Is your team doing the same old things when it comes to sourcing?
Are you frustrated that they just don’t seem to ‘Get it’?
Are you training and developing your team in the same way that you’ve always trained them but somehow expecting a different outcome?
Creating innovative teams who are testers, trialers, early adopters, creators and engagers is not an easy feat by any means. But before you give up altogether think about how you’ve changed the way you train, connect, engage and challenge them.
Have you changed the way you do things?
If not, then why would you expect them to change the way they do things? Now don’t get me wrong, there are definitely some recruiters and sourcers that do ‘get it’ and you don’t need to explain it again and again, but at times they are few and far between.
So how do we get our everyday recruiters to think differently and adopt the strategic sourcing strategies and activities that you need them to in order to ensure your business is moving forward and attracting and engaging with the right talent in the market?
1) Assess how they are trained
So we all go and sit in a room and you take me through a PowerPoint presentation where you show the new sourcing channels that we’ll be using and then send me on my way. I’m like a car on a cold, cold morning. I’ve been sitting there ideally doing what I’ve always done and now you want me to warm up and get into action straight away. The likelihood that I’ll stall is pretty high. Whereas if you warm me up, get my mind thinking in a different way and challenge me a little then my ability to adopt the changes you want me to make are potentially more likely to take.
If you are training your recruiters, sourcer or staff in general and you need them to think differently, then you need to train them differently. Think about how you can bring creative thinking exercises into your training session at the start so that your team understand that it’s time to get the brain working in a different way. Many times we expect others to get on board but the way we engage them is same as what they have always experienced so they expect they don’t need to change either.
2) Assess what you give them access to and what you don’t
If you ask me to do something different but I don’t have access to reporting or information that shows me how I’m tracking (only management receive those reports) then my ability to be accountable for my activity is limited. Now I know that I’m geek at the best of times but one of things I love (don’t tell anyone) is google analytics. It allows me to see what content has been shared, where my readers come from, what was received really well and what wasn’t. By understanding what is working and what isn’t, it means I have the ability to tweak my strategy, content and activity based on response and engagement.
I know that not every recruiter can be reviewing this information all the time but what is when a campaign runs you share with them how it tracked, what happened, what worked and what didn’t. Teaching your sourcers and recruiters to be curious, to test and assess and test and assess again is how you build sourcers that understand how to build strategies, execute them and then adjust accordingly.
3) Let them lead and put the expectation for change on them
Way back when, when I managed a team in London we had an issue. In order for the team to get their bonus we had to have 98% data integrity rating. Week after week we’d have the team meeting and I’ll tell the same people that there were errors in their information. After several weeks and months of this happening I decided that each team member would own the data integrity for that week for the team. That meant that before the meeting they needed to run a number of reports, they then need to communicate the errors and issues with the rest of the team and get those errors fixed before the weekly team meeting.
When the team members who were repeat offenders had to own the report and they were responsible for ensuring that everyone else did what they needed to do, it changed how they saw the issue. There was no way they could come to the meeting and have a report that had errors, and seeing how hard it could be to get someone to do what they wanted was frustrating for them (much like what I had experienced as the team manager. The result? By making the consultants who weren’t cutting it, be responsible for delivering the results required it changed their behaviour and as a team we achieved our 98% data integrity target.
4) Build innovative and creative thinking into the everyday
We get them to exercise process and do the same things every day and then all of sudden we say “Think differently, be innovative, give me your best creative thoughts” and we wonder why there is a stunned silence in the room.
When you want your team to think differently you need to provide them with a bit of a warm up. If you’re training or having a meeting where you want some fresh ideas then give them a couple of warm up exercises to start with. Maybe a quiz, maybe some creative thinking activities, brainstorming. It doesn’t have to take long and it doesn’t have to be hard, it just has to shift them out of their process and pattern thinking so that they can start to use the right side of the brain to come up with solutions that give you what you’re looking for.
image credit: http://huff.to/1EPdRL8
Did you read the heading and think……’have I subscribed to the right blog????’
