Category Archives: goals

4 factors changing the face of in-house Recruitment… Are you up for it?

 

I am an evolutionist.  I love seeing things evolve, people, places, teams and functions.  Looking back to 2002 (yep, all that way) when I first landed into the world of in-house Recruitment, it’s interesting to see how things have changed as much as they have stayed the same.

I went in-house for the same reasons of many, I hated the agency land, whilst I enjoyed the cut and thrust as I am a competitive bugger, I struggled with the closing and ended up hating the fact that no matter how we dressed it up, or changed our titles from Account Managers to Consultants etc, it was still hard core sales.  I struggled to come to grips with the worlds perception of what I did and it clouded my own perception of myself, my self worth.  After having a good trot with one agency (5 Agency years, I think that is 30 normal human years), and a couple of false starts in a few others, I landed a job inhouse.  Thinking it will be a cruisey way to ply my trade without the fear of those daily stand up meetings answering “Have you made 50 calls today?” “How many new roles?” “How many client visits?” “How many submissions have you made?””How many interviews have you scheduled?” and of course “How much MONEY have you billed today?”

I thought it (the in-house) role would be all the things I loved about this job function without all the shit that goes with it in Agency land.  Sadly, I found that in-house roles came with their own brand of shit to deal with.

It was a function viewed as a subservient part of a glorious HR realm.  A poor cousin if you would.  It was something that the HR people thought they knew how to do, just didn’t want to lower themselves to actually participate in the activity.  They had more important things to deal with like, L&D, OH&S, Remuneration surveys, and writing policies! (I remember someone in an HR team actually saying “I’m not here to talk to the people, I’m here to do HR!”) However, they were happy to give their 2 cents (OK a little more) on how to do it.  Multiple lessons in egg sucking did occur.

On top of this, is was still near impossible to escape the tainting that being an Agency Recruiter gave me, even in-house.  I was still known as “Agency Dan” (and no I don’t think it was for my great skills and winning smile!) behind my back.

That role did transform, and I’ve noticed the evolution happening throughout the market, as the importance of your incoming talent increases.  I hear GE just hired 30-40 Recruiting people for a centre of excellence in Melbourne, that’s got to tell you something!

With that evolution, comes more responsibility, more roles to play within an organisation.  The advent of Social Media, I feel has begun to transform the role once more.

4 areas largely impacted or bolted onto the role now seem to be:

  • Strategic planning
  • Marketing
  • Public Relations
  • Entrepreneurial or Future facers

Strategic planning:

Formulating, internal and external succession plans.  Building and maintaining an engaged (had to say that word, sorry) talent pool, not just a mailing list.  I’ve seen Recruiters being involved in spotting companies for acquisition, I’ve seen Recruiters being the person “on Point” for the company when looking at moving into a new geographic region, exploring the market and the main players in it. (Not sure any of these things would have happened 10 years ago.

Marketing

This is the tough one.  There is now a blurred line between the two areas.  The term Employment Brand versus Corporate brand has really put this into focus for most Recruiting functions.  The realisation (in some companies) that any external marketing has an effect on Recruitment has changed the landscape.  10 years ago, who would have thought about having Recruitment have a say in the website development (apart from the tiny careers page) ? Who would have seen the Financial Controller/CFO have to include input from the Recruitment department in the making of the Annual Report?  But we do now! These are things that the discerning candidate will check.

Public Relations

Again, the rise and rise of social media has seen the need for Recruiters to start dabbling here.  Messages about your company, your brand can come from anywhere within or outside your company.  Who keeps tabs on this?  Away from products, most things mentioned on forums etc are employment based.  “This person is crap to work with” “Their Recruitment process sucks, they never got back to me” “stupid test” “they have no idea” “I heard they lost their Microsoft accreditation” As a Recruitment department you have to be across this.  The messaging going out impacts our lives as Recruiters, the messaging will change perceptions of what we are going to market with.  We need to be inserted into the planning.

Entrepreneurial or Future facers

With technology streaming ahead, there is an imperative to keep upto date with what is going on.  To evaluate what will and what won’t work for you.  Getting an edge, could help you out do your competitors, or vice versa.  You need to be trialling new things, have you trialled video interviewing? Sourcing from Facebook or YouTube? Is your ATS upto scratch?  Whilst I agree with the saying “if it ain’t broke don’t fix it” I love a bit of tweaking.  You need to have some flair, take a risk, see if it works for you and your company.  Are you looking to the future and assessing what trends could mean for your company and your workforce? What does outsourcing or insourcing mean for your company? What does the increase in virtual teams or working from home mean for you? Is there an implication for your company with the well documented “ageing workforce” and the impending rise of Gen Y or millenials?  Does BYOD (Bring Your Own Device) and Cloud technologies have an impact on your business and the way you work, and thus what you can offer a workforce?  These are all thoughts a Recruiting function should be considering.  10 years ago, I wasn’t aware of it happening, even in the agency field.  Do you as a Recruiting leader have the support within your business to be able to make mistakes?

