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Morgan Hoogvelt

Morgan Hoogvelt currently serves as managing partner of MorganHCM, a full-service human capital consulting firm. Drawing on his expertise in human capital strategy, executive search, RPO, essential hiring practices, candidate sourcing, Internet recruiting, and social networking, he provides organizations targeted, best-of-class solutions and employment branding strategies that help his clients meet the challenges of recruiting, technology, and retaining and rewarding top talent. He is also passionate about delivering excellent customer service and building positive, productive relationships. He can be contacted at mhoogvelt@morganhcm.com.

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4 Ways to Make Interviewing a 2-Way Street

by May 7, 2014, 12:06 am ET

So much information is thrown at job seekers on how to interview: here is how to dress; here is what to say; this is the answer to the million-dollar salary question; be sure to send a thank-you letter, etc.  Then there are the horrid interview stories that everyone consistently shares with one another and laughs at: the girl who brought her cat into an interview, the recent college graduate who mid-way through the interview takes a call on his cell phone, the gentleman who shows up dressed in shorts — just to name a few recruiting water cooler stories.

Yet, hardly if ever does anyone, especially recruiters, HR professionals or hiring managers stop to look at themselves and analyze their own behavior. keep reading…

Use the Old Recruiting Tools You Were Given

by Sep 10, 2013, 6:28 am ET

Recruitment is simple. Organizations should have one defined objective — to locate, attract, and hire top talent. However, we have made talent acquisition one of the most complex areas of human resources. As a result, strategies are skewed and talent acquisition professionals are bogged down chasing the latest trends and fads instead of focusing on core fundamentals and practices.

Screen Shot 2013-08-29 at 11.26.51 AMRecently I participated in an HR case study with a leading organization that specializes in deriving fact-based analysis and findings. The topic of this particular case study was “What are companies doing to be successful and to overcome recruiting obstacles.” As I sat there and contemplated my answer … a series of conferences, conversations, articles, meetings, and case studies flashed through my mind. I went blank.

I politely apologized to the interviewer and asked her not to take offense to my answer, but here it is: “What is anybody doing that’s truly new and generating overwhelming results? Are we as an industry spending too much time on alternative sourcing methods rather than sticking to the tried-and-true tools that have always achieved results?  keep reading…

There Is No I in Team, but There’s a Team in Spurs

by May 31, 2013, 6:45 am ET

Screen Shot 2013-05-29 at 11.02.08 AMThe San Antonio Spurs have a keen eye for talent. They do a lot of things right and a lot of those principles are applicable to how we in corporate America recruit and retain employees and run our organizations.

Starting with recruiting, the Spurs have a keen eye for talent. They do not chase super-flashy, high-priced free agents. Rather, their approach has been to travel the globe and find players who fly under the radar with superb talent and who are overlooked, like Tony Parker, Manu Ginobili, and Gary Neal, and then to develop those players into superstars. When they do sign a player, that player has to fit the profile of the organization, which typically means possession of a team-first mentality, selfless in actions, good person, and willing to buy into the system.

Looking at retention and starting at the top, their coach Gregg Popovich has been the head coach of the Spurs for 17 years and with him several of his assistant coaches have long tenure. This tenure of coaches has been vital to the success of the team, as tenured leaders come with knowledge, credibility, trust, and a strategic outlook. keep reading…

You Should Learn What I Learned From 2 Millenials

by Dec 20, 2012, 5:11 am ET

Millennials get a bad rap. We hear that millennials work with their iPods on, want flexible hours, won’t stay in a job long, and they get bored easy. Some of these assumptions are legitimate. But similar assumptions can be held true for any generation of worker.

Rather than fight, not understand, and not accept the behavior and way of the millennial, hiring managers should actively engage with this new generation and learn how to lead, manage, and motivate this new generation of workers.

When it was finally my turn to be put in the situation of hiring a millennial or two, I was a bit nervous, as I’d made all the above assumptions myself.

Thankfully, my first two millennial hires have worked out well. But to get these great hires, it took a keen eye and ear to locate these talented individuals. Let’s call them Kacey and Magi. keep reading…

Yes, You Can Recruit Like the Army

by Sep 28, 2012, 5:46 am ET

Back in early Spring, I was approached by a local HR organization to present at its local symposium with regard to an article that I wrote for ERE several months ago — “What Corporate Recruiting Can Learn from the U.S. Military.” Apparently the article struck a chord with the program manager, and he reached out to me and asked me if I could deliver a presentation based on the theme of the article. I obliged.

