My success in my recruiting profession can be attributed to the valued relationships I’ve established. As a recruiter filling jobs, I formed an immediate connection of trust and commitment with hiring managers and candidates alike. As my career advanced, building strong relationships became even more important. I know for a fact that there would have been no way I would have been able to introduce SEO, SEM, Social Media and even metrics to Arrow Electronics for recruitment if it were not the relationships I established with Marketing, IT and Finance. I was wanting to implement things that the organization hadn’t even thought of yet. I knew I needed to establish trust with my peers and beyond. While socializing ideas with these key partners, we were able to form a bond of trust which gave them comfort in my ideas and how they would impact the business. These individuals became my biggest supporters.
The American Management Association states that 90% of career success hinges on your ability to communicate well, foster mutually beneficial relationships at work, and earn the respect and loyalty of bosses, coworkers, clients, and customers. Business is built on relationships and without them, they would crumble. Consider this: studies have shown that leaders who focus on building solid relationships are more effective and that employees who have developed meaningful relationships work more productively and in harmony with one another.
We recognize the importance of relationships within the workplace. But what about the relationships externally? Not just with your everyday consumer, but with prospective talent. Investing in your relationships with prospective talent will:
Build trust between both the employer and job seeker
- In order to build trust, we need to understand one’s credibility, integrity and reliability. Does the interview process give you enough interaction to do this? “Trust has to be earned and should come only after the passage of time” – Arthur Ashe. Does the interview give you enough time?
Give talent a sense of belonging with your organization
- Including the job seeker in the conversation allows the audience to feel connected. This connection allows them to subconsciously begin to process “friend” vs. “foe”, thus decreasing any apprehension about considering a new company or opportunity.
Provide both the job-seeker and employer insights on the way each behave, allowing both to make more knowledgeable decisions.
- The more that is shared, the more which is learned. Potential candidates might decide over time that they aren’t a fit for the organization – and this is fine. Remember, you don’t want everyone, you want the right ones.
- As job seekers experience your organization more before they join, they become familiar with how you operate and communicate. This escalates the point of contribution to your organization after they join.
Allows the organization to keep a pulse on the talent audience and be prepared as business needs change
- Applicants are based on today’s job requisitions, which are today’s business requirement. Allowing the discussion to happen before a business requirement, allows the relationship to evolve along with business needs and doesn’t end when yesterday’s job opening is filled.
While there are forums like career fairs and open houses that can be executed to cultivate these relationships, typically, the conversations end at that recruiting cycle. Delivering continuous events like these aren’t very efficient. It takes a lot of resources to execute these well, and yet, the conversations ultimately end.
Qwalify’s TalentDojo allows organizations to begin conversations to establish a relationship with the talent audience on an on-going basis in an efficient, systematic way. The company owns the conversation, but, delivers it in a non-evasive, very engaging manner. Through their discussion-based system, talent can showcase their areas of expertise while learning more about the organization. Through this process, the company can quickly identify the experts and reward them for their contribution. Talent Dojo provides the forum that establishes the relationship to build connection and trust for all parties to make more informative decisions to meet the ever-changing business needs.
Undoubtedly, 2015 was a hot year for HR tech. As the economy continued on its upward trend, investments in HR Tech went with it. During the first half of 2015, investment alone more than tripled what was invested annually between 2000 and 2013. With money in pocket and an eye on consumer trends, the HR tech sector accelerated its transformation in 2015, creating tools that meet the growing needs of HR departments, and the enterprise as a whole.
Those consumer trends have dictated the way that companies now (or will soon) interact with employees and prospective employees. Strategic business leaders must ask themselves which tools and trends will best integrate with their company. The biggest question should be: What strategies will most benefit the overall success of our organization?
Over the past few months, as our clients and prospects completed their strategic plans for 2016, a few trends become very clear. Further, reading the observations and commentary from the likes of Josh Bersin, Jessica Miller-Merrell, and Steve Boese further enforces some of these discoveries. Based on these conversations and readings, we’ve compiled our own Stop, Start, Continue list of 2016 HR trends, outlining which trends to follow and which to ditch this year.
- Stop focusing on all the data that is available to you. Rather focus on the relevant data you need. Analytics, metrics, Big Data – call it what you will, but too much unstructured, irrelevant data becomes overwhelming and muddies up the evidence you are trying to gather. Get the data you want to assist with decisions, like Steve Boese says, such as allocating salary increases and bonus pools across an employee ground, determining the optimal mix of skills and competencies in a prject team, and predicting the organizational impacts in terms of retention and attrition. Spend the time to uncover what data is most important to your team and company, then find the appropriate tools to deliver that data. No point in paying for data you are not going to use.
