Introducing HR for Good!

Contribute here!

For the last 2.5 years, I’ve been engaging with jobseekers and professionals across multiple social media platforms. We’ve talked about The Great Resignation and Quiet Quitting and Quiet Firing and Return to Office.

One thing is clear: a lot of people are disillusioned with work. A lot of people feel like the odds are stacked against them, like they are disposable in the workplace, and like HR professionals are the enemy.

But then I have the opportunity to engage with tons of people on the other side. I’ve built a large network of recruiters and other talent leaders and I’m struck by how committed each of you is to creating great experiences for candidates, and for supporting people to do their best work.

So why is there such a disconnect between the people who are charged with making the workplace work for everyone, and the workforce as a whole?

I can only guess because there aren’t enough forward thinking professionals such as all of you out there driving change within our organizations.

So how does this newsletter (hopefully) help?

My goal is to use this platform as a way to build community and amplify the voices of those who are doing really great innovative work out there. If you want to contribute, you can always do so here!

I’m not an expert, but I’m pretty good at curating the awesome stuff happening out there!

So you can engage in this community in three ways:

1. You can share best practices or innovative things you’re trying in your work place.

2. You can pose questions or challenges you’re having to get feedback and input from the community. These will be shared in each issue so we can all collect and share new ideas with other HR and talent leaders.

3. You can share ideas to the questions and challenges shared so others can learn from your experience.

And maybe through this process, we all gain some new ideas, connect with like-minded peers, and create change within our own organizations.

As an added bonus, I’ll also include a “Community Requests” section at the end. Looking for a like-minded talent practitioner to join your team? Looking for references on an HR tech tool? Looking for your next job in HR? Drop your request at the link below and I’ll include it in the next issue!

Let’s get to work!

We’ll publish bi-weekly issues every Friday. The next issue will come out in two weeks - so Friday, August 16th.

On Mondays, anyone who has signed up as a “contributor” will get an email with that week’s question, along with a deadline to respond.

To receive next week’s question, you must be signed up as contributor by 11 am PST on Monday, August 5th. You’ll only need to sign up once, and will be included until you request to be unsubscribed.

To submit a challenge, share opportunities, etc., you can submit as often as you’d like.

There’s just one link (and my apologies - the first few folks got a version that may have required multiple sections to be completed, but that’s been fixed!) that you can use to engage with the community in any of these ways!

candidate.fyi helps you win over the best candidates through a customer-centered approach to hiring. Your candidates get a landing page with customized information throughout their interview, and opportunities to provide real time feedback that helps you made adjustments and identify closing risks early.

The platform integrates with over 30 ATSs, helping you seamlessly integrate scheduling, pulse surveys, product discounts for candidates, and more into your hiring process. They even offer direct booking links that hiring teams can use for free!

If you’re losing candidates in your hiring funnel, or seeing those offer acceptance rates decline, candidate.fyi may just be the solution to helping you win the best talent.

Awesome Talent Practices in the Wild!

This section will share innovative ideas and practices from individuals and companies. I’ll share some that I spy, but you are always welcome to brag about your work!!

I loved this post from Mike Peditto on sharing questions with candidates ahead of an interview. What a great way to build trust, provide an accommodation that can benefit a lot of your applicants - particularly those who may be neurodivergent or navigating the interview in a language outside of their native tongue.

Is this something you would try?

Supporting our Community

These are requests were submitted by community members. They have opted into having their profile and/or email address shared. Please send them a connection request!

Maribel Collazo has a decade of experience as both an HR Generalist and in Talent Acquisition, and is looking for their next role. They shared that, “I am looking to problem solve complex issues with the recruitment space and establish great partnerships with leadership and stakeholders while leading other team members.” You can email them here.

Catherine Garrabrant is a bit outside of the scope of most HR roles, but all are welcome here! They shared, “With over 15 years of experience in the media industry, which I love, delivering quality content and service to hundreds of clients worldwide has taken me on an incredible journey. I've managed vendor onboarding for international TV, digital clients, and global projects, ensuring on-time delivery, customer satisfaction, and contract fulfillment for some of the most well known names in the media world. I've also leveraged my skills in digital technology, and production liaison to communicate business unit priorities, coordinate with cross-functional teams, and provide support in servicing thousands of assets to clients.” You can email them here.

I would love to highlight job opportunities in this section as well, so if you’re hiring, let me know!