Youth Employers – what do we want?

I’ve read a lot lately about millennials and Gen Y and what it is that they’re looking for in terms of employers. What it is that organisations can do, offer, provide to attract and retain this area of the employment population. But I’ve equally been thinking about it from the other perspective given I’m passionate about youth employment and the roles that everyone plays from Schools through tertiary training providers and organisations play in preparing youth for employment. I regularly attend Job & Careers Fests, WorkChoice Days, meet with Universities, host High Schools and the like in my efforts to bridge the gap as a representative of my views and that of my organisation and feel that an area we’re all missing is what the employers are looking for from the situation. Because 99% of the time a completed degree and an eye catching CV alone aren’t going to cut it.

 

So what do companies want from this largely technologically advanced, digitally savvy sector of the market? I’ve complied a wish list of sorts:

Experience: Those who take the initiative to work part time or during holidays undoubtedly have an edge. They’re already somewhat work savvy. They have likely had to stick to hours, deadlines and task requirements and many will have had to work as part of teams, communicate with others and ideally provide some level of customer service.

Resilience: The ability to spring back from adversity, take the knock, get back up and try again is essential. Being able to look at yourself and learn from situations, people and tasks – to rise from the ashes in the face of tough or difficult times.

Initiative / Nous: Understanding the reality/practicality of a situation outside of having knowledge of the theory, and being confident in suggesting improvements and solutions.

Curiosity: A thirst for knowledge; to continually grow, develop and learn in the present and into the future. Being confident in asking questions and developing an understanding of the business, departments and wider market.

Conscientiousness: An awareness of the world around them. Of colleagues, clients, the wider organisation and extending into the world around them. Collaborative and communicative, a team player.

Change Ready: Innovative, creative and forward in the generation of new ideas and ways of working. Comfortable with change and changing tack to adapt to our ever changing world.

 

Having these skill sets under their belts in conjunction with their learning’s will see millennials, Gen Y’s and the like well in their search for employment. Displaying an attitude or outlook that is clearly ready to get stuck in, help out where needed, and putting a hand up for all opportunities offered will definitely all be viewed positively by employers. Having engaged, enthusiastic employees who are innovative and willing to learn is the ultimate goal for organisations.

Millennials / Gen Y – I’d love to hear your thoughts and questions….everyone else, what would you add to the list?

SOCIAL FOR HR – TALENT ATTRACTION

SOCIAL MEDIA FOR HR – BLOG SERIES

#1: TALENT ATTRACTION

The possibilities when it comes to recruitment are endless and given 84% of professionals in NZ are interested in new positions it’s an important area to note. In my role now every vacancy is advertised on job boards, including our own, but also pushed out to twitter, Facebook and LinkedIn and this year we’re expanding those to include Instagram and snapchat. We also utilise online community’s specific to our industry through the likes of StopPress and MA+D Daily. As a result or targeted campaigns we can specifically point to all of these social platforms as the direct source of new hires. It’s important to note here that adding video and eye-catching imagery to posts and specifically targeting content to your audience is key to achieve maximum impact and engagement.

Depending on your industry or type of roles you may need to consider niche social markets for passive talent attraction such as the likes of Github and Angelslist – just make sure you understand the niche platforms before you dive into them!

Talent Pooling is made possible on social through the likes of followers – they are the people actively engaging with your brand online. This can be further honed by creating specific interest groups and managing these effectively, again, through engaging, targeted content.

The Employer Branding opportunities on social are vast – through actively promoting your employer brand, show casing what it’s like to work in your organisation, giving insight to your employee engagement and culture gives potential candidates a wealth of information when considering a role with you. And given 37% of job seekers claim they can’t get enough information on organisations in the job hunting process, this is a golden opportunity for employers.

Candidate quality can be improved through social also – you are given a forum in which you can actively have conversations with them pre, during and post the hiring process, in a way it becomes a key screening tool.