For those who perhaps missed the article when it ran, the main idea revolved around the high recruiting demands of the U.S. Military (in particular the U.S. Army); and how year after year the Army not only meets, but exceeds, its recruiting goals. An interesting fact to note: in one particular year, the Army needed to recruit 75,000 individuals into its ranks. The question I investigated was how a business (the Army in this case) could successfully recruit several thousand individuals year after year while companies in corporate America fail to reach recruiting goals that are nowhere close to the numbers the Army needs to obtain.

Through my research and personal experience, I drilled down on this concept and arrived at a simple conclusion: for the better part of Corporate America, recruiting is a broken concept. keep reading…

8 Skills Recruiters Should Have

by Jul 26, 2012, 5:34 am ET

Kaibab National Forest

(Editor’s note: With so many new ERE members coming on all the time, we thought that each week we’d republish one popular classic post. Here’s one, below.)

When I attend career fairs, hiring conferences, recruiting events, or through conversations with prospective candidates, I keep learning that the wrong people are attending these events and working as recruiters. As I walked the room at a recent career fair, prior to the event starting, I sought to introduce myself to some of the other company representatives. I was surprised that many of them were unable to communicate at a level that would properly represent their company.

The behavior I witnessed at this event and many others is predictive of how these recruiters behave in the office and how they represent their company through other communication tools such as social media. Later as the candidates flowed into the fair to meet the companies, I witnessed these individuals sitting behind their tables, eating food, talking on cell phones, and displaying body language that suggested they didn’t want to be bothered.

Fortunately, I witnessed several individuals that did exhibit proper career fair behavior and strong recruiting traits. They were the ones that had long lines of candidates and also the ones whose companies are always recognized as recruiting industry leaders. The difference in success was clear.

We can all gain market intelligence by speaking with prospective candidates and finding out where they have applied, who they have interviewed with, and what their experiences have been like. Some of the experiences that I have heard are horrific, yet not surprising. So why do HR and recruiting leaders continually hire or put the wrong people into recruiting positions? I don’t get it.

Each year there are new tools, technologies, and platforms developed to help take “recruiting to the next level,” as the cliche goes. The problem is, all of these wonderful breakthroughs can be fruitless due to inadequate operator behavior. Moreover, if companies and organizations really want to eliminate or lower their agency recruiting spending, then start hiring similar profiles and not promoting an individual out of customer service or demoting someone from another department and sending them to recruit.

Regardless of where your next recruiter comes from, I have developed some essential skills, traits, and qualities that successful recruiters should possess. Aside from the regular “good communication, ability to work hard, team player” skills that everyone wants — here are a few of the most important must haves: keep reading…

Partnerships Are a Premium

by Jul 5, 2012, 5:39 am ET

Last month I participated in a joint webinar with my RPO business partner and provider on the topic of “True Business Partnerships.” As I geared up and prepared for the webinar, it made me think about the current relationship in place with my RPO provider and all the other fantastic relationships I have developed during my tenure at Clear Channel. Of course not every product and service is right for our business, but I make it a point to look at everything and at the very least see the product or service first hand.

For our enterprise-wide initiatives, it was and is very important for me to find true business partners that not only offer innovative and customized solutions, but also to find and identify those business partners who we can trust, who we can lean on for expertise, who are accountable, and who can listen to our business needs and then go and execute for us.

Call it destiny or luck, but I have been able to locate and meet some of the most amazing and high-performing business partners to service our needs when it comes to RPO, HR technology, website design, and recruiting. Of all the great qualities that our business partnerships have forged, one of the main action items that has stuck out to me is that they all possess a vested interest in our success at Clear Channel — and in turn, we have a vested interest in their success as well.

In writing this article on the basis of partnerships, I simply equate the idea of a professional business relationship the same as a personal relationship that one may enter in to. Relationships are hard work. There needs to be communication, interaction, visibility, and transparency. In a personal relationship, those are all items that will keep both individuals happy and on the same page — so why not bring those same characteristics into the corporate world and apply them toward your professional business relationships. But most importantly, the golden rule of partnerships is that it is a two-way street — not a one way, and that is where I see most partnerships fail and not be successful.

