Category Archives: hiring
It took me a while, but I figured out why I love this show.
I thought it was the fact that people we getting their dreams coming true? Maybe it was the extracting the water of the people who’s friends weren’t nice enough to tell them they have no talent? Maybe it is the extraordinary talent that turns up year on year?
But you know what… it’s sad, I figured it out, it’s because it’s a whole nation wide Recruitment campaign! Awesome right? Well for a tragic like me it is..
Come on, we all dream of this kind of application rate, and seriously how hard was it to attract all these people? What? You’re up against Idol, whoever’s got talent, etc… ? So what? The challenge of course is sorting through all the chaff to get to the wheat, and from the limited amount I’m allowed to see, there is a hell of a lot of that.
Interviews are brief, to the point and targeted. “Sing for us”, BANG done Yes/No … NEXT! repeat.
As a Recruiter, damn that’s tedious, but hey, we’ve all been there! Quick decisions are made, people are cut. Then the challenges come. Show me how much you want it! Let us put you under some pressure and see how you handle it. Sick? too bad, suck it up, don’t get along with your team mates? suck it up, DELIVER! Again…. who doesn’t like a good targeted role play?
Each point being a veto point, and each veto gets harder and harder as it gets more and more personal to the person delivering the news. Luckily, the other side is shown too, making the reality of how it feels to not success in something you really want, well real. I hope you have all been there! Sat there dumb founded when you didn’t get what you really wanted when you wanted it! If not, well you have to put yourself out there more! It’ll make you a better Recruiter! Trust me, it’s personal to the person you’re turning down.
As with all Recruiting, not everyone will agree with the final decision, there will be pros and cons for everyone. (It seems I have no idea, tonights results on the X-Factor were almost polar opposite from what I would have done, well with one of the judges at least. Seems I wasn’t alone)
All the way through to the one winner, the successful applicant, the person hired for the job! I want streamers, a single released, huge media coverage and an Australian wide audience next time I hire someone!!!!
I can dream! It’s not about being a X-Factor champion, Australian Idol, or whatever else, as I know that won’t happen. But a Recruitment process like that, well, yeah.. sign me up!
Ok it’s no secret that I love conferences. The meeting of people, the sharing of ideas, sometimes the food and the vendors peddling their wares around the outside, but essentially I love the feeling of immersion in my career, in what I do, hearing new ideas, and getting new sparks to go back to the office and cause havoc with. All these things were present at Phil Tusings latest Rectec.
This is the first Rectec I have attended, and I wasn’t let down. I wasn’t sure what to expect, hoping to learn about some new tools and tricks I hadn’t heard of before and getting some perspectives on my world of Recruitment from people I didn’t know yet! Ticks all round please
Firstly props to Phil for assembling such a great tribe of presenters and to Dave G for wrangling them all into line and keeping the conference on track (not an easy feet in a room full of Recruiters who love a good chat).
Quite simply, I need to just talk about my highlights or I will be writing forever, so here goes. Apologies for those I don’t mention.
Brad Cook kicked us off in fine style. A talk from the trenches if you would, someone who has built, driven, analysed and built again recruiting processes and metrics which have had a serious business impact, especially to his current company, Informatica. It looked like you really need a big budget and high level support to achieve things, but he shared a lot of free ideas too. Lots of food for thought and things to investigate once back in the office.
Mark Havercroft took to the stage in a relaxed and comfortable manner, I suppose you can when you are representing IBM. He too spoke about BIG DATA, but introduced me to “Innovation Man” a truly superb character, reinforcing the need to actually put some of this “high level” talk, and “wishful thinking” into action.
Andrew Butow, a young guy I hadn’t heard about before, took to the stage in what can only be described as infectious enthusiasm. I think he infected the whole crowd and had everyone eating out of his had throughout his presentation in “Gamification”. It really was a memorable presentation. He alluded to the fact that (sorry folks) gamification is nothing new, it’s always been there, just in different guises. The old “Corporate ladder” being the most recognisable. He was able to transfix the crowd and even convert a few nay sayers in the process, there was a great buzz around the room after this, and probably quite a few plans hatching or at least conversations being had in Recruiting departments across the country.
