Category Archives: influencing

#ATCSYD OMG… Australian Talent Conference is GO!

If you’re reading this and you haven’t been able to attend this weeks #atcsyd (the Australasian Talent Conference in Sydney this week) there’s a couple of things I’d like to say.  Well, firstly, “sucks to be you” :), secondly, I apologies for the large input on my twitter feed and thirdly, better start working on your boss for budget for next year!

I mean what a day! Here’s my (attempted) brief overview of this day…

Firstly, up early enough for the birds to tell me to sssshhh.  I tried to leave the house under the secret cover of darkness, only to be sprung by my youngest, who proceeded to howl the house down at the very idea that Dad may be going somewhere without her.  Silver lining? I got to say “good bye” to everyone, as they all woke up… #sneakyfail

Uneventful commute to airport, however my perfect plan for easing into this day with a quiet coffee pre flight was hampered by the far far far queues awaiting me at airport security #coffeefail It was barely 6am people… Come on!!!

Sadly I missed the drumming which kicked off the #atcsyd (which isn’t a bad thing I don’t thing) and then walked in for the second half of Dr John Sullivan’s talk on “Competing through Agility” (missing first half was a bad thing!) The big takeaway I got from this talk was that Speed rocks! (no not that speed) Spoke about rates of improvement, and the imperative to improve at a higher rate than the business. (OK I missed a fair chunk of this session) Bottom line… speed and innovation, check the Twitter stream #atcsyd for more 🙂 Taco’s as bribes for cv’s were mentioned though.

The next session was “Will you consider Video interviewing before your boss tells you to try it”.  Interesting session, for me personally as I have been wrestling with this for most of this year. Kevin Wheeler and Gerard Ward presented on this, however, it was mostly Gerard from Testgrid talking about his product.  My issue with this topic was that people were using the terms “screening” and “interviewing” as interchangeable.  That is a concern for me.  However, I’m not yet convince that my audience or clients are ready as yet. I don’t think it will be far away though.  Also, need to note that some of these products are not yet mobile compliant, which to me is ludicrous and devalues their product.

The next session was delivered on “Fast-tracking Career success Through the Power of mentors” by Jen Dalitz.  She made some really good points, took a few tangents (but who doesn’t love a Beagle analogy?).  Lots of men versus women and how they work, I’m not sure if she was alluding that one was better than the other, just that they were different.  Some great tips around mentoring though, looking internally and externally.  Putting the idea of having a “Personal Board of Directors” ie a Board of different people with different skills to help you work through the ins and outs of this professional world.  I loved that idea.

The next session was something I was looking forward to as Glen Cathey was presenting with Gabriel Garcia.  They were talking about “Searching Big Data Immigrated from the US to Australia”, sadly this was more of a product pitch, with some interesting ideals thrown in for good measure.  Semantic searching, however, and the technology around that, is very cool!  Enterprise, Search Driven Business Intelligence…. “Say it aint so!” very cool idea.  It made me realise my limitations around search and as @JaredWoods noted… “Get my geek on and start to drool over the technology” Best quote from this was from Glen “Data has no value if you cannot retrieve it” .  Obviously limitations around this idea is the fact that if you have a crap database then, it would be useless, however for your Infosys’, Ernst & Young’s IBM’s etc I can see how great this could be.  Also good to see CareerOne trying to innovate and evolve from a pure Job board.

Incase you didn’t know, some of the best lessons learned from these conferences occur at the breaks, when you get to catch up and meet with people, other professionals, who in some cases you only know online.  I love this.  And yes this happened here today…

Enough about that… Lunch was great, with a cheesecake to die for at the end… OMG YUMMMMM!!!! no not sharing….

OK sorry.. off topic… The sessions coming up next were a choice of 4.   I chose @Davidals session on “Rethinking Attraction and Recruitment: Blue Ocean Philosophies” and Anthony Storks “If you can’t Attach Your New Talent, You’ll never engage them”

2 genuinely quality session, even if it was sad to miss the other two.

