26 Mar 2018
While in most companies, the recruiting process is run by recruiters, it’s driven by hiring managers. Hiring managers with lean teams, project deadlines, and increasing pressure to do more with less. These factors drive an insatiable appetite for fully-baked candidates, who’ve worked in the right companies, went to the right schools, who have the immediately transferrable responsibilities, and the vertically progressive career path that positions them into an instantly productive role.That expectation is rooted in the ghosts of careers past. The days when careers were linear, and everyone stayed on a vertical path of career progression within their specific field.
That view is incongruent with today’s careers!
In George Ander’s book, A Rare Find, he coined the term “jagged resume” and laid a case for why today’s careers (and resumes) don’t look like those of yesteryear. Today’s careers often follow a lattice rather than a ladder. They pivot and shift and pause and reinvent. The vertical career paths so coveted in the past are being replaced by shorter tenures, stretch roles, entrepreneurial endeavors, time off work to spend with family, and the gig economy. We haven’t reframed our thinking - and resume expectations - to account for this shift.
Welcome To The Future
Imagine a future where job descriptions and resumes no longer matter. Target candidate profiles are created by analyzing massive amounts of data. Machine learning parses through all of this data to understand what experiences, traits, dispositions, career paths, and more, would allow for the highest odds of success in a role.Rather than sending a resume, prospects interact with a series of games and assessments that are custom designed to identify traits and profiles that best map to the profile of the job. The results are analyzed by AI and matched to the position based on the likelihood of success in the role.
Sound like far-fetched Jetsonian future? It’s already here.
Recruiting isn’t easy… with increasingly lengthy hiring practices and a shortage of qualified candidates, the recruiter’s job has become more critical than ever. The candidate experience has become primarily a digital one and candidates expect convenience and mobile contact. Savvy recruiters now have access to technologies that help them forge connections and strengthen the employee brand with candidates.
According to the 2018 HR Technology Disruptions report by Bersin by Deloitte we are at a time when HR technology is seeing unprecedented capital investment and user adoption. Most companies are seeing new technology as a way to help their recruiting teams be more efficient and strategic. No wonder Recruiting tools and technology is the third biggest budget item for most recruiting teams.
For this week’s #ConnectWithContent (and it’s a long read) we would like to share with you 2 take aways from the recruitment stream at #HRCoreLab earlier this month combined with some insights on #TheFutureOfRecruitment. If you’re interested in my take aways from #HRcoreLab on the analytics stream, check out this post too.
Recruitment = quiet enabler behind company success
Although the recruiting team is not the flashiest department, they do play a crucial role in the company’s future and you could consider them as the quiet enabler behind company successes. Nevertheless and despite the importance of recruiting, recruitment team size won’t increase, according to this global recruiting trends report
This means that as the hiring volume rises, recruiters will need to get creative and automate.
The recruiting teams that are growing are focusing on finding full life cycle recruiters and employer branding specialists. And indeed, many companies are replacing their core systems with cloud-based technologies and are building entirely new infrastructures of team-oriented, app- and data-centric, network-based applications for HR also for recruitment and talent acquisition.
6 disruptive Hiring Technologies You Should Be Paying Attention To
In this article Bersin shares six of the most exciting new talent acquisition product disruptors that he thinks recruiters should be paying attention too:
- HackerRank helps recruiters hire engineers and software candidates, using next-generation intelligent assessments, in other words it enables real-time skill assessments for engineering and software candidates.
- Pymetrics assesses candidates’ soft skills using interactive games that are rooted in years of neuroscience research, enhanced by AI. That way candidates’ strengths & weaknesses are identified and benchmarked against the profiles of top performers of that company using objective and bias-free algorithms.
- Then there’s HireVue offering one-way or on-demand video interviews with a built-in evaluation system using AI and neuroscience to analyze the video interview (including body language and intonation) allowing candidates to record themselves and improving the candidate experience while saving the organization the hassle of organizing calls and interviews.
- According to Deloitte, Wade & Wendy and Mya Systems are the two disruptive players in the Talent Acquisition space to watch out for.They’re chatbots answering every basic question candidates have and giving them friendly nudges if they go silent. This saves recruiters a lot of time making them speed up the process. Thanks to machine learning the chatbots get smarter and even develop a sense of humor keeping candidates not only informed and engaged but also amused :-)
- Textio is a data-augmented writing platform that could lead to big changes in the way we write our job descriptions—helping to eliminate accidental gender discrimination from postings. It looks at the hiring outcomes of over 10 mio job posts every month and uses that data to predict how your jobpost will perform while providing suggestions on how to improve it.
