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April 10, 2015 / Mervyn Dinnen

Getting to Grips With HR Analytics

If there’s one topic that has both dominated and divided the on-going conversations around HR over the last year or two, then its data. Specifically big data and what to do with it. We constantly seem to be told that HR doesn’t have the capability or know-how to properly leverage the opportunities that all these extra insights offer us. When I wrote about the topic last year I found a range of perceptions and misconceptions – from the size of the data to the complexity of technology, solution focus to looking beyond the quantitative – that cloud the conversations in detail and jargon.

Keen to understand more I went along to the recent HR & Workforce Analytics Innovation Summit and heard a range of speakers – from Coca Cola, Aviva, Nestle, Metropolitan Police, Unilever, Serious Fraud Office to name a few – share case studies and insights about how they had used analytics to drive business value and achieve results.

Here are some of the thing that stood out for me.

Getting the right people.

With a background as a recruiter I’m always looking at how we can get the hiring right. Certainly talent acquisition and performance are two areas with much to gain from deeper insights, and where there is already a lot of data available.

As with any specialist area it starts with scoping what you really need – “an HR analytics team needs to understand data and present it in a way that engages the business – they don’t need a background in HR

We can have a tendency to compile a long shopping list of attributes, skills and experience that we want and then complain that we can’t find it. The key for analyst roles is to understand what you really need. Don’t look for a list of technology and software skills, but for someone who can understand problems and tell stories. Analysts are hot property at the moment so not easy to find – many presenters came not from an HR background but from one involving maths, statistics and analysis. HR generalists can get bogged down with data and detail whilst analysts can’t always present or tell stories so the best teams will blend a range of skills.

Once there is data and analysis then someone needs to be able to bring it to life, tell a compelling story that will engage stakeholders. More than one speaker observed that stakeholder management is a very hard skill to locate when recruiting in this area.

The concept of storytelling came through loud and clear during most presentations and is one that resonates with me, given the day job. How many HRDs look for separate people? Those to work with the data and those who will present the results? And how many look at the people they already have in their teams who could develop into a role like this with some help and training. One suggestion was to ‘steal’ someone from another business area – maybe the capability is already within the business, just not HR.

The key attributes were described by fellow event blogger David D’Souza as “The 4 N’s – Nosiness, Numeracy, Narrative, Networking“. But also remember that analysts need a career and personal development plan just like everyone else – they need scope to hone their skills.

Quick wins, simple wins, ask questions.

The clear message was to understand exactly what you want, and to be patient and realistic, starting with basics. Many teams have little or no budget, but however small it is there will need to be some budget to either hire or train the right person.

Think big, start slowly, and get in at the top! When you start make sure you meet the CEO and FD. Let them know what’s happening. Coca Cola’s Vanessa Varney told us “Get the basics right. Don’t rush to do the ‘sexy stuff’. Laying robust foundations is a must and can reap just as much reward“. She also stressed the need to get buy-in from leadership and the rest of HR and warned not to underestimate the cultural impact of embedding a data-mindset within the HR team.

The simplest way to then start is to find out what problems that business has that need answers, and that means asking questions not offering metrics. As Andrew Gamlyn said “the business don’t want metrics, they need answers to questions. Educate the business in a mindset of asking for answers to business questions instead of metrics from HR“. Understanding the real issues is key else you’ll just be defending data. One example involved data showing that the best performers were those whose previous job title matched their new ones – but was this a real measure of capability or really just a measure of recruiter or hiring manager behaviour?

There is HR data everywhere in the organisation” said Hendrik Feddersenunderstand how the business operates. Then engage with users, tell stories, use graphics

And collaborate.

One of the most tweeted soundbites of the day was from Vanessa Varney “IT and HR must collaborate. There’s no way around it“. Although you need to lay ground rules as well. I chaired a panel that included Vanessa and Sally Dillon from Aviva, who took responsibility for FTEs from finance saying “You look after the £££, we own the FTEs“.