David started his talk with using the “cirque du soleil” as a case study of something that took a concept, re-thought it, eliminated competition and thrived in a dying industry.  Just through innovation and uniqueness! GOLD! He spoke about Red Sea fishing and Blue sea fishing, red being the conventional, tried, true, boring and limited version, with Blue being the innovation, standing out from the pack, being willing to make a difference version.  Obviously there was a bias towards the Blue style (and not just because “state of Origin” was on today, and we’re n Sydney)… I can’t go word for word… slide for slide here because, well, he’s already done it.  And if he wants to attach and share here, well, he will!  But the outline for being able to make innovation, build a compelling business case, think about starting to look at what you want to achieve in four quadrants…  Create Raise Eliminate Reduce… think about those… see how you go! (Sorry I couldn’t think of a witty, amusing acronym for that)

For Anthony Stork, I need to apologise, no I don’t need to apologise for him, just that his energy, passion and knowledge of his topic around employee Attachment was so impressive that it didn’t give a lot of space for taking notes (plus the fact that my wifi connection crapped itself about now).  But firstly, a great speaker.  Some major points coming out of this session were around the cost of attrition, where the buck stops, how to measure.  He spoke of  the importance of Core attachment perceptions of Security, trust & value, acceptance, and belonging. and how without these core perceptions being managed we were essentially doomed to fail, or perish I think the word was.  Compelling stuff, especially when he put a dollar value around the idea… (his numbers) a New hire is a $100,000 investment in the first 3 month… Seems like something you really want to get right huh?

After a quick break we saw Tanyth Lloyd (@voguist) headline the “World Cafe” part of the conference next… What is that? I hear you ask.  Essentially it is a big hall, 15 different topics to discuss on 15 different tables, each with a facilitator.  You pick a table, discuss there for 20 minutes… stop… regroup… share with room…. pick another topic and repeat.  Always interesting topics… I’ll attach the topics somewhere here (thanks for pic Glen Cathey) .  But let’s just say, what happens on tables 15 and 10, will stay on tables 15 and 10!

All this conference, just provided us the vehicle to take us to the final session of the day with the one and only Greg Savage.  If you don’t know Greg, Ok not personally, but if you haven’t heard of him (what are you reading this for) Google him, I’m sure he won’t mind.  Then watch, listen and learn.

Greg got the dud time, the tough time of the day.. the final person/speaker sitting in between 300 delegates and free beverages.  I have to say, I’ve conversed with Greg for a number of years now, we’ve agreed and disagreed on things, but this is the first time I’ve met him and heard him speak live.  All I can say is that I thoroughly recommend it.  I’d almost go as far as to say that if you want your Recruiters to get inspired by their job, and bounce back to their desks to GET THINGS done, they need to see Greg.  Greg is an evangelist for what we do.  But today he gave us a case study on how his company took to the Social side of things.  How his company… “Went Social”  Greg freely shares this case study, so for me to write about it would not do it justice… Just ask him, he’s never short of a word! 🙂

He likes to operate in “the REAL world” and apparently Recruiters operate in this world, which I tell you confused some delegates.  He spoke about not having a “social Media strategy” but weaving “Social” into the very fabric of their company.  The stats he used were compelling, as was his 11 pronged strategy, and really did raise some questions in my own head, of some things I will explore more when back in the office.  One thing he said that I’ll share that’ll stick with me for a while… “A Status update can fill a role!” think about that! (and this my friends is what you want out of a conference!)

Then of course the drinks and canopies came out to conclude a great day.  Looking forward to tomorrow, glad I got this out of my head tonight, need to make room for tomorrow 🙂

Thanks to Trevor Vas, Horace Chai, Martin Warren, Kevin Wheeler and the team for putting this on again.. Bring on tomorrow. So looking forward to meeting more people tomorrow… and if you read this and want to say hi to me…. please do, I won’t be hard to find…

Advertisements

Social Media, Recruitment, Seriously, it ain’t that new!

I find it interesting, this world we live in.  I’m probably too entrenched in this Social Media, Recruiting space.  I get genuinely surprised when people either a) discover Social Media b) discover how to use it within Recruitment.  When people rock up at these conferences and are all starry eyed and “Wow’ed” at what they are discovering.  I know it is pretty cool stuff, which is why I like to go for these.  I too was once doe eyed listening at the foot of the wisdom tree sucking in as much as I could, and honestly… it changed my Recruiting life.  But that was many years ago now, Social Media was in its infancy, LinkedIn had less than a million people on it, Facebook was barely out of college, Twitter wasn’t thought of yet and RecruitingBlogs.com only had a couple of thousand users.  I still remember the nerves of hitting “publish” on my first blog post (@AdamAxon I think you’d remember) and expecting the world to somehow stop (it didn’t… I guess you knew that though huh?)

