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The Rebellious Recruiter with Daava Mills
8 minutes | Oct 25, 2021
Effective Recruiting Methods from Mr. Supply Chain | Daniel Stanton Preview
In this episode, I talk with Mr. Supply Chain, Daniel Stanton. He was all over national news during the Toilet Paper Shortage of 2020. If you recognize the term "the bullwhip effect" and you aren't in supply chain management, it's because you saw him speak with Tucker Carlson, or someone like that. I’ll admit, while I knew there was a Supply Chain Management connection – the methods Daniel uses for recruiting was something that I completely missed in my recruiting experience prior to this conversation. Why? Because when I started taking up a seat at the table, the company was small. But when you are dealing with multi-state work, there is a new dynamic. These are strategies that, while designed for a large company, can be executed at any level.
41 minutes | Oct 25, 2021
Mr. Supply Chain, Daniel Stanton, Part 1
In this episode, I talk with Mr. Supply Chain, Daniel Stanton. He was all over national news during the Toilet Paper Shortage of 2020. If you recognize the term "the bullwhip effect" and you aren't in supply chain management, it's because you saw him speak with Tucker Carlson, or someone like that. Daniel Stanton and I had lunch together almost every single day during my senior year. Those days were filled with conversations about string theory and Hitchhikers Guide to the Galaxy, late nights in his basement playing Arlo Guthrie on his guitar and he has a child that was born one day before my daughter. In this interview, I really felt our old friendship show up. Our lives took entirely different turns. I thought I would graduate high school and go into mechanical and aeronautical engineering. I didn’t. I took a series of customer service jobs and fell into Recruiting. Daniel went into the Navy, then through a series of colleges, degrees, certificates, a master’s from MIT, and became a very public expert in Supply Chain Management where he wound up recreating much of the recruiting process for an international industrial equipment company. I love that Daniel has varied experience, and in a company that might be perceived as having a certain culture, he pivoted and brought in people with more varied skills. I spoke a while back about the career pyramid that Gen Y is capitalizing on. I have to say, Daniel was early to this pyramid game, did it before it was recognized as a thing. The base of his pyramid is broad and he has been able to relate his experience to other areas of business. The two of us have experienced plenty of hard knocks, we've invested in lots of education, and our beliefs and careers have largely done the same thing. His on much larger scale than mine. But, as you hear in this episode, we still share similar philosophies on most things, especially when it come to recruiting.
39 minutes | Oct 25, 2021
Mr. Supply Chain, Daniel Stanton, Part 2
In this episode, I talk with Mr. Supply Chain, Daniel Stanton. He was all over national news during the Toilet Paper Shortage of 2020. If you recognize the term "the bullwhip effect" and you aren't in supply chain management, it's because you saw him speak with Tucker Carlson, or someone like that. In Part 2 of our interview, Daniel brought some really cool clarity to the recruiting process that was new to me. I’ve seen too many times that recruiting isn’t brought into strategic planning or given strategic planning goals. And until recently, HR Managers didn’t have a recruiting background, they often came up the ranks through employee relations or compensation. Very few of them concentrated on large scale recruiting for a long period of time. Daniel illustrates how to us Sales & Operations Planning (S&OP) methods for recruiting. Executives can look at the company's hiring needs without having to have a recruiter at the table by having hiring managers all write down their goals and recruiting methods for each department. When you bring them together you can create a forecast and see where potential gaps to your hiring strategy might be What Daniel brings to the table is intentional recruiting, it’s bridging the gap between executive goals and district management and middle management. It’s consciously breaking down silos, it’s causing strategic communication between divisions.
7 minutes | Oct 25, 2021
Management Lessons from the Childcare Director at Gentog | Joan San Nicolas Preview
GenTog is an intergenerational day care that stands for Generations Together, with kids on one side, and grandparents on the other. They bring them together during the day to do crafts or music together. When the kids go outside to play, the grandparents sit at tables and drink coffee outside with them. It was reported to me that my daughter would hang out at the fence and wave and smile them. This is my conversation with Joan San Nicolas. This conversation is incredibly personal. It’s also what I love about businesses that break the norm. Where GenTog breaks the rules, and they come out so naturally. I remember how pumped I was after this interview. I cried a little even. I’m not normally a cryer. But this is the magic that Joan brings to the world.