- Ineffective ‘talent community’ strategies – ‘Job agents’ (automated job notifications that are sent to the job seeker based on their selected criteria) don’t build talent communities. Job agents are focused on filling a specific current job opening, they are not (mostly) focused on creating an engaged pipeline or building lasting relationships for the future. CRM’s and ATS’s are not talent communities, they traditionally foster one-sided communications that are seen as spammy to many, and are heavy on administrative tactics like data-entry. Talent pipelining strategies must include prospect (pre-candidate) engagement tactics that don’t have a job attached to be effective. Providing an experience that is prospect-focused and relationship-driven will help optimize your time, money, effort and ultimate ROI on your pipelining strategies.
- Start marketing your talent community. Talent communities are not an ‘if you build it they will come’ situation. Leverage your social channels to attract your target audience to bring them to your talent community where you can begin engaging with them. Jobvite shared that 67% of job seekers use Facebook, 45% use Twitter, and 40% used LinkedIn. Job searching in public is no longer ‘taboo.’ A surprising 67% of people will job search from the comfort of their own bed, 38% during a commute, 30% while on the job, 20% during a meeting (yikes!), and 8% while at the bar. Whether they are passive or active, potential candidates are out there and readily accessible to connect with. Once you’ve got them in the funnel of your talent community, you can begin true engagement efforts to motivate, encourage brand loyalty, and offer a positive pre-candidate experience.
- Get a pulse on talent – Start responding in real-time to employee and talent community. Old and stale data is yesterday’s news. Shiny new tech tools are coming onto the market every day to provide current, up-to-the-minute data on your talent . New processes now focus more on employee feedback, pulse surveys, ongoing engagement monitoring, goal management, performance management, and even tools that monitors the physical response of an employee to a new office layout. If you can think it, it is likely someone has created it. Imagine all of that information readily available at your fingertips that you can use to respond accordingly to foster engagement, loyalty, and motivation. We are clearly biased, but if you want next generation talent insights, we’d be happy to show you Talent Dojo.
- Holistic engagement – engage the whole person, not just their professional side. Focus on growing relationships rather than just filling req’s. Treat prospects as well as you would your customers, because as our clients and prospects realize, they are often the same people. See our case study for an example of the effects holistic engagement can have on your organization, in this case, for Diversity recruitment.
- Multi-departmental collaboration – keep driving the importance of cooperation and showing the benefits. Whether it’s Marketing, Finance, or IT, every department should come together with HR on pieces to support and promote both a positive employer brand and talent brand.
- Measuring HR initiatives and results to prove departmental worth within organization and need for budgets. As Jessica Miller-Merrell put it, measuring your department’s effectiveness can help to move you from a cost centre to a revenue centre. After all, happy, successful employees means a happy and successful company. All those targeted analytics only help to promote your cause.
The HR tech industry is revolutionizing the way we engage with talent. The ebb and flow of trends will always take us for a good ride, but making sure you’re riding the right wave is vital to building an engaged and thriving workforce. The trends you choose to stop, start, and continue in 2016 will reflect greatly in the success of your organization.
We hope your 2016 is off to a great start!
One year ago yesterday I posted on Facebook asking if my HR/TA Technology friends were going to #HRTechConf and if so, to check out Qwalify. It’s still my favorite tool out there, but now I get to work with them as their Head of Talent Engagement and get to be part of the Qwalify journey.
My relationship with Qwalify started almost 3 years ago when I was the Talent Community Manager with one of the largest search and talent consulting organizations in the world. In this role, I supported other leading organizations with the implementation and management of their talent communities. I worked closely with their HR, Talent Acquisition and Marketing & Communications organizations to develop and implement engagement strategies that would increase awareness of their brand and convert a passive talent audience into active candidates.
While we were at the forefront of the talent community practice, there was still quite a bit of education at the beginning for everyone, including me! Three years ago, clients wanted to know “what is a talent community?”; however, this quickly changed to “how can it work for me?” I learned how important it was to measure the effectiveness of talent community engagement and translate what the data meant for my clients. It was very interesting to witness the evolution of talent communities and client’s understanding. They began to see the value beyond the standard recruiting metrics – time to fill, cost per hire, etc. They started to see how engaging with a talent audience ultimately creates brand advocates beyond the company walls. The lightbulbs started clicking for both the talent acquisition professionals and their in-house marketing teams. Now, the measurement of the effectiveness of a talent community becomes even more powerful for organizations but how is this measured?