I can see how in large companies this could be a political mine field, blurred lines of responsibility, lots of autographs to get to get something done.  But in smaller companies, without these restrictions these are growth areas for the “Recruiter”.  Do we have the skills to handle it? Can they be learned easily? Can we break out of our own moulds and embrace it? I’m excited! Are you?

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Recruiting Ninja’s lookout! The JITH Lords are coming

I am the JITH Lord! OK, maybe a little over stated, but an interesting start to a blog right?  I’m pretty sure that the JITH’s are related to the Sith’s depicted in the Star Wars movies (and the cool picture above), taking the Recruiting ninja idea to a whole new level!  The Force v Ninja’s, I should call James Cameron now to secure the film rights.

OK, Sorry not really what I wanted to write about today.

I have been reading Glen Cathey‘s “Just in time Recruiting” series a lot after his inspirational talk an Australasian Talent Conference event last year (click on the link guys, there is another one coming up.. these are the events which changed my Recruiting life)… It would be quite safe to state that Glen’s talk at this event instilled a “man crush” from my then boss.  I saw it change his whole philosophy on Recruitment.

Flash forward half a year or so, and wow, it’s been an interesting few months.  Going back to an inhouse role.  With Peerlo we looked at numerous Recruiting philosophies, I’ve tended to morph a few of these into my role now.

In my current position, the majority of the roles we Recruit for fall into one of maybe 2-3 categories.  So, we aren’t an agency, and the variety of our roles won’t expand apart from the odd “Hail Mary” to help a client out.  So I’m thinking I can do a bit of this “Lean Recruiting” stuff and morph it into my “Just in Time Hiring” (JITH) ideal.

The idea of “If it doesn’t add value… it’s waste” resonates with me a lot.  This, I think is the backbone of any Consulting business in my eyes.  Glen speaks about the 5 of the 7 wastes that “Lean” aims to eliminate.  Not all of these are “wastes” to me or my company or areas I need to or want to eliminate.  There is probably one section which I would change to have input to JITH

Let’s look at them:

Inventory:

Glen mentions: “In recruiting, your candidate pipeline is your inventory. More specifically, your work-in-process (WIP) candidate inventory.” further refined as “A group of candidates that a recruiter stays in routine contact to maintain a relationship with, without a specific and current hiring need is essentially a work-in-process (WIP) candidate inventory.” ie they are “paused” somewhere in the process.  Glenn argues that the amount of  time and effort that goes into the relationship building.  I tend to agree with this.  “In or out” I think.  I understand timing is not always right, however constant “catch ups”, coffees etc without the ability to hire in the forseeable future, is a problem that has to be monitored.

Defects:

Glenn states.  “According to Lean, a “defect” is something that does not conform to specifications or expectations.  When it comes to recruiting, I’m not suggesting that the people themselves are defects. However, candidates that are sourced, contacted, screened, and with whom a relationship is maintained that do not ultimately match the actual hiring need are defects of the recruiting process.”

Hard to argue with really.  We had a great example of this recently in a meeting I attended.  We were talking about a potential hire, the plusses and minuses of said candidate.  People were on the fence.  He had been in the “process” for a little while and some people were very Bullish about his potential for the company.  Bottom line, question was asked “Would you hire this person with no reservation to work with you in this company?”  We couldn’t get an unreserved “Yes” so therefore the person ended up being a firm “No!”  Cut lose from the hiring process, not taking up anymore time.

Over-processing:

Glenn states “Over-processing occurs any time more work is done than what is required by the customer.  Engaging, screening and building and maintaining relationships with candidates that will never ultimately be submitted to a client/manager in consideration for an interview can be seen as performing more work than necessary and be classified as over-processing.” Agreed!  Why bother? What stats/KPIs are you trying to maintain? Why would you invest heavily in people you would not ever realistically think of starting with your company? Not wanting to offend someone? Get a new career!

Waiting:

Glenn states: “Lean defines the waste of waiting as any time that something is held in wait of the next production step.  In recruiting, waiting occurs whenever candidates are not being advanced through the recruiting and hiring process.”

Dead on!  The efficiency of one’s process will make or break a hire.  Take too long, those hires will disappear, someone else will hire them, or they will grow disinterested in you and your process.  You really need to drive the process.

Overproduction:  (this is the one I disagree with)

“Production ahead of and in excess of demand.” This is deemed wasteful for a Recruiter.  Too many job applications, of which no-one gets a real personal response.  Glen states “Traditional proactive candidate pipelining ahead of actual hiring need almost always leads to overproduction.”  From my point of view, having too many qualified candidates, all the way through our Recruitment process ready to hire, is a great thing, not a waste.  I like to have candidates ready, willing and able to go, as proper timely workforce planning is not always do-able in our business.  We need to be ready, and try to eliminate the lag in hiring, which would ultimately be there if not prepared.  Our process takes a while, and has a high exclusion rate, getting someone through, with all our ticks means I need this person fully engaged and bought into our brand and message.  I will put work into these people, they deserve it, my company needs it, it’s value adding!