SOCIAL MEDIA FOR HR – BLOG SERIES

I was recently asked by the wonderful team at Elephant Training & HR to speak at their HR Advisors Conference on the use of Social Media in and for HR. I have now turned this into a series of four blogs that will be posted over the coming weeks.

The areas I see social media best benefitting and working with HR are as follows: Talent Attraction, Communication, Learning & Development and Social Employees and these will be the blog topics coming up.

But first….a look at the stats to keep in mind as you read the series…

SOCIAL MEDIA – THE STATS

It’s important to note that these staggering figures below are monthly users! And to give context, as of January 2016, the total worldwide population was 7.4 billion

  • Facebook: 1.55 billion
  • Youtube: 1 billion
  • Google+: 400 million
  • Instagram: 400 million
  • LinkedIn: 450 million
  • Pinterest: 100 million
  • Snapchat: 100 million
  • Twitter: 320 million
  • Vine: 100 million

I’m actively involved with 8 of these platforms, currently learning my 9th and still have one on my bucket list to master!

I think there are a lot of people out there at the moment particularly in the “People Professions” that are sceptical of social, who don’t engage with it from a professional standpoint, and even on a personal basis in some cases, as they’re nervous of the repercussions, not sure of how to use it – or indeed why they would use it.

But my argument would be how can you afford not to – you can see the numbers here……and I figure if I can teach my Mum how to use Facebook, albeit it’s taken a lot of time and patience to get her understanding that she doesn’t have to friend people, comment or like if she doesn’t want to and isn’t obliged to respond to every interaction, but she’s doing it and finally loving it.

Another example is my partner; a senior sales executive he will never “do that Facebook thing” (even though I’ve caught him checking out pics on mine on multiple occasions!) But he has fully embraced LinkedIn and is one of the most active users I know – he encourages it in his staff as well and as a result they’ve booked multimillion dollar media campaigns as a direct result of LinkedIn connections.

I ran a session on LinkedIn with another sales team and following that session one of the team made 32 targeted new connections with CEO’s specifically in their industry and has since followed those up to make 19 face to face meetings with those people.

So like I say – how can you afford not to tap into and utilise such an amazing resource? First blog coming up!

Youth, Employment and the Future of Work

I work for an employer committed to the employment of youth; not just in our organisation, but across the board, youth employment in New Zealand has never been in such a dire situation, in Auckland alone there are approx. 23,000 unemployed youth. On a personal level this is an area that I feel passionate about so it’s fantastic to work in an equally committed environment.

Over the past week I’ve been lucky enough to spend more time than usual in the presence of youth. High school students, University students and millennial professionals, entrepreneurs  and influencers; some searching for employment, others for a future career path and yet more seeking inspiration through mindfulness, leadership and social good through enterprise.

I spent a day at JobFest, a bi-annual initiative brought about by the Youth Employer Pledge in Auckland, supported by the likes of Youth Connections, ATEED, careersnz and the Ministry of Social Development. I then spent three days at Festival for the Future, a conference with speakers, stalls and a series of workshops aimed at celebrating what’s possible and change for the better; connecting young professionals, entrepreneurs, artists, scientists and activists – innovators and influencers to explore the big issues, share ideas and inspiring stories of people doing remarkable things to make a positive difference in the world around us.

In both cases I was pleasantly surprised and horribly shocked, and it made me realise while we’re making some fantastic inroads there’s a lot more we need to do to support youth in employment and future work opportunities. I was dismayed by the lack of awareness of the world and workplace in some, those whom I feel education to date has failed to properly equip for the outside world. I was in turn elated by those who’ve struggled and overcome serious odds to make something of themselves and their futures. I was concerned by the bitterness in some, and negative attitudes in some towards organisations (and in many cases with good reason!). And I was immensely impressed with the awareness, the understanding and drive to ensure conscious capitalism overrules, that collective good through work, for people, the planet and the future was such a prominent goal for so many.