I value the advice, guidance, and support that my business partners provide me. Whether it be on human capital, technology, communications, or design, each acts as a trusted business advisor. There is no way we can be as successful as we have been without each of them. With all this said, there are two sets of advice I would like to pass on to both parties — those who sit on the same side as I and who own business relationships, and those prospective business partners who are actively engaged in offering solutions and services …  keep reading…

R … P … Oh No!

by May 14, 2012, 6:28 am ET

Recruitment process outsourcing by definition is a form of business process outsourcing where an employer outsources or transfers all or part of its recruitment activities to an external service provider. Each letter in the term RPO represents a valuable and equal piece of the RPO process model, yet more and more RPO providers today are using the letters in the phrase but not performing up to standard expectations around each functional letter R-P-O.

Whether outsourcing any particular business function is good or bad can be debated, but for those companies who choose to outsource their recruitment departments and select an RPO provider, there are several key elements that will either make or break the initiative. Most important, understand what a particular RPO provider is willing to deliver and what they are good at delivering. Through personal experience it seems that most RPO providers have forgotten or ignored the “R” or “Recruitment” in RPO and spend the majority of their time and resources focusing on “Process” and/or “Outsourcing/Optimization.”

For me, the “R” is the most important aspect in the term RPO and is what I focus on. If a provider can’t deliver on the “R,” then “P” and “O” are useless to me.  Other organizations may place a higher value on the “P” and “O,” and again it is all what is best for organizational needs. To me, most RPO providers have lost the concept of recruiting and now focus on the outsourced part.

Although it may be more efficient and although it may be more cost effective — I still demand a certain bang for my buck and while I don’t expect executive-search-quality candidates for every position, RPO providers should still be focused on providing candidates of a certain level of quality and not just numbers.

Lucky for me after trial and error, I was able to locate a provider who has not lost focus on “recruitment” and that can and does deliver at a high level, and that is what it is all about for me. Do your homework, talk to some other professionals in the industry, and conduct a proper assessment prior to partnering with an RPO provider. And if all else fails – meet me at the 2012 ERE Expo in South Florida where I can tell you an RPO story that will make the hair on the back of any HR executive’s neck stand straight up. See you there.

The Shortest and Best Hiring Advice You’ll Ever Get

by Apr 17, 2012, 10:24 am ET

1. Treat ALL people like gold

2. Hire for personality and culture fit

3. Hire for a skill set that drives results

4. Communicate like no other

5. Onboard like a champion

 

Dear Corporate America, From Any Veteran, USA

by Mar 1, 2012, 5:34 am ET

Dear Corporate America,

This letter is intended to ask for your help and to open your mind, perhaps a little bit. I have recently completed my tour of duty serving our country and now it is time for the next opportunity in my career. The past several years have been tough for me; numerous deployments, time away from my family and loved ones, the missing of birthdays and holidays and tough financial times as well.

I initially joined the military due to my sense of commitment and wanting to be part of something greater like service to my community and country. Now that I have accomplished that, I am ready for my next challenge and will be entering the civilian world, hungry for an opportunity where I can demonstrate my talents and knowledge.

While in the military, I learned such traits like leadership, commitment, accountability, dedication, team work, sacrifice, and courage. I learned my job in the military through schooling and classroom education. What takes civilian world technical schools and colleges months and even years to teach, I learned and successfully passed in weeks and months. I then applied those acquired classroom skills and theories in real world applications and career fields such as aviation, logistics, security, administration, healthcare, supply, legal, nuclear power, IT, and many other fields.

I performed my job in the military to a high degree and in places around the world that your average worker in Corporate America has never seen and will never know of: keep reading…

Stop With the Recruiting Fashion Trends

by Jan 31, 2012, 5:49 am ET

It’s a brand new year, great things are on the horizon … and for me, I have had it up to my eyeballs with a particular topic. I am so fed up with this topic that I want to climb to the highest peak and scream, bang my head against a wall, and even toss my desk around the room over and over. This topic that’s making me and others so irritated is Passive Candidates.

Yes, that’s right. The topic or even the mention of passive candidates now a day makes me want to throw up. In conducting my own personal year in review and through scouring HR topics, articles, blogs, etc., it seems as if 2011 was the year of the “Passive Candidate.” My response … so the heck what.

