Category Archives: inspired
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 🙂
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?
Articles on Gen Y, v Gen X v Baby Boomers. Gen Y’s “you just don’t understand us!” Baby Boomers “and we really don’t care!” Gen X’s where is the money in this debate?
Articles on Thought leadership, who is one? how do you become one? and just because you say you are one…. are you really?
Articles on the next big technical advance (AKA twitter me this Batman! Does Twitter work for you)
Articles on the Recession. Are we close to the end? Of life as we know it or the Recession… depends on what you read.
Or variations of the above…
Honestly, I’m getting a little jaded. I must be, I’m getting into conversations about the validity of a cover letter in a job search (again).
John Sumsers TOP 100 INFLUENCERS in the HR/Recruiting world may spark some interest, some great reading and some high level debate (or some low brow name calling, Jerry Spring style, which we all love). Hopefully John will have a good mix of the generations and where they sit in the HR/Rec value chain. Having been an avid reader of John’s over the years, I’d expect nothing less in what will prove to be a huge excise for John. (But will make him a great resource for those people Recruiting in the HR/Rec niche!)
Maybe it’s me. My life seems to have hit 4th gear, with holiday finished, commitments with the children and work commitments firing up across the country. Don’t get me wrong I am so appreciative for this and I value every minute. It’s just that I enjoy this part of my life, the late night blog reading, the learning about Recruitment and the frivolity between the participants. I seem to be missing that. It has left the building Elvis style.
Maybe it’s the missing chat area from one of my favourite sites. Maybe I’m a little more tired at the moment and don’t get around as much anymore, so only see those certain discussion/blog topics.
I’m obviously not a thought leader, as I cannot at this time of night come up with something fresh or alternative to what I’ve said, although a new kids book article could be on its way soon.. be warned.
I am happy, comfortable and challenged in my life and work.
So herein is the challenge blogoverse, give me something new! Get me thinking, inspire me… please.
Wow… what a night.
A night of mayhem, madness, excitement, order and anarchy, and let’s not forget, pride and fun and smiles.
That was my night tonight. I attended my son’s first football club meeting, in the form of a jumper presentation and pie night (A great Aussie tradition). It was Zach’s first involvement in a footy club, and his excitement all week in the lead up, seemed justified with his facial expressions as he took the whole thing in. The highlight for him (and his apparently very proud Dad) obviously being presented with his first “real” football playing jumper, and a great kit bag full of stuff from the AFL and its sponsors nab. (I’m not endorsing nab, however the amount of money they must pour into this astounds me. If every junior club and every junior player got the same stuff, well, let’s just say WOW!)
Another thing struck me, being in attendance tonight. How many people, freely give up their time for others. This is a volunteer/honorary organisation, run by people who just believe in it, and who want to contribute. Amazing!
I have always been pretty protective with my time. I find it hard to give more to anyone, as I save what I don’t use for work for my immediate family. My parents were always there for me, I saw my Dad every night, he was always home for dinner, Mum was there every afternoon after school, and Dad attended every single sporting event I had as a kid (which I think was every weekend, summer and winter). I want to provide the same for my kids. But there are some amazing people out there, who, I think can do all this and more.
I have been learning about so many people giving of late, it is just great for the soul, and has me questioning myself and feeling a little guilty.
From those who have given for those horrific bushfires in Victoria recently, to people in my own recruiting circles, who have been putting their own special talents to assist those who are suffering in this recession. People like the Susan Kang Nam, (the PinkOlive woman) who heads up a Career Club called SaltyLegs (really have to find out the origin of that name), to the RecruiterGuy Chris Hoyt, who apart from being the Talent Acquisition Guru at AT&T is actively involved in raising funds, well at the moment the Big Brother, Big Sister programmes with “bowling for kids” and more recently the people from JobCamp (#JobCamp), Luke Havey Palmer from Buzzle, and Stephen Collins, AKA @Trib Honestly, what a great concept. Putting together Employers, Unemployed and Specialist Recriuters who really can do something about making jobs for people in a room for 2 days to see if they can make a difference. These are all inspirational people, who’ve had inspirational ideas, and more important is the fact that they ACTED on them.
Well what can I say, whilst not in their league, it did make me put my hand up, much to the surprise to those who know me. For what? may you ask…. Just remember, you heard it here first I am going to be a brand new Auskick coach for the 5-6 year olds at our local club. Maybe I was inspired, or maybe they just put something in the pies?