11/3/2015 © 2015 CareerBuilder
Tim Sackett, HR pro and Fistful of Talent blogger
Kris Dunn, CHRO at Kinetix and founder of HR Capitalist and Fistful of Talent
Why Can’t All My Recruiting
Tools Get Along?

HR and Recruiting’s
Biggest Headaches!

Presenter Info
• Kris Dunn
• CHRO at Kinetix (RPO, Recruiting)
• Founder of Fistful of Talent , The HR
Capitalist
• Hoops Junkie
• Tim Sackett
• President of HRU Technical Resources
(Technical contract staffing)
• Founder of the Tim Sackett Project
• World’s foremost expert on Hugs

Life Is Tough in HR
and Recruiting…
And There’s Four Things that Make
It One of the Hardest Jobs in the
World…

What Are We
Talking About
Today?

HR & Recruiting’s
Biggest
Headaches!

“I like Billy, but I’d like to
see a few more
candidates!”

“Social Media will change
everything in recruiting”

“Why don’t you go find
me some of those Twitter
candidates!!”

“So, like, I know for sure that
Jane is sabotaging my work
because she looked at me
funny when I walked in this
morning with tinfoil on my
head!”

“Yeah, like, I know I needed $75K, but now
I need $95K!”

“…”

“My hiring managers
won’t give me feedback
on the candidates
I sent over!”

“Tim! We just can’t find
any candidates!”

Replenish the Well!
• Turn on the marketing machine!
• Turn on your hiring mgrs!
• Turn on your employees!
• Turn on your alumni!
• Give permission.

“All those Millennials
want is just more
feedback!”

Turns out…
• Annual reviews aren’t required by law!
• Aren’t really effective.
• Actually increase turnover and decrease
engagement.

The technology headache!

“What the hell is an open
API anyway!?”

“Yeah, I’m not sure how
old this data is…(or how
accurate!)”

HEY HR LEADERS!
Let’s Say You Find the Provider that
Helps Your Recruiting Tools Get Along
(hint…our sponsor)
You still have to manage the
perceptions that cause the
headaches…

Step 1 - Scoreboard the Data and Make
People Change Their View of HR
• Recruiting results aren’t about
HR, they’re about the
business.
• You don’t win unless you’re
willing to keep score and tell
the world who’s winning.
• The business will respect you
more in the morning if you
don’t treat them equal.
• Report on winners and losers,
but be quick to offer help to
those who aren’t winning.

Step 2 - Use Experiments and A/B Testing to Prove the
Things You Want to Spend Money On Actually Work
• Your reporting on open jobs
sets the baseline.
• Smart talent pros with
confidence understand that
provides a perfect opportunity
to experiment.
• Do experiments, measure the
outcomes.
• Get early wins that give you
more rope to experiment in
the future – and get you
funded.

Step 3 – Get Strategic with Departmental Leaders by
Consulting on Their Team’s Weaknesses
• The recruiting reporting you do
in public doesn’t have to include
individual manager level.
• The reporting you do in private
MUST include and focus on
individual manager level.
• You’re looking to share the data
with the leaders, prove you
understand the business and gain
their trust to help them fix the
problems.
• Consulting 101 – Data-driven,
then recommendations.

Step 4 – Use Individual Scores to Apply
Pressure Whenever It’s Needed
• Let’s face it – there’s a lot of people
out there who don’t care about your
focus on recruiting and aren’t great
with talent
• Those people cause a lot of harm to
the business and create retention
issues everywhere they go
• Even if they get decent business
results, the way they manage should
show up in the way you measure the
business (think turnover, HMBA, etc.)
• Sometimes you have to play
Hardball instead of Moneyball –
that’s what scoreboards and you
developing relationships with leaders
based on data are for.

Kris:
kdunn@kinetixhr.com
www.fistfuloftalent.com
Twitter: @kris_dunn
LinkedIn: www.linkedin.com/in/krisdunn
Tim:
Sackett.tim@hru-tech.com
www.timsackett.com
Twitter: @TimSackett
LinkedIn: www.linkedin.com/in/timsackett