your-dog-to-work EVERYday, and we’ll walk your dog twice a day, feed your dog (meals and snacks), pick up the doggy doodoo, get your dog groomed for you and cover your dog’s health insurance too.  Not only that, but if your pet goes to “the farm”, we’ll give you pet bereavement leave too.

3.  Wellness Services:  Some companies offer gourmet meals and have award-winning chefs on staff, they offer their employees yoga on-site, acupuncture & free herbal supplements onsite, massages on-site, a gym and personal training on-site, and even HAIR-CUTS on-site (wait, what the what?) Another company offers employees a fleet of yachts to use in their spare time (you know, when they’re not grocery shopping or walking their dog or getting a haircut).

4.  Creative Services:  At one “creative company” employees are eligible for up to $150 per year to go get a TATTOO.  The only catch being that the tattoo should not be on their face…hmmmm.  Another company offers their employees an annual clothing allowance of $500.  And yet another company supports employees who leave their company to start their own businesses – they offer their blessing AND financial investment or support in raising venture capital (that’s what is meant by leaving on “good terms”).

5.  “Family-Friendly” Perks:  Some companies pay for their female employees to freeze their eggs, another gives parents of newborns $4,000 in “baby cash”, still another company will reimburse any full-time employee for their wedding of up to $20,000, and another well-known company (that rhymes with frugal) gives surviving spouses or partners 50% of the deceased employees salary for TEN years.

So while these are all decidedly, mind-numbingly AMAZING perks, they are NOT culture.  You can read my musings on what culture is here.  Culture ≠ perks.  Perks are sweeteners, but they are NOT culture.  Your culture is not defined by whether you have a ping-pong table, free snacks, a beer fridge, onsite massages or a nap room (although, seriously, that would be life-changing).  Don’t get me wrong, I’m not knocking perks. Perks can enhance culture, but they are by no means a substitute for culture.  Perks can attract people to an organization, but they won’t keep people at an organization. Unlimited free snacks won’t make up for a toxic, high stress working culture.

Nosy HR Lady to Unicorn:  A word of advice:  Don’t just get wooed by the company that offers some of the crazy, sexy, perks - some perks are analogous to putting lipstick on a pig – strip off the lipstick, and you still have a pig.  Find out if the company takes “care” of their employees – as in – respects them, coaches them, develops them, shares information transparently (the good, the bad, and even the ugly) with them, recognizes their accomplishments and supports them in their struggles, because that’s what REAL culture is.

be happy, be well,

saira - the sassyhrgal

[sassyhrgal]

the culture rant

Culture is more than just the biggest workplace buzzword of the year 2015. There is no shortage of definitions of organizational culture.  Seriously, look it up.  After reading about 468 definitions, here is a sampling of my favourite definitions of culture:

noun | cul·ture  | \ˈkəl-chər\

a set of shared beliefs, attitudes, values, goals and practices of your organization.  

“the collective way we do things around here”.

the manifestation of what your company values - what behaviours you reward, who you hire, how work gets done, how the physical space is organized and how decisions are made.

the “personality, heart and soul of the organization”

If culture is hard to define and explain, then it’s also a hard thing to get right.  Culture means different things to different people. Culture isn’t static, it’s fluid – it grows and evolves over time.  Culture is shaped by every employee and is the result of actions, reactions and interactions.  Culture is greater than the sum of its parts and it is a force to be reckoned with.

So, now that we’ve established that culture is the “awesomesauce” of organizations, here’s my “take” on culture:

Culture is rooted in values. Define the core values of your organization. Values should be clear and concise.  If I need a dictionary to understand the core values of your organization, you’ve failed. Throw them out and start over.   Don’t be vanilla and generic.  Every company says they have a really positive team culture.  Every company says that they more like a family than a team. And every company says that they are committed to the mission, vision and values of the organization. EVERY company says that.  Don’t be like everybody else.  Dare to be different, and authentic. Ask your employees.  Consult with your teams.  Find out what makes working at YOUR Company special?  