23 minutes | Oct 25, 2021
Gentog Childcare Director, Joan San Nicolas, Part 1
GenTog is an intergenerational day care that stands for Generations Together, with kids on one side, and grandparents on the other. They bring them together during the day to do crafts or music together. In this interview, I speak with Joan San Nicolas, "Miss Joanie", the Childcare Director. What does managing an intergenerational day care have to do with recruiting? Well, it's setting up expectations differently. It's normalizing relationships and activities from day one. It's not selling one brand of expectations when something else is actually happening. It's so simple, and yet so many companies miss the mark here. They don't recruit, onboard and train with next year in mind. I get that sometimes we don't feel like we have that luxury. But businesses do. That's what strategy is about. And what stood out to me was Joan's up-front nature about learning that line as she grew into a management role. She did that side by side with the people who were her co-workers. She states it almost casually. I love that. Really though, that's a hard lesson for many people to learn. And most people don't want to admit that learning curve. If you listen carefully, she touches on some very simple concepts. And yet, those concepts are just about setting expectations and treating each other as a human being, respectful and with care. She’s not giving trendy advice. There are no buzz words. She’s just setting expectations clearly, communicating regularly, and pitching in as needed.
20 minutes | Oct 25, 2021
Gentog Childcare Director, Joan San Nicolas - Part 2
GenTog is an intergenerational day care that stands for Generations Together, with kids on one side, and grandparents on the other. They bring them together during the day to do crafts or music together. When the kids go outside to play, the grandparents sit at tables and drink coffee outside with them. It was reported to me that my daughter would hang out at the fence and wave and smile them. This is part 2 of my conversation with Joan San Nicolas, who, along with her mentor and GenTog founder Murt, focus on doing the right things at GenTog. Listening to Joan makes management seem simple. I know it's not. There were so many little golden nuggets, and they are almost hidden. Just her natural way of being with staff and clients, most of it centered around knowing what makes each person unique. This is really what management is about and what excellent management looks like. It's setting expectations, pulling together as a team, and knowing what the strategy is.
6 minutes | Oct 19, 2021
The Rebellious Recruiter is back for Season 2
Hey all! Daava here. I am back for Season 2 of The Rebellious Recruiter Remember when I talked about The Wallow? After Season 1, That's where I found myself, and I needed to do my own wallow. Let me tell you why. I went through a divorce, if you've been through one, you know. You just know… I'm an HR Director for a start-up company in a startup industry. which requires weird hours and travel. COVID. Ya'll… people like me weren't cut out for lack of hugs. Distance learning. Writers block. OMG! Given the nature of #1, #3, and #4… it's no wonder my brain has short circuited. And finally, all the shoulds of what I should have done when I launched this podcast. If you want a really good explanation of shoulds, check out Kim Ludeman's Captivatingly Confident podcast. I hope you pardon my wallow. I needed it. And now it's on to Season 2! So what are you going to hear? Two opposite ends of the spectrum. Joan San Nicolas who runs the childhood development side of an intergenerational daycare called GenTog. And then, Daniel Stanton. He was all over national news during the Toilet Paper Shortage of 2020. If you recognize the term "the bullwhip effect" and you aren't in supply chain management, it's because you saw him speak with Tucker Carlson, or someone like that. Massive virtual HUGS!! Seriously, HUGS all around. I'll see you on the flip side.
