4 Tips for Hiring Candidates with Grit!

By Tim Sackett

In our ever-constant struggle to find the secret sauce of finding the best talent, many organizations are looking to hire candidates who have grit. What the heck is grit? Candidates who have grit tend to have better resolve, tenacity, and endurance.

Ultimately, executives are looking for employees who will get after it and get stuff done. Employees who aren’t waiting around to be told what to do, but those who will find out what it is we should be doing and go make it happen. Grit.

In tough economic times, our organizations need more employees with grit!

It seems so easy until you sit down in front of a candidate and try and figure out if the person actually has grit or not! You take a look at that guy from 127 Hours, the one who cut his own arm off to save his life. That’s easy, he has grit! Susy, the gal sitting across from you, who went to a great state school, and worked at a Fortune 500 company for five years, it’s hard to tell if she has grit or not!

I haven’t found a grit test on the market, so we get back to being really good at questioning and interviewing to raise our odds we’ll make the right choices of those with grit over those who tell us they have grit but really don’t!

When questioning candidates about their grit, focus on these four things:

  1. Passion. People with grit are passionate about something. I always feel that if someone has passion it’s way easier to get them to be passionate about my business and my industry. If they don’t have a true passion for anything, it’s hard to get them passionate about my organization.
  2. Doer. When they tell you what they’re passionate about, are they backing it up by actually doing something with it? I can’t tell you how many times I’ll ask someone what their passion is and then ask them how they’re pursuing their passion and they’ve done nothing!
  3. What matters to them. Different from a passion that you need to find out what matters to these people in a work setting. Candidates with grit will answer this precisely and quickly. Others will search for an answer and feel you out for what you’re looking for. I want a workplace that allows me to… the rest doesn’t matter, they know, many have no idea.
  4. Hope. To have grit, to be able to keep going when the going gets tough, you must have hope that things will work out. The glass might be half full or half empty, it doesn’t matter, because if I have a glass, I’ll find something to put in it!

I’ve said this often, but I believe individuals can acquire grit by going through bad work situations. We tend to want to hire perfect unscarred candidates from the best brands who haven’t had to show if they have grit or not.

I love those candidates with battle wounds and scars from companies that were falling apart, but didn’t. I know those people had to have grit to make it out alive!  I want those employees by my side when we go to battle.

For more by Tim Sackett visit TimSackett.com

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The New Normal for Hiring Hourly Employees!

The New Normal for Hiring Hourly Employees!

Not many of us are actually doing a ton of hiring right now. How do I know? There are 25 million people who applied for unemployment! That means there’s probably another 75 million that are currently under-employed or utilized.

This means that when we all get back to the ‘new normal’ of working, a bunch of stuff is going to change! How we attract, select, onboard, etc. can not be the same as what we did only sixty to ninety days ago.

Hourly hiring has always been a very “hands-on” endeavor and we must change that! My good friend and Recruiting Expert, Madeline Laurano has done a major research project looking specifically at hourly hiring. I’ve been spending time interviewing TA and HR leaders on the changes they are planning moving forward, and we are going to share with you all of those ideas and strategies!

Join us for a free Webinar on Tuesday, May 12th at 1pm ESTThe New Normal for Hourly Hiring: 5 Strategies TA Leaders Must Consider Moving Forward! 

I’m so excited to have this conversation and share the information that Madeline and I have found! It’s always a great time just talking shop with her, and this is a topic we are both passionate about.

Thank you to the great folks over at Get.Fountain.com for sponsoring this and allowing us to present this information. Fountain is an easy to use Hiring Software trusted by the world’s leading companies. Source, screen, and onboard your hourly workers, giving them a great experience without all of the physical high-touch!

Your Hosts with the Most!

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The Tim Sackett CoronaDiaries: Return to Work Protocols and Your MVPs!

This week on the Corona Diaries I dig into what the heck it’s going to be like when we finally all come back to work, from our Work from Home sentences! At least for the extroverts who can’t wait to get back to work, or those parents who have been locked in with their crazy kids!

I also talk about the concept of those employees who contract and get better from COVID (should we call them “Covivors” – shout out to Mary Kaylor at SHRM as we were discussing what we might tag someone who is on the backside of the virus) and now have a special place in society.