Technology has undoubtedly had a massive impact on the youth of today compared with past generations. I technically sit on the very edge of being able to call myself a millennial, and yet my world as a youth and in my early twenties was vastly different from the world today. The internet means information is available to all; and these youths care. They want real content and they want to face and deal with real issues – and they’ve got some fantastic ideas on how to achieve this. However, the flip side is this technology isn’t available to all. And it’s glaringly obvious that there are two ends to this spectrum, and many place holders in between.

How do we as socially aware adults ensure we create environments for learning that better equip all youth for the future of work and employment? Technology is changing, the world around us is changing and the future of work is changing. There are jobs available now we hadn’t dreamed up only years ago and there are roles many of us thought were “roles for life” that no longer exist. Both JobFest and Festival for the Future and many other such examples aim at bridging the gaps that appear in many cases to widen daily.

There are many other start-ups and well established businesses and organisations also trying to make a difference. I met many such enterprises at both events. There are multiple companies I can think of in NZ at the moment aimed at bringing youth and employers together; from savvy job apps creating CVs for youth and enabling them to apply for roles through their mobile phones, receive instant notifications as to the status of the job and get real time feedback, to organisations creating training series’ of training programmes based on what employers need in new hires from basic skills such as resilience and time management to sales and presentation modules and new job platforms connecting youth and employers, enabling video interview and utilising technology in the talent attraction, recruitment and onboarding space.

But what more can we do? As I’ve said the future of work is changing, there are roles we can predict will evolve, be created and disappear, but equally there are others we won’t be able to dream up. Is the first step that we bridge the gap between formal education of schools, universities and the like and the skills that are needed in reality in the world of work? Should formal training facilities take this on or the employer? Do employers need to make more of internships, grad programmes and building relationships with training facilities to ensure we’re doing all we can to equip youth? Should organisations be tapping in to youth as the leaders of the future and with the ideas and answers to some of the current world issues? And how do we get more organisations on-board and actively participating in the importance of youth employment?

I don’t have all the answers, but I’m encouraged to see so much happening in relation to youth, employment and the future of work. IT’s a topic close to my heart as I’ve said, so I’m looking forward to diving deeper into it and reporting back my findings. In the meantime I’d love to hear your thoughts, comments and examples of what your or your workplace are doing about the issues.

Where have all the Millennials Gone?

I’ve been posing the same questions to most of the Agency Recruiters I’ve met with over the past couple of months (they are many) and it goes along the lines of “Are you finding a skills gap in the post university, couple of years’ experience under their belt, mid-twenties (ish), talent market?” and “Is it industry specific or across the board?”. The answers…yes and across the board.

I found this somewhat relieving in the one sense. As whilst I’m recruiting in the media industry the breadth and depth of roles is vast from sales & marketing to creative, IT, editorial, accounting, events, call centre, production and machine operators to name a few. So it was nice to know it wasn’t just us. I’d kind of already worked this out given for most of the role we advertise we’re (thankfully!) inundated with quality candidates and haven’t had much trouble finding talent to fill the roles.

However, when it’s come to those roles that are not entry level, need qualifications and a certain level of skill set, the next step or two up the ladder from graduate, it feels like a ghost town with tumbleweed blowing through. Now this is something of an exaggeration and I realise that – we’ve hired some awesome people in this bracket, but they’re hard to find, tough to convince, know their worth and where they’re going – and rightly so. I’m not sure what we should be calling them so forgive the broader term millennial in the heading!