18 minutes | Feb 8, 2021
Episode 021: The Battle-Axe and the Plug and Play
As a recruiter, have you ever had the experience where every candidate falls short because someone on the team was so amazing, that everyone else is just dull and lifeless compared to them? If you've been in management for awhile, you'll inherently get what I am talking about in this episode. We're talking about the person who is so natural at their job, they "wow" every single person they come in contact with. Who are these people? Once a blue moon, a person is hired that radically defines what "right" looks like and their job performance is so surreal and proficient, they are basically a savant. One problem that arises for a recruiter or manager is the Contrast Effect. In this episode of The Rebellious Recruiter with Daava Mills, I define the Contrast Effect, and the best way to avoid it when managing 2 very rare and special types of employees in order to get the most from the whole team. Daava's Rebellious Recruiting Notes: The Contrast Effect looks not at how employees do their job, but how we see them. The Contrast Effect is most likely to occur when we perceive the target as average, when the target is unfamiliar, when the perceiver has enough cognitive resources, the context is homogeneous, and the context is negative. The "Battle-Axe" and the "Plug and Play" types of employees go to work everyday because their job is where they are self actualized. Don't go looking for these people in interviews, but learn to recognize them once they are on board. The "Battle-Axe" is the person you call on when you need something expertly done; they know they are good at their job, they know why things work, and they know their limits. When you hire a Battle-Axe, use them to help you create SOPs (Standard Operating Procedures) and to give tips to your team on daily tasks and objectives. Never compare your staff to the Battle-Axe. The "Plug and Play" is driven by an insatiable curiosity, they are problem solvers, have an ability to dial in on departmental issues, and they are managers that are great at deploying their team’s talent in a way that is shockingly brilliant. If you ever stumble into a Plug-&-Play, tell them the end goal and let them do their thing. Plug-&-Plays have rippling effects that positively affect your business for years. Episode Links: The Rebellious Recruiter Contrast Effect Episode 018: Unwritten Rules C.L.A.M.S. Alan Mulally: Leaders Must Serve, with Courage
16 minutes | Feb 1, 2021
Episode 020: Pivots, Swerves and a Solid Base
Episode 020: Pivots, Swerves and a Solid Base People redefining themselves, it's all the rage to swerve, rebrand, and pivot. That being said, swerving candidates often give us hiring managers a reason for a sideways glance. I've been across the table from several people looking to jump career paths. Sometimes it works, sometimes it's an abject disaster. In this episode of The Rebellious Recruiter with Daava Mills, I take a look at the systems that Baby Boomers, Gen X'ers and Millennials had to work within in as it relates to career path. It's interesting that Millennials perfected the system that Generation X built. Daava's Rebellious Recruiting Notes: Baby Boomers worked up the "corporate ladder", working toward a Gold Watch the way their Dad's did it. For many in Generation X, blue collar work was demonized and were tracked for College, then start at the bottom and work their way up But, Gen X'ers saw their parents losing their jobs before they could reach the top of the ladder, and were unable to get their gold watch. When email, the internet and cell phones came around, Gen X'ers started job hopping, leaving a company for a new opportunity, before the inevitable lay offs. When Millennials entered the job market, it became normal to enter the work force trying on several different perspectives. We designed training systems at larger companies to expose recent college grads to 4 departments in 2 years. We wanted to give people perspective of how multiple departments worked together. As Millennials started rising in companies, their focus narrowed, and their career path was shaped like a pyramid. Generation X was watching from the sidelines because they were still on a ladder. They had to climb down and create a base. They took a cut in pay, while the younger people excelled quicker, because their base was stronger. Anyone can take on a second career, as long as they have taken the time to lay the foundation. Big pivots need to be planned, and expertly formulated, manipulated, calculated and executed. Episode Links: The Rebellious Recruiter Flippy Motorolas with bendy antennas Generations Explained Latchkey Kids Leave It To Beaver Isn't ironic, don't you think?