Values need to be authentic.  Build the culture you want to work for. The worst mistake that you can make is to steal the values and culture pieces from other organizations because they sound good on paper.  If you don’t believe what you’ve toted your culture to be, if you can’t live it every day, if you’re not passionate about it, if it doesn’t inspire you, if it doesn’t aspire you to do better and be better, then they are just words, on a piece of paper, that mean nothing.  You’re building a plastic culture. Plastic is artificial.  Plastic is toxic.  So, for example, if one of your values is that you TRUST your employees to use good judgment to make good decisions, then don’t make your employee handbook a 1200-page rulebook that feels like a Choose your Own Adventure book, laced with decision-making matrices, and double-digit levels of approval. Similarly, if you’re going to be super original, and say that one of your values is INNOVATION, then have the sense to recognize that true innovation involves risk-taking, mistakes and yes, sometimes even (gasp!) failure.  An old, cranky, bloated, bureaucratic organization may not have the infrastructure or mindset to truly be able to stomach the heart-pounding risks associated with being innovative.  

Leaders cultivate and shape culture.   And I don’t mean that they sit in a boardroom, in a coffee shop or at a bar and come up with what their culture is.  Sure, some of that happens.  What I mean is that the leaders set the tone for the organizational culture that takes root.  So it’s essential then, that leaders walk the talk, that they be consistent, and that they put culture first.

Talk about your culture and values.  Don’t just pen them, present them and then shove them in an old dusty drawer.  Display them proudly, talk about them often, in ways that are both subtle and bold.  Be transparent that you value culture over everything.  Be transparent about the fact that you believe that strong culture and values will lead to a strong bottom line.  Believe it.

Hire for values. Culture is not set in concrete.  It is a living, breathing concept. It is affected and shaped by employees and people you work with.   So choose the people to work at your company well.  Choose the people who already live the values of your company.  Choose the people who are already falling in love with your culture.  Choose those people. Because the hard truth is that culture can’t be taught and it isn’t coachable, so don’t waste your time and energy.  I challenge you to spend more time assessing cultural fit than you do assessing technical skills and competence in your recruitment and selection process. And if you’re not sure how to do that, consider reaching out to me (insert shameless plug).

Live your values and culture. Every. Single. Day.   Embed them into every part of the organization – in your hiring processes, in your onboarding processes, in your recognition, feedback and performance management processes, in the way you communicate with your employees and teams. Culture and values should live in your people processes.  Call people out when they are not living the values.  If you don’t, you’re contributing to the weeds growing in your culture garden.

Fire for values.  It only takes the one bad seed, to plant toxicity and weeds in your culture garden.  Don’t tolerate the culture vulture.  You know who I’m talking about.  He’s the one who brings everyone down, who rolls his eyes, who squashes enthusiasm, who snorts in derision at every out of the box idea.  He is the employee who will never drink the culture Kool-Aid or dip his fries in the culture awesomesauce.  So, get rid of the culture vulture. Now.  Even if he was your first employee.  Even if he is your biggest revenue generator.  Even if he is your brother.  That’s how sacred culture needs to be.  Be brave enough to release the culture vulture.  You won’t regret it.  Releasing the culture vulture sets a powerful tone and example for your employees and teams.  It says that values mean something.  It means that you are committed to fostering and nurturing culture. And it means that ultimately, values and culture are everything.

Ok, rant over.

be happy, be well,

saira - the sassyhrgal

[sassyhrgal]

10 tips for setting #goals

At the close of a calendar year, it’s only natural to become a bit brooding and contemplative and to take stock of the ups, the downs and the uglies of the last 365 days.  Take the time to reflect on your accomplishments, mull over the lessons you undoubtedly learned and appreciate all of the blessings amidst this crazy world that we live in.  If you've had a particularly crappy year, take a deep breath, cross your fingers, put on your big boy/girl pants, exhale and let it go. January 1, 2016 marks the beginning of a new day, a new year, a fresh start and a clean slate, even if you’re waking up a little...ummm hazy.

New year, new dreams, new directions, new resolutions, new goals.

1.  #definesuccess

Define what success looks like.  Know exactly what you are striving for, know why it’s important to you, know how you’ll get there, and know when you have arrived.  

“If you don’t know where you are going, you’ll end up someplace else”              - Yogi Berra

2.  #dontoverload

Don’t set too many goals.  If you set too many goals, you’re setting yourself up for failure.  You’ll either become a paralyzed procrastinator who won’t accomplish any of your goals because the thought of tackling even one is just too overwhelming or you will do a half-assed job trying to tackle them all. Either way, the crystal ball says that your confidence will be crushed and failure is inevitable.