I’m blaming it on the all-important OE. Something of a Kiwi tradition and coming of age, not specific to New Zealanders, but an ongoing phenomenon of our society none the less. I’m also blaming it on the OE not being the same as it used to, and the group we’re seeing in this stage of their lives now being somewhat more on to it than those who’ve gone before in terms of what they’re getting out of the OE. What was once a one to two year stint in London where you took whatever job you could get because let’s face it, the job was necessary to fund the ongoing partying in the likes of the Church and the Walkabout, house parties where 14+ Kiwi’s and Aussies were all dossing down together and jaunts around Europe whenever and wherever the funds allowed. And they were undoubtedly fun, character building and an opportunity to make friends for life and create memories you probably won’t tell your grandchildren about; but they weren’t about career. As a result when returning home to NZ these people were there to fill the gaps they created when they left in the market, and as everyone was doing it there was a continuous churn in and out.

This generation though are doing it different. They’re going over to do the partying, see the world, build character, relationships and memories; but they’ve also got career in mind. They’re arriving in London and the likes with jobs lined up in specific, strategic industries and organisations to ensure it’s a career building and development/growth exercise as well. And it’s working. Smart. These people are coming home far more experienced than when they left; they’re getting international exposure to markets much bigger and in some cases more advanced than ours (some cases not!) and on return they are no longer at the level they were when they left. In most instances they’re considerably further ahead than that in terms of skill set, experience and salary level. And here’s where the gap in the market becomes evident.

I don’t know what the solution to this is. I commend this group on their foresight and career planning. Not just career planning, they’re life planning too – coming home able to buy houses in the Auckland market which is something out of reach now for so many, but that’s another story.

I wonder what effect Brexit will have on this phenomenon, if any? A couple of people I’ve spoken with have ventured that it may strengthen the somewhat dormant Commonwealth and see a resurgence there. Others have suggested with travel getting harder for those on British passports the OE’s won’t last as long. I wonder whether we should be doing more to grow and develop these people within NZ and our organisations? Will we revert to careers here with overseas travel as holidays as opposed to the extended terms of one and two years? As I say I don’t have the answers, but I’m looking for them, so I would love to hear your thoughts, comments, experiences…..and potential solutions!

#RHUBEdge

For anyone in the recruitment and related spheres in NZ who didn’t make it along to #RHUBEdge you missed out. Once again Phllip Tusing (@PhillipTusing) brought together an awesome line-up of speakers who engaged, taught, wow’d and sparked debate in the audience. The twitter feed was alive and kicking, even trending for the day so for those who couldn’t be there the learning’s (and some other less professional stuff!) were shared.

MC, Iain MacGibbon (@nzheadhunter) opened and kept us on track for the day, I’m sure it was a bit like herding cats at times, but he did a stellar job. The crew at AUT and the venue staff onsite were awesome – so big thanks to them, and of course to the JobAdder team for the beersies afterwards.

William Tincup (@williamtincup) took the stage first up; the programme announced he would “take delegates on a rollicking crystal gazing ride to predicting future scenarios and offer practical solutions gained from recruitment leaders around the world”. I think he delivered on this. I’m not sure how many will take his tips for time management to the 15min increments he does, but I have no doubts that those who do will get the day a week back he promises. His ideas and solutions for time hacks got us all thinking and gave us something to take away.

Brett Iredale (@BrettIredale) from JobAdder was all about technology and its impact on the world of recruiting. His two biggest tips were HiringSolved and VideoMyJob an app designed to create job ads. A list he gave of tech to check out included: SparkHire, enboarder, appear.in and Weirdly as well.

Jason Ennor of MYHR (@MYHR_NZ) ran us through what HR want from Recruiters; reading the buyer, pain points (and how to reduce the pain!) and track records. This is a whole other blog in the planning given the debate sparked throughout the day in in-house versus agency recruiting and the resulting relationships. Watch this space!

A panel discussion including Marisa Fong (formerly of Maddison), Carmen Bailey (of Emergent) and Garth Brooks (formerly OCG, now Bureau) gave access to a Q&A session from some of the best in the business with exponential experience between them – and again, lively debate!