Are you working on your RTW Protocols – if so, share a tip you’ve discovered while talking through this and strategizing at your organization in the comments below!

For more by Tim Sackett visit TimSackett.com

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The Tim Sackett Corona Diaries – Stupid Facts about Tim and HR Tech Marketing!

The weekly video series Corona Diaries is back and this week Tim talks stupid facts about himself and the good and bad of HR Tech Marketing during a pandemic crisis. It’s been a hot topic on the social channels this past week, with folks in both camps.

Camp 1 – we have products and services that can help organizations right now and we need to let them know, or just simply, the world hasn’t stopped and we need to sell this stuff to keep our employees employed.

Camp 2 – You’re all evil for spamming everyone in the middle of a once in a lifetime crisis!

Hit me in the comments – Should HR Tech companies be marketing their product right now today, or when is it appropriate for them to start again? Do you have a problem with this, or do you think it’s fine?

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The Tim Sackett Corona Diaries: Work From Home Advice!

Hey gang! How are we all doing today!?!

Since so much of the audience is impacted by COVID-19 I thought it would be a good time to talk shop and do some videos that I’m going to call the CoronaDiaries!

I hope you enjoy – make sure to hit me up in the comments with your best advice, tips, and tricks for all of us working from home!

One additional tip: Don’t neglect your exercise and diet! For me, I’m a big workout at lunch person, so moving into a work from home situation totally throws me off my routine and I have to make sure I figure that out!

For more by Tim Sackett visit TimSackett.com

Add your ideas in the comments!

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From Trendy to the “New Norm” — Remote Work is Here is Stay

Telecommuting, virtual teams, remote roundtables…… what does all this mean and what does it mean for your organization?  Exploring remote work can be daunting and the data around this topic is overwhelming. Here are a few things that we’d like to share from our own research.

Summary of Telecommuting Trends:

  • Regular work-at-home, among the non-self-employed population, has grown by 173% since 2005, 11% faster than the rest of the workforce and nearly 47x faster than the self-employed population.
  • 4.7 million employees (3.4% of the workforce) now work from home at least half the time.

From 2005 to 2018:

  • The employee population (not including work-at-home or the self-employed) grew by 15.3%
  • The self-employed population as a whole grew by only 3.7%, but growth within this group varied greatly. The large majority of the self-employed operate unincorporated businesses (63%). This segment hardly grew at all (.8%). The incorporated portion of the self-employed population grew by 48.2% for home-based businesses, and 11.8% for non-home-based businesses.
  • Forty percent more U.S. employers offered flexible workplace options than they did five years ago. Still, only 7% make it available to most of their employees.
  • Larger companies are most likely to offer telecommuting options to most of their employees.
  • New England and Mid-Atlantic region employers are the most likely to offer telecommuting options.
  • Full-time employees are four times more likely to have work-at-home options than part-time workers.
  • Non-union workers are twice as likely to have access to telecommuting, but union access is growing rapidly.


For more information or to read the entire article please click here GlobalWorkplaceAnalytics.com.


If your considering this option for your organization, you’ll want to set clear expectations such as:

  • Internet Connection Suitable and Reliable– sounds silly right?   However, some rural areas throughout the country are a little behind metropolitan and big city life.  
  • No Public WIFI – will you allow public wifi connection? 
  • Data Protection Requirement/Policy – will you provide equipment such as laptops or tablets or will employees use their own equipment?   If employees are allowed to use their own equipment what protection will be in place to secure and protect the company and its employees.
  • Anti-Virus Software – Employers should ensure that employees personal equipment has adequate virus protection.
  • Collaborative Working Options and Document Storage  — DropBox, SharePoint, Skype, Zoom, Webex, GoToMeetings…. (Promote Face to Face interaction)
  • Phone Service — Direct Lines transferred to Cell Phone, use of cell phones, or land lines – Is the company or employee paying for phone service.
  • Monitor Progress and Productivity — It’s good practice to monitor progress on projects by remote workers so you can foresee any issues that need extra support or to just check on the status of your remote staff.

