#trulondon

Guest Post: @ChinaGorman: HR and Early Adoption: An Oxymoron? #trulondon

China Gorman is coming back to #trulondon in a week’s time and is asking the question if HR is the department of no. This is China’s thoughts.

How frequently do we hear of HR departments being labeled the “Department of No.” It’s a shame, really, because when HR says “No” it is frequently doing what it’s paid to do: mitigate organization risk as it relates to compliance – at the local, regional and national levels. It’s easy to believe that the average manager in the average organization doesn’t have a clue about the growing complexities of the regulatory environment in which organizations all over the world are doing business.

It’s this context that makes it hard for HR to quickly embrace the new; to lead the charge in identifying new technologies; to be Early Adopters. And yet, HR must learn how to do this. C-Suite pressures for increased productivity, reductions in staff turnover and increased engagement mean HR has to try new approaches, new solutions, new technology, new partners.

At #truLondon this month we’ll have a discussion about what being an Early Adopter means, how to encourage it in yourself and your colleagues, and if it’s even possible for HR to keep risk mitigation and compliance on the back burner while exploring and implementing cutting – or even bleeding – edge approaches to managing talent.

This is always a lively discussion – especially when there are talent acquisition folks in the room. These HR professionals, more than those in any other HR sub-function, seem to embrace the role of Early Adopters (think social and mobile) and maybe even Innovators. We’ll talk about that, too, and see if the characteristics that enable staffing folks to welcome new technologies that can be ported into other HR functions.

If you don’t know China, this is her bio: 

China Gorman

CEO, CMG Group

Connecting HR to Business and Business to HR

For more than 25 years, China has held strategic business leadership roles in the human capital management sector. Currently CEO of the CMG Group, a consultancy supporting solutions providers in the human capital management sector, she is a sought-after speaker and thought leader in the broad human resources marketplace. Data Point Tuesday at www.ChinaGorman.com has quickly become one of the most-read HR blogs.

Well known for her tenure as Chief Operating Officer and interim CEO of SHRM (the Society for Human Resource Management), she also held the posts of President of DBM North America, and President of Lee Hecht Harrison, the global consulting division of Adecco, which became the performance leader in its industry under her leadership.

China travels extensively – throughout North America, Asia and Europe – speaking to business, professional, corporate and academic groups on topics related to the strategic value of HR in creating business success and implementing effective people management strategies.

Recently appointed to the Strategic Advisory Councils of RiseSmart (www.risesmart.com) in San Jose, CA; Pinstripe in Brookfield, WI (www.pinstripetalent.com); and CVCertify in Herndon, VA (www.acertiv.com) she also serves as Board Chair for the Chicago-based Council for Adult and Experiential Learning (www.cael.org) and on the board of Jobs for America’s Graduates (www.jag.org), headquartered in Alexandria, VA.  A native Midwesterner, China earned a bachelor’s degree from Principia College in Elsah, IL and has completed significant post-graduate work in Organizational Development. 

Blog: www.ChinaGorman

Twitter:  @ChinaGorman

It is good to hear that China sees recruiting as an HR function. It is a debate that we have had on this blog in the past. I particularly noted China’s comments on HR being labelled as the department of no. It is a common perception among many of the people I speak to, at the same time I get to meet plenty of HR professionals who want nothing more than to change this, enabling rather than prohibiting. Please add your views in advance of #truLondon. The event takes place on the 22′nd – 23′rd October. There are 11 tickets left. You can get one HERE

Bill

The #TruLondon6 Schedule. 

#Trulondon 6: The Schedule

We are now only a week away from #truLondon6. Every time we host #truLondon, I always worry about how we are going to keep evolving and making the event better. This time around is no different. I’m massively grateful to the 55 track leaders who have stepped up and want to host a track. One of the aims of #tru is to give a platform for new faces. I understand that many conferences need to sell big price tickets, and as a result they need big names to draw in the punters. This makes it hard for people with a great story to tell to get a platform, and plenty of repetition from event to event. I always want to find space for new names and new faces, and anyone who wants to lead a track is encouraged to do so. That means lots of conversations, and something for everyone. New for this event is the agency stream, sourcers lab and Kelly hang out. We have had feedback in the past that the conversation has been largely around the corporate market, great content but less for the agency recruiters. To counter this all of the tracks in track area 3 on day one will be run by agency recruiters, hosted by Cloud Nines Steve Ward.

We have also been able to assemble a brilliant team of sourcers who will be running the sourcing lab for both days. 12 dedicated sourcing tracks, sourcing competitions, spot prizes and plenty of geekery. This is one of the best collections of sourcers I’ve seen anywhere, making the sourcing lab an event in itself. I could comfortably spend the 2 days in the lab without moving out.

