Posted by dnuroo
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
Posted by dnuroo
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…