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Almas Insight: Happy Recruiting = Big Business · The Business of Alignment - Powered by The E1B2 Collective

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  I'll tell you who you want to make happy.
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  You want to make your recruiters happy?
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  I think I think this is an angle on this topic and angle on this
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  perspective and angle on this tip that has not been heard
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  quite like this. The happiest people that I want
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  inside my organization. And let me Define happy.
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  The employees are happy with the structure of their role.
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  Bandwidth, pure output. They don't feel overwhelmed.
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  But they don't feel o underwhelmed.
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  The utilization is that a great point?
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  They feel it. Feel it.
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  They have autonomy support. They feel connected to the
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  organization, they speak very confidently about the
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  organization, I want my recruiters to to feel that and
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  if Mike recruiters can feel that that they can hire better.
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  And if we can hire better than we can retain better.
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  If we can retain better that, we can engage better.
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  If we can engage better, we can be more productive together.
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  If we can be more productive together and everyone's
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  utilization is in the right spot and teams are aligned.
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  That we can build a better company.
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  A bigger company objectively. So, where am I going with this?
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  I believe. Because I used to be a fan of
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  partnership team sales teams. I've often said, the head of
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  people is the most important role inside the company to date.
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  and I'm not going to sit here and say, I'm going to change my
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  answer, but I'm definitely starting to understand that if
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  you can give you as an organization can give Recruiters
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  the tool. To predict and understand
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  Behavior. The tool to hire efficiently.
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  A tool to support, you know, something that a lot of people
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  don't understand when I'm trying to speak about things in the
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  almost in sight World, seeing things in the Beyond brand World
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  things in many different worlds, right?
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  You know what people seem to not understand is that When you have
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  Recruiters in your organization that feel like the company is
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  doing a very thoughtful and strategic job of reducing the
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  burden on them. You can actually have a
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  high-performing company. Think about that, think about,
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  if you have a company, when you keep putting your recruiters
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  through the ring through the wringer, you just keep turning.
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  Folks over. Just keep having attrition, you
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  just keep having this a lot me. You just keep having problems
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  and the recruiters are constantly just having to
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  message out to the world of what's going on and bringing
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  people in their, in their turning into robots.
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  And they're not allowing themselves to be strategic.
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  So how do you make those folks? Happy couple things number one.
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  Small companies, medium-sized companies, big companies.
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  Let's start creating. Let's start institutionalizing.
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  Let's start operationalizing. Let's start making any policy.
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  Let's start making it a habit to to determine what a real budget.
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  Looks like proactively for the recruiting teams for the head of
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  talent. Let's give that individual some
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  budget and employer branding, let's give that individual some
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  budget and human capability work.
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  Let's give that individual some budget first. 444.
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  Internal comms work for D and I work at a real level.
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  Let's give this a, let's give this individual some budget to
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  really make some change. to bringing the biggest and the
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  best in the newest and the freshest in the most impactful
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  tools tools that can predict Behavior Tools that can share to
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  the or to the world, the type of organization you are.
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  That can be that can recruit in that can attract Talent.
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  Doesn't that sound fun? Doesn't that sound neat?
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  Doesn't that sound awesome? I think it does.
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  I think it's interesting that you know, an organization can
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  spend dollars, can support the recruiters to invest in a top
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  employer. invest in a almost invest in a behind brand invest
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  in invest in a base camp like if you give your recruiters to
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  tools from the 80s, has to the employer branding initiatives,
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  to the tools, that can measure things if you, if you put them
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  in the position to confidently and comfortably recruit and
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  bring in the best talent and do so in a thoughtful manner, while
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  having the talent to a couple to having having the tools, Their
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  behavior the tools couple, their their Clarity, the tools couple
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  couple, their strategic nuance and skill.
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  And point of view, you'll have a huge company.
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  So, just a few thoughts, I want to share because I'm excited
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  about all the work that I'm doing.
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  Whether it's top employers, whether it's whether it's all
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  the projects that I've had with the you won't be too Collective
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  over my career and how it's how it's developed me everything
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  that I'm doing. All the companies that I'm a
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  part of all the companies that I'm associated with all the
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  companies in the brands that I support than that.
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  I love, it's all. It's all it really all boils
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  down to two core things. The employees end up getting put
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  first Whether you're whether you're an applicant or whether
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  you're an employee, you end up being in the driver's seat.
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  You end up benefiting the most and guess who also benefits
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  almost as much the business. The business.
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  It makes more money. It grows.
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  And don't say for granted, it just feels better.
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  It literally just feels better working at a company like that,
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  like at a human being level. Let's not forget it.
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  And now I'm ranting and I'll wrap up but let's not forget.
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  That we're on this Earth to love to have families, to, to laugh
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  to appreciate nature, like, like we want to live quite literally,
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  we don't want to have heart attacks, we don't want to
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  suffer. So so why wouldn't we spend
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  time, resources, and energy to give recruiters what they need,
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  so that we can have people in our organizations that are
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  aligned, that are happy that are Pleasant because their work is
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  aligned with what they want to do.
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  And how they work and their behaviors.
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  And who they are today. The last thing I'll say is this
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  the reason why you consistently own going to need a top
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  employers consistently ongoing needed.
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  All Miss Insight consistently ongoing need not die virtual
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  consistently ongoing needs unneeded mind stand all going
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  Nita you know whatever right and higher aspiration like like the
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  reason why you own going you need these things.
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  It's because those things will actually make human beings
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  happier. Quite literally more productive.
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  More pleasant to be around, and to work with, and to love, and
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  to support. Good things will happen.
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  Put money behind your recruiting teams.
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  Put money behind your HR teams, put money behind, your people
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  put money behind everything you do.
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  How about we just do that? And now I'm really going crazy
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  and I'm definitely going to wrap up but how about we just do
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  that? How about we just put as much
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  money as possible as much thoughtful in this as possible
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  as much 40 jacquet initiative is as an as possible as much
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  empathy as possible to each vertical of the business model,
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  period. Sales marketing operations
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  product HR D. Like let's just give everyone
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  the same amount of Love, passion and care.
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  How about we just do that? So you don't have to hear a
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  million podcast say, give HR people more resources, give HR
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  people or more team members give HR people more support. so as
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  always, just a few thoughts, Just a few perspectives.
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  We'll talk soon. We'll talk soon.