- And Amberjack is revolutionizing early-career hiring and proves that traditional campus recruiting is evolving. Amberjack offers tools and techniques helping companies attract graduates and apprentices at scale.
When reading the global LI recruitment trends report it struck me that despite recruiters sharing that employee referrals are the top source of quality hires, very little budget gets allocated to referral programs. Same with employer branding – described as one of the most important trends, it is one the last places where teams invest. The bulk of the team’s budget goes to more traditional tactics like posting jobs and staffing agencies.
Most in-demand HR skill by year 2020: Social Media Marketing (?)
While diving all in #TheFutureOfRecruiting we also came across this article claiming that Social Media Marketing will be the most in-demand HR skill by year 2020, followed by Data Analysis and Predictive Modelling.
But it’s not about being on every SoMe channel.
It’s about being where your potential candidates are!
And in order to find out where they are, you have to know who they are. That’s why recruiters define the persona they are looking for to fill an open position and then reach out to them on those platforms they frequent and then target them.
At HRbuilders we don’t have to define such persona’s because we connect with seasoned HR freelancers as much as possible before we have an assignment to offer them, we invest in building long term relationships with them even if they are not currently working via HRbuilders or never have worked via us at all. We truly believe this is one of the hallmarks that sets HRbuilders apart from other agencies. We genuinely want to get to know our freelancers and this goes way beyond knowing what ERP they can implement or what functional domain they excel in.
2 take aways form HRCoreLab on recruitment:
#1 People are not your most important asset. The right people are!
In his presentation at HRCoreLab in Barcelona earlier this month, Matt Burney from Indeed portraited the high potential workforce and shared with us his vision on what he called ‘transformational talent’.
In every field of human endeavour, there are people who accomplish extraordinary things
We all aspire to be exceptional. And we are all inspired by extraordinary people. But apparently what sets those exceptional people apart from others is not talent, but preparation.
Next to preparation indeed has identified 5 leading attributes of transformational talent in the United Kingdom:
- problem solving
- strategic thinking
According to Matt, research shows that only a small portion of your workforce has an outsized impact on business output:
- 10% of talent is responsible for 0% output (!)
- 85% is responsible for 74% output
- 4% is responsible for 16% output
- 1% is responsible for 10% output
People are not your most important asset. The right people are! (Jim Collins)
So, what to do?
- First of all it is key to know who your top performers are and make sure they stick around! If you get them on board in the first place that is. Because apparently it takes 9,6 minutes to go through the process of recruiting online on average, some companies even go up to 35 (!) minutes. Better to step into the footsteps of companies such as netflix where you only have to answer 5 questions to apply whether you want to be a cleaner or the next CEO.
- It is also key to recruit transformational talent by creating a great experience, looking for the 5 markers that sets them apart from others, by offering them what really matters to them.
- People who are responsible for 0% output are obviously not in the right job. Finding out what they’re good at and tap into that talent by relocating them could turn things around.
- You should definitely consider the potential threat from the 85% that is not engaged.
- And thos 4% that are responsible for 16% output should get your full attention: investing in them and motivating them will have them bring a bigger return.
#2 Talent acquisiton is more than begging people to come work for you
In his presentation, Thomas Waldman shared the journey of TomTom and how they had to evolve from corporate to tech recruitment. Impacted by disruption, they needed to change their service, their pitch their team, basically everything :-)
TomTom learned that talent acquisition is more than just begging loads of people to come work for you.
It’s about building, buying and borrowing.
A company can acquire future shapers in three ways:
- buy talent:to ease the pain on the short term
- borrow talent: by working together with contractors and agencies to attract talent to fill a temporary gap
- build talent: by investing in development of people and tapping into talent that is allready within the company.
How Small Businesses Can Win In the War for Talent
All above articles and learnings from HRCoreLab focus on big corporates. But of course small businesses face a common challenge. So, what’s a small business to do?
This last article of this week’s #ConnectWithContent shares five proven ways small business can recruit and retain top talent:
- flexible work schedules
- provide opportunities for advancement
- create a positive culture by acknowledging and rewarding good work, by establishing corporate values, by fostering social connections
- Treat your employees like people (!) because work IS personal. Give them autonomy to do their job in their most productive way and support their wellbeing.
- Crowdsourcing could be a talent scaling solution because small businesses don’t always have enough budget to hire a full-time employee
No need to say these tips could be usefull for larger corporates as well...
So hiring today definitely looks very different than it did just a decade ago. The days of handing out resumes in person are all but over. Things have moved in a completely digital direction.
See you next week!