Category Archives: talent search
But back to the start of my day…
Great start… woke up without the sound of crying (I have young children… this is a perfect start of a day!)
Then… awesome breakfast provided by the #atcsyd guys (the food at this event was magnificent!)
Rebecca Houghton was the emcee today, and for a lady who was introduced as someone who is self confessed as unfunny, she had the room giggling and laughing and well, eating out of the palm of her hand.. Even if she did crowdsource her 10,000 steps for the day. (I won’t tell anyone though)
Then Rebecca did something that has the potential to change my professional life. She introduced Glen Cathey who presented “Moneyball Approach to Recruitment” Big Data – Big Changes… aka The art of winning an Unfair game…
It’s fair to say that “Big Data” was the term for the day!
Changing of mindsets and questioning what Real Data you need to make GREAT decisions….. and can you validate your currently held assumptions and ensure you don’t hold any biases of any type. He shocked (and worried) the majority of the people in the room, with some stats about the relative success of tall people (over 6 foot 2) versus not so tall people. (Glen stated that 3.9% of American males over 6’2, however 30% of CEOs are over 6’2, a disproportionate number you’d think… interpret as you will!) Sadly I qualify for the latter. On a personal note, I could hear my Dad in my head, throughout this presentation with the idea of the “Assumption” doctorate. ie Don’t assume things, get backing from your ideas with statistical data.
Questions raised in my head were, what data do I have to challenge? What do I want to challenge? As far as I know the majority of Recruiting is subjective, you like the person, they perform OK in interviews, their chances of getting hired are greater than those who don’t interview well, but may have other core skills.
With Moneyball Recruiting, Glenn, suggests we “Move away from subjective means of assessing talent and make hiring decisions more objective, fact and empirical data based means” The idea that Google have a specific “People Analytics” team, gives us something to think about, apparently all “people decisions” at Google are based on Data and Analytics.
Imagine if as an employee you carry your statistics across your career like sports people do? Raw numbers out there for everyone to see and assess! How would you feel? Would it change the way you work?
Glenn then raised the idea that “Intelligence” is a core predictor of performance. Statistics given stated that if you use “intelligence” as a core predictor of performance, you’ll be right 65% of the time. That’s not a bad score I wouldn’t think. The question raised was “What is intelligence?” “Are we talking Emotional Intelligence? Street smarts or your IQ?”
Another question was raised, which realistically hit right at the heart of a core belief of what we do as Recruiters or Sourcers. “Why do you want to hire an industry re-tread?” Someone over looked by someone else, or already working at another place. Why do that or could you identify people outside your core beliefs and ideals who could do the job as effectively, if just viewed a little differently? Looked at through more objective eyes, through the identification of core “Traits” or “signals of success”. These questions had a huge impact on the crowd, you could almost hear all the cogs turning in the collective brains of the attendees… How can we re-look at what we do? The big question was then posed “If you had to start all over again… what would you do differently?”
In case you were thinking the age of information was taking over, and Recruiters we fast becoming an endangered species, Glenn concluded that “Great strategies… without great people, are not worth a damn!” So, we’re still hanging in there people.. room for us all yet!
Adding to the days geekfest was Simon Cariss talking about “Global intelligence leverages HCM Decision making”. Essentially Simon took us on a magical tour of numbers. (I saw in some circles it described as #dataporn!) Just having some fun with them, showing us how data can tell us a story. He illustrated this story with the global launch of the virtual launch of the iPad 5 (it’s invisible folks!) and how everything connects. This dude seriously had his geek on… (it was great). (Another highlight was Simon’s Australianising the infamous “Purple squirrel” with a “Red Possum” LOVED IT!)
He then asked a question, based around the idea that “the door of the CEO is always open, for the right information”. What is the right information your CEO requires to make decisions? Can you simplify it down to one number? In the age of mobile information and smaller screens, maybe this is something you need to think about! (Apparently for those “Hitchhikers Guide to the Galaxy” fans, 42 is not the number!)
Howard Kotzen was up next “Building a case for intuitive Technology and integrated Talent management”, more talk of Big Data and continuing on the theme of “asking the right questions” a perfect follow up for Simon. He spoke about talent ownership and the responsibilities for success. How Recruitment should be seen as an Enterprise Resource Planning idea, where each silo of the process understands and appreciates the fact of their dependency on one another, striving for the same goal of company success.
Howard’s talk was followed by a person I was really looking forward to hearing, and meeting, Master Burnett. He gave a talk on “Lean Recruitment Marketing” – I loved this talk, fast paced, thought provoking and practical. Just what we (OK I’m speaking for myself) wanted in a conference like this. It was tough to take notes, as my mind was going flat out trying to keep up with everything. I took pics of the slides, which I’ll share if I get the permission of Trevor and his team.
Bottom lines (yes plural, as he made some great points which stuck with me and may have changed the way I look at Recruitment… again!)
Master asked us to think about our Marketing, and question “What’s changed in 10 years?” Think about the channels you used, how many of them are obsolete now?
He spoke about the polarisation of our audience now across our multiple SPOPs (Social Points of Presence) cool term huh! and the fact that now the audience will talk back and readily question
Are we forcing our old stuff into new markets?
These Lean philosophies will test market, and see if our assumptions are accurate. Try many things, in small doses across many mediums. Measure, iterate, try again! (wash, rinse repeat!) Trust data over opinions, build and derive that data yourself! And allow yourself the flexibility to move with the times. Who would have thought about marketing/recruiting in Pinterest a year ago? Be dictated to by the conversation and get to a stage where you are leading it!
He spoke about how in this age speed and flexibility are the new drivers of competitive advantage, process slows us down! (For those that know me, it was music to my ears) Apparently, Life happens when you’re stuck in the middle of process!
Master was not talking about throwing “process” out the window, but get rid of in the aim of trying things, in small stages to reach an outcome (or not). He encouraged us to think about outcomes versus output. Don’t talk stats of interviews achieved, page views, eyeball minutes, etc. Talk about outcomes, be specific, make it measurable, attainable, relevant and of course bound by strict time constraints.
The game changer? This really resonated with me. The outcome of successful Recruitment is great performance and success of the business! What do you think about that? Not talking “bums on seats” in a timely manner, not talking time to hire or quality of hire, not talking longevity of hire, but business success. BAM
(Makes sense doesn’t it, but haven’t really ever taken it to that extreme!)
Sadly, due to travel plans I had to miss the unconference sessions, but I have no doubt they would have continued down the stream of thought provocation. I look forward to reading more posts as they filter out about this great conference. Hat tip to all the organisers, speakers and attendees. I just love the conversations! Can’t wait until the next one!
Posted in 2.0, action, Adding value, attraction, business, c-level executives, CEO, EVP, feedback, future, gimmicks, hiring, internal recruiting, Kevin Wheeler, learning, lessons learned, motivation, recruiting, social media, talent search, twitter, web2.0
Last week I attended the first ever Sourcing Summit, and before I go too far into this I must congratulate both Phil Tusing and Andrea Mitchell for putting on the first event of its type in Australia. I think it was a great success with both the quality of the speakers, but for the attendees too, the conversations at breaks were inspiring!
The day didn’t start the best, with the super early morning flight, the coffee spillage thanks to a clumsy cabbie, Thunderbird looking hair when I arrived. But thanks to a quick splash of water (and to Andrea for letting me know), reversible hand dryers, and my emergency pack of “don’t look stupid”materials in my backpack (and another coffee) we got back on track.
It was a little intimidating listening to a lot of these speakers, man, there are some smart people on this planet, wish I was more like them! I’ll write about my highlights here, I seriously don’t have the bandwidth to write about every speaker, so if I missed you, I apologise right now… Sorry
One of the most used terms of this summit was “engagement” and let me tell you, I was engaged immediately by Gavin Heaton’s presentation, as one of the first slides spoke about his coffee club, I mean come on…. “coffee”after that morning? He had my attention. This guy is super smart, had some great sound bites which were duly tweeted around the world in real-time, with the bottom line being, think about, learn about, engage with, and continually talk to your community….
Brent Pearson (someone I’ve looked up to and respected for years, but have never met) was next up, my notes initially parked him somewhere between a realist and a grump at the industry. I ended up pegging him as a passionate realist with a pinch of cynicism. But boy is he smart. His initial statement of “I’m going to upset some people in this room today” set the tone for me, I was hooked! His video was entertaining and his message sound. To summarize, with a few liberties (because it’s my blog) … Firstly, don’t be seduced by all the technology that comes out in this space. (tick…. Been there done that, it sucks, but you got to try things, you may get the winner) Then, how do you know if it’s any good? YOU MEASURE and Benchmark!
Brent gave some great stats and a case study in terms of a client of his business (HRX) about source of application and attempting to disprove the all things Facebook and Twitter, where there was a little hiccup. However, I didn’t think it proved enough, not sure if it was extrapolated out far enough. It proved an idea around using Social Media from an attraction point of view, which was great, and looking at it as a tool to help direct your marketing budget. Great! However I think you would have to work backwards from analysing where the people you have hired have come from, and the focus your funds there. You can get all the applications you want from your “Google adwords” but if you don’t hire any of those applicants, what’s the point?
Perhaps the most interesting presentation was that of Jason Timor, the Indigenous Recruitment Advisor at QANTAS. It was a really interesting presentation, fascinating in fact. Really impressive that a company actually has a programme like this. What John highlighted most, in my mind, was the idea that with all the talk of community, talent pooling and technology, you still cannot escape the fact that this is a people business. sitting down having a cup of tea with people, respecting where you are, who you’re talking to, is a very effective attraction strategy. someone building IRL (in real life) talent communities. Just made me smile listening to him. Simple (and very effective) Science
Simon Townsend from Deloitte, the innovation centre, just baffled me. He had some great soundbites which I eagerly tweeted, probably masking the fact that a lot of what he said net over my head. But a brilliant mind, and he saw things in a very unique way. Just made me want to be better and have lots more resources around me.
“culture of fun with serious intent” @wittering 🙂 like that”
Paul Jacobs. Now this was another guy I was looking forward to talking to. The energetic, friendly and quite amusing community DJ from NZ. Another person I’d been communication with for years but never met. Paul is a bright bloke, who loves his technology and social media. He also provided the best quote of the day “you can shake my muffin” (it’ll lose something if I put in context) and was also half of the winning tweet of the day
Paul however, tried to escape the live blogging critiques ie tweeting of his presentation (He said it was to bring a touch of an unconference to the event, I know better 🙂 ). He got everyone standing, worried people as he started with a roving mike and then asked a question which I think the answers even surprised him. He asked the room (rephrased here by me) what was more important in sourcing, technology or the human touch? Surprisingly, ni a room full of sourcing geeks, there was a heavy leaning to the human touch. Even if he had to make a new third actor of a mix of both. (my choice)
The final presenter I’ll talk about is Christian Leloux. As always he impressed with his passion and knowledge of sourcing and how he is engineering the function in Ernst & Young. With all the technology talk, process and gadget wowing of the process, Christian said the most poignant thing of the whole summit when he said “bottom line, this is all about getting bums on seats right? And solving business problems”. It was a statement I was waiting for, it was a statement, which to me validated the whole Summit.
“sourcing not a skillset any more it is a vocation!!! @Cleloux“
There were 2 days to this summit, I only attended one, however, for a first up event, in a function that really is in its infancy in Australia, I was proud to be there, and to be an answer to a quiz question!
A person needs good friends in life. “OK Thank you Captain Obvious!” I hear you say, but hear me out.
These reality TV shows get a big viewing in my house, the “Big Brothers”, the “So you think you can dance”, “Idol” etc. The first few shows are notorious for the “What the…” moments. You know what I’m talking about, those people who are auditioning, who have no clue.
They profess to have a passion for the specific genre, singing, dancing, or just becoming a wannabe celebrity. The people who have no idea that they have no talent. Not the ones who go on for a joke, a bit of a laugh. I get that. But those with absolutely no talent, or idea that they have no talent (in that specific genre let me ad). They put themselves up for ridicule, with the firm belief that they really are Gods in their chosen field. “Me Mum thinks I am so talented, so I thought I’d give it a go”.
They need better people around them. (OK, I’m not bagging Mums. Your Mum has to think you are the best.. It’s her job!) Someone to say “No, you aren’t that good. Trust me. You’ll be embarrassed. You will be on national TV and seen as a joke.”
I understand the need to be supportive, to be positive, but seriously friends don’t let friends do some of this stuff. I’m lucky, I think if I got my heart set on going on Australia’s Next Top Model there would be at least someone in my nearest and dearest who would put up their hand and tell me. “Dan, you can’t do that. I know you really want to do it, and you’ve been practising really hard, and it is you passion. However, there are a couple of things you are lacking. A) YOU ARE NOT A FEMALE, B) YOU AREN’T 6 FOOT TALL C) YOU’VE NEVER WALKED IN HEELS and D) YOU AREN’T THAT PRETTY!” And then I’d hope I’d have the good sense to listen to them.
A person has to know their limitations. Striving for goals is important, and they don’t always have to be realistic, you know world peace and all that. The important thing is to have people you know and trust, who will help shape these goals!