Yes it’s still me and yes we’re still talking about sourcing and employer branding, but today I want to talk about whether the corporate world is aware of a huge shift that has been happening for some time now. This shift is highlighted in ‘The Evolution of Employer Branding 3.0‘.
What do I mean?
Well last week I held a client workshop, entitled “How to build an Engaging Employer Brand in 2014”. In the session one of the topics I went through was Brett Minchington‘s evolution of employer branding.
When I ran through the column entitled EB 3.0, we looked at how the GFC has shifted employer branding into a focus on how organisations, employees and all other stakeholders involved in the business are now responsible for and need to conscious to make the world a better place. Many of the younger generation now make decisions based on whether a company is aligned with their values, what the social and corporate responsibility of the business is and how they can not only give back, but how they find meaning in what they do every day.
So I asked the attendees a question. Now that employer branding has moved to not only functional and emotional territory but 1) were they aware that it had now shifted to the spiritual and 2) what were their thoughts? The one response I got what “Maybe in California”.
I have to be honest, that I was surprised. Maybe there was a reluctance to talk about it as many people feel strange or uncomfortable talking about things like Spirituality when it comes to corporate business. The reason that I think I’m comfortable with the notion is because I have a fairly deep connection with a global online community of entrepreneurs, risk takers, thought leaders and challengers of the status quo. There is a very regular and healthy discussion around how what we do feeds our soul, gives us purpose, drives our passions and makes us feel like we’re giving back as well as being socially responsible human beings.
If you wanted to know if it’s only happening in the States, all you needed to do was check out Entrepreneur Unconference in Melbourne on Saturday. It wasn’t just business owners that were there, it was a wide range of entrepreneurs as well as corporate employees talking about how they could do more in the world, be smarter, be better, be less selfish and give back more whilst making money and a living in the process.
So my questions to you my readers are these –
1) Do you think that the corporate world is void of this spiritual or deeper connection with what is happening outside their building walls?
2) Is there a desire to give more than just our productivity and cash.
3) Does the corporate world understand that in order to attract some of the best in the business, there needs to be an awareness of this shift and look at how organisations respond to these needs?
I felt that the Global Vice President of HR for Unilever, Geoff McDonald, who spoke at HR Leaders forum in Sydney 2 weeks ago knew that as a business they needed to understand this and connect at a deeper level with employees and customers in order to not only be sustainable but conscious and deliberate contributors to the world.
I’m so fascinated by the lack of discussion around this topic in businesses, when millions in the online community are shouting about it from the roof tops.
Why should we as HR professionals and recruiter care I hear you ask? The bottom line is that it’s getting easier for individuals to start-up their own businesses in a world that has no barriers or borders to a global marketplace and if those us in corporate business don’t give people a reason to stay; then the bottom line is that they won’t!
I would love to know what you think ~ please share your thoughts in the comments section below.
Wasting time sourcing?
Have you gone mad Suzanne?
Well no, I haven’t gone mad but I think many recruiters may have.
What would you say if I told that you I went strawberry picking. I went to the strawberry farm and I hunted for the biggest and the best strawberries. Every time I found one I picked it, thought ‘WOW that’s impressive’ then I went and put it in my basket. Every day, I would go back out into the strawberry farm and I’ll continue to pick my strawberries and I’d keep putting them in my basket.
I didn’t put my basket in the fridge, I didn’t cover it with anything, I didn’t wash them, I really didn’t do anything to look after the strawberries that I had already picked; I just kept going back out into the field and picking more. Eventually the strawberries in my basket went bad but I didn’t notice because I just kept putting more and more in.
Does that sound like a great use of my time and resources?
Was I making the most of the strawberries that I already had in my basket?
Did I care for them so that they lasted longer so that when I was ready to use them on my amazing Christmas Pavlova they were primed and ready to go?
p.s. the link is there for my wonderful international or non-Australian readers! Make a Pav these holidays….it’ll change your life! See…..you get sourcing advice and amazing recipes! What other recruitment blog gives you that!!!??
