Conversation With An IT Manager... I Only Want To Recruit Those With Jobs

A CIO asked me to have a chat with an IT Manager who was being a pain in the (BLEEP) because they will not hire... will not speak to anyone who is not currently in a full time job.

The scenario is this:

A member of the development team “Joe” has a friend “Larry” who was let go from “Startup” who was struggling to raise cash. Startup had to let some folks go.

Larry is a very talented .Net developer and works easily in large/small groups and is someone you can put in front of an internal/external client and feel comfortable he can talk both business and tech.

IT Manager will not interview Larry.

IT Manager thinks there has to be something wrong with someone who was let go. Why was Larry let go and not someone else? Larry must have been expendable.

It’s worse than this...

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Conversation With A Minnesota IT Recruiter... “Would You Work For Your Client?”

Boiler Room, Vin Diesel.jpg

“None of this Debbie the Time Life operator bullshit. So get on the phones, it's time to get to work. Get off your ass! Move around. Motion creates emotion.” - Boiler Room

I had an eye opening, jaw dropping conversation with a Minnesota IT Recruiter colleague.

They were looking for a pep talk and I don’t know that I helped much.

They have worked at one of the large (read that as publicly traded, office in every city) sweatshops consulting firms for quite a few years (counting on two hands now) and has finally grown tired of the “Boiler Room” business approach most groups use.

To which I first asked:

“What took you so long?”

There were a bunch of reasons why they have “finally” come to this point.

But one is still nagging at me. I asked them:

"Would you work for your clients?”

And the answer was not “no” it was:

“Hell No!!!”

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Conversation With A Hiring Manager… 8 Ways To Help With Recruiting

Following a LinkedIn presentation I gave at the I was approached by a very frustrated Director of HR who was having issues with her Hiring Managers.

“Having issues” was a polite way of saying train wreck. As in… they are a mess and actually getting in the way of hiring.

Over the past couple of months we picked up the conversation and I learned more about some of their “issues”.

It led to me sitting down with the Director of Marketing to help him understand why his managers were a barrier to hiring.

And I was surprised by two things:

- One, he really wanted to know how to help. He too knew it was an issue but did not know how to address it.

- Two, he knew it was an issue but did not know how bad it really was.

After giving him some specific examples of candidate experiences we came up with what I thought were some simple things to do but to him were ground breaking.

Here we go...

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Conversation With A... Startup CEO: “But Paul, I Don’t Have Time To Recruit”

A couple of months ago I had a “moment” while chatting with a Minnesota angel investor... this would be a really good conversation to blog about. Problem was (is) I need to be careful to take out names and not give out info that could lead back to the person and I need their permission to use some of what we spoke about.

Most folks have been OK with me talking about our conversation so this is my first try with this...

This week I had a Minnesota startup CEO say to me:

“But Paul, I don’t have time to recruit.”

And I sat there with a blank stare trying not to react. My mind is yelling:

“Whaddya mean you don’t have time?!?!?!?!”

I have heard this multiple times this year and each time I do my best not to react.

Reasons given range from: raising money, coding a beta, managing the team, product development... you know, all the things that a startup CEO does.

I get that... I get that all of that is important.

So is recruiting.

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