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Louise Fletcher penned her observations on how Conan O’Brien (in effect) resigned from NBC in How to Resign With Class.  It’s a great read.

As companies hiring talent are we doing everything we can during this event in our newly-hired candidate’s life?  Perhaps not.  I know I can do better.  Here are some of the questions I’m asking of myself and recruiting team:

• Do I tell the candidate who just signed my offer letter, “Now let me tell you about the next, hard part: resigning…”
• Do I tell said candidate the range of likely emotions they’ll feel when they notify their current employer of their impending departure?
• Do I ask said candidate if they have an idea of how they plan to start, steer the conversation?  If they haven’t, am I ready to coach them on how to resign with class?
• Do I “inoculate” said candidate against counter offers?  Yes, there are counters begin made – even in this market
• Do I call the new hire after (they said they were going to resign) and ask, “How did it go?”  Do I use this an an opportunity to affirm their decision to join your organization?
• Do I help my hiring manager get ready for the new hires first week at our company?   Can the new hire tell that our company thought through his/her start with us and they have no regrets in resigning from their former employer?

Most hiring managers and recruiters think they “have” a candidate once the offer letter is signed.  Wrong.  The next step is a huge opportunity that, if taken hold of, can make your hire not just a new contributor in but also a fan of your organization.

When marketing people see me, they know their jobs are safe.  I am not the creative type and I do envy those who can produce great, engaging work such as Kris Dunn and the gang at Fistful of Talent.

This year, my moment of inspiration came in the form of an internal communication for the employee referral program here at TiVo.  The the referral’s name has been redacted.  Hopefully you get a kick out of it just as much as I did when it came together for me.  Merry Christmas!

A few nights before Christmas (at TiVo)

T’was a few nights before Christmas
And all through the TiVo house
Engineers were a-stirring
Every single last mouse

Each were busy developing
As they typcially do
But they were short a PM,
That’s “project manager” to you

They needed someone to help
Track the budget you see
Remind folks of the milestones
To the nth degree

The job had been posted
Applicants had applied
But no one seemed to fit the job
All that had tried

When down the referral chain
“John Smith” made a clatter
The recruiter interviewed him,
The hiring manager was a chatter

TiVo did make “John”
An offer he couldn’t refuse
And he started this past Monday
Isn’t that great news?!

So see what happens
When a referral make?
They win, so do you
All for TiVo’s talent sake!

Last week I failed.  Miserably.   Four days into a wonderfully planned trip on the John Muir Trail, I had not slept for the previous two nights.  Tired, I had lost my sunny disposition, had little gas in my legs and was making dumb decisions.  So I bailed on the hike.

For me it’s extremely tough. I am not tolerant of my faults and because of this, I miss the opportunity for change.  Bouncing back can be a challenge.  I’ve read articles about Cisco’s John Chambers before, but in a recent interview here the CEO discusses setbacks.  The key ingredient for him and his company wasn’t winning, gaining recognition or accolades.  The key for his growth as a leader and Cisco was the working through failure.  Bouncing back.   You cannot achieve greatness without setbacks and then overcoming them.

While waiting for the other hikers to finish, I sat in the hotel room and made a list of 8-10 things to change.  Next time I’ll hike differently.  That’s how I bounce.

Photo by Sean Dreilinger.