Are you ready to embrace the remoters, telecommuters, virtual circles?   For more information check out this article https://www.hrtechnologist.com/articles/mobile-workforce/future-of-remote-work-tips-for-hr/

Article by Teresa Carper and Jacki Rieder of HRU Technical Resources

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Compromise Kills Innovation!

lightbulb getting an idea!

The most innovative leaders of our time were mostly assholes. Why? They refused to budge on their idea. Everything in their body told them what needed to be done to make their idea happen, and they refused to compromise on even the smallest details. This is how greatness happens.

True change only happens when someone is unwilling to listen to their critics.

This is also the exact way more careers are killed than any others. It’s all or nothing. Greatness happens at the edges, not in the middle.

Unfortunately, this doesn’t fit well in most corporate environments. Most MBA programs don’t teach you to be a tyrant. Leadership development, in today’s corporate world, is about bringing everyone to the middle. Finding ways that we can all get along. Even suppressing those who push the envelope too far.

We want everyone to line up nice and pretty. To play the role they were hired to play. To be the poster children for compromise.

It’s important for leaders to understand this concept if your job as a leader is to drive innovation and change. You don’t drive this through compromise and you need some renegades on your team, that quite frankly you might not even enjoy being around.

It took me so long to learn this because I was a renegade as an employee. I couldn’t understand why my leaders kept pushing me to compromise when I knew the right way to do something, the better way to do something, the new way to do something.

Once I became a leader I acted the exact same way towards those who were like me. Get back in line. Run the play. Do what the others do. That was the leadership I was taught. I didn’t value those who seemed to be fighting me, just as I use to fight. New leaders struggle with this because we take it personally.

We feel like those renegade employees are actually fighting us. When in reality they’re fighting everything. It’s our job as leaders to understand that the fight they have is super valuable if directed at the right target! To get them to understand they don’t need to fight everyone and everything but pick some fights that help us all and then support that fight.

This isn’t everyone you lead. It’s actually a really tiny number, but it seems bigger because they take up a lot of time and cause a lot of commotion amongst the drones who want to stay in their box. But, this is how change and innovation are born. By one person who is unwilling to compromise because they know a better way and they’re willing to fight to make it a reality.

This isn’t to say it will always work. Most ideas fail, but those who are willing to make an uncompromising stand for their idea, stand a better chance of seeing that idea succeed.

Here’s where I struggle. If we believe the above premise is true, it seems exclusionary. So, can we be innovative and inclusive of thought all at the same time? I’m arguing above that you can’t. What do you think? Hit me in the comments.

For more by Tim Sackett visit TimSackett.com

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Data Protection: Is Your Company Secure?

The rising threat of malicious email attacks comes with a rising level of security concerns.  Is your company protected?   You might want to analyze your level of risk and perhaps implement some added security enhancements to keep your company safe.   Recently, after a security health check, we at HRU implemented some enhancements with the assistance of Providence Consulting (you can visit their website here ). Since the rollout of our newest enhancements, our security posture is better than it’s ever been.     

Cyber Readiness Depends on You!  Here’s a few things you can do right now to help your organization from being a target. 

  1. Have a strategy, even if it means increased security budget or additional resources.
  2. Protect critical assets, information, and applications.
    • Email encryption
    • Two Factor Authentication or Multi-Factor Authentication (2FA/MFA).  This should be required of all users. 
  3. Implement a password management policy.
  4. Employ a backup solution for your information with the ability to recover systems, networks, and data in the event of a compromise or breach.  Regularly and continuously!
  5. Take this threat seriously! IT IS REAL.
  6. Provide ongoing cyber security and cyber awareness training – no less than monthly!
  7. Log off computers EVERY EVENING before leaving the office.

Still Not Sure? Check out this article from our IT Service Provider and Partner Providence Consulting.

The Cyber Shield is another resource that I receive designed to educate and protect.  (Let me know if you’re interested and I will forward the publication, you can then request to be added to the distribution list… let me tell you, its scary stuff!)  