To move onto the “Just in time” Recruiting part.  Glenn states that by eliminating these wasteful parts of a normal Recruiting workflow that ” Just-In-Time recruiting is a pull-based strategy of providing hiring managers/clients with candidates that exactly match their needs, when they want them, in the amount they want.”

What a great idea, concept.  A bit utopian I think.  To start from a zero base, find, attract, process and hire someone in a time efficient manner (and lets face it, most companies need them YESTERDAY!) .  I am unsure this is really possible, but then again, I know I don’t have the skills of Glenn. Maybe I see things differently as part of an inhouse team now? But whilst I agree with a fair percentage of this model, I feel the need to change it just a smidge.

I firmly believe that Recruiting is the act of attracting people to your company, your roles, your ideals.  Finding people who will come along for the ride and sharing with them the reasons why they should.  Talking to people about your company, exploring talent channels.  Sorting the wheat from the chaff, making the hard calls on those who would fit and those who wouldn’t.  I have probably repeated this ideal ad infinitum of late around my office (driving those around me mental may I add) , “Companies should ALWAYS be Recruiting” (identifying, targeting, vetting, having conversations and coffee with people) “Just not always Hiring” (Hiring is the result of good Recruiting! I’ll hire these Recruits as required, knowing that those people identified will not always be available when we need them.  If there is enough of them, I’ll live with that)

This is where I corrupted Glenn’s “Just in time Recruiting” ideal and (well, you can see what I did with this right?) and started going down the path of Just In Time Hiring.

Still sticking to the ideals of mostly eliminating waste, I agree with this philosophy mostly.  However, in what we as Recruiting professionals do, the “Recruiting” isn’t the important thing in what we do.  Sounds weird when you write it down doesn’t it.  It’s really only the Hiring (and subsequent STARTING) that counts.  Our value add, our purpose for being employed or engaged is to hire!  How many of our stakeholders will care if we have a carefully maintained Talent Pool, great Social Media platforms, 100,000 “Likers on Facebook”.  If we don’t put the right bums on the right seats at the right times our value diminishes!

Hiring is the all important thing here, not the Recruiting, my job doesn’t end if/when a Hiring Manager decides to interview a Candidate.  An interview isn’t a win!  The success of my role is based wholly and solely on the Hiring of great talent WHEN the company needs them.  I’ll live with the Over Production, I’m actually hoping for Over Production, the more the merrier (of successfully Recruiter, qualified and processed people).

I always need to be Recruiting to achieve this.  If I am ALWAYS Recruiting, I can be a JITH (Just In Time Hiring – incase you missed it) Lord, and that sounds pretty cool to me 🙂

2010: The year of the Recruiter

Am I too late to start planning of 2010?

Well, seeing I survived another NYE I thought it was prudent to think of 2010, and what it will bring, personally and professionally.

Personally will be very interesting, child numero 3 is coming around April, Zach (almost 6 as he always is telling me) is starting school full time (just plain scary) and Talia (almost 3) is starting Kindergarten at a place that will be her school until she is 18 or so. Home life will therefore be hectic for the Nuroo household. Good luck wifey 🙂

Professionally, wow, what a year this promises to be. HUGE Challenges, potentially the hardest working year we as a Recruiting industry has seen!

I see 2010 as the year of the Recruiter. The market has been a little draining over the last 18 months, but I see 2010 as the year that Recruiters will come into their own. Their level of importance will enhance up the organisational thought process this year. This is all types of Recruiters, third party, RPO and Internal types.

My crystal ball sees attrition really hitting its straps, with involuntary attrition lessening and voluntary attrition almost hitting records levels. People will be voting with their feet, after 18 hard months, those who were not well looked after will jump at any opportunity to leave with promises of greener grass. Recruiters will be flat out hiring to keep up with the exodus to keep businesses on an even keel. To grow businesses, now, that WILL be a challenge, as most places will enter this highly competitive phase with less resources as they had in the pre-GFC times.

Getting resources equally focused on Attraction, Talent Pooling and Retention will be an interesting challenge for the year. (Chicken, Egg, Frypan?) My thoughts, Retention focus must be NUMBER 1 focus for companies, so look out HR people… Game on for you.

Doing more with less, seems to be a trend that will increase. Working smarter will be the key. It will be interesting to see if people still find the time to blog, write and or communicate so openly or frequently on social media, when the work is knocking so hard you cannot ignore it. Unless you are a coach or branding expert that is. (sorry couldn’t resist a little dig)

Time Management will increase in importance as will professional relationships. I have a picture of a juggler up in my office to illustrate all the balls you need in the air consistently to be successful, I fear this juggler may have to morph into an octopus to keep up.

Time to saddle up Recruiters, 2010 will make you!

My goal for 2010 is simple. To be better! I want to end 2010 in a better way that I have started it. Not that I am knocking where I am, but I want to improve. As a Father, as a Husband, as a Manager, as a Coach and as a Recruiter. I will be closer to my next career goal, if I haven’t achieved it by then, I’ll be close enough to touch it! Unless I change that goal of course.