The quickest wins often seem to come from straightforward employee metrics. Absence, sickness, resignations and links to overtime, workplace pressure or even length of tenure of managers, the ‘people game-changers’ are all areas that provide valuable insights to the business – if the managers don’t like the data then they can fix the problem.

During Sally Dillon’s presentation she described the HR analytics role as “kill complexity, never rest, care more, create legacy” and reminded us that “we own definition, methodology and tools – we don’t own the data, the business leaders own the data“…

…whilst Vanessa Varney’s summary provided a useful round-up of many attendees’ takeaways…

April 8, 2015 / Mervyn Dinnen

Whose Employer Brand is it Anyway?

Back in December I went to the Employer Brand Management Conference, which I previewed in this post.

I have written about employer brand quite a few times for HR and recruitment audiences – its a hot topic that many practitioners seem to want to know more about – so it was surprising at that event to find in over 120 attendees there was no-one from either discipline. Maybe the word ‘brand’ signifies marketing and comms to some HR folk, but there is little doubt that they shouldn’t be ignoring it.

The number one priority for most HRDs is the attraction, retention and engagement of the employees and skills they need – the way you are perceived as an employer, the way you reach out to new hires, the way you manage and lead, the vision and purpose, all of this is in the large melting pot of what we call Employer Brand.

Is it a case of everyone thinking that someone has responsibility for employer brand but in reality nobody takes it? Recent research from Universum sheds some light on this.

 

60% of CEOs think that they own it and only 32% think its HR. Which is in contrast to those in the talent acquisition sector, with 58% of HR execs and 57% of recruiters thinking its HR’s responsibility. Marketing execs are even more confused with 39% saying HR, 40% the CEO, and 27% themselves.

Whoever has internal responsibility, they seem in little doubt that the immediate main objective is to fulfil short term recruitment needs and the longer term main objective is to secure long term recruitment needs.

Of course the reality is that if anyone ‘owns’ it then it’s the employees, as it’s their experiences that are most visible to outsiders. How their employment experience is impacted by development opportunities, reward, performance management, inclusive management and a positive hiring experience is where HR come in to play. And if HR are doing their job and creating a great working environment, then they should also want to know how that is being communicated. The art is to let employees be the storytellers through encouragement, not control.

However some of employer brand is inextricably linked to general brand perception. Employer branding didn’t start with the internet, and just as Google, Apple and Facebook are brands that newer entrants to the job market would like to work for, so companies such as Virgin, M&S, John Lewis, BBC and numerous consulting firms and advertising agencies have been aspirational employers in the past. Often these preferences are based on general brand awareness, not the employment experience.

Is it the wider implications of branding and brand messages that maybe HR and recruiters struggle with?

On April 21st I’ll be heading off to blog and tweet from the European Brand Conference in London, which again is being run by Transform Magazine. There are a number of presentations around branding – perceptions, reputation, tone, experiential – with sessions specifically looking at employer branding too. There is a diverse range of companies speaking, including Cancer Research UK, BT, Oxfam, Eurostar, Orange, Fairtrade, Oxford University and Starbucks.

If you want to hear more then there are a small number of tickets available and blog readers can get a 10% discount the code TRANSCONF10 when booking here.

So if you’re thinking of dipping a toe in the branding conversation then come and join me, I’m sure the water’s just fine.

March 31, 2015 / Mervyn Dinnen

#HRTechEurope – We’re All Millennials Now!

Last week’s HRTechEurope conference and exhibition spanned 2 full days of interesting content and thought provoking presentations, 1500 delegates and lots of fun. There was a blog squad of 21 leading to a range of views and insights as we digested what we heard, and there is definitely some variety in the follow up blogs.

For me the HR takeaways were about flatter and faster workplaces, with greater personal responsibility and a different kind of leadership, offering seemingly less secure employment. The 20th century definition of employment may not be helpful for addressing the way work is transacted in the 21st Century. And as networks of influence and knowledge shift power from the institution to the individual then reputation will become an important currency. All of this requiring a mindset that we may not be used to finding. And its millennial!