I guess I am at a loss as to why there is so much over-emphasis on “passive candidates.” Whatever happened to simply hiring the most-qualified, best-fit individual who can add their strengths in order to advance the organization? Now we have resorted to “Commandments of Recruiting Passive Candidates,” “Rules to Recruit Passive Candidates”, “Your Guide to Passive Candidates” — you get my point.

So here are some questions for you to ask yourself and answer: keep reading…

Evaluate Your Candidate Experience

by Dec 22, 2011, 5:43 am ET

This week, I had the pleasure of receiving some feedback from two candidates who recently completed the hiring process, each with a different end result with our organization. As talent acquisition professionals, the majority of us strive to ensure that proper recruiting processes and procedures are in place, and at the same time we wonder if the candidate is truly having the experience we initially envisioned and created.

Granted, my organization is still far off from where we want and need to be from a talent acquisition standpoint; however, we are taking the proper steps to get there as an enterprise. One particular topic that has always been the focus of my recruiting career is the candidate experience. Some will argue that it includes an employment brand, a cutting-edge career site, high-performing HR technology, etc. I have always believed and will continue to believe that while those items are important, nothing can replace the importance of proper human interaction. This will truly set your company’s candidate experience apart from other companies out there in the marketplace.

Two case in points occurred this week: two individuals, two different positions. The first individual, who did not receive an offer, sent us an email thanking us for how we handled and treated him through the search process. Here is a snippet of the note that we received: keep reading…

Dear Agency Recruiter …

by Nov 3, 2011, 5:11 am ET

… the last two candidates you have sent me are terrible! The agreement you sent me prior to engaging in this search requires me to pay you 25% of the individual’s first-year salary if I hire one of your presented candidates. In my case, that would be in the neighborhood of $17,000, which is a good sum of money.

I am feeling a little confused at the moment, as I was under the impression that you are to provide me the top 1% of talent available in the field of which I am seeking talent. Or, at least that is what you told me in your initial presentation of why we should use you.

Instead I opened both of the resumes you have sent me this morning, only to find the first individual, who has already applied to this position no less than eight times and we have already rejected, and the second individual has changed jobs more times in the past fiv years than runway models change outfits; am I to think this individual will stay with us any amount of time to learn our business and be a strong contributor?

When I signed up for this “executive search/recruiting” service, I was under the impression that you were going to bring me the best of the best, a game changer or an “A” player who can bring significant value and contributions to my business unit. But all I see here are average professionals and not the caliber that warrants me paying you $17,000.

I know it’s your business on how you operate, but I feel as if I need to share some suggestions for you and for what I really need in a search partner… keep reading…

Onboarding 102

by May 31, 2011, 5:00 am ET

May 15th marked the 1-month anniversary for my friend Herb who was the focal point of my previous article regarding onboarding. Herb has settled into the role and he is starting to feel a little bit better about his decision than he did at first. However, the fact remains that he views his current role more of a stepping stone versus the career he initially imagined. How amazing is it that the little steps in the onboarding process can have such a profound effect on a new hire? keep reading…

Know What Your Recruiting Competitors Are Up to

by Apr 28, 2011, 10:34 am ET

It blows my mind how the subject and function of competitive intelligence falls by the wayside in most HR/recruiting departments. Just what exactly is competitive intelligence and what is it used for? Let’s start first by defining it:

Definition: the action of defining, gathering, analyzing, and distributing intelligence about products, customers, competitors and any aspect of the environment needed to support executives and managers in making strategic decisions for an organization (Wikipedia.org)

A couple weeks back, I participated in a webinar about strategic recruiting methods along with over 400 HR/recruiting professionals. During the call, the host took a live quickpoll on the topic of competitive intelligence; here is the question that was posed to the participants, “Do you know today how your organization’s recruitment performance compares to other organizations in your industry?”

After a quick minute of tallying the results, an overwhelming 70% of the participants did not know how their own organizational recruitment performance stacked up against their competition, which leads me to ask: why not? keep reading…

Onboarding 101

by Apr 12, 2011, 1:24 pm ET

My good friend, let’s call him “Herb,” started a brand new job yesterday. Herb was very excited because it’s an opportunity with a particular financial institution that he had been coveting for some time. Rewinding two weeks … the submission and recruitment process went fantastic as Herb actually located the position online, submitted his resume, and was contacted immediately.