3.  #mixitup

Set a mix of achievable and stretch goals. Deciding what type of goal to set is a hotly debated topic in the land of goal-setting.  Some tout the opinion that those who set achievable goals are “slackers” who are subconsciously protecting themselves from the fear of failure. I prefer to view setting a few achievable goals as a way to build confidence and as a springboard for trying new things – the stretch before running a marathon helps to warm up the muscles and set you up for success. I also think it’s important to set at least one “stretch” goal for yourself.  Stretch goals help you to grow, challenge you and help you step out of your comfort zone. Even if you don’t meet every single stretch goal, recognize that the work that you’ve put towards it has moved you further along and closer to meeting your stretch goal.

4.  #SMARTenup

Set SMART goals.  The acronym SMART means that you will set goals that are Specific, Measurable, Attainable, Realistic and Timebound. Setting SMART goals becomes especially important when it comes to setting a big, complex, crunchy, stretch goal.  It’s important to carve out the yellow brick roadmap to success by breaking up the goal into smaller milestones so it doesn’t become overwhelming.

5.  #makeitpersonal

Set goals that are personal, relevant and interesting to you.  If you don’t feel a connection to your goals or they don’t excite, challenge, or energize you, then you likely won’t have a lot of drive to achieve them.  The path to achieving goals is paved with good intentions, procrastination, and hard work.  In other words, you’ll need the motivation!

6. #putitoutthere

Share your goals with the people who are close to you so they can support and encourage you.  Some research suggests that sharing your goals also fosters accountability - you’ll be more likely to work hard to achieve your goal because you don’t want to be thought of as a failure.

7.  #thestruggleisreal

Sometimes you will stumble, sometimes you will fall, and sometimes you will fail.  Instead of going to the gym and eating a healthy, balanced dinner, you hibernate on the couch watching Netflix while eating a tub of Guides Mint ice cream for dinner (special shout-out to @villageicecream).  We’ve all been there.  It’s not the end of the world.  Roll with the punches, get back on that horse, dust yourself off and try again (and yes, I am quoting Aaliyah). Tomorrow is a new day, recommit to your goals.

8.  #stayagile

Adapt and adjust your goals, as needed.  A lot can change over the course of a year – the business landscape, your priorities, your resources – if the goals you set aren’t the right goals, then you need to give yourself permission to change them.  Don’t beat yourself up over time or energy wasted.  Change is constant - grow, evolve, and start anew.

9.  #partylikeits1999

Mark milestones and celebrate successes. Mark each milestone along the way with a small reward to keep you motivated.  Celebrate, and I mean really celebrate, when you achieve the BIG goal. Whether it means throwing a party or treating yourself to that coveted pair of shoes that are not on sale, or treating yourself to a day at the spa…whatever floats your boat. Remember, it’s not just about celebrating the destination, but it’s also about celebrating the journey, acknowledging the obstacles that you faced along the way, and the blood, sweat and tears you spent working towards this accomplishment.

10.  #appreciate

Appreciate and give kudos to those who supported and helped you along the way. Pen a handwritten note (gasp!) in a supercute card (like the ones from @wrinkleandcrease):

to your partner who made sure you had food to eat and had clean underwear in the four long weeks leading up to your crazy project deadline.

to your bestie for being your constant cheerleader and believing that you were destined for greatness, even when you felt like giving up.

to your co-worker who prevented you from exploding at your boss by kidnapping you for a coffee and some much needed fresh air.

So whatever your goal may be, whether it be getting that promotion at work, starting your own business, losing 10 pounds or climbing Kilimanjaro, I hope that you'll have the confidence to believe in yourselves, the courage to take those leaps of faith, the persistence to keep on keeping on when you face obstacles and that you relish the sweet joy of success when you achieve your goal.

be happy, be well,

saira - the sassyhrgal

p.s. one of my goals for 2016 was to “find my voice” and muster up the courage to write (and publish!) my first blog post. Today is December 22, 2015, so that means I have already hit one of my goals for “next” year – yay me!