Now this is where my engagement with Qwalify began… I requested a demo. At that point, I had seen all other so-called ‘leading’ community tools out there, and I had implemented a few communities. I had enough strategy and tactical experience to translate how technology can transform my talent community world. I knew the data wasn’t giving me the whole story of talent community effectiveness. I knew I hadn’t seen a tool yet that could give me data beyond # members, click-through rates and understanding what content was clicked on by my audience. Then I saw Qwalify.
See, Qwalify is different. It’s the only talent community tool that actually MEASURES engagement and puts a VALUE on the engagement. It’s that top of the funnel experience before one even thinks about what jobs they qualify for at your company. It’s getting your talent audience to get to know you at the same time as you’re getting to know them. It allows YOU, the recruitment professional, to have a valued conversation with your talent audience. That’s just the beginning of Qwalify’s magic. Once those conversations begin, Qwalify provides real-time measurement of those conversations. You not only know your top contributors, but, you also know the quality of their contribution as it relates to your brand. It allows you to recruit brand advocates. Pretty cool, right? I thought so too! Being a Qwalify advocate turned employee, I’m pretty pumped to help recruiters identify brand advocates as future employees for their organization.
Since today has us feeling kind of romantic, we wanted this installation of The Qwali-five to be centered around L-O-V-E so here are a few videos to get you revved up.
Welcome to another instalment of The Qwali-Five, the best of what we’ve been reading, watching and enjoying over this past week. Now let’s get to it!
- ZDNet have a brilliant 6-part story that features numerous HR and recruiting technologies and demonstrate how they help in acquiring talent. The article can be found here and it is a must read. Seriously. It’s that good.
- This is too funny not to share…
- ’10 Ways Companies Drive Away Talent’ by Liz Ryan of Human Workspace features brilliant and colorful illustrations that accent her smart thinking on HR, management and leadership.
- Sign us up for Super Human Resources, a comic book that might interest our fellow geeks!
Welcome to the HR department of the world’s greatest super teamThe Human Resources department of Super Crises International includes all the ordinary folks behind the comic panels that keep your favorite heroes up and running. They file expense reports for hovercrafts, refill the coffee filters, FedEx out the anti-matter nullifiers and clean up the conference rooms after crossovers gone horribly wrong.
In other words, Super Crises International is pretty much like the office you work at. Only stir in a butt-load of circus freaks, with capes, claws and radioactive half-lives. Or as we like to call them, “your co-workers.”
Welcome to Super Human Resources. Your cube is right this way.
- Time for a TED Talk. This time it’s Dan Ariely, a researcher specialized in behavioral economics speaking on the topic of ‘What makes us feel good about our work?’ There are several interesting experiments cited in this video which will no doubt help you in inspiring meaning in your team.
If you are interested in filling your earbuds with a podcast that celebrates passion and the get ‘er done philosophy, then look no further than Give Good with Katie McCarthy.Katie is one of those passionate and vibrant people who you need in your corner to motivate and inspire you. She’s a career coach that has been there, lived through it and come out the other side and can provide tools and techniques to help you live the life you deserve. Katie’s podcast, Give Good features interviews with “good-givers: visionaries, cutting edge scientists, best-selling authors, social innovators, artists, ambitious entrepreneurs, spiritual teachers, thought-leaders, thinkers and doers.”
Our very own Founder and President Phil Noelting was featured on Katie’s podcast where they spoke about Phil’s background, his interests and passions as well as the topic of ‘Building a Proactive Talent Pool for Business Owners’.
You can check out the details from their discussion and listen to (or download) the podcast via this link.
It’s the tail-end of January and we’re anticipating whether the groundhog will see his shadow or stay in his cozy, little burrow. We hope that you’ve been fighting the beastly Polar Vortex and keeping your talent pools warm.
The following things caught our collective Qwalify-eyes. Enjoy!
- We just discovered Coach Billy from Made You Think Coaching via an article he wrote in the Globe and Mail titled, ‘Why is praise whispered but criticism loud and clear?’ and are really enjoying his posts on Twitter. If you need a kick out of your comfort zone, be sure to check him out and maybe take that firewalk that you’ve always been putting off.
- Via Jeff Waldman from Str@tify, here comes the first Canadian Employer Branding Summit this March 5th.
- Here’s a great article on the topic of how ‘Cloud-based HR revolutionizes employee engagement, innovation in 3 new ways’ which does a great job in explaining the benefits of cloud-based HR solutions. Will you be making the move this year?
