The next episode of MSP On Deck Podcast is out and was recorded September 14th.
It starts with Kathy Grayson, Senior Reporter at Minneapolis / St. Paul Business Journal (click LinkedIn | @mspbjGrayson), asking me about my thoughts on the then reported “restrained” bid Minnesota was going to make for Amazon HQ2. I reply with an extended rant on how I think being “restrained” is a horrible idea. Short of me dropping a “f bomb” every other sentence you get a very candid opinion from me.
Casey Allen (click EnterpriseRising | LinkedIn | @casey__allen) tried to give me some perspective and makes really good points but it is clear I was not listening well, much. I was then and still am now very frustrated with how it seems Minnesota is making a pitch.
I still have a blog post to write about how I really feel about all of this.
This is the 3rd Twin Cities Startup Week… this year with around 150 events up from 100 and 50 in years previous.
A big thank you to Nels Pederson (@nelspederson) for organizing and coordinating this growing event. I don’t know how he does it and I hope that he is taking a vacation or some sort of trip after this is done.
Also a thank you to track leaders, sponsors, volunteers and the venues hosting the events. This is one of those it takes a village kind of things.
My interest in startup week this year is 7 parts:
Having conversations about growing the Minneapolis/St Paul, Minnesota and Midwest tech community
Business development, I’m looking for a late Q4 project and thinking about 2018
This morning a number of my recruiter colleagues from Minneapolis and St Paul are arriving for a day of recruiting Chicago tech professionals ending with a 2 hour gathering at Motor Row Brewery on Michigan Avenue in Downtown Chicago.
That’s right… we’re busting out of Minneapolis and knocking on Chicago’s door.
Just before Labor Day I spent almost an hour chatting with Chris Russell for his Rec Tech Podcast. Chris and I have been long time followers of each other professionally and also of our fishing escapades. Chris is very active in the HR tech, startup and recruiting app space and is someone to follow.
Let me nerd out for a couple of minutes… where is your “Careers” or “Jobs” button on your web page?
Is it above the fold/scroll like the screen shots above from Kipsu and General Mills? Well done and you can stop reading now.
Or is it at the bottom of your web page, buried in an “About Us” drop down menu or worse, non-existent and part of another page? Then you should keep reading.
If recruiting is truly important to a company then frankly it should be at the top of the home page. Why would you ask people to scroll all the way down to find your jobs? That’s just bad user experience.
Here are the two most frequent reasons I get for this and a short reply:
Our web site is optimized for sales and product info
Umm… if you don’t have a staff how are you going to convert sales and make a product?
Our marketing team does not want more “clutter” on the navigation bar
Make a deal with them… ask them to do an A/B test and see what Google Analytics shows. If it is actually a diversion, then yeah get rid of it.
As a recruiter I want access to every tool in my toolbox that will help me do my job better and this is an often overlooked one.
Check out Midwest Recruiting Bootcamp for recruiting and hiring manager conferences, webinars and conversations about recruiting in and to Minneapolis/St Paul, Minnesota and the Midwest:
Last week I hosted my first online chat in all long time, maybe 3+ years, on Managing Your Tech And Startup Career. This is something I do every year at MinneBar and tech user groups throughout the year.
This one was a lot of fun for me as it was not only tech professionals in Minneapolis/St Paul but marketing, sales and CxO’s in our area along with a number of tech and data pros from the Bay Area.
The original agenda I proposed was:
What is the local job market like right now?
Is this a good time to look for a new job?
What's a reasonable salary increase year over year?
Should I stay a developer or move into management?
I'm thinking about moving to "FILL IN THE BLANK CITY", should I go?
Why is there so much recruiter spam?
How much personal info should I share with corporate/search firm recruiter?
I’m not a tech person but want to work with a tech company, how do I get in one?
And then attendees asked a number of questions including one I always seem to ramble on waffling back and forth on and paraphrasing… specialist or generalist?
In all it went for about 45 minutes and below is the session uploaded to YouTube.
This was my first time using Zoom and while it went OK it’s clear I need some more practice with which screen is showing.
To those who asked questions… thank you. It’s always way more enjoyable to have interaction particularly when I can’t see you.
You can view the email version by clicking Minnesota Headhunter Newsletter #3 or below in a simple text format. Want to sign up for it? Of course you do… at the bottom of this post is a sign up box.
Thanks for reading…
Minnesota Headhunter Newsletter v3
Friends and Colleagues,
Good Morning and let's start with the obvious... no, I didn't create a new newsletter format and yes, I am still using this MVP (Minimum Viable Product). Good news is most of you seem to be OK with my "minimalist" approach for now.
In this issue I will be talking about:
- Midwest Recruiting Bootcamp
- Tech hiring in Minneapolis/St Paul and the Midwest
- Online Chat: Managing your tech and startup career
Every year at MinneBar I do a presentation called, “Managing Your IT Career - (Why do recruiters suck so bad?). This past spring, 8th year doing this, I had an end of the day speaking time and still had a full room with people sitting on the floor and along the wall. I do wonder how many more people would attend a morning session… part of my group:
The past weeks I have been getting a higher than usual number of inquiries from tech, data and product professionals, along with those interested in the Minnesota and Midwest startup scene, asking questions about salaries, Minneapolis and Midwest tech jobs, what code schools to choose, etc.
So I am going to do an online chat… a webinar to answer the current most asked questions and ask attendees to send theirs.
Hiring in Minneapolis / St Paul and around the Midwest will continue to heat up the 2nd half of 2017 according to the latest Robert Half Technology IT Hiring Forecast and Local Trend Report. The data mirrors the conversations across the region I have been having.
There may have been a plateau to small increase in the winter and early spring as people figured out what the November ’16 election was going to mean for business. In May and June there was a noticeable uptick and it seems to be carrying through the summer months.
I doubt we will see much of a traditional summer slow down.
Here are the numbers from the Robert Half Survey:
24% of CIO’s say they will increase hiring. That’s up 4% from December.
60% will maintain staff by filling vacant roles.
63% say that it's somewhat or very challenging to find skilled IT professionals in today's market
I would have thought that last number to be a bit higher. Maybe the many employer branding initiatives going on are having a good impact.
70% of employers use social media to screen candidates
54% have decided not to hire a candidate based on their social media profiles
That last one is the one that usually gets the most attention. Here’s the thing… of course the number is that high. Look at the wording of it. Of course any/every “Fortune 500” company, as an example, has not hired someone because of their online stupidity profile. Think of how many people apply with them. So they didn’t hire one? That’s easy to understand.
And I think the 70% number is much higher. Surely some respondents didn’t want to tell the truth.