#NZLEAD PREVIEW: The Future of Recruitment, an #RHUBNZ Special

Picture1In two weeks I have the pleasure of experiencing New Zealand for the first time, when I speak in Auckland at the Recruiter Hub Conference (#RHUBNZ).  I am going to cover two interlinked subjects during the course of the day.

The first – The Future Of Recruitment Is Closer Than You Think  – is one of those subjects that many recruiters choose to ignore. Analysts the world over, cite ‘big data’, mobility trends, ‘talentism’ as well as many other considerations, companies need to act upon with regards to recruitment. But I believe there is a ‘future reality gap’ for recruiters who have their ‘day job’ to do – recruiting for their clients. They are not worried about things that ‘might’ impact them next year or in three years time – they have problems on their own desks right now.  Can you blame them?

Then I take a look at one of the new skills that needs to be embedded in future recruiters – Why Candidate Engagement Is More Than Just Being A Connection Or A Follower. It is all very good having the ability to find loads of potential candidates – but what do they represent most of the time? A longstanding record in a database, a name on a social network or just a name you have uncovered in a conversation? These are now available to anyone (who chooses to make the effort to find them) – including your clients and your competitors.

Questions for this week:

Q1) What does the future of recruitment look like? Is it really in the future or here and now? Why is there a gap?

Q2) How are you utilising technology in recruitment?

Q3) How does technology change the way we engage with candidates? How does this meet the needs of the candidate?

Q4)  What does the successful recruiter of the ‘future’ look like? How are these skills going to help with sourcing scarce talent?


#NZLEAD PREVIEW: Recruitment Processes – Are they still working?

During June, #NZLEAD has been discussion various topics around recruitment such as headhunting and sourcing, I wanted to talk about the actual recruitment process. Is it still working? Does it need to change? How should it change? Or is it just fine?

I recently went through a recruitment process which was actually the best one I have been through in a long time. From the day of my interview to the day of my offer it was exactly 7 days. This included my behavioural based interview, my reference checks, my verbal offer and my final offer. It was painless. So from a candidate perspective that was great! But I don’t want to focus on the candidate’s experience. I want to focus on the organisations process and how they go about recruitment.

In my experience this is the recruitment process used:

  • Job Advertising (2 weeks minimum)
  • Short-listing candidates
  • Offer top 3 or 4 an interview
  • Develop a behavioural based interview (mostly using previous interview questions or standard organisational wide questions)
  • Conduct the interview – using the “tell me about a time when you have used this competency” method
  • Contact the preferred candidates and notify of reference checks and psychometric testing (verbal, numeric and personality testing)
  • Have a meeting with the interview panel and decide who to offer the role to
  • Provide verbal offer to the preferred candidate
  • Negotiate (if needed)
  • Write up the contract and send the employment pack
  • Receive employment pack
  • New candidate/employee commences work

Now, that is a long and gruelling process. No wonder the cost of recruitment is so high and managers HATE doing it, especially when it has to be done often in a high turnover environment.

Some of these steps are definitely required – such as short-listing, reference checking (which SHOULD by done by the appointing manager), and the face-to-face interview. But I am wondering if the way it is currently done still works?

Does behavioural based interview questions really tell us if the candidate can perform the job? Does reference checking really give us a good objective picture of the candidate? Is psychometric testing really worth the money? Does that information actually tell us if the candidate can do the job or not? Which ones have stood the test of time and which ones need a re-think with the changing world of work?

So I want to ask the HR Practitioners out there and the Managers, Employees, External Recruiters and Consultants out there these questions:

Q1) Does the current recruitment step process work? If yes, what are the successes? If no, why not?

Q2) Could or Should it be improved and how would you see that improvement?

Q3) Have you used an alternative to the above mentioned process?

Q4) Can we make the process more streamlined, simpler, easier, less time-consuming and cheaper? If yes, how?

#NZLEAD RECAP: HR in Social Media

Well, if social media in HR isn’t popular in NZ at the moment, I have no idea how so many #nzlead participants supported and loved talking about HR and social media. It was fantastic! This week I noticed more participants than usual and all were very passionate about the use of social media and how it influenced and added to the daily HR careers.

A couple of weeks ago I received feedback that in NZ only about 5% of HR professionals were active on social media. This really struck me by surprise. Only 5% of the profession is actively using social media to enhance their careers and learn? When I talk about social media I still come across a lot of people who think I’m a bit crazy or just a nerd/geek. In reality, I am probably learning more on a day-to-day basis about my profession than they are (IMO – don’t quote me). But every day on Twitter I am linked to hundreds of articles, blogs and people who I can instantly get real-time information from. Literally within seconds. How is that not great? How is it that HR professionals don’t want to tap into that kind of quick, fast-paced work environment?

Social media isn’t just about making friends or interacting with random people who have the same interests as you. It is about connecting and engaging with professionals who do what you do on a daily basis and streaming information back and forth.

Some examples from the chat that confirm my statement:

After talking about all the benefits that people have received from using social media, the hard question was asked – how do we get more HR people involved in social media? It is all good and happy to talk about how easy and great it is for us who are addicted to it, but what about those HR people who are still sceptical and don’t want to try something new? We need to remember that for those who have never used social media before, it is a new and scary thing. You are putting yourself and your thoughts out there to be seen by the world and to be easily scrutinised as well. Some great tips were sahred from the chat as well:

and my favourite…

What I have been doing lately to help get people on board are:

  • Organising a professional networking evening: Along side a colleague of the HRINZ committee we put together a professional networking event which focused on LinkedIn and Twitter. Ella went through the basics of LinkedIn and how to use it effectively to build your professional network. I followed with the basics of Twitter and how to use it to connect and learn. This was extremely well received. Mostly because someone took the time to walk through the basics, to help them understand how to get started, the simple things they need to do and then how to properly use it to see benefits in the long-term. A lot of attendees had questions about Twitter, but my enthusiasm and benefits from my end helped encourage people to take the step! We had 4 new Twitter joiners the next day!
  • Spoke at a student event: I was asked to talk at a student event about my journey through HR and to provide some useful advice and tips. My key advice and tips were surrounding social media and the benefits I have gained from it helping in my HR career so far. I only had 5 minutes to speak, but after the event I had about 5 students approach me to ask; what I liked about LinkedIn, how to use Twitter, asked about #nzlead and how to follow it, asked if I could run a workshop on using LinkedIn and Twitter at the university. It is just showing the enthusiasm that can get the party started.

Get the enthusiasm first, then walk through the basics second. It has worked for me. People want someone to help them use the tool and then help them see the benefits. Be a leader and get them active!