- On that note, a little HR humor:
- Last week’s HRPA 2014 conference was a great success and one key element of it that we greatly appreciated was the work put into live updates to their blog from the show floor. Kudos to those who compiled the information and delivered such informative blog posts. Go check it out here and if you aren’t an HR blogger already, then read this post and get to it!
Have a great weekend!
Well while we try to defrost from round two of the Polar Vortex, we were warmed by the glow of our computer screens with the following five fabulous items that were begging to be shared with you.
- How to Make Employees Trust You–Even In the Worst of Times speaks to management techniques that businesses can use to help with internal engagement and sentiment. If culture is key within a group, then this article helps explain how to build trust and cultivate talent.
- We loved this blog post from 37 Signals on Healthy benefits for the long run and the various benefits they offer to get their staff away from their computers. Yes. You read that correctly.
- 4 Reasons Employees Are Your Best Brand Advocates from AdRants is a must read.
- A bit of smart thinking via this post from Open IDEO’s blog that demonstrates how community engagement can bring about quality hires.
Flickr’s solution was simple and smart: it ensured its employees were as passionate about the product as the community’s most die-hard fans by hiring directly from within the early community. For example, for its international rollout it posted a call on the Flickr blog for community managers and got more than 700 responses.
- A Conference Call in Real Life. It’s funny because it’s true.
TechVibes, one of Canada’s major sources for news on technology and startups released the results of their 2013 Canadian Startup Awards where readers nominated and voted for their favourites in a variety of categories.
We were particularly interested to see who would win in the category of ‘Employer of the Year’ as the best of the best were present as nominees. The mighty ecommerce-enabling Shopify (whose awesomeness we’ve previously featured on this blog), Freshbooks – the powerhouse of small business accounting software and super social media enhancing HootSuite. These are all very worthy candidates for the award and after the count, HootSuite won over Shopify with 39% of the votes.
So what makes HootSuite so droolworthy to work for? Here are but a few reasons.
They truly “get” their employer brand.
This sweet little ‘Hootlandia’ video creatively expresses what it’s like to be a part of their corporate culture. Hootsuite know what makes them a unique and aren’t afraid of showing a little quirk.
Their offices are fab. The perks AH-MAZING!
Who wouldn’t want to go to work when you get to spend your time in swank offices with super coworkers? Nap rooms. 24/7 gym with lockers. And tents! Need a space? Go grab a tent.
For more details on all of their great perks, do check out this article as it really captures the HootSuite space and their character.
Their HR team is driven.
With increased product adoption by paid clients, HootSuite doubled their staff to 300 in 2012. The kicker is that in 2010, they had only 35 employees!
Given that their growth has been phenomenal to this point, in 2013 they landed the largest VC software deal in Canadian history, requiring their human resources team to fill 100 new jobs in record time. To help with their recruiting efforts, they wasted no time and hosted an open house event which attracted thousands. They engage with candidates via a dedicated Twitter account for their HR team which allows them to promote such job fairs using the hashtag #HootHire. Hey. Their product is all about social media so would you expect anything different from them?
This photo says it all.
So we tip our hats to HootSuite! Job well done.
Here’s the second edition of the Qwali-Five, our weekly round up of things that have caught our eyes and piqued our interest.
- For some work is an adventure. Read all about Alastair Humphreys who is living his dreams.
- This Harvard Business Review article on ‘Motivating People to Perform at their Peak’ explores the psychology behind motivating people and the influences of positive or negative talent-development cultures. If you enjoy geeking out on workplace psychology, then you will appreciate this article.
- Not commonly seen in workplaces, this article from Entrepreneur magazine advocates for letting go of employees with love and dignity.
The best exit strategy is professional, kind and loving. Far too many companies grow sterile when they have to let someone go. Even if an employee is upset or hurt by the dismissal, everyone will benefit if love is the focus. It might not make sense right now, but in the long term, the memory will be much different than being cold. Love works and faith belongs in the marketplace. Don’t be afraid to show you care. It matters.
- Here’s an interesting behind the scenes look at the inner HR workings at renowned international design consultancy IDEO including some pretty crazy stories of what folks have done to try to land a position with them.
- Continuing on the theme of hiring, we also enjoyed this article on ‘How Uber Is Going To Hire 1,000 People This Year’ and of note, this quote:
“The goal is to hire the best people you can get–not hit the numbers you want,” he says. “If you lower the bar on talent, or don’t put in the time post-hire to do the culture assimilation, you risk creating a Frankenstein of people who come from all these different companies, and who don’t embody your own company’s culture.”
We’d love to hear from you if you have any feedback, wish to be featured, have something to share or just want to connect.