Why is Social media such a surprise for people now? 2 people join Linkedin every second they tell us.  Facebook has almost a billion people on it, Twitter, Pinterest, Google+, Tumblr etc etc etc ad infinitum.   It’s mainstream right? Not reserved as the pure domain of computer nerds and people who cannot connect with people in real life (we’re all there still though).  Right?  By hitting “publish” on this post, I’m probably preaching to the converted, but I’m typing it anyways!

The great thing I love about Social Media, is the speed of its evolution.  This speed makes it OK to try things, if it doesn’t work, fine, switch gears, mark down the lesson learned and go on to the next thing.  Failure doesn’t always mean the apocalypse, just ask questions about Google Wave.  The world of Social Media will forgive you and let you move on (and probably forget about your little mistake pretty quickly.. oh look something shiny….. sorry what was I talking about?)

Sometimes I think it’s healthy to sit back and look at the world around you.  Realise that not everyone thinks the same way, (yes, even with all the reciprocal smoke blowing on some of these blog sites) and be prepared to talk people through what you do.  Are you sure you know/understand why you do things? Social Media is still scary for people, especially people in companies, it is a move away from what they have traditionally done, things that have been successful.  Change is tough, change is confronting, and sometimes, it’s not always needed.  People need to understand why they are doing things, what’s in it for them! Not just follow blindly.  You need to have a reason, a business imperative to join in to the conversation.  I really don’t think having 3000 “Likers” or “followers” is a legitimate business goal, there I said it!

Find that reason, find that critical need, and the rest will happen.  It’s our job (us old time players in this space), to educate, challenge and support.  I’m learning not to assume that people know this stuff, which is a challenge for me, even though I’m not a Digital Native myself.  If you or your company are struggling to take the leap, don’t be scared, trust me (OK, I realise that was said by a Recruiter)… the water is fine.  You’ll find and learn by doing! That’s the best bit about Social Media’s evolution, you keep learning and evolving with it.  It’s a great ride, share it with people.

The way meetings should be!

This is just a fun post (well for me).

I was going to a meeting the other day and to keep the noise of the kids out of my head (who I was sharing a train carriage with) I had the headphones in just playing some “drown those kids out” type music.  I kept those headphones in all the way to my  meeting.  It gave me an idea….

How cool would it be to enter every meeting with your own entrance music?  (insert imagination dream style music here) “and here…… All the way from up the road….Weighing in at  …… An undisclosed number (lol)… It’s Peerlo’s own…… Daaaaaaaaannnnnn Nuuuurooooooooooo”  You could change it up depending on the tone of the meeting….

I saw a great example on Chuck recently:

(see Chuck.. http://youtu.be/xxBF8gId7Mo)

This is what I would use…..

What would you choose?

Burpman! and other views from here

Wow, it feels liks a long time since I’ve done this… blog… seems like forever, but it’s probably only a few weeks. Honestly it’s been hard to find the time, when I’ve been immersed with my recently expanded family. I gotta tell you, it’s been a blast. Seeing the strength of my wife, the growth of my elder 2 children, and watching our recent addition carve out her early place on this planet. Whilst this time has been absolutely precious, there are of course learnings which I think we can bring to our work life.

The first one I need to write about, is something I had a little facebook joke with Geoff Webb and Paul Jacobs about my ability to make other humans burp. Geoff mentioned that it was a great Super Power to have…. and BURPMAN was born!

This has been my calling for the last (almost month), called upon to make our new little human burp or just generally pass wind. It is more technical than a mere pull of the finger my friends, it is a genuine power, which I promise to use for good and not evil. I may have inherited it from my Dad, but he only uses it personally 🙂 (sorry Dad) If you are not a parent, or don’t know the joys of doing this, let me just say the pain of these poor babies if they cannot release wind after a feed is heartbreaking.

What did this teach me in relation to the real world? INFLUENCING Skills.

Lexie doesn’t know she wants to burp, my actions and influence make this reaction inevitable. Is this not a key skill in Sales, Recruitment or Management in general?

How does what you do get YOU the result you desire? Are you watching and listening in your environment to learn what will work and what won’t? Are you sensitive to your clients and candidates, what they want, what they need? and can you find a path to make that happen for them and you? Can you influence the hiring manager to hire the best person for the role, that they just don’t see? Can you continuously find the win/win situation, and navigate a course to find it? Can you get decisions made by others, which you manufactured, yet made it their idea to ensure it flies?

No? ring the Belch Bell, Burpman can help….

These are skills you need in the workplace, any workplace.