11 minutes | Jan 25, 2021
Episode 019: Yeah Yeah Yeah, Mouth Breathers and Fake Accents
Episode 019: Yeah Yeah Yeah, Mouth Breathers and Fake Accents Candidates get nervous. When they get nervous, crazy things happen. They fidget, they bring forth really weird speaking habits, they even change their natural speaking accent. Have you ever thought about helping a candidate succeed in an interview? I do. I don't want people losing a chance at a job over their nerves. Even sitting in the corporate seat, there is still a great benefit to helping people succeed. Nerves happen, but they shouldn't be a barrier to having a great person on your team. On this episode of The Rebellious Recruiter with Daava Mills, I'm going to talk about what to do when you see or hear a candidate get over taken by nerves during an interview. Whether you have candidates who, when they get nervous, start every sentence with "yeah. yeah , yeah", or who breathe heavily through their mouth, or even hide their true nationality by faking an American accent until they feel comfortable, I'm not going to let bad speaking habits prevent excellent candidates from getting a chance. Remember, as a recruiter, you are selling the company and trying to help build the business. That opening you have, it's someone's jam, and giving them advice, even if you don't hire them, might come back around. It's part of the relationship building, coaching, and mentoring aspect of being a recruiter. If you put yourself in that driver seat, it will be more natural when you bring people on. You'll also be more likely to bring people on who collaborate with you, challenge you, follow through. You're putting good things out in the world. Maybe your advice will help them build somewhere else. Thinking a bit globally, it's good for you, good for the candidates, good for the industry, community, the world. And, it's good for your soul. Episode Links: The Rebellious Recruiter Listen In with Heather Hill
20 minutes | Jan 18, 2021
Episode 018: Unwritten Rules
Episode 018: Unwritten Rules Unwritten rules, they are so natural to us and are deeply part of our communication and expectations. Unwritten rules cause uncommunicated expectations. Uncommunicated expectations break up marriages, families, and businesses. What are your values, your tenets, your culture and have you ever considered what your unwritten rules are? Have you ever heard the phrase "beat them over the head with the Bible?" Or the concept of beating sense into a person? So much corporate capital is spent on companies using culture to recruit, and an equal amount is spent on communication. And yet… there is a gap. On this episode of The Rebellious Recruiter with Daava Mills, I'll be talking about that gap. The gap that is caused by all of our unwritten rules and uncommunicated expectations. Daava's Rebellious Recruiting Notes: Unwritten rules serve no purpose. The issue is that we all have them, and we all base our communication on unwritten rules. The first place you can start establishing a common language with employees is before they become an employee. Recently, in a recruiter forum, a poster asked, "What type of answer do you want when you open the interview with 'Tell me about yourself'?" Responses to that post were wide ranging from learning about hobbies, to determining work ethic, how the candidate focuses on personal productivity to how they put their character on display. Candidates were judged on their response without context. A candidate opens up about their personal life with one interviewer, and it's awesome. But the next thinks they aren't professional, and the next automatically makes it mean they can hold a schedule. It's all assumptions, caused by unwritten rules. The challenge for today's episode is to reflect on your unwritten rules and write them down. Use this new found knowledge to document your expectations and get clear on the communication you expect. Episode Links: The Rebellious Recruiter Does your language shape how you think? Guugu Yimithirr Language Simon Sinek - Start With Why Episode 016: Camp, Cadavers and Crappy Questions Episode 007: The Ideal Phone Screen How does your experience relate to jobs we have here?