If you want to know how to find the most difficult candidates, these tracks will have the solutions. The Kelly Hangout is another new addition, from sponsors Kelly. The hangout will stream 2 days of tracks live via Google+ and Air. This makes the #tru track experience accessible to  anyone, anywhere. I will be publishing the log on details next week, or you can pick it up in the stream. JobsiteTV returns again on Monday 22′nd October. Recruiter Editor Dee Dee Doke will be running a series of panel conversations on the key topics of the day, with participants and track leaders. These always prove popular, and are worth tuning in for. There are too many great tracks to highlight any in particular, though I’m really excited about seeing Joel Spolsky, the founder of Stack Overflow talk communities. Joel has grown a fantastic community globally and I’m really looking forward to hearing the story. We will also be joined by one of the Godfathers of recruiting Gerry Crispin, talking about the findings from bot the US and UK candidate Experience Awards.

You can view and download the full schedule here:

Thanks must go to our sponsors and partners, JobsiteKellyStack Overflow and MySocialTalent.Com. Our partners make the events possible.

If you are thinking of coming, there are 10 tickets left. I hope you can join us.

Bill

BUY TICKETS HERE

 

The Top 30 Career Pages On Facebook, The #SocialRecruiting Index #TruLondon

At #TruLondon Dutch employment  branding firm Maximum are launching the Social Recruitment Monitor, an index that measures a mix of fans, followers and subscribers, comments, likes and engagement. This is how the company describes the index:

“MXMM believes that the number of ‘likes’ isn’t the sole indicator of social media recruitment success on Facebook, just as the number of followers isn’t the sole indicator of success on Twitter. The MXMM Social Media Index, around which the Social Recruitment Monitor is built, uses weighted variables that are proven indicators of ‘popularity’, ‘activity’ and ‘interaction’ – not just ‘likes’. In our vision activity and interaction are better indicators of success/effectiveness so they play a bigger part in the overall index, whilst number of likes (and growth over a period) of course remains an important factor as well. The index gives a mean over the last four weeks and will be updated on a weekly basis. In total the MXMM index is based upon twenty individual variables/numbers to ensure a robust index.”

The index currently covers Facebook, with plans to extend this to Twitter, LinkedIn and YouTube, so this has the potential to provide a real insight in to how the career brands are doing. One neat feature allows you to compare one account with another directly. What is important is the greater scoring for engagement over fan numbers, and growth of fan numbers over the total fan numbers. When you look at the data displayed, you can see that the emphasis is on engagement, similar to Edgerank. Without engagement on Facebook, and recently LinkedIn, content and updates become invisible from the streams of the people they are trying to reach.

The index is free to access and updated weekly. At #truLondon Maximum are going to look at the top 20 career pages globally, and the top 20 career pages in Europe. I think I’d like to see this extended to any page that features jobs, such as Hard Rock Firenze, but I applaud what they have done so far. If you have a career page you can add it to the index by registering your own career page.

Some of the results are quite surprising. I know AT&T only launched their page a few months ago, yet they sit at 3. They have been quick to get engaged with their fans in the Facebook environment.

 

  • 68,85MXMM-Index
  • 6.574Fans
  • 8,0502Engagement Ratio
2
  • 56,05MXMM-Index
  • +2Index shift
  • 2.556Fans
  • 9,8503Engagement Ratio
3
  • 53,65MXMM-Index
  • -Index shift
  • 10.216Fans
  • 0,3771Engagement Ratio
4
  • 47,26MXMM-Index
  • -2Index shift
  • 24.492Fans
  • 3,6227Engagement Ratio
5
  • 45,67MXMM-Index
  • +1Index shift
  • 36.303Fans
  • 0,1503Engagement Ratio
6
  • 43,68MXMM-Index
  • +7Index shift
  • 77.103Fans
  • 1,2300Engagement Ratio
7
  • 42,87MXMM-Index
  • -2Index shift
  • 6.082Fans
  • 1,5224Engagement Ratio
8
  • 42,40MXMM-Index
  • +2Index shift
  • 10.173Fans
  • 0,5083Engagement Ratio
9
  • 42,25MXMM-Index
  • -1Index shift
  • 4.488Fans
  • 0,9011Engagement Ratio
10
  • 41,79MXMM-Index
  • -1Index shift
  • 8.065Fans
  • 0Engagement Ratio
11
  • 40,84MXMM-Index
  • +1Index shift
  • 16.763Fans
  • 1,7373Engagement Ratio
12
  • 37,61MXMM-Index
  • -1Index shift
  • 33.586Fans
  • 0,9364Engagement Ratio
13
  • 34,58MXMM-Index
  • +1Index shift
  • 9.232Fans
  • 0,3121Engagement Ratio
14
  • 33,99MXMM-Index
  • +1Index shift
  • 87.138Fans
  • 1,9526Engagement Ratio
15
  • 33,57MXMM-Index
  • -8Index shift
  • 960Fans
  • 5,4083Engagement Ratio
16
  • 32,01MXMM-Index
  • -Index shift
  • 4.803Fans
  • 0Engagement Ratio
17

