Once we hire great talent, we have to keep them and help them (and our company) thrive. This week’s “What’s New in HR” touches on several human resources topics, including ideas for retaining and engaging employees.
Our friends at Software Advice are currently collecting data on what companies spend on advertising per new hire. As the Slideshare presentation below shows, so far the reported spend is $173.
While most respondents (85%) are primarily using job boards, I encourage companies to consider social media advertising. If you are a novice in this area, seek the help of your marketing team. They may already be advertising on social media and can advise on expected costs, results and more.
Last week’s ninth Tru London recruiting unconference saw 100 recruitment professionals, consultants and recruitment technology experts come together to discuss hot topics in recruitment.
Tru London is an ‘unconference’ which means that, unlike a conventional conference, there is limited structure to the day and all sessions are governed by the ‘law of two feet’. That means people are free to walk in and out of the sessions. The sessions are run by thought leaders or experts in their field and the sessions focus on conversation rather than presentation. So, it is a noisy, active day, with people coming and going and debating the key trends in recruitment.
Alongside the unconference sessions there was a technology showcase in which recruitment start-ups demonstrated their products.
The unconference covered a range of topics including the candidate experience, sourcing tips and tricks, mobile recruiting and future trends.
Peter Cosgrove, director of recruitment consultancy CPL, kicked off the day by looking at future talent and how to find it. His view was that finding good people will become increasingly difficult especially as there will be less jobs available – for example, over the last decade in the US, there were less people working at the end of it than at the start of it. Getting to the good people, who are already in good jobs, will be a challenge.
So, recruiters and recruiting organisations will have to develop new tactics. They will need to target older workers who have greater skills and knowledge, they will have to contend with millennials who are less loyal to organisations, so will flip between jobs on a more regular basis, and they will have to contend with ‘nomads’, those who work from wherever they are in the world – in other words, not your office.
Technology has never been so fast and it is absolutely going to change everything, he said. Recruiters need to understand how the way we consume content is being disrupted. Recruiters, in the future, will have to have a much greater understanding of technology and marketing.
That led on to Crystal Miller's session on mobile strategies, which looked at why organisations find it hard to innovate their recruitment practices for a mobile world.
One delegate suggested that organisations don't understand the possibilities of mobile which is why they don't innovate, and that HR teams fear a loss of control. What’s needed is a culture change in organisations in order to make mobile work in recruitment.
Miller, a talent attraction strategist at AT&T, suggested that many employers would have to redo their recruitment systems to optimise the mobile experience. This might be a difficult message to sell into the organisation however if systems have only recently been updated.
But organisations tend to think they have to fix everything at once, which isn't the case, especially not for mobile. For example, rather than asking people to apply through their mobile sites, organisations could provide links to social channels (such as Linkedin) where they can find out more about the organisation and the role before applying.
Another delegate added that mobile should be seen as another touch point in the service employers give to candidates. Mobile solves the problem of time, immediacy and presence. And it solves a time and relationship management problem.
So, think of mobile as part of the overall people strategy and focus on the tactics you need to deploy to get people to do the things you need them to do.
In probably the most controversial session of the day, Kevin Wheeler, president of the Future of Talent Institute, suggested that if recruiters left their egos to one side, organisations could automate most of the recruitment process.
If configured properly, the recruitment tools we have today will attract the right people, assess them, which he said was more valid than human screening, and then refer candidates directly to the hiring manner. Video interviews and engagement tools can automate the final stage of the process too, making it easier for the hiring manager to make the offer.
Others in the session said that there was still a need for human screening in the selection process, but Wheeler questioned that saying that in many organisations there were high rates of staff turnover. This was due to ineffective interviewing and cultural screening.
Wheeler said that good candidates won't stick around for a long, bureaucratic process. However, if you do automate the process you will need to build a process that people will trust.
Mobile emerged as a big theme at Tru London and organisations are at different stages in optimizing their mobile recruitment experience. Thinking of the mobile experience as a set of touchpoints in your recruitment service to candidates is a useful way of thinking about how to make the most of mobile. So, understrand how to reach people who use different devices at different times of the day and then design your recruitment experiences around that.
Last week The Candidate Experience Awards, a non-profit organisation focused on facilitating the evolution of the employment candidate experience, announced the U.K. Candidate Experience (CandE) 2013 Awards recipients. Now closing its second year, the U.K. CandE Awards are open to organisations that recruit in the British employment market. The evaluation process includes employer and candidate surveys to assess and benchmark the candidate experience, while identifying those companies that set a high standard.
The Lumesse team is very proud to congratulate two of our clients – Carphone Warehouse and E.ON – for being among the CandE Award recipients.
Carphone Warehouse is the largest independent telecommunications retailer in Europe. Its retail business operates c.2,000 stores in seven European countries, principally under the Carphone Warehouse and Phone House brands. It specialises in combining hardware, connections and services.
E.ON is one of the world's largest investor-owned power and gas companies. E.ON’s diversified business consists of renewables, conventional and dezentralized power generation, natural gas, energy trading, retail and distribution. They supply around 26 million customers with energy.
E.ON was recognized with a CandE Award with distinction.
Congratulations again to both companies for the honour and their excellent work!
Our “What’s New” weekly blog series is intended to feature and support the many elements of human resources. But occasionally a theme naturally arises that can’t be ignored. This time that theme is social media: among employees, in the workplace, and generally in our professional lives. I hope you enjoy this special social media edition of “What’s New in HR.”
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