17 minutes | Jan 11, 2021
Episode 017: The Power of the Wallow
Episode 017: The Power of the Wallow Wallowing. It happens. No, I'm not talking about a pig rolling around in the mud. I'm talking about you, and your emotions. And using your emotions to create a connected space to your employees and to understand their motivations. Have you ever had that one moment of unrestrained pleasure over the greatest chocolate? Or the lingering devastation over the death of a loved one? Do you feel that having emotions, at a very deep level, is a good thing or a bad thing? On this episode of The Rebellious Recruiter with Daava Mills, I am talking about how to get beyond the psychological projections you might have, and allowing yourself, and your staff, to wallow. Daava's Rebellious Recruiting Notes: To have the best running operation, people need to be present for their jobs. When a person isn't present, mistakes are made, accidents happen, and your company pays the price. Allowing your people to avoid their emotions in the moment can be a health risk to them. Crying reduces cortisol, concentrated levels of manganese, and lowers blood pressure. Companies glorify the employee who still comes to work while facing personal adversity, when in reality, that can hurt your business' success. By allowing your employees (appropriate) time wallow in their emotions, allows a tenfold return in them wallowing about your business, creating loyalty and a stronger bond to your organization. Secrets to a fully engaged crew: SOPs (Standard Operation Procedures) Move away from Tribal Knowledge Training and Cross Training Do not let one person hold the keys to the kingdom Fighting your emotions serves no one, especially your business, so give yourself, and your employees permission to feel, and go forth and wallow. Episode Links: Have a Good Cry Manganese Hugs Make You Happier Christy Wright and the Truth About Work Life Balance Dave Ramsey Zig Ziglar's Wheel of Life Marie Kondo
16 minutes | Jan 4, 2021
Episode 016: Camp, Cadavers and Crappy Questions
Episode 016: Camp, Cadavers and Crappy Questions Assumptions. We all make them. I spend a lot of my time talking about overcoming assumptions. Wanna know why? It's often said that we preach best what we need to learn most. One day it dawned on me, yes, we do preach what we have yet to learn, but it's also true that we teach best what we've learned most. On this episode of The Rebellious Recruiter with Daava Mills, I am going full-bore into the world of assumptions. As you interview, be brave, hire the person who thinks contrary to you in some ways in order to grow from it, expand your leadership skills, and learn new thought processes. Daava's Rebellious Recruiting Notes: Making assumptions is my weakness, I see it in others and I've had to learn to routinely check myself on this topic to make sure I practice what I preach. Leaders encourage interview questions that cause assumptions, and use those assumptions to be the deciding factor in hiring people. Here's some questions that cause assumptions: If you were an animal, what animal would you be? Ask instead: In what type of work environment do you find yourself most productive? Describe something that is less than $20.00 that you can't live without? Ask instead: What tool have you discovered that made an aspect of your job simpler? Would you rather ride a unicycle or a donkey to work? Discuss the benefits and draw backs of each? Ask instead: Do you prefer to call, text, or email a customer first, when letting them know there is an issue? Do you think mummies should be slow or fast? Why? Ask instead: Would you rather turn in a project late but 100% complete, or a project 80% complete and on time? Ask questions that relate directly to the work and how they do their job Draw out work-related thought processes, in which you can deep dive on how the applicant thinks and why they use the methods they do, and it's directly relatable to the position. As always, you can email me at firstname.lastname@example.org with your thoughts or questions and I may use your subject matter in upcoming shows. Episode Links: The Mills Group Third Party Recruiters The Halo Effect The Mummy 1932 The Mummy with Brendan Fraser The Mummy with Tom Cruise The Flexible Part of the Fishing Rod Other Crappy Interview Questions
64 minutes | Jan 1, 2021
Listen In 002: An Interview with The Confidence Crusader Heather Hill | Resume Writing and Interview Prep
