So now let's look at how we can get more people into our organizations. And really, it comes down to two things. We want to streamline hiring. We want a little better recruitment strategy based on human behavior. First, we look at our hiring processes. And there are some main areas we can discuss in those hiring processes.

Now, this may not be all encompassing, but it gives you a pretty good idea of where to start looking. First in the world today, we need to think about how we exist in the context of the world we live it. We're getting more and more used to Facebook and Twitter, and LinkedIn. And these things give us a quick feedback loop. a feedback loop with a short timeline. You can post a photo on Facebook is shortly know how many of your friends are seeing it.

How many people liked it, how many people were engaged with you? People are used to that short feedback loop. They're used to the short timing For example, I can look online for an item I want to purchase, research it by looking at the items with the most reviews and highest ratings, order it and have it the same day or the next day. So even ordering a physical object has a short feedback loop. And it takes a short amount of time. I can have the desire to watch a particular movie or television show and stream it right now.

And that's the world we live in. So people are getting more and more used to having quick access and getting quick feedback. A lot of our hiring processes don't really account for this. So we need to look at those processes and think about the needs people have. So what needs do people have what's ingrained inside of them that they actually need? To understand it, we need to look outward as recruiters.

We do look outward as people that are interested in human resources, just like marketing people look outward, we need to do the best we can to address the needs of the people we're trying to impact. They have needs such as honest feedback, realistic timelines, considerations of what their families might be concerned with. We want to be completely honest with the people that we want to bring into our organizations. This is very important, because our interaction with them could be their very first look into an organization, they want to be a part of that they want to join. Because of this, we need to look at our hiring processes and see where we can improve. Now, before we do that, let me put you into a situation.

Imagine you're at your company. You're thinking about the hiring process, you're thinking about recruitment. You may be a hiring manager, and you're thinking of ways to improve everything you do to bring people into the organization. You sit there and you come up with two For three great ideas that you think you can implement immediately to help the process. You go to your next level of command in your organization, your supervisor, your manager, maybe even the CEO. And you tell them, hey, look, I took a look at our hiring processes.

And I think we can make some great improvements. Now, imagine that person is sitting right in front of you right now, you've just said that, think about what they say in return. If they say something like, Oh, it's always been done this way. Or I had to do it this way. So should everyone else and this one's kind of my favorite. If they don't like our process, they can go someplace else.

So if you're thinking about these things, you're thinking about the process, you're thinking about change, but you think that might be the answer of your next level of command. Then you need to start thinking about how to change the focus a little bit, because we need their support. We need that next level. support. And how do we do that? How do we change our view our lens on how we're going to deal with them?

Well, we do it by hiring and having recruitment plans that involve the whole company. For example, people would get a feeling for your culture by watching a video of an employee talking for 45 seconds. Now that employee can be talking about how beneficial a training that they attended was, and how important was the company allowed them to go to it, and it could be a quick video, but it will speak volumes to what the company culture is, and what it says the company stands for. a short video like that means much more to somebody than a written line that says this company believes in employee development, because you're hearing it straight from the person. If you have an employee that you take a video up that actually says that hey, I want to do this training and it was great. And my company set me and this is the benefit I got to it.

This is development I got out of it. And it only takes a few seconds. It does speak for From what the company stands for, and then you can leverage the existing networks in your company to help you with the hiring and recruitment process. Because recruitment is not just recruitments job, recruitment is a system wide responsibility. And if you look at like that, then there are plenty of other places within your organization, that your relationships and your networks can help you. And all those things will help you with the next level of command.

You can have allies in marketing, in training in safety in other field personnel. And by looking at those different relationships, you can create some valuable content that's easy, and it doesn't take much time, and it doesn't take much money. A video does not have to be produced by a media company to be valuable. In fact, there's Reacher research now showing that a video made by the photo of an employee actually doing the job or video you made of yourself that shows your personality. how you're going to help a candidate through the process. All of that is more valuable because it's authentic.

That kind of stuff is absolute gold. If you look at what marketing is doing, how big video is in marketing, how huge it is, it's not the glossy videos that you see all the time that are professionally produced, that are the Mainstays. That stuff may take months to get might need a script might need special equipment. The video we're talking about is content that we see now in social media that's taking over social media. And what's good about it is that it's cheap, and it's easy to get onto the internet. Now, you may have some battles to fight, but if recruiting candidates that fit your company, and recruiting those candidates that will stay with the company for the long haul is important.