Too much is happening too quickly. Technology is transforming customer and employee expectations and several industries are experiencing challenges to the way they operate. The need for agile and flexible structures was referenced by many speakers, as was the writing of Frederic Laloux on reinventing organisations. And Tom Fishburne’s alternative org chart got an airing in presentation slides…

 


How can workplaces keep up with the pace of technological change? “The new normal isn’t technology, it’s speed” said Peter Hinssen “if things move fast then hierarchies are dangerous“. His “work is the brief period of the day where I have to use old tech” slide (above) was one of the most shared images from the event and the concept of today’s workers as time travellers illustrated this well, but maybe even the most agile organisations might struggle to keep up. The reliance of adult workers on email and the phone (50% of business comms) is at odds with experiences of the future workforce, for whom they make up around 5% of communication.

Peter’s main message was about networks, for information and knowledge – “We’re still building companies with old fashioned structures…we need networks where information is shared. If a brand doesn’t speak the language of its network it will die” Network vs hierarchy was pitched as fluidity vs rigidity, with HRs role as enabler of the network.

Change requires more than technology though. “Social tools can help but can’t change the organisation alone” said Lee Bryant in an afternoon keynote. They do make new structures possible though, relying less on visionary leaders, whilst organisational change is not a technology project and more about continual improvement – “Change shouldn’t be top down, or something that only happens every 3 years, but it should be agile, gradual and on-going

Continuous improvement was also a theme underpinning a new approach to performance management. “Do you have confidence in the performance data within your organisation?” asked Heidi Spirgi. 1 hand was raised out of an audience of over 300. The new approach is based on leaders having frequent strengths-based conversations over the course of the year “what are you working on and how can I help?“. There is a shift from purely delivering feedback to regular coaching whilst performance ratings are becoming a thing of the past, with research indicating that 61% of a performance rating its a reflection of the rater not the ratee.

In another session on the performance appraisal, Armin Trost asked who was the customer – employee, manager or Board? He berated those who tried to set objectives for 12 months when they didn’t know what would be happening in their business the next month, whilst also observing that what usually starts out as an appraisal about performance usually ends up being about the person.

Rachel Botsman closed the event with a look at the Collaborative Economy. Rich in positives – “using technology to allow trust between strangers“, “untapped value of assets through collaborative models that enable empowerment efficiency and greater access” – she said the next phase for this technology would be about ‘unlocking the value inherent in human potential‘. Work was being ‘consumerfied‘ with new app Wonolo being showcased in a video – a collaborative platform for basic low skill, repetitive work.

Rachel had questions for HR. The 20th century laws for classifying workers is no longer relevant for new working models. Is the future of work not just about flexibility and empowerment, but also precarious, with no benefits and no guaranteed income? She called it the murky side of the sharing economy. The personal ratings element within this technology is interesting though with personal reputation and a kind of ‘peer capital’ becoming the new currency of work – from institutions to individuals.

The showcasing of Wonolo interested me. I’ve long thought that this kind of technology will impact staffing agencies and this was the closest yet. There have always been threats to agencies – job boards, in-house teams, social media – but this is different. The business needing a basic skill is directly in touch with the person offering the skill. The fact they connect, and the worker has a rating, covers validation, certification and availability with the pay rate set. Once these scale then things could get interesting.

So what about millennials?

I took part in a panel discussion, chaired by Andy Campbell from Oracle, about them. We heard research on what they want from the workplace – and the list could have been what the over 50s want from the workplace. or what 30/40 somethings want if they didn’t have childcare costs and associated expenditure. We heard about their aspirational employers of choice – Google, Apple etc – yet these are purely based on brand perception. Most look fun but don’t necessarily offer the flexibility, opportunities and rewards that we heard earlier the millennials want.

Employer branding didn’t start with the internet – there have always been aspirational employers of choice. Step back in time and Virgin, Marks & Spencers, John Lewis, BBC, NHS, British Airways and a plethora of banks, consulting firms and advertising agencies would all have topped those lists for older age groups.

