5 Disciplines to Recruiting Excellence
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Transcript of 5 Disciplines to Recruiting Excellence
Presented by Kevin Wheeler
How 5 Disciplines & Analytics Can Drive Recruiting
Excellence
1
New Challenges for Recruiting 2
We have to Deal with Ambiguity
3
Solving problems & challenges never faced before. Being asked to find people with skills we’re never heard of, in unrealistic timeframes, in remote places.
…with Complexity
4
Learning how to simplify, find the signal in the noise, reduce to everything to a simpler level.
…with new, complicated Interdependencies
5
Learning collaboration, forging alliances, nurturing networks. Crowdsourcing. We can’t do it alone anymore
…And we have to be Creative
6
“CEOs identify "creativity" as the most important leadership competency for the successful enterprise of the future.” -IBM's Institute for Business Value, May 2010
Thriving means being open to exploring, experimenting, & building diversity
What is Recruiting Excellence?
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Efficient
Effective
Simple
Innovative
Minimum amountofexpense,minimal staff
Fasttimetopresent, highqualityofcandidates
Greatuserinterface,easytoapply, clearstatusupdates
Usestechnology,pioneers toolsthatimproveefficiency
The Model
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PERSONAL MASTERY
MENTALMODELS
TEAMLEARNING
SHAREDVISION
SYSTEMSTHINKING
RECRUITINGEXCELLENCE
ANALYTICS
BasedonPeterSenge’s5Disciplines
Memes, assumptions, beliefs we hold unchallenged without data.
9
MENTALMODELS
We need to understand our
Common Models/Assumptions• Interviews are valid and necessary.• Predictive ability of a carefully given & structured interview is barely
above chance. Of a normal interview – flipping a coin might be as good.
• Length of tenure and time to promotion are solid indicators of quality of hire.• Or are they indicators of group think, old boys networks, and sucking
up?• Hiring managers know best what they need.• How can they anticipate broad organizational changes, strategic
shifts, or disruptive technologies? The old is not always what the future needs.
• Fitting the corporate culture leads to better retention.• What about the impact of negative factors in their current workplace,
ranging from subpar people management to poor corporate performance?
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The idea/concept/vision of what a perfect recruiting process would look like that is shared by all team members.
11
SHAREDVISION
We need a
1. Postulate:• Shared visions create synergistic thinking and
work. Visions designed and driven by data are most powerful.
2. Postulate:• Virtually no recruiting functions have any solid,
data-driven visions or measureable goals for continuous improvement.
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The ability/agility of a group to learn and share together.
13
TEAMLEARNING
We have to foster
Teams vs. Groups
• Most recruiting functions are groups of disconnected individuals, not a team.• Teams have common goals, share rewards, and are dependent
on each other for success.• What are the competencies, traits and behaviors that lead to
success? How are they distributed in the team?
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Teams
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Increasingly communication is across & between online networks of like-minded people as well as face-to-face.
Collaboration & cooperation are how goals are achieved.
Feedback, learning are generative, collective, peer-driven.
The ability/willingness of each person to strive for mastery of their profession.
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PERSONAL MASTERY
We need to focus on
Seek – Sense - Share
• Building networks• Exploring/experimenting• Constantly gaining new knowledge• Adopting new work tools and technologies
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Seeing with a wide-angle lens rather than a telephoto lens. The ability to integrate the critical elements of an organization and to understand how each impacts the other.
18
SYSTEMSTHINKING
And most of all, we need
Analytics is the core
• Dispels myths by confirming or refuting them• Provides the backbone for a vision an d accountability• Provides feedback by capturing individual & team performance• Highlights areas for personal improvement• Illustrates how pieces of an organization affect each other
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Technology is altering the roots of recruiting
Who do we want to attract?
Where are they?
How do we attract & engage
Is the person
qualified?
Competency analysis
Assessments
Social media analytics
Sourcing tools
Performance data
Performance data
U.S. & state statisticsInternetJob listings
21
THANKS
YOUR THOUGHTS & QUESTIONS
Follow me on Twitter: @kwheeler