Then there are some steps we can take to make that happen. The first thing, this kind of the entry into knowledge about a company is thinking about the job itself. friction. Now, you might think jobs, Christians are boring. But you need to make sure that whatever job description you're putting out there for people to look at it that is communicating what you want to communicate. Think of the job description, not just as a piece of paper, or not just as something you have to do, not just something that's required by your company.

But think of it as a communication device. What is it that you want it to say? This is the first contact people may have with your company. So you have to ask yourself some serious questions about the job description. And again, I'm not here to teach you how to do your job. My goal is that we talk about ways to think about your job in a little different way.

So that's why we're talking about job descriptions. Because I know you're all familiar with job descriptions. You have one for yourself, you provide them to other people, so you know what they must include. They have to include things like that. title, the job summary the job, the qualifications that are required. What does success at that job actually look like?

What are the duties? And who does that person ultimately report to. And that's all important. It's absolutely imperative have that stuff in the job description. But remember, this is probably the very first piece of communication the person has with your company. It's giving a small glimpse into the organization.

So we could think differently about it. We can think socially, we can think about people as people, and not just a resource that we're trying to harvest. Remember, social belonging, and social identity is like the force, right? It's around everything we do. So you can embed some of these thoughts into your existing job descriptions. Think about some questions, some questions that might help you with the descriptions.

The first one I'd like to ask Is what type of people are we trying to attract? I mean, even if you have a piece of paper in front of you, you can write down some of these ideas start having these thoughts. So what type of people do you want to attract? Is it just the bare bones minimum, just somebody to fill the seat? Is it a particular value system they have? What is it that you want to bring into your company that that the people you want to bring in can offer, make sure that job description accounts for the culture in your company.

And by doing this, you can increase the chance that people who are applying are already in tune with what your company stands for and the culture of the company. This could save you a ton of heartache later. So if you have a little culture statement somewhere on that description, that will really help because people will see that and understand what that company is about. And when they read it. They can tell themselves Hey, I totally felt this company and in the long run That's gonna save human resources, a ton of heartache, because they're going to be getting people into the company that already adhere to some of those company values. Now, the second thing you need to ask, is the job description.

Honest, we talked about this a little bit earlier. But honesty is a major part of everything we're talking about. Being honest from the very first contact they have with your company not only helps with the hiring process, it pays huge dividends in retention. The return on investment by being honest on your job description is huge. You definitely don't want new employees coming in thinking one thing, and then after they get into the organization, now they think they were sold a bill of goods six months later. So looking at your job description, making sure they're honest.

And being honest with those people who are trying to recruit helps us way further down the road. Remember, people aren't losing jobs, they're leaving jobs. So what we can do is communicate in a way that accepts that as a reality and treats people as people. So communication, communication is absolutely critical. Communication is what we do as human beings, how we pass on stories and knowledge, and how we understand the world around us. How we make sense of all the complexities that go on around us, is all based on communication.

Communication is absolutely critical. And people crave social belonging, they crave being part of a group, the quicker people start feeling like they can be a part of your company, the better. If you can start having somebody who is just on Facebook, and they see something about your company organically. They may just see it pop up those people may start being able to envision themselves as part of your company. So the sooner we do that, the better. They don't have to be hired to feel like they're part of your company, you can start that process really early.

And there's a lot we can do that doesn't seem like spam to people. Spam turns people off. But there's things we can do to put those videos out there. They just pop up when they're on Facebook, because there's targeted marketing. And so that's why I said your relationship with marketing, and people that have access in your company, to those different venues. Those relationships are very important, because we can use this to bring people into our culture into our companies.

And we need to do the best we can to short the time between contact we have with prospective employees, because here's something to think about. If you aren't contacting them somehow, whether it's a one way communication, email, text phone call something online, if you're not reaching out to people, someone else probably is. It's a very competitive market. So every time you're not contacting somebody, there may be somebody else out there competing for that same person that is contacting them. So look at how often you're providing some sort of feedback to people and do what you can to stay engage with people. So definitely, definitely look at how you communicate.

There's so many ways that we communicate nowadays, phone, text, emails, snail mail letters, just look at how you are doing it in your organization. But the quicker you communicate, the better. And there are ways on social media you can connect the people we're using things on LinkedIn, YouTube, Snapchat, all these different apps of social media. There's all these things that you might be able to by reaching out to marketing folks. Think about how we can embed a recruitment information into these pieces of communication. Social media is huge.

We just need to realize that because it's just the way the world is here, and it's not going anywhere. So everything I'm talking about so far, basically leads us to the belief and the realization that time is valuable. Time is extremely valuable. Things seem to be moving so much faster now with technology, but people are still social animals. We're just doing social inclusion in a different way. And we're doing it faster.