Whilst the socio-economic, cultural and family factors that have influenced the values and aspirations of millennials during adolescence may have been different from previous generations (though not those growing up in fluctuating economic times) their mindset towards technology, change, personalisation, consumerfication, instant gratification, speed and opportunity is something we all need to share in the future world of work.

And if its a mindset, and not a date of birth, then we’re all millennials now.

March 20, 2015 / Mervyn Dinnen

Looking for Collaboration and Simplification at #HRTechEurope

The conversations around HR, recruitment, technology and the future of work move on to Docklands next Tuesday and Wednesday as HRTech Europe rolls in to Town. Always one of my favourite events, the mix of practitioners, theorists, commentators, suppliers and collaborators usually makes for some lively dialogue, great networking and thought provoking takeaways. And I’ll be part of an awesome (and I don’t use that word lightly) blog squad who will be helping to try and make sense of it all for everyone following online.

For those working in the people space, technology is posing some interesting problems and exciting possibilities. The recent Human Capital Global Trends report, along with other recent workforce overviews, have all flagged up findings such as:

  • People analytics has the second highest HR capability gap
  • Increasing investment in technology is not being matched by investment in the people and processes that would gain maximum benefit
  • 70% employees say that technology has changed their role or career in the last year
  • Using technology/new devices is ranked as the second highest training need by employees
  • Identifying and implementing the right technology is only a priority for around 20% of HRDs
  • Half of HRDs see their work environment as complex, and another 25% as very complex.

Are we being overwhelmed by an inexorable onslaught of automation and robotisation? Or do we just need to step back and take stock of the opportunities on offer?

I think there are a few strands here, most of which will be aired at HRTech next week by speakers as diverse as Peter Hinssen, Rachel Botsman, Lee Bryant, Nick Holley, Costas Markides and Euan Semple.

Some of the questions on my mind looking ahead to the event:

Should we be leveraging networks more? Peter Hinssen will be looking at networks of intelligence. Maybe customers and employees can provide some of the inspiration.

Is collaboration a choice or a necessity? I’ve been hearing about HR collaborations with IT and finance over analytics and data. I’m thinking this needs to become the norm not the exception.

How should we define performance? Most would agree that the yearly, school report style assessment of past performance isn’t fit for purpose, but what’s the replacement? Ongoing dialogue and continuous learning, with flexible goals, may be more relevant, with collective feedback. Do we have the culture, and leadership. to bring this about?

How do we define leadership? A culture? A collective mindset? Agile and flexible, future leaders need to be change agents comfortable with spearheading organisational change.

If responsibility for personal, professional and career development is now with the employee, what’s the future for the L&D function? I’ll be joined on the blog squad by some learning professionals, who will no doubt have a view!

How can we make work simple? Businesses may be facing increasing complexity but passing that on to the employee will reduce effectiveness and increase stress. Only just over half of companies have some kind of programme in place to help simplify work processes and practices – we clearly need to do more.

And then there’s the Millennial Mindset. I’ll be taking part in a panel discussion (along with Jo Dodds and Perry Timms) on ‘Employing the Millennial Mindset‘ chaired by Oracle’s Andy Campbell. It’s Tuesday at 3.30 on the main stage and we’ll be answering questions that you’ve all asked – you can start submitting them now through the hashtag #OracleAndyAsks. Come on, it’s about Millennials…you know I’ll have something to say!

One of the main concerns over technology is how intrusive it’s becoming. The 24/7/365 always-connected working environment, with more responsibility being shifted to the employee, can have a serious impact on wellbeing. I recently took part in a panel discussion for ADP on people and technology. here’s the video for the part of the debate on technology and wellbeing – I’m hoping to hear more about this on Tuesday and Wednesday…


HR Tech is coming to Town…are you ready??

 

March 9, 2015 / Mervyn Dinnen

Talking HR Data & Analytics at #HRAnalyticsLDN

Is 2015 the year analytics finally goes mainstream for the HR profession?

A few thoughts:

In most areas of our personal and professional lives we now have endless information on which to base a decision. No longer do we invest time and money without prior research – instead we do as much checking as we can to ensure that the decision we’re making is right.

