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How To Become a Fearless Change Agent?

The agenda for the upcoming #RHUBNZ Conference claims that “After two days you can expect to be a fearless change agent.  That’s a big call, but one I’m more than willing to put to the test. I’d love to be considered and consider myself as a Fearless Change Agent. How would that be for a job title? Sounds like a super hero. So aside from this, what else has got me excited about attending the conference touted as a must attend for all in NZ recruitment?

The line-up for one thing. The speakers confirmed for the conference read like the glitterati of the talent world. There are people here who I’ve looked up to and learnt from in one form or another for years now. Including one of my former AUT lecturers, so good he wrote the text books. I’m anticipating being more than a little star-struck over the conferences’ two days.

I’m looking forward to networking. Meeting people #IRL (in real life) that I’ve previously only met via social media and the like who share similar interests. This was undoubtedly one of the highlights of another conference I attended recently, resulting in deepened and strengthened connections with people I was already in regular contact with and a host of new people to share with and learn from. The incredible technology available now means that through social media it’s even easier than ever to maintain these relationships on an on-going basis.

Recruiters. I’ve heard them called the car salesmen of the HