Category Archives: value
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 🙂
Let me break it down for you….
Our Hero Mumble is the embodiment of what (I think) it takes to succeed in the current world.
Our little hero was a little “different”. He was born into a world struggling with a poor economy… there was not enough fish to go around, the area was fished out, and Mumble stood out in his community for all the “wrong” reasons. In a world of singers, he was a dancer! He was shunned for his beliefs (“it just ain’t penguin”), for his passion, and shouldered the blame everyone placed upon him for his beliefs’ bringing this famine amongst them.
Mumble took this rejection on board, he tried to assimilate, yet struggled to find his core niche. So he set off on a journey of self discovery (OK he was made redundant… .sorry, banished, he was banished, definitely banished), with the goal of solving the problem.
On this journey he continued to learn. He was attacked by strange beasts (angry CEO’s taking a pay cut?) found a community that embraced him (for me that would be community 2.0.. ie RBC, Twitter and more recently Recruitment 2.0 Asia Pacific).
This community enabled him to find an idol, (Lovelace) someone who knew all the solutions, and would share that information for the sum of a pebble. (how many websites promise to make you a millionaire for a simple fee?) (Please note, not for one second am I suggesting these sites are the breeding grounds for false idols, lots of “marketing Web 2.0 guru’s”, but not false idols)
After being embraced by this community, our hero felt he had to go out on his own, he needed to rely only on himself to solve this problem. (look at the new businesses which started up in the last 3 years)
He found even more challenges in this, he was lost, lonely and eventually out of hope. He was found and “saved” in the middle of nowhere. Unfortunately he was repatriated in a mind numbing, soul draining environment, vanilla environment. He lost himself here, just going through the motions and surviving, day in day out (Look at all those businesses which have been sold or bought during the last year!)
(I think we are currently at this point in the market)
Eventually, Mumble our hero, found himself again. His individualism started bubbling to the top in an irresistible manner, until it flowed uncontrollably from every part of his body. Yes he was dancing again! He was publicly displaying his unique value proposition, AND PEOPLE WERE TAKING NOTICE! People were “buying it”. Momentum was building.
The world was taking notice. The world was buying. The world did something! The world gave him what he needed. They took him home, colluded with each other to stop the fishing in the area (thus ending the famine) and our hero, became everyone’s! His individuality, his unique selling point, his value proposition had made him a success. He stood out in a sea of same, our hero STOOD OUT and became successful.
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 🙂