And yet in business we’re too often stabbing in the dark. We hire the person that our instincts tell us may be right, even though we’ve got years of data to show the type of people who succeed in the organisation. We look to recruit someone who’s done the job before, without seeing how successful that approach has been in the past.

Walmart in the US have recently raised the pay of their lowest paid workers to try and reduce churn, yet as one commentator pointed out “if retailers really want to reduce churn, the next frontier will be promising more predictable schedules, rather than higher wages“. We have the data to produce predictable schedules – do we use it?

So why do so many in HR often see data and something big and insurmountable, rather than the way we can make better informed, more robust decisions? Or as Neil saysan HR person who “doesn’t like numbers” is a bad HR person.  I just think the idea of data being BIG in HR is a bit of a myth‘.

The 2015 Human Capital Global Trends Report found only 8% of respondents believing they have a strong HR analytics team in place., with this specialism registering the second highest capability gap. Suggested areas in which good people analytics can help the business immediately were:

  • Understanding and predicting retention
  • Boosting employee engagement
  • Expanding sources and quality of hire
  • Profiling of high performers in areas such as sales and customer service.

Starting doesn’t have to be painful nor involve massive expenditure – getting the right people in the team (mixing business and technical skills), starting with the tools you already have and focusing on a specific business need rather than a scattergun approach across multiple teams is sometimes all you need.

And learning from those who have already begun the journey.

Which is why I’m really looking forward to the HR & Workforce Analytics Innovation Summit in London next week. Across two days there will be sessions and presentations from HR professionals representing all sizes and sectors, and all at different stages of the journey. There should be some useful takeaways, whether your looking for quick wins of playing the long game. Some of the sessions I’m looking forward to are:

  • Beginning HR Analytics with No Budget (Andrew Gamlyn, SIG plc)
  • HR Analytics for Beginners (1 hour interactive workshop – learning from those who have taken the journey)
  • Driving Business Value from HR Data (Sally Dillon, Aviva – includes case study using data to reduce absenteeism, driving bottom line benefit)
  • Employer Branding Analytics (Alison Hadden. Glassdoor)
  • Analytics and Driving Cultural Change (Nicki Makin, Morrisons – the journey of moving from relying on gut feel to making data driven decisions)
  • Planning with a Blank Canvas (Dan Gordon, England 2015 – planning a large workforce for the Rugby World Cup from scratch)

Readers of this blog can get a £200 discount by using the code RECS200 when registering. If you want to know what to expect then check out this presentation from last year’s event – ‘Using Workforce Analytics to Create a Recipe for Success’ from Vanessa Varney, Senior Manager of HRIS Analytics at Coca-Cola.

Look forward to seeing a few of you there – and to finding out more about data driven workforce decision making.

February 24, 2015 / Mervyn Dinnen

21st Century Vacancy, 20th Century Recruitment Process

Steve received many email notifications of LinkedIn messages, most of them spam, but this one grabbed his interest immediately. It was from a recruiter who worked for a leading global digital brand in his industry and said that his name had been recommended for a specific role she was recruiting and that his profile looked as if he was someone worth talking to. She attached a brief job spec.

Minutes later they were talking, the recruiter asking questions about his blogging and speaking, project work and experience of social campaigns. She told him that the role she had was a new one, the first time the business had created such a position. It was part storyteller, part brand advocate and evangelist, creating content and being the social face of the brand in the UK and Europe. He would be doing outreach and networking. The background wasn’t important, what was needed was someone who knew their industry and was known in their industry. A credible advocate who would bring the brand to life, make it live and breathe in the social space, stand up at conferences and be a quotable expert for the digital business news sites.

She said that his record in digital marketing spoke for itself. He was highly rated, always appearing on lists of people to follow, his content was creative and from what she could see he knew the industry. If he was interested then she wanted to recommend an interview with the hiring manager.

He told her that he was interested, that it was the kind of role that he was looking for, and she said great! The first stage would be for him to email over a CV.

A CV?