Katy Anquetil (@KatyAnquetil) took one for the girls on “women in leadership” with some scary stats on the figures in NZ, breaking the glass ceiling, Tall Poppy and Queen Bee syndromes. George Brooks followed on In House versus Agency – as I say for another blog! James Gilbert (@jatgilbert) had some compelling stories on inbound marketing and the value of creating engaging content – essential in today’s customer driven environments. He also recommends checking out your website on https://website.grader.com/

All in all, as I say, an extremely well run day, with fantastic speakers – people at the top of their game we can all learn from. And another awesome opportunity for networking…probably more so for those of us not running home to rugrats being school holidays! Looking forward to the next one. Last words from William Tincup: “What gets measured gets done. And Process eats Software for Breakfast”.

Sourcing Summit NZ 2015 – #sosunz

The line-up for this year’s #sosunz was awesome – as soon as I heard Katrina Collier (@WinngImpression) and Johnny Campbell (@socialtalent) were on board I wanted to be there! And they didn’t disappoint.

Johnny truly deserves the title “Sourcing Ninja”, and blew all our minds with his tips on how high performing recruiters work differently. He introduced us to the ICES model – Identify, Contact, Engage, Submit and demonstrated hacks that would make us all first class stalkers or PI’s if we were ever looking for a career change! He detailed the need for precision searches, the use of timing and multiple channels for engagement, emotional intelligence in recruiters and the essentials of building trust and a reputation online. If you haven’t already, check out sourcehub, for incredibly easy Boolean strings searches useable across multiple online locations/sources. Also, give CrystalKnows a try for incredibly accurate personality details about candidates pooled from their LinkedIn profiles and other online presences’ – scarily accurate in most cases!

Katrina was equally brilliant. She detailed the need to cut through the ever increasing noise in people’s lives to get your roles in front of the right candidates. To do this you need to be someone worth talking to, be easy to follow and most importantly become known, liked and trusted. Make it all about them, personalise your communication, research the role and the candidate and check your use of words (see NLP – nuero linguistic programming). Katrina also stressed it being the recruiters role to bring people into the company – so don’t be hamstrung by IT or Communications/Marketing.  Mobile and video are now and talent is everywhere – the future is reputation based and employee centric. Don’t do the things you’ve always done.

Gavin Buchanan (@gavinbuchanan) spoke a whole world of sense in relation to internal recruiters and got more than one “here here” for his straightforward approach in getting the basics right in sourcing on the global stage: contextual advertising, be clear on the value proposition and who the target is, be realistic about NZ and job boards work! It’s not rocket science; get the marketing, advertising, site and engagement right.

Amy Tea (@amyteanz) focused on phone hacks – a recurring theme throughout the conference, get  smart, get on the phone! Use the phone as a first reference check, as a way to build the black book of trusted networks, be prepared, be meaningful and follow up!

Another one to advocate job boards was Chris South (@findsouth), however he noted that top talent very rarely need to use them so consider consumer job marketing – think outside the square, try new things and spread across multiple channels! Think audience analysis, marketing channels, marketing content, landing pages, timing and budget.

The unconference sessions were equally fantastic on the day – I attended Rachel Kemp’s (@Rachiemouse) session where my biggest takeaway was to set up, manage and grow LinkedIn groups relevant to the talent you are sourcing.

Overall an awesome day – I left mind blown, with so many new ideas for sourcing talent, feeling invigorated and inspired! Another amazing effort from @philliptusing!

#IT18NZ – Opening my eyes…blowing my mind

Phillip Tusing (@PhillipTusing) invited me along to the #IT18NZ conference on 21 April and as a result I have much to thank him for. I’ve come away with my eyes opened, mind blown and a host of new ideas for implementation and further investigation.