His initial interview was via phone on a Friday, and he did so well that he was invited in for second-round interviews that very next Monday. On Monday, Herb once again wowed the hiring managers and the very next day (Tuesday) he received an offer of employment which he readily accepted with great enthusiasm. Herb kept me up to date through his interview process with this financial institution, and even I was amazed how quick this large giant seemed to move. He told me how everything was great, the people were awesome, and how he was looking forward to day one to get going on his new role.

As I anticipated, last evening I received a phone call from Herb. I was anxious to catch up and hear about his first day in the new position. To my surprise, the tone of Herb’s voice was not that of excitement, rather that of disappointment. keep reading…

Can’t Talk Now. I’ll Be in Meetings All Day

by Mar 9, 2011, 4:18 pm ET

UN democracy fund graphicCaller: “Hi, can I please speak to John?”

Secretary: “Sir, John is not available right now. He is in a meeting. Can I take a message?”

Caller: “Do you know when he will be in?”

Secretary: “He is in meetings all day.” … click.

Bummer. I missed John again. That is one hard guy to get a hold of.

Wait! John just tweeted: “At work, is it Friday yet? Leaving early for H-Hour with the crew”"

What the &*()&)(?  What kind of meeting? What’s going on here?

Yes, John has left his window open, again.

It is true, social media has changed the way the world now communicates. keep reading…

Promote Your Employment Brand via Rex Ryan and Southwest Airlines

by Feb 23, 2011, 5:14 pm ET

photo from newyorkjets.com

Another exciting Super Bowl has come and gone. Congratulations to the Green Bay Packers, the new Champions of the National Football League. Not appearing in the Super Bowl this year was, the infamous or famous, depending on how you view them, New York Jets, who unfortunately came up one game short for the second year in a row. Although they didn’t make it to the world’s largest football stage, don’t let their shortcomings take away from what they have accomplished over the last two years.

I attribute the majority of the Jets’ success to its head football coach, Rex Ryan. Love him or hate him, Ryan has built both a strong personal brand and a team brand in his own image: that of a tough, tenacious, outspoken, hard-nosed, defense-first team. I would argue that over the last two years, no coach has been more outspoken with the media than Ryan. But deeper than his outspoken character is the personal branding that Ryan has accomplished. He is now known as one of the top coaches in pro football with confidence in his team’s ability to play and win tough games.

So what can we take away from Ryan? keep reading…

4 Social Media Steps

by Jan 28, 2011, 11:59 am ET

As I opened up my Twitter log this morning to check out the latest tweets, I was blitzed with an overwhelming amount of social media messaging. It seems like everyone nowadays is a social media expert. Do this. Do that. Don’t do this. Don’t do that. Say this. Say that. Etc …

Do these people seriously sit around all day and tweet and retweet everyone else’s information and call themselves experts? It’s no wonder why there is such confusion and negativity in the workplace when the topic of social media arises. While there is no doubt that the world is in the midst of a social media revolution, the reality is that social media is a basic, simplistic concept — but you have to, like anything else, have a plan for it. If your organization has already made the plunge or if you are thinking about joining the vast and crazy world called the social media universe — it’s of utmost importance that you have a detailed strategy in place. keep reading…

What Corporate Recruiting Can Learn From the U.S. Military

by Jan 13, 2011, 11:39 am ET

Several Mondays ago, I watched a National Geographic documentary called Restrepo. Restrepo is a feature-length documentary from National Geographic that chronicles the one-year deployment of a platoon of U.S. soldiers in one of the most dangerous and remote locations on earth, the Korengal Valley. Named “Restrepo” after PFC Juan Restrepo, who died on a hillside 7,000 miles from home on July 22, 2007 the Korengal Valley was a Taliban-infested death trap where nearly 50 U.S. soldiers lost their lives in five years of conflict, according to the Miami Herald.

This was one of the most gripping and moving war documentaries I have ever watched. The documentary followed the daily lives of the platoon members assigned to the valley outpost. By now, you are probably asking yourself what in the heck does this have to do with corporate recruiting? The answer is EVERYTHING. U.S. Military recruiters SELL. keep reading…