Yes, we’re going to need a CV so the hiring manager can see what you’ve been doing

But it’s there on my profile. It’s all public. There are links to presentations, videos of me being interviewed and presenting, blogs I’ve written and a couple of downloadable white papers. Testimonials. Happy for the hiring manager to contact anyone on there for a reference. Surely for this kind of role that’s everything you want to see

It’s definitely important but the hiring manager won’t agree to interview you until he’s seen a CV

Steve was concerned. Did they really understand this role? Everything they wanted was there, surely that should be enough. If they liked what he did then why wasn’t the interview about culture and vision, looking at brand alignment and whether he was the right person to personify their story. Still, he wanted the job so a CV it would have to be. Perhaps it was their culture. The recruiter said that it only need be a brief overview.

************

The first interview was over the phone and lasted half an hour. It started with the hiring manager asking Steve to talk through his CV, going back about 10 years. It was frustrating as most of the period before 4 years ago was irrelevant to this role, but Steve duly obliged and answered numerous questions about things he had done in a totally unrelated marketing role 6 years earlier.

The conversation moved on to Steve’s more recent track record but it soon became apparent that, beyond reading the CV, the hiring manager had done no background checking. She was oblivious to anything Steve had done that wasn’t on the brief CV. Hadn’t the recruiter briefed her?

They talked about the industry in general and Steve gave his take on mobile and social, customer behaviour and expectations. The hiring manager was impressed “There’s a lot about you that’s not on the CV” she said. Steve explained that the CV was meant only as an overview and that his LinkedIn profile and personal website was where the real information was. “I’ll make some time to have a look“.

The call ended positively and Steve gave his feedback to the recruiter first thing the next morning. A couple of days later he heard back that the hiring manager’s boss wanted to Skype interview him. This was great news. He spoke to the recruiter about prep and was told to do more of the same.

The Skype call started with pleasantries, the lady seemed friendly and approachable and, holding up a copy of Steve’s CV she asked him to talk her through it, explaining what he had been doing for the last few years. Steve’s heart sank. There was so much he wanted to talk about, so many possibilities that he could see in this role that he wanted to share, but here he was again talking about a digital marketing role that he did over 6 years ago and which bore no relation to the role that was being recruited. He had checked the interviewer’s LinkedIn profile and found it quite bare. She wasn’t a noticeable social media user and a Google search returned no mentions or links of any interest.

Still, he was as passionate as he could be. The questions were fairly similar to the first interview, in fact it didn’t seem that any notes had been passed over so much of it was repetition, but Steve felt that there was some good rapport and the interviewer agreed with a lot of what he said. It ended on a positive note.

************

Once again Steve fed back positively to the recruiter, but this time there was no response for over a week. He thought this was strange, given profile of the business, the importance they had placed on their reputation, and their keenness to employ someone who would live, eat and breathe the brand. Surely they should be doing more to keep him enthused and engaged, and even if they didn’t think he was the right person, they had acknowledged his reach and influence so he assumed would still want to keep him as an advocate.

Eventually he heard back. The previous interviewer wasn’t sure that Steve had enough experience, he seemed light on relevant content. But Steve had loads of it, there were links on his CV, his blog site was full of information, videos and slide decks were available. Why didn’t she ask him more about it if she wasn’t sure? The recruiter admitted that the interviewer probably hadn’t checked all that out (again maybe its part of their culture he thought…worrying) but was recommending him for the next stage – a Skype interview with a global VP of digital marketing, who was based in the US and had a busy diary, necessitating Steve to have his interview at 10.30pm one evening.

The recruiter recommended that Steve prepare a supplementary schedule to his CV detailing all relevant content, presentations, videos, blogs, lists, white papers and testimonials, with links. This he did, ensuring it was as detailed as possible; he wanted there to be no doubt this time that he was a serious player.