Carolyn Chyams, what can I say about Carolyn? A practical and entertaining presentation. It was great to finally meet her in person and then see the tips and tricks her and Hannah Savage have plotted on Social Media to get the Firebrand brand where it sits today. (For those who haven’t heard about what they have done with the Firebrand brand….. where have you been? ) Pulling back the screen a little and really sharing, I have pages of notes (Yes, I even got off Twitter and took copious of hand written notes which I am happy to say I can still read!)
Mike Casey, I remember when Grad connection was just run by 3 young guys who wanted to have fun and live the dream. Nothing has changed there 🙂 The self proclaimed nerds, who understand this internet stuff so the rest of us plebs don’t need to, well, Mike really threw some spanners in the works for me. He added to the stats we’d been hearing all day about the rise and rise of mobile technology, with a practical step forward. In the process he kind of contradicted one of the other presenters about the need for an app versus a mobile ready product. His term of “Mobile first Development” really hit a nerve with me. It caused me to get straight on the phone to my business and change the scope of development for our website. So Devs, blame Mike for your extra workload, but it’s going to be fun learning about HTML5, ResponsiveCSS and Bootstrap isn’t it?
You really need to be thankful for a conference where you can get some information, have some conversations with industry thought leaders and walk away with some insights, some ideas and some ways to practically implement. So much for a quiet period leading into Christmas. Congrats to all involved again, a great day Phil.
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:
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.
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.
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!
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 🙂
You just need to do it. Nike has a point!
Switch off your tweetdeck, log out of facebook, put those Recruiting blinkers on and just go for it. In football parlance… get your head down, put your bum up and just do.
Read the cv’s, get on the phone, organise interviews, meet people, get activity happening. Do the reference checks, get the appropriate sign off, give the offer, close the deal! Shhhhh don’t tell anyone, but that’s your job Mr Recruiter.
Social Media, blogging, twitter, facebook, linkedIn, unless you are actively hiring people from here, be careful as to where you are spending your time. Do the things which have made you successful, and get things done. Yeah it’s cool to play with all these other toys, to feel like you are cutting edge, just remember what you are paid to do.
I’ve potentially been guilty of this in the past, however I just need to remember the fun bit of thia job… the signing, the hiring. Let’s get back to the basics and make things happen
During the last few months I have been thinking, studying and reviewing the role of Internal Recruitment within my organisation. It has been a really interesting, revealing and introspective journey. Especially with focus sharpening in the areas of the business which are not what some people would consider as core.
Was I over complicating things? We have our systems, our processes, our metrics. We achieve the corporate goals, the company is making money….. don’t look too hard huh?
So with the aim of simplication, how do I describe my role? My teams function in our organisation? Once upon a time I wrote that I wanted to be a General in the War for Talent… but what good is a General in a detente, or armistice? We are Ambassadors to the outside world for the organisation, we are the Custodians of the culture. Which is more important or significant? We drive and maintain the culture of the company. Is there anything more important than the culture of your organisation? What is the affect of hiring people who just don’t culturally fit in, as opposed to those without maybe the specific technical abilities, but a cultural DNA matches? I know which one I’d prefer to have. I know which one my organisation would prefer to have.
When hiring for my team I have to ensure that people embody the culture, not people who can articulate it, people who can live it, breathe it, prove it, be it… in other words not just talk the talk… the WALK is essential. People, perspective employees can spot insincerity. Imagine having a company “sold” to you, with the virtues of fun, dynamic, innovative, enthusiastic people by a person, who won’t look you in the eye, only read off a script, not engage you and cannot crack a smile to break the ice… hmmmm genuine culture or facade? or even worse think it is their job in an interview to grill or intimidate candidates?
If as an organisation, we can define our culture, live it and believe in it. If it has become a genuine competitive advantage to the organisation, what could be a more important role in the company? Those who are entrusted with the Custodianship of the culture, what could be more CORE business than that?
KISS (keep it simple stupid) principle, pays off once more… Thank you Mr Kiss 🙂