The day kicked off with a Key Note address from Candace Kinser on Building and Growing High-Growth Tech Companies; key takeaways for me included:

  • Start-up cultures are very real to people now; need to get this on table from get go and agree remuneration, perks etc from outset
  • High growth firms often attract people who are risk takers, competitive, creative, identify with the brand/product/culture, are well travelled and worldly, and intelligent but not always ‘people’ people

Candace was followed by Andrew Milestone from Red Hat who discussed recruiting the ‘open source’ way (opensource.com) being: open exchange, collaborative participation, rapid prototyping, meritocracy and community development. He also shared lessons for recruiters such as following the company’s mission and helping to build it if they haven’t got one, offering new products and services to customers and supporting charities. I particularly liked his final messages: Aim High, Fail Fast, Measure, Repeat, Win.

Laura Stocker from ADP, Airs was next on the agenda blowing my mind as much as last time I saw her speak with some incredible imaging insights to sourcing tactics covering Google image searches, Instagram, Xraying sites for images, Video searches, Vine.co, lanyrd and the likes of Trip Advisor and AirBnb.

Using alternatives to LinkedIn such at Stackoverflow.com, Meetup.com, GitHub and Behance.net with some amazing insights into finding candidates, their email addresses and links to their networks were the eye openers for a non-tech recruiter such as myself, and really highlighted just how much you can find on candidates if you know where and how to look from Chis South (@findsouth), of Prominence’s session.

Richard Westney (@HRmanNZ) of HR Shop had five lessons for us:

  • Don’t confuse perks with culture (employees want appropriate salary, challenging work and training/development)
  • Don’t F up the culture!
  • Culture creates the foundation for all future innovation (avoid group think)
  • Hire the right people, ask the right questions
  • Lead & manage in a different way (ensure company positioned for future)

Other valuable messages from Richard were to be aware of culture impact early on, creating small trams with laser sharp focus, leadership via trust and autonomy and encouraging responsibility and ownership (developed in conjunction with Try Hammond (@TroyHammo) of Vend.

Patrick Wagner of Game Loft gave us some incredible insights and advice for hiring and retaining millennial’s from offering workplace flexibility, listening to employees, communicating vision & values and making them grow.  He suggested being prepared for shorter term employees by shortening inductions, streamlining processes & tools, cutting long projects to shorter phases (agile), emphasizing strongest employees and not relying on oral tradition – document everything!

Troy Hammond (@TroyHammo) & Vanessa Payne (@vanessapaynenz) of Vend were on board with three tips for successfully engaging candidates; being story-telling, strategic timing of emails and sending follow up emails with real life and useable examples of each. They also discussed their partnership with the likes of Weirdly for assessing the cultural fit of candidate and Ask Nicely for assessing their NPS. Of particular note is their personalised rejection emails to every candidate.

John Clegg (@johnclegg) from Summer of Tech followed with the benefits of internships, from accessing raw talent through training staff in the right way, improving diversity and accelerating student development. To ensure success in the internship he recommends spending time finding the right intern, selling the organisation to the students, balancing hard and soft skill development and properly on boarding them.

The conference was closed by Mark Pascall of 3Months who started out with API and Google Prediction, moving through the Internet of Things, connecting the online and offline worlds with the likes of Shopkick, Estimote Stickers and wearable technology. He discussed Myo, augmented & virtual reality, and then moved on to Bitcoin and the disruption of money leading to innovations in smart contracts. All completely blowing my mind! I think it’s safe to say most of us could have listened to and questioned him for much longer than his allocated time slot!

#IT18NZ is one of the best conferences I’ve been to in terms of takeaways, learning’s and a lengthy list for further research and implementation – surprising considering I’m not a tech recruiter, but not given Phillips involvement. Further adding to the benefits of the day was the opportunity to put more ‘in real life’ faces to names I know from social media and the like, and catching up with others I don’t get to see often enough. A fantastic day, one I hope to repeat next year – and am slightly jealous of the crew in Wellington who have yet to experience it in 2015!

#NZLead – Twitter Chat Preview

Career mapping for HR, Recruitment, OD, L&D & ER

As you may or may not be aware #NZLead has some pretty big things planned for 2015 and into the future, all aimed at the professional and personal development of our community. You can check out the planned calendar of events here.