************

He logged in to Skype at 10.25 and within a minute a connection was established with his interviewer’s PA, who explained that the interview would start a couple of minutes late as the interviewer was wrapping up a previous call. A couple became five, and then ten and Steve felt his eyes beginning to close. It was very late now to start. Eventually after almost fifteen minutes there was lift off. No apology, or reference to Steve having been kept waiting, but there was thanks for agreeing to talk so late. And then it was question 1

Thanks for sending through a copy of your CV. Why don’t you talk me through the last few years and let me know what you’ve been doing

Once again Steve’s heart sank but he didn’t let it show. The first ten minutes were pretty much a repetition of the previous two interviews, same questions and same observations. It was becoming clear to Steve that the best conversation he’d had was his first with the recruiter. There was no CV and all the questions were about relevant work that Steve had done that she had seen online.

So you’ve sent me through some other information. Tell me about it” The interviewer held up a copy of a two page printout and Steve started explaining what it was and why he had produced it. “Ok, I’ll take a look at it after our chat

Steve’s heart couldn’t sink any lower. He had so much he wanted to get across, so much to add, but he never seemed to get the chance. He was asked who he thought was doing good things in the market, what were some of the upcoming trends he felt important, and he certainly felt that he gave as good account of himself as he could on those questions, but it was really one-way conversation. He asked questions about the role, tried to get a feel for what the global VP was thinking, but got the distinct impression that his interviewer’s mind was wandering elsewhere. Either that or he didn’t really understand the role himself and wasn’t sure what they ought to be looking out for.

The call ended at around 11.20pm and Steve promised to feedback.

************

He spoke to the recruiter first thing next morning and fed back positively and she promised to get back to him with feedback as soon as possible.

But in the end it took 10 days, and it was a no. Actually it was an ‘it’s not you it’s us’ call. They didn’t really know what they were looking for but they were pretty sure that Steve wasn’t it.

He told her of his disappointment with the process, that no-one had really taken the time to check him out or given him the opportunity to explain what he could really do, how even at the fourth interview he was still talking about roles from ten years before as no interviewer had properly read his CV in advance, that the best interview had been the first with her as she was the only one who had any idea on the scope of his experience and what skills he could bring.

She said that she would pass the feedback on.

Its OK” Steve said “they can read it for themselves. I’ve just left my feedback on your Glassdoor profile

************

 

January 5, 2015 / Mervyn Dinnen

Just Another Massive Monday

It started with Blue Monday. Not the New Order song, but some pseudoscience, with a complex mathematical formula, created to try and sell holidays by convincing us that one of the Mondays in January is the most depressing day of the year – due to be the 26th this year. Few take much notice of it now.

Recruiters don’t like to be outdone so we have our own version – Massive Monday. Its the first Monday of the year when everyone and their mother returns to work to start searching for a new job. And the evidence? The UKs biggest job board say that it’s the day that they get most traffic. Interestingly it’s also the same day they usually launch their new TV advertising campaign – this year is no different. Having worked for a job board I can vouch for the fact that a new burst of TV advertising produces a big spike in traffic.

Supposedly its the day we all look for new jobs. Or its the day we all quit our jobs. Or is it the day we switch jobs?

This year the Massive Monday bandwagon was rolling early. Reed themselves have a book to promote. And in a first you can now pay for a Massive Monday report, which will let you know which of your staff are likely to look for another job on the 5th January – and what you can do to keep them.

The first Monday of a new year for most recruiters isn’t traditionally about floods of applications but more than likely involves checking that all new starters have started, interview processes that were ongoing before Christmas are still moving ahead, candidates who had accepted offers before the break haven’t changed their minds, live briefs from late last year are still live…and many more such pressing concerns.

The Massive Monday noise sounds very outdated. Recruitment is no longer about driving volume applications, whilst job hunting is more nuanced than a knee jerk search of job boards to find lots of roles to apply to.

The pressing concerns for recruiters are pipelines, employer brand, hiring manager expectations, dealing with skill shortages, candidate experience, streamlining the application process, developing new routes to market. Reinventing talent acquisition. For agency recruiters it’s also about becoming a strategic business partner, knowing their market, offering insights and perspectives, being part of a tight supply chain, building networks.

New Year New You? New Year New Career? Massive Monday? All sounds like a bygone era.

Recruitment’s evolving. It’s about time the job hunting narrative did too.

 

(Image via John Rensten)

 

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