BMW

BMW

  • 29,48MXMM-Index
  • -Index shift
  • 104.495Fans
  • 0,5347Engagement Ratio
18
  • 27,30MXMM-Index
  • -Index shift
  • 16.197Fans
  • 0,3482Engagement Ratio
19
  • 27,08MXMM-Index
  • -Index shift
  • 3.332Fans
  • 4,6596Engagement Ratio
20
  • 26,68MXMM-Index
  • -Index shift
  • 31.911Fans
  • 0,1985Engagement Ratio
21
  • 23,70MXMM-Index
  • +2Index shift
  • 2.904Fans
  • 1,2974Engagement Ratio
22
  • 22,29MXMM-Index
  • -Index shift
  • 18.961Fans
  • 0Engagement Ratio
23
  • 21,41MXMM-Index
  • +4Index shift
  • 742Fans
  • 3,4060Engagement Ratio
24
  • 21,27MXMM-Index
  • -Index shift
  • 38.006Fans
  • 0,3693Engagement Ratio
25
  • 21,25MXMM-Index
  • +5Index shift
  • 2.534Fans
  • 0,3376Engagement Ratio
26
  • 20,86MXMM-Index
  • -5Index shift
  • 24.908Fans
  • 0,0672Engagement Ratio
27
  • 19,96MXMM-Index
  • +1Index shift
  • 96.873Fans
  • 0Engagement Ratio
28
  • 19,67MXMM-Index
  • -2Index shift
  • 18.392Fans
  • 0,4651Engagement Ratio
29
  • 17,82MXMM-Index
  • -Index shift
  • 47.798Fans
  • 0,2595Engagement Ratio
30
  • 15,53MXMM-Index
  • -5Index shift
  • 3.385Fans
  • 0Engagement Ratio

 

I think what is the most interesting is the top ranking position for Continental, the auto-parts business. Before the index, at least 10 of the entry’s in the top 10 would not have come up on my radar when it comes to social recruiting.

The data that sits behind the index like the volume of likes, shares, comments and weekly fan growth is listed in the index in the detail view. This makes sense of the scoring behind the index. Examining these scores, another surprise is the low number of on each of the rated pages, the highest is 14 and most of the others are between 2 and 4. You don;t need a lot of noise and updates to get interaction, you just need compelling content that provokes a reaction, you also don’t need 1000′s of fans.  I’m really looking forward to hearing about the trends that are coming out of this research.I recommend that you take a look at the index yourself.

You can access the full index HERE 

 

 

Sourcing talent is about following the footprints. The sourcing lab #trulondon

I quite often talk about sourcing. I admire real sourcers who can interrogate the internet and discover people with the experience and skills to fit a job. I know a bit about the art, but I also know I have a lot to learn.

The difference between a sourcer and a resourcer is that a real sourcer looks for people where as a resourcer is looking for CVs. Social sourcing is changing the art of sourcing because even the most difficult to find people are leaving a footprint and plenty of clues. All a sourcer needs to start a search is one footprint. One clue that they might be on the right path and then the trail starts. One footprint in any channel leads to another, and each step takes you closer to your targets. You could describe them as people trackers, and they look in unusual places to get different results to everyone else.
On my part this means geek word searching in twitter or one of the other social channels. Geek words are those words that are unique to a profession or discipline. Twitter search is a great place to start this because the results are real-time, and you need no invitation to connect with the people you find. Once you find a twitter exchange between two people containing the geek word or phrase, you have a starting point to go and get more data in any of the social channels. This might mean following a trail from twitter, to youtube, to wordpress, to Flickr, to LinkedIn. Everywhere that I land there is a bit more data and content that helps me to profile a person and understand if they might fit. The challenge to finding people is getting the right geek words to start with, setting the searches and alerts and then finding the first footprint. I have described this in the past as searching for the haystacks rather than the needles. First find where the people hang out based on the footprints they have left, and then start exploring the other people who are connected, because people connect with like people. Similar backgrounds, similar interests, similar education or experience. The haystack I’m looking for might be a meet up group, or an on-line forum. Once I have found one person and followed the footprints to the group or place, I get to know where everyone else is hanging out. It is a lot of fun trying to beat the challenge and find the people. Any trail starts with that one footprint.

The best way to understand the art of sourcing is to spend time with the sourcers. For #trulondon on the 22′nd and 23′rd October, we have put together a great team of sourcers who will be running the sourcing stream over two days. Each of the sourcers will cover the same track title over the two days, with Tuesdays tracks being pitched at a more advanced level. Each session will be hands on and interactive, and will cover a different channel or technique. All tracks will have a tactical and practical focus, rather than theoretical.

The Sourcers:

Martin Lee

Irina Shaemaeva

Jonathan Campbell

Katharine Robinson

Shane McCusker

Bill Boorman

Balazs Parocsay

Gordon Lokenberg

Andrea Mitchell

Oscar Mager

That is some serious sourcing talent (plus me talking a bit of Twitter stalking), coming from 7 countries.  Sourcing tracks on Facebook, Boolean Strings, LinkedIn, Google+, Twitter, Flickr (and other images), YouTube and for tech recruiters, a special session on Stack Overflow. The sourcing lab is sponsored by MySocialTalent, the brilliant new training platform from Jonathan Campbell’s business Social Talent.

You wouldn’t want to miss this one. Find out how to follow the footprints!

Bill

PS: If you want more training on the art of sourcing, Irina Shamaeva, Martin Lee and Andrea Mitchell will be running the People Sourcing Certification Program in London on 24′th October.