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Hellooo, Just made it back home from Vancouver yesterday, and today I’m basically running on fumes and sheer willpower. 😅 BUT, still feeling good this week, and still emotionally overwhelmed by the World Cup, so the exhaustion is almost irrelevant. The show goes on! Today, we're unpacking doomjobbing, which is exactly what it sounds like, and prob something your recruiting team's dealing with right now. 👀 Then, a convo with Ann Maltise from Quantum Workplace that will leave you nodding in agreement the whole time! Oh, and there's a stat about employment contracts in here that may or may not shock you. Lots to cover! Sponsored by Udemy Business So your org is buying AI tools too? 👀 That's a great start, but…is there any STRATEGY behind it, or are you just giving people access and hoping for the best? Udemy Business is hosting a free keynote on June 25th with Cassie Kozyrkov, former Chief Decision Scientist at Google and founder of Decision Intelligence, and she's here to shine a light on what leadership should look like when AI is doing half the work! She'll cover why human judgment will always be necessary, what decisions you should never ever let an algorithm make, and how to stop your org from sleepwalking into a total AI disaster. 😴 Register below, then take a deep breath, because help is on the way! Outsmart the algorithm, finally 🗞️ Here's the Tea: 😵 Why ‘doomjobbing’ is overwhelming recruiters, hurting job seekers The TL;DR: Job seekers are stress-applying to dozens of roles without reading the descriptions, and it's overwhelming recruiters while producing worse matches for everyone. It's called "doomjobbing," and it's the result of a broken hiring process. The silence from employers + the current job market is what started the spiral in the first place. My POV: If your recruiting team is drowning in applications right now and wondering why none of them seem right, this is your answer! Candidates are responding to a system that ghosted them one too many times and a market that is toughhh. Like worse than 2008 tough. Volume becomes the only strategy that feels like control. To be clear, I don’t think the fix is on their end. Waaay more transparency and faster feedback is what people are looking for, and it’s the first step to untangling this mess! Internally, we've worked on comms to make our recruiting process clear and declining in a timely manner when we don't think there's a fit. 🎙️Mic Drop Moment: "We view engagement as a characteristic of an employee, and we don't think enough about the conditions that we have our employees in."On the mic this week: Anne Maltese is the VP of People Insights at Quantum Workplace, where she's spent nearly 20 years working alongside HR teams and sitting in exec rooms watching what happens when people data lands, and when it doesn't. She leads the team responsible for helping orgs understand what their engagement and performance data is telling them. She is, in short, the person you want in every exec presentation you’ve ever had to sit through. Pin this:
My H*ly Sh*t Moment: I’ve mentioned it a handful of times now, but the top five competencies of current execs and the top five employees want from a leader have zero overlap, and that will never not sound like a mindblowing fact. This is the exact type of data orgs have to take seriously if they want common-sense ways to set themselves up for success! ▶️ Press Play 📊 Data Is My Love Language: Stat: Fewer than 6 in 10 workers said they fully read their most recent employment contract My spiral: People will swear on their lives they read that contract, and then be legitimately shocked when the noncompete they didn't know about prevents them from taking their next job! A lot of clauses like this would benefit from a plain-language explanation, in my opinion. This is how HR ends up managing the fallout of a document they had the least hand in writing, and yet another example of why we have to cross our t’s and dot our i’s in as many areas as possible! 🛠️ In Your Toolkit The guest list for the Safe Space Summit is stacked so far! I wanted to give you a lil peek at a couple of people who will be in the room: ✨ Hallie Condon ✨ VP of People at Chili Piper  Hallie owns the full scope of People at Chili Piper: comp, performance, hiring, employee relations, and AI enablement. She's building an in-house Impact Intelligence System and a company-wide AI adoption program, and she talks openly about the broken systems nobody's fixing. Why She’s Coming: "I watched the posts roll in last year and knew I couldn't sit out again. This is one of the few communities where the People leaders are actual positive disruptors, not just talking about change but causing it. I'm coming to get my thinking shaken up by a creative, sharp group I already feel connected to." ✨ Lauren Cilurzo ✨ Principal Talent Management Partner at Gametime  Lauren has spent 12+ years designing and scaling learning strategies, leadership pipelines, and change initiatives for global orgs in high-growth mode. She's also a Lean Six Sigma Black Belt. Translation: she’s professionally certified in fixing broken processes without losing sight of the actual humans involved. Why She’s Coming: "I came for the people, the ones who can talk about real HR problems with real human beings and still find the whole thing a little bit funny. There's nothing like a room full of folks who do this deeply human job and can still laugh at the wild, you-can't-make-this-up moments it serves up. That's my crowd." If you're a senior HR and People leader and you wanna be in this room, apply for a spot here. Sponsored by Rippling Every HR vendor has an AI story right now. Rippling's free virtual event on July 14th is built for HR leaders who refuse to get sold a story.  🗣️ UNMUTE YOURSELF You hold your team to a standard, which means you've probably had some uncomfortable convos and given a lot of feedback. When's the last time you turned that same lens on yourself? “What are you tolerating right now that you'd never let slide for someone on your team?” 🛠️ TRY THIS TOMORROW: HR has an issue with processes, but I don't mean broken ones. I mean the ones nobody questions anymore because they've just always been there, eating everyone's time and goodwill! Try this with a few of them: Replace "We've always done it this way" with "What if we didn't?" 👂 OVERHEARD IN SAFE SPACE  I’m willing to bet almost all of us have felt this. You're not alone! 🫶 Read what members had to say here. See ya on Friday! | |||||||||||
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