Fox News, 31 Jan 2020 reported that ransomware in 2020 will be as destructive as ever, according to experts.  Here are the five most destructive attacks – and a preview of what’s to come: https://www.foxnews.com/tech/worst-ransomware-attacks-in-us

For more information on how you can protect against cybercrime I’ve attached a government technology article:  5 Ways to Protect Yourself From Cybercrime

If you have any questions – I’m here to help!

Teresa N Caper

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Would You Pay .5% of Your Salary to Employ Your CEO?

Graph showing that CEO pay increases at faster pace than worker pay.

Let’s say you make $50,000. That means you would pay $250 annually to keep your CEO employed.

Are you willing to do that?

That’s, on average, how much each employee of a Fortune 500 company pays for their corporate F500 CEO in terms of the executive compensation of a CEO. Now, I know you don’t really pay any money out of your check to your CEO, directly. But, if your company wasn’t paying your CEO millions of dollars, could they be paying you a little more?

Or, do you believe the compensation your CEO is making is giving you, and all the other stakeholders of your organization, a good return on your investment?

new study is out that looks at this issue:

How much a typical employee of the S&P500 firms implicitly “contributes” to the salary of his/her CEO? An amount of $273 on average or 0.5% of one’s salary, that is, one half of one percent on an individual salary basis. To assess whether such a contribution is worthwhile, one must determine the value of the CEO for the organization and its workers and stakeholders.

I love the mental exercise of this. Being a CEO of a small business it truly brings into perspective what you bring, or don’t bring, to those you work with each day. At the level of a Fortune 500 CEO, and the amount of CEO compensation at those giant companies, it’s hard to even imagine!

Tim Cook, the CEO of Apple, had a total compensation of $125 million dollars in 2019, down from $136 million in 2018. Do you think the employees of Apple would be willing, across the board, every single one, to pay .5% of their salary to keep Tim as CEO or go with a cheaper option?

Better yet, Apple is a very successful, profitable company. If the employees of Apple chose another CEO making, let’s say, only $10 million per year, would that profitability really change that much?

Many people have this argument around college and professional coaches ‘ salaries in sports. Does an NCAA coach making $8 million a year at a power 5 conference, really that much better than a coach making $500K at a mid-major program? Probably not. CEOs probably aren’t that much different. It’s very rare to find a leader, or coach, who is truly transformational that you can point to and say, yep, Timmy is definitely worth what he’s getting paid!

It would be an interesting internal study within your organization to see what percent of your employees would say they would be willing to pay it. It’s really a great measure for your CEO to understand their impact and worth, and probably bring them down to reality a bit.

What do you think? Would you be willing to pay .5% of your salary to your CEO!?! HRU employees – you don’t have to answer this! I already know you would! 

For more by Tim Sackett visit TimSackett.com

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What Is This Hire Supposed To Do?

Side profile of woman showing lots of thoughts.

I’m only talking to leaders today. We tend to fall into this rut. I have a position on my team. A person leaves. We need to fill that position.

Before you fill your next position, as yourself this one question:

How will this hire bring us closer to reaching our business objective? 

In fact, you might want to ask that question in the interview of the candidate. How are you going to move us closer to meeting our business goals and objectives, and of course, first tell them what those are.

Too often we replace people without really seeking to understand if a certain position is really doing that. Well, we’ve always had a person in this position, so we need to replace this person. But, if that position isn’t really moving you closer to meeting your objectives, maybe it’s the right time to not hire that position, and maybe hire a new position.

Business objectives evolve and change over time. A position you needed five years ago, quite possibly might not be needed today.

I also find that what a certain position is supposed to accomplish sometimes devolves over time based on who had the position. Well, Timmy’s position was supposed to do “X”, but Timmy wasn’t very good at that, but we liked him and now Timmy’s position does “Y”. Really, so do we no longer need “X”?

If any position isn’t moving your department or business closer to your goals, it’s a position you should not be filling. We have a really difficult time as leaders not filling positions on our team that we’ve always had. We love to build our empires, not break them down. The reality is the most effective leaders don’t just backfill positions, they analyze where the real need is or isn’t in their world, and then work to make that happen.

Great leaders don’t backfill positions. Great leaders first decide is this role going to move us closer to meeting our objectives?

For more by Tim Sackett visit TimSackett.com

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