Thursday, January 22, 2009

Sometimes the Best Sell is the Softest Sell

One of the big mistakes that a lot of salespeople make is not understanding that most people don't like to be sold to. When you're selling to a salesperson, they generally like to be sold to as they understand and appreciate what you're doing, but most people get turned off by the hard sell.

Whirlpool understands that most candidates are not salespeople and will be turned off by a recruitment pitch that is hard sell. So one of the strategies that they employed is a soft sell recruitment video narrated by Reba McEntire in which she describes the partnership that Whirlpool has forged with Habitat for Humanity.

There's no hard sell in the video. There's almost no way of watching the video without getting misty eyed. And there's probably no better recruitment video out there and may never be one.



Article by, Steven Rothberg and courtesy of CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates seeking entry-level jobs and other career opportunities.

Thursday, January 08, 2009

EEO-1 Data Collection

Merciful heavens, there must be an easier way to find this information and create a form that meets, not a strict policy, but the guidelines from the Equal Employment Opportunity Commission (EEOC).

We have been adding a few EEO collection forms to some of our employers applicant tracking packages with us and every company's form is a bit different. Of course, they can be because the government doesn't specifically say how you must collect the data, but simply that:
  • Employers with federal government contracts of $50,000 or more and 50 or more employees; and
  • Employers who do not have a federal government contract but have 100 or more employees
must collect that data to complete the EEO-1 Report.

If you don't have either qualification, you can stop reading. However, if you do, qualifying employers must submit this demographic data each year by September 30th. This data tells the government the makeup of your workforce by sex and race/ethnicity. This is further divided into occupational categories called EEO-1 Groups.

In the fall of 2007, the ethnic and racial categories were updated to reflect our diverse workforce and changed on the EEO-1 Report, but not truly required until employers submitted the September 30, 2008 report. So going forward, if you have not already included the new EEO-1 categories on your form, now is the time to make the change. For this post, I'm going to focus on the ethnic and racial categories, but do note that the job categories have also been updated. You can see all of the changes to this report on the following link - Questions and Answers: Revisions to the EEO-1 Report.

My biggest frustration is that it is nearly impossible to find an example form. I have looked at SHRM, searched via Google and mainly come up with a law office's post, and other HR sites. Why does this have to be so hard?

Anyhow, here is what I believe the form should encompass and by all means, I'm not an attorney, just a former HR person trying to be helpful.

  • Statement about why you collect this data and that the submission of the information is completely voluntary. The key is the applicant's ability to "self-identify."
Example from the EEOC - "The employer is subject to certain governmental recordkeeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws, the employer invites employees to voluntarily self-identify their race or ethnicity. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained will be kept confidential and may only be used in accordance with the provisions of applicable laws, executive orders, and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement. When reported, data will not identify any specific individual."


  • Today's Date
  • Name
  • Position Applied For
  • Ethnicity and Race as specified by the revised EEO-1 categories -
Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.

Black or African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa.

Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.

Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

American Indian or Alaska Native (Not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.

Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races.

  • Collection of Disability and/or Military Status may also be collected on this form.
I'll conclude by saying that if you have a good form in place, I would love to see it. At some level I understand why the government leaves the collection up to employers and does not specify exactly how they collect it, but I sure wish that it would be easier to find examples and make sure that our employers have the best resources available to them.

Lastly, here is a link to the EEOC's Instructions for Standard Form 100 (EEO-1) and hopefully it will provide you some more insight.

Friday, January 02, 2009

Facebook Enhances Thirty Something's Lives

On the Today Show this morning, I happened to catch a segment about Facebook that was focused on how kids and parents can mutually share the social networking space, even though the last thing a teenager wants is to have their parents looking over their shoulders. Oddly enough, the mother in the piece did not want to spy on her kids, she just wanted to stay connected with her friends. In fact, she really did not want her children to know that she was on Facebook, but she popped up on the "People You May Know" space on her kids' home pages. So far, one of her children will not 'friend' her, and the one who did, limits her access to their profile. And so it goes.

What I found interesting is that one social platform can really work for all because the bottom line is that we all want a way to connect with our friends.



Brandee Barker, Director of Communications for Facebook, states that the thirty something demographic on Facebook has increased 200% over the last year. Being a thirty something myself, I can see this increase every time I log in. When I joined in 2007, Facebook was limited to college students and you needed to have a college email address to join. I happened to have one because I was taking classes through the UW. Now that the social network is open to everyone regardless of college status, I see friends from high school and college pop up constantly and they all wonder why it took them so long to sign up. Plus, as more people around my age have and/or plan their 20-year high school reunions, the numbers ramp up quickly.

If you want more information about Facebook, and this delicate dance of sharing the world wide web with more than just your peers, check out Lisa Belkin's Motherlode blog on the New York Times website or read her piece about Faceook - "When your kid won't 'friend' you - A look at how parents and kids coexist awkwardly on Facebook.