A Model for giving Feedback
I’ve been asked recently about how to implement a more formal process for feedback in a growing organisation. A lot of the time these processes are reliant only on a few members of staff who value the importance of people management and can be sporadic at best. For those that are uncertain of giving and…
The Next Big (Data) Thing: Awaiting the Robo-Revolution
As the quest for the shiniest silver bullets in recruitment continues the fields of artificial intelligence, machine learning and “Big Data” are proving to be a great hunting ground for salesmen and sensationalists alike. To the trained eye these fields are distinct and separate, yet when selling a solution that makes a claim in one…
Data and HR – Numbers are Nothing Without Insight
Managing employees and an HR function requires a more holistic approach than exploring issues from the surface. People use statistics as a drunk uses a lamppost – for support rather than illumination. – E. Houseman (1903) Our online activity has meant a ubiquitous lens is shone on our lives where the accessibility of data leaves…
“You’ve got to have an Algorithm!” A Recruiter’s Guide to the A-word
Even if you only have a casual interest in the world of hiring it’s not long before you’ll encounter someone touting a magic bullet, a panacea for the “broken” world of recruitment globally. Currently riding high on the buzzword bingo cards of these self-styled saviours is the humble “algorithm”. This isn’t the algorithm you might…
Podcast – Tech Recruitment and Why Recruitment Algorithms Don’t Work – with Matt Alder
Another podcast, this time with the excellent Matt Alder. Matt is compiling a series of excellent perspectives on recruiting called Recruiting Future, you can listen to the whole series here. To listen to me talk about Startups, scale-ups and sledgehammers hit play below… [c5ab_audio c5_helper_title=”” c5_title=”” url=”http://hwcdn.libsyn.com/p/f/e/8/fe813528ab2ad306/Recruiting_Future_Ep_11.mp3?c_id=8929389&expiration=1430861284&hwt=cfef33ab1a8601d67e9927b50bed7764″ ]
How to be Happy – Time to call off the “Engagement”
“Yes that’s right, we had a one hundred percent response rate to the survey.” The speaker from a international airline proudly stated his results. His lovingly compiled pie charts labelled “Engagement” were resplendent in the Power Point behind him. The audience were incredulous, a one hundred percent response rate how was it possible they asked?…
The Bidding War for Talent – When Motivation is More Than Money.
The war for talent is a term coined by Steven Hankin of McKinsey & Company in 1997. It has since become a cliché. It’s used as both a rallying cry and a cause for concern for HR and recruiting professionals everywhere. Whilst the “war” metaphor is overused and without appreciation of the nuance of hiring…
The Mis-Match of Algorithmic Recruitment
It’s the not so distant future. A mobile app linked to a wrist mounted wearable wakes you, at precisely the right moment. It monitors your sleep patterns and pulse rate and greets you each morning with a chipper “Go get ’em!”. You dress and get ready to leave the house, the fridge has emailed to…
Why the Recruitment Revolution won’t be sparked with Tinder – Candy Crush for your Career?
The world of HR and recruitment software seems to be going through something of a renaissance as of late. The world that was dominated by user-unfriendly bloatware is becoming increasingly fragmented. As more players rose to fill the gaps in usability for a beleaguered audience so smaller competitors rose up too. For a small provider…
The Magic of the Myers-Briggs Personality Type Indicator – The Technological Panaceas of Hiring that aren’t.
Hiring is scary. Hiring is a risky process that we all know can do irreparable damage if we get it wrong. There are countless studies that all make the case that a false positive is more damaging that a false negative. It’s hard to “undo” a bad hire. So how do we mitigate against this?…