On this episode of The Rebellious Recruiter with Daava Mills, I continue my "Listen In" Interview Series with The Confidence Crusader, Heather Joy Hill, Owner of The Write Path Resume Writing and Interview Prep. Heather left a position in the high tech industry to focus on resume writing, expanded her services to include interview coaching, and now, she has clients all over the world, including Africa, Australia, Asia, Europe, and South America. During our discussion, we of course get onto some great tips for interviewing and resume writing, but we also learn why this work is so important to her and how she manages her business, as well as homeschooling her three kiddoes. So pull up a seat, and Listen In! Daava's Rebellious Recruiting Notes: As the Confidence Crusader, Heather shows people why they should believe in themselves. Confidence is contagious, and when she helps her clients feel more confident, it helps her own confidence; having a positive effect on others is a ripple effect that helps positivity spread. Tip # 1: How to view an interviewer. Instead of thinking of them as an interviewer, think of them as a client and you are there to solve their problem; Look at the interviewer as someone who needs help. Tip #2: Best question to ask in an interview is What is the biggest challenge the team/company is facing in the next 3-6 months. This shows active listening skills, shows you understand the job is not all about you but impacts the whole business, and gives a chance to show how you have solved similar problems for other companies. From her time living abroad and now coaching non-American clients, Heather knows that understanding common colloquialisms is a challenge for individuals, especially in an interview setting, which has really helped her empathize with her coaching clients. Heather has a number of older clients and has helped them navigate areas such as how the rules changed since they last interviewed/wrote a resume, how to handle age, what they can/can't say, and how to handle past firings. People lose their confidence from getting fired, but they don't lose the value they provide to employers and they don't lose their skills just because they were fired, even if they made a mistake. Resumes can be multiple pages, but it is important to get to the point on the first page in an interesting way. On your resume, clearly state what you are good at AND what you want to do. Your resume is not just a ticket to see a potential employer, but there are things on there that you can be utilizing yourself to have your own side hustle. Episode Links: The Mills Group The Write Path Resumes Email Heather at TheWritePathResumes@gmail.com Spanish Dictionary Etsy Resume Templates Ban the Box Legislation Swipe Right Aim Listening Through Frustration
15 minutes | Dec 28, 2020
Episode 015: Unconscious Bias
Episode 015: Unconscious Bias Diversity, inclusion, and acceptance are all hot topics these days, as is the conversation around Unconscious Bias. Truth be told, the subject I am talking about today is reason I started writing this podcasts. In this episode, I talk about the McGurk Effect and the idea of Deliberate Practice, which you may have heard spoken about as the 10,000 hour rule made popular by Malcolm Gladwell in his book, Outliers. What do they have to do with each other and how does it relate to recruiting? You'll find out today on The Rebellious Recruiter with Daava Mills. Daava's Rebellious Recruiting Notes: The McGurk effect is a perceptual phenomenon that demonstrates an interaction between hearing and vision in speech perception. The illusion occurs when the auditory component of one sound is paired with the visual component of another sound, leading to the perception of a third sound. Very few people approach interviews from the standpoint of the science behind them or deliberately dive into concepts during interviews. Interviewers take the first answer as the answer, but that first answer given, rarely has context, and any context it does have lies in the interviewer’s head caused by personal assumptions. The added difficulty is that candidates often try to manipulate the context, not because they want to lie, but because they have been coached to hide certain pieces of information. I'll talk to people over the phone and be very impressed by what they are saying, but when we meet fact to face, I can often feel let down. Turns out that we tend to favor people when we can only listen to them, and when we see them in person another first impression emerges. McGurk effect - where is your brain creating a third, and incorrect assumption based on competing, yet correct data points? Deliberate practice - accept that if it really takes 10,000 hours of deliberate practice to be a master interviewer, that you will retire around the time you master it. Focus on getting better. Unconscious bias - ask more questions, ask why, and don't rely on your assumptions. Get comfortable with challenging your assumptions in interviews. Look to hire people who are different than you, think differently, and come up with radically different solutions. Learn to have different managerial solutions and different communication solutions for those on your team. If you are a leader, that will only make you better. As always, you can email me at email@example.com with your thoughts or questions or check out The Mills Group website. I may use your subject matter in upcoming shows. Episode Links: The Mills Group The McGurk Effect Outliers by Malcolm Gladwell Joe Gerstandt The McGurk Effect Video Interview Questions That Suck Nick Epley Management Recruiters International C.L.A.M.S.
15 minutes | Dec 21, 2020
Episode 014: C.L.A.M.S.