Well I feel like this is happening in the majority of organisations that are recruiting. We work to build the database, to attract great candidates and then a new job requirement comes up and what do we do? We go back out to market, put the job ad on the job board or LinkedIn and we spend 2, 3, 5 weeks looking for new candidates.
Well the reason may be that we don’t have very good database search or talent pooling practices. I really can’t think of another reason.
So what should we be doing?
Having a good understanding of which roles you may have coming up and which roles you recruit regularly should help you to manage the number of times you need to go to market a fresh.
Having engaged, well managed talent pools will not only mean you don’t have to go to market again and again but when you reconnect with candidates who have already shown an interest in your business that you’ve identified as being “a big strawberry” (or an amazing candidate) then everyone is already on board and ready to go.
The client owned recruitment database is one of the most neglected and underutilised tools today. Everyone is so focused on getting the new job out there, assessing new candidates, that we lose the good ones we already have.
That candidate who was great and applied last time, sees the ad and thinks, well I’ve already applied and they obviously aren’t interested so I won’t apply again. Not only have you wasted time going to market and going through the whole sourcing process again when you didn’t need to, but you lost a great candidate in the process and you spent more money than you needed to.
So here are 5 steps to decrease the spend on time, money and resources and use your database better:
1. Ensure your database has a good search function
This may mean that you either have to skills code or tag candidates so that they can be found later or you many need to test out if enhancements needs to be made to get the most out of the search functionality. You probably only need to make 2 hires from the database to cover the cost of a technical update. If you don’t know if your search function is good or not then find out. Either contact your ATS company and they should be able to give you and your team training as well as help you determine if what you have will work for your needs. Another option is add on database search technology such as SeeMore.
2. Train your recruiters to be database hound dogs
If you don’t train your recruiters to use the system in a way that will increase database searching then they’ll just keep doing what they have always done, which most of the time to is the advertise, wait 2 weeks then sift through 80 response! Once you know the power of your ATS or database search capability then ensuring recruiters know how to use it is critical. Also changing their mind set is something that may take some time but if they get into the habit of searching the database before they advertise then it will change over time.
3. Actively influence source of hire
By looking at your source mix and knowing where your candidates are coming from can help you actively influence the mix by driving certain behaviours (training), targeting and rewarding your recruiter’s ability to move the source mix dial towards database or talent pooled hires.
By doing this you should also see a decrease in ‘days to hire’ as they are not waiting 2-4 weeks for ad response.
4. Identify and develop active talent pools
Note the word active. I say active because you don’t want a ‘basket of rotten strawberries’. By ensuring that the quality of the candidates in your talent pools are good, it means that your recruiters will know that if they go and search in those talent pools they will get great candidates. By implementing a manageable CRM (Candidate relationship management) strategy will also mean that you’re not only building your employer brand in the mind of candidates that you know are already interested in the company; because they’ve applied before, but it also keeps them connected and informed for when you want to tap them on the shoulder again.
5. Candidate managers will pay for themselves
If you are a company with over 500,000 candidates sitting on its database (and that’s not many by today’s standards), then it may be worth investing in a candidate manager who can connect, engage, talent pool and farm out great candidates across the board. I remember back in 1998 when I was working in recruitment, our candidate managers were worth their weight in gold. For some reason we don’t seem to value this role anymore, but I think managed in the right way a dedicated resource will add enormous value to a team. They can also manage talent communities, talent pools and develop social and sourcing strategies.
So that’s my thoughts on why I think many recruiters are wasting their time sourcing. Do the work, build your CRM strategies and searchable databases and then enjoy the benefits of that by tapping back into your strawberry basket when you need to!
Have a restful and safe break over the holiday season and I look forward to share many more branding, sourcing and social hints, tips and tricks with you in 2014!
You can find today’s blog posts over at Sourcing Summit Australia 2013 Blog here ~ http://www.sosu.com.au/2013/11/08/the-sourcing-landscape-is-well-defined/
I’ll be the MC at this year’s Sourcing Summit Australia Conference, which should be a great day of learning from some of the best sourcing talent globally so no doubt next week I’ll have some fab new tips and tricks to share with!
Until then, check out this week’s post in the link above!