Tag Archive for #ATCSource

#ATCSource: Social Adoption – Some thoughts and advice

Pic Credits: Mike Butcher

Drawing to the close of day one at #ATCSource in Melbourne. It’s been a great day with lots of conversation going on. I still think the coffee breaks are the best learning bit (I’m a unconference guy), but the sessions from Jim Stroud and Michael Specht, and Glen Cathey and Martin Warren have opened the eyes to what is possible in recruiting.
The attendees remind me of those in London about 18 months ago. The questions and conflict around Facebook and personal/business space are much the same. There is a reticence to consider the channel, which surprises me given the well documented success of Paul Jacobs and Deloitte  in New Zealand. That said, it’s reluctance rather than refusal. there is clearly an open mind to adopt whatever is necessary to be succesful at hiring.
Much of the recruiting is in the technical, mining and construction areas. The candidates are hard to find, and tis creates a great opportunity for those who want to try something new and dare to be different.
It is easy to be a bit pretentious about the later adopters of any technology. My feeling is a bit different. Who were the wisest? The ones who made the mistakes or the ones who learnt from the mistakes?

My advice to the recruiters here in my session tomorrow is to be brave. You need to be prepared to make lots of mistakes and try things out. Adopt the Google principle of fail fast, fail often and fail quickly. Your wins will greatly outweigh your losses in the grand scheme of things.
Stop guessing if engineers might or might not be on twitter or Facebook. Glen Cathey summed this up when he said that he always trys the things he thinks won’t work first, so that he can discount them from a position of fact rather than a position of opinion. I like that!
At the moment, i’m sure the prospect of sourcing and social recruiting looks huge and scary. Break it down in to manageable chunks. start with what would help you right now. Perhaps one job, one search, one step. learn from that. Connect with people at the event and outside, they will love to help you learn. They might be local, they might be global, but that is what Skype was invented for. Get a win and then build from there, but expect failiure and be surprised by the success that comes your way!
We’ve talked a lot about tools today, and it has been quite transactional. tomorrow I hope we will get a bit more in to employer branding and other important topics.
It’s been interesting to hear what people want to do rather than what they have done. The appetite and need is here. I think that the attendees are going to get rather good at it.
My last advice, in all the talk of tools, remember that there is people in the process. Thats a big lesson you can take from lots of regions who might be a bit further along the adoption curve!

What makes @GlenCathey different? #ATCSource

I’m in Melbourne and sitting in on Glen Cathey’s session. Unusually, I came in at the start. I’ve always been a big Boolean Blackbelt fan. It’s like a bible for recruiters interested in internet sourcing. Glen’s talking about his background and what he does. He is talking in a unasuming way, but there are lots of wow moments.
Then Glen said something I’d never thought of before, and it explains why Glen stands out and gets the results that he does. Remember, in Glens first year he made 72 hires even in the pre-internet days.
In amongst the boolean strings and all the other wizardry he is showing people, to sharp gasps from the audience, he made a statement:

I’m not a sourcer.

I’d always thought of Glen as the ultimate sourcer. I was asked for a definition of a sourcer recently. my answer was that sourcers are hunters and recruiters are gatherers. The sourcers find the people, and most searches are quite easy, the difficult bit is in the human transaction, converting the names found in to candidates and then to hires.
Glen Cathey is a recruiter, not a sourcer. He finds people in the quickest possible way, and then he contacts them, converting some in to candidates and ultimately in to hires. The time-consuming, difficult bit is in this last stage.
Cathey’s view is that nobody pays me for sourcing or finding names. I get paid for hires. Taking this approach means he sources in the quickest possible way, and has not been seduced in to trying to forecast future needs. He concerns himself with needs now, sources at point of requirement , and then matches people to sell the opportunity. The key is speed, and using technology to do this first stage quicker and more effectively than anyone else.
My view on Glen has changed, perhaps he isn’t one of the worlds best sourcers, he is actually one of the worlds best recruiters who has mastered the art of finding people on the internet, and then sifting quickly, reading signs from on-line behaviours to get the people most likely to be hired. Perhaps this is because his background and training in psychology rather than technology, and it is his understanding of people that make him great.
#ATCSource is taking place in Melbourne today (workshops) and tomorrow. follow the twitter stream and take part!