Episode 014: C.L.A.M.S. Employee motivation: It's the number one topic it seems. The "thing" to talk about right now is culture and culture fit. We are priming the pump with "culture, culture, culture." Then we hire people, and they might fit the culture, but they aren't motivated to do the job… What happened? How can we identify motivating factors and use them to keep employees engaged? There's a surprisingly simple tool, and recently I had the opportunity to teach it to a CEO, who used it in another way that was very effective. In this episode of The Rebellious Recruiter wit Daava Mills, I am going to talk about a tool I learned two decades ago, and how effective it still is. Daava's Rebellious Recruiting Notes: While culture and values are important, we've lost the sticking reasons of valuable employees. There is a fundamental mismatch between what a person emotionally needs to come to work daily, and the company's need to make sure the work gets done. Here's a tool to help assess candidate motivation, and ultimately determine if they stay in the job you hired them to do: C.L.A.M.S. C: Challenge - Candidates are motivated by taking on a challenge no one else has done. L: Location - Take caution by candidates motivated by non-work related factors, ensure that they are capable of doing the job. A: Advancement - These candidates are great for larger, or quickly growing companies, but you'll only want 10-20% of your employees motivated by advancement. M: Money - Not everyone who is a hard worker is passionate about what they do; don't rule out someone who is all about money if they can do the job and fit the culture. S: Security - Candidates motivate by security are the Steady Eddies of the world, the people you want working side by side with your Advancement motivated people. As always, you can email me at firstname.lastname@example.org with your thoughts or questions or check out The Mills Group website. I may use your subject matter in upcoming shows. Episode Links: The Mills Group The Rebellious Recruiter - Episode 000 The Five Love Languages by Gary Chapman
50 minutes | Dec 18, 2020
LISTEN IN 001: An interview with my mentor Penny Fillhouer | Recruiters Are Not Therapists
LISTEN IN 001: An interview with my mentor Penny Fillhouer On this episode of The Rebellious Recruiter with Daava Mills, I kick off my Listen In Interview Series with my mentor and friend, Penny Fillhouer. Penny has over 4 decades of experience in recruiting, and even assembled the team that developed the debit card. Currently she is a Recruiting Consultant, and her company, Because Fit Matters, is helping business leaders understand their employees strengths and how to communicate effectively to those strengths through the company values. In this "short" discussion, we delve into how recruiting has changed and why the current state of recruiting is not working, for companies or candidates. Specifically, we talk about a Forbes article on Unconventional Interview Questions and get real about why most of these are not effective. In the end, a recruiter's job is not to delve into the psyche of a candidate, but to assess whether or not a candidate can perform the functions of the job. Daava's Rebellious Recruiting Notes: A recruiter's job used to that of a middle man between the organization and the applicants, getting to know everyone so well that she could see where new hires would compliment the team; as a result, there were no interviews with hiring managers, it was more of an introduction; the recruiters knew, and the company trusted, it would be a good fit. True recruiters are always talking to people, looking for the next star players, and keeping a full pipeline of potential applicants. Building relationships with potential candidates slowly, over time, builds the right level of trust and allows candidates to have all the information they need to say yes. Companies need to stop pretending recruiters are therapists and that they can get into the psyche of a candidate; we are getting too personal based on the lie that we are creating a family; these are not children we need to raise and we not promising them forever attachment. With these off the wall questions we set up candidates to pass or fail based on one person's ideology and does not have any bearing on whether or not they can do the job. An interview is like a first date, nothing is real, the candidate is just trying to be liked; the recruiter needs to dig past that to determine if they have the skills to do the job. Companies need to stop looking at culture as something that fits into a box, every new employee a company bring on changes the culture and you can't treat everyone exactly the same way. Recruiters should be looking for candidates to demonstrate comfort in their career; do they talk about their specialty like they're romancing it or talking about their favorite food. Before you hire any candidate: Clearly communicate your basic mission and values. Make the applicant promise that before I hire you, are prepared to be accountable to uphold our mission and values. If you don't, are you giving me permission to hold you accountable and switch your behavior to to get you back on track. And will you agree that if you don't do that and continually refuse, you will resign from the job. If you get that from every person you hire, they are giving the recruiter permission to do their job. Episode Links: The Mills Group 15 Unconventional Interview Questions Video: Have a career at foodguys Topgrading Who: The A Method for Hiring by Geoff Smart and Randy Street Ring of Fire The Visual Interview
