A growth area for both agency recruiters and internal functions is that of sourcing and over the last few years the availability of tools to source candidates have changed dramatically. A decade ago to undertake the sourcing of a hard to find candidate involved a lots of phone calls and a really good contact list. While in 2011 the same holds true the internet has provided sourcers with a massive database of potential candidates. The rise of search engines and social media may have made us lose our memory but they have also given rise to the role of the internet sourcer.
Usage of boolean search, LinkedIn and other social media sites have made it easier than ever to proactively find candidates. For many of you this will not come as a surprise.
What might be of interest is a small conference I am speaking at in August, Finders Keepers, put on by my friends at ATC. Finders Keepers will have several international speakers in attendance, in fact the speakers list reads like a Who’s Who of sourcers; with internationals such as Glen Cathey (Boolean BlackBelt), Jim Stoud, Kevin Wheeler, Bill Boorman, and locals Ross Clennett, Martin Warren, and Andrea Mitchell. I will be doing a half day workshop with Jim Stoud looking at “How to Find the Hidden Talent Your Competition Overlooked”.
While the act of building a half day workshop with someone from the other side of the world is interesting enough, I suspect trying to keep up with Jim will be the hardest part of the session. If you have no idea who Jim is, watch the video below and you will see what I mean.
If you are interested in sourcing and where it is at in Australia get along and attend.
Only 10 days to go before the early bird pricing for this year’s ATC Social Media conference expires! If you are thinking of going, and why wouldn’t you, register now to save 20% on your registration.
What will you get from coming along? Well other than listening to me natter on about mobile recruiting you will hear from international speakers such as:
- Chris Hoyt: Talent Engagement and Marketing Leader at PepsiCo
- Kevin Wheeler: a globally known speaker, author, teacher and consultant in human capital acquisition and development, as well as in corporate education
Local speakers include:
- Jared Woods, now at OneSteel looking after all sorts of things including their social media strategy for recruitment
- Nick Duggal, Special Counsel at Tresscox Lawyers, has practiced exclusively in the area of workplace relations
- Simon Cariss is one of the founders of PageUp People
If you attend you will also get to experience social media in it’s human form with our unconference and world cafe sessions.
Back in June I shipped myself off to the first Social Recruiting Summit at Google HQ in San Francisco. On my return I was approached by the team from Australasian Talent Conference (Trevor Vas, Horace Chai, and Kevin Wheeler) to see if we could pull off a similar event here in Australia.
So on 3rd December in Melbourne we are bringing together some of the biggest names in recruitment and social media to participate in Social Media: A Recruitment Revolution.
The event will be like none other in Australia, combining traditional conference sessions with interactive “unconference” sessions to allow the audience to further develop the ideas and learn from industry peers.
Personally I am very excited about the speakers. We have secured Mark Pesce as our opening keynote speaker. If you do not know Mark he is an author, journalist, regular panellist on The New Inventors, and futurist. (He even has a Wikipedia page.) In addition to Mark, Margie Kwan from Ernst & Young will be presenting a case study on their use of Facebook and the we have a debate between Stephen Collins from acidlabs and Jake Andrew from SEEK on “Do you need a job board when you have social networking?”. Other topics include digital branding, social recruiting strategies, legal issues around social recruiting.
If you want to know more head over to the main site, check out the agenda and register ASAP as we have a space limitation.
Over the last few days I have published a number of posts summarising the sessions at ATC that I attended. However I wanted to pull together an overall summary of my thoughts from the event. This was my first ATC, mainly as I had now been in the position to attend before due to my previous corporate life which was a pity as I think attending in previous years would have been good. Well no point looking back let’s look forward.
First question was ATC worth the money? Yes. Even in the light of this GFC thing.
So what did I get out of the event to justify my expense?
- Attending the sessions, while not all were good I took something from most of them. I could not say which was the best session, they were all different.
- Meeting other Australian commentators such as Phillip Tusing, Jo Knox for the first time.
- Catching up with Russell Kronenburg from Pacific Brands over lunch on the first learning in detail about some of their social media activities. They are doing awesome stuff!
- Hallway time with the US speakers, most of whom I had never met in person, such as Master Burnett, Dr John Sullivan, Kevin Wheeler, Gerry Crispin, Charles Handler, and Sue Polo.
- Having several business, dinner and social engagements organised with Master Burnett, Kevin Wheeler and Gerry Crispin for when I am in San Francisco for the Social Recruiting Summit next month. None of which would have been possible without ATC.
- Catching up with locals like Riges Younan, Ross Clennett, Phillip Tusing, and the boys from Happener.
- Meeting Belinda and Danielle from Buchan and chatting about marketing and PR, Daneille joined a number of us for dinner one night.
- Meeting the Deloitte’s team (James Elliott and Tanyth Lloyd) and many other Australian organisations who are doing exciting things.
- Chatting with Karen Cariss and Simon Cariss from PageUp People, Simon for the first time.
So as normal with these types of events, the sessions are good but it is the networking that makes it valuable.
If you are in any form of talent management, sourcing or a corporate recruiter and you did not attend shame. For transactional 3rd party recruiters I can see limited value, but if you are a 3rd party recruiter who wants to be ahead of the competition again shame you did not attend.
Another final comment there were several sponsor sessions most were traditional let’s try and sell you on our product. The PageUp session was different. PageUp approached their slot with an attitude of let’s inform the audience about something, virtually unrelated to their product but important to the audience, Twitter. The result was after the session their stand was the busiest of any of the stands over the two days, other than Hudson where we all went for good coffee.
Next Year: Yes.
Kevin closed out the final day of ATC with a great look at the future, getting the audience to really think about what is next. His theme retrain, redeploy and refresh. We are currently experiencing significant change across many areas:
- Economic sea change
- The end or beginning of the end of traditional media, schools, large organisations
- Rise of cultural & economic salads
- Shift to virtual worlds
This period of extreme change where extremophiles
, things that survive by bring polar opposites together, will be the only organisations that survive. Organisations need to change as we are moving into the era of the free agent, “the future belongs to small organisations that build on creativeness and adaptability”.
Kevin sees five key themes in the future:
- Talent strategy is becoming the CEO concern
- Creative class employees will dominate
- Sustainability will be the focus
- Gen Y values will be mainstream values
- Virtual will increasing replace F2F interactions
I am going to skip the first item as to me and many of you this is not new, instead let’s look at the last 4 items.
Composed of scientists, engineers, architects, designers, educators, artists, musicians and entertainers whose economic function is to create new ideas, new technology, or new content. Approximately 38 million people in the US today. Kevin feels knowledge workers are old school and the world will be driven once again by the creative class.
- Use only what is needed
- Hire & retain for broad based competences not specialisation
- Retrain and develop through cross-functional & rotational experience and through informal networks
- Redeploy and retrain constantly
- Remove barriers to learning
Gen Y Values
- Transparency is everything
- Authenticity is expected
- Teams define themselves
- Tasks are chosen, not assigned
- Contributions count more than credentials
- Rewards are intrinsic as well as tangible
During 20th Century is was about transactions, routines and efficiency, 21st is about relationships, personalisation, and communications
- Social media is now core to the internet
- Search is being automated
- Profiles are starting to replace resumes (finally!)
Kevin intorduced a few emerging applications: JobVite, Entice Labs, YuMe and Adchemy. Finishing up with seven tips on surviving with extremophiles:
- Recognizing how polarities create strong networks
- Ongoing context sensing (beyond episode)
- Capacity to innovate or hibernate
- Support workers with empathy (not sympathy)
- Bring in and neutralise your treats
- Creating symbiotic relationships
- Develop self-replicating memes