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