13 minutes | Dec 14, 2020
Episode 013: Ring of Fire
Episode 013: Ring of Fire I recently had my child's brain scanned and she insisted I do a podcast on her brain. At first I wasn't sure that it would be relevant, but as I put the pieces together about what makes her brain act differently than mine, a lot of things make sense to me about how to be a better manager and mentor. On this episode of The Rebellious Recruiter wit Daava Mills, I'm going to talk about the powers of observation, and how people's neurological differences can actually be deployed as your secret weapon, demonstrated by reflecting on my child's neurological difference. Today is about training, mentoring, and putting the pieces of your team together as you grow. Daava's Rebellious Recruiting Notes: We hire people blind from their past issues not knowing the traumas they've experienced and if their bad habits from bad management experiences or if they have a brain that is not mainstream. The reality is that all of our brains work differently. If you had a scan of each of your employees, you'd be able to see what skills light up. Try and think about what skill areas would light up brightest for your team members. Each person's unique talents can be a superpower, and if deployed properly, will help move your organization forward. As always, you can email me at email@example.com with your thoughts or questions or check out The Mills Group website. I may use your subject matter in upcoming shows. Episode Links: Amen Clinics ADD Type 6: Ring of Fire Dr. Daniel G. Amen, M.d. AskJan.org
10 minutes | Dec 7, 2020
Episode 012: The Swipe Right Aim
Episode 012: The Swipe Right Aim When you meet me in person, you'll very quickly figure out two things. 1) I'm an extreme extrovert. Seriously, a stranger is just a friend I haven't met yet. There are very few people I don't like, and there are a lot more that probably don't like me. And 2) I'll ask you a zillion questions about your job, what you do, what's hard about it, and why you take pride in it. I'm a recruiter to the core. COVID19 has me twisted in every sense of the word. I had a different podcast planned for this episode, but that changed when I sat down to write this week. Locked up, extroverted Recruiters? We get philosophical. And today, it's very philosophical, and of course I'll be using my favorite brand of mixed metaphors, this time how recruiting is like shooting a long bow. Daava's Rebellious Recruiting Notes: We're living in a swipe right culture, and it's found its way to recruiting. Nothing wrong with swipe right, but to get that swipe you have to show who you really are to the person on the other end. The best pick up lines in the dating world simply begin with "Hi". So why in recruiting are companies demanding a candidate's innermost secrets during the introduction, especially when the company itself has only posted a blurry picture. Don't hold back because you're afraid of getting bruised, instead show candidates who you are, the things that are uniquely you. Companies are responsible for creating a culture that makes employees want to stay. Do you know why your people stay? Find out! As always, you can email me at firstname.lastname@example.org with your thoughts or questions. I may use your subject matter in upcoming shows.
18 minutes | Nov 30, 2020
Episode 011: The Right Bait to Hit the Employment G-Spot
Episode 011: The Right Bait to Hit the Employment G-Spot Talent acquisition has basically turned into a defensive formation, along with candidate applications that have taken on a defensive formation as well. Lots of virtual tackling is happening. But…. who has the ball? And how can anyone possibly score? I don't know about you, but I see inspiration and recruiting analogies everywhere I look. On this episode of The Rebellious Recruiter with Daava Mills, I am going to break down an especially awful ad that came through my FaceBook feed recently. Then I am going to cross reference it to current recruiting practices. Which means, today, we're pulling back out the fishing analogy of chum and bait. Daava's Rebellious Recruiting Notes: Companies get overrun with resumes and applications, making it near impossible to find the right candidate. So companies add in lots of hoops to jump through in the hopes of weeding out unqualified or disinterested candidates, but all that does is confuse and aggravate great candidates, who then reject the bait. The result is everyone ends up on the defensive and no one wins. How to fix it? 1. Start with the job ad. List the top 5 things they will be doing Use narrative and bullet points Keep it to one page List out the problems you need solved instead of burying candidates in unnecessary and inflexible requirements Describe the job in military terms as a way to cater to women and men transitioning from the military 2. Review the application process and limit all the number screening questions down to what is truly necessary. 3. Create a spot on your website that speaks directly to potential employees. 4. In every job ad and every interview, explain the hiring process for your company. 5. And finally, stop with all the unwritten rules. As always, you can email me at email@example.com with your thoughts or questions. I may use your subject matter in upcoming shows.
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