To help folk navigate through the various twitter chats, google+ hangouts, events, unconference and resourses available and to aid in each persons’ professional development in the ‘people sphere’ we’re creating a career mapping / planning tool to categorise the #NZLead offerings.

Starting with the basics as per the table (link here), we’re aiming to develop this into a useable graphic based tool aligned with everything #NZLead does – more on how it will work later!

For now we’re asking for your help in terms of experience, career path and insight.

1.      Can you see any obvious gaps, ommissions or irregularities in the table below? And / or do you have any suggestions for alteration?
2.      What path has your career taken to date?
3.      Have you jumped between, skipped past or across HR specialisations?
4.      What other areas of business do you most frequently collaborate with and why? Eg: Marketing
5.      Are there instances where roles would work above or below current experience levels?
6.      How do you see these career paths evolving in the future?

>>> #NZLead Twitter Chat Thursday 12 March, 2015 @ 7pm NZT <<<

***Thanks to Angela Atkins and her best-selling book Employment Bites (http://www.elephanttraining.co.nz/EmpBites.html) which was a useful start to putting together the table.

#RHUBNZ – Fearless Change Agent.

“Fearless in the face of failure” (@warrenyoungster)

…was one of the most eloquent tweets to come out of the 2014 #RHUBNZ conference. This came from the closing key note speech of the conference by Diane Foreman of Emergent and it really resonated with me. Particularly in terms of my pre-conference blog as to how I would become a Fearless Change Agent. Diane’s whole ethos is about conquering fear to achieve success.  And this was the theme for the conference; fearless recruitment.


“Be bold not stupid” (@MattBRecruiter)

A thread that became familiar during the course of the conference was ‘change’. The world of work is changing. Demographics are changing. The recruitment profession is changing; we need to do things differently. It’s no longer enough to do the same old same old. It’s essential to differentiate, provide expertise, demonstrate value and be a trusted advisor to our ‘clients’. Significant change is required, but it needs to be smart and calculated with a view to growing the role of the recruiter in the future.


“Recruiting the right person is like falling in love” Do they have to be mutually exclusive? (@SeanWaltersNZ)

I think the answer to this is a definite no. The ability for recruitment and recruiters to change now and into the future is as essential as being able to work collaboratively and apply judgement through the likes of critical thinking, systems thinking and learning agility. Applying lean thinking to the candidate experience is a key factor that came out of Warren Young’s (IRD) address, who has been working along principles such as “ask once”, “no touch” and attack waste”. These things will go hand in hand.

The ability to innovate and integrate will become key. This will entail the likes of greater social and mobile adoption, the use of new and emerging systems and tools, new methods for sourcing, selling, assessing and managing talent. Speed is crucial.

Talent is becoming a scare commodity; therefore the candidate experience is of utmost importance for all recruiters, internal and external. Refining this and creating seamless links between each element of the process will feature heavily and refining this should be a focus for all recruiters. 


“I can now stalk people on #facebook for ‘talent pooling” (@JaimeGallocher)

Tweet based on Laura Stoker’s (@lauralstoker) presentation on Facebook Search. #RHUBNZ unearthed a host of new tools, methods, and companies I’m keen to explore further in the name of change, development and being fearless. From Facebook search, through Prophet, Lippl, AskNicely and Watson there is so much more out there to enhance the performance of recruiters and recruitment – so much I envisage another blog to come on this.


“#FearlessRecruitment Make a decision” (@rebeccaclarkenz)

Recruiters need to decide to change. To grow, challenge and evolve. To achieve this we need to be fearless. Many of the speakers and in fact the attendees of #RHUBNZ are fearless; pioneering into new frontiers of recruiting through utilising, developing and creating new worlds of work. The options as I see it are to join them and lead the charge, or be left behind and face extinction. I know which I prefer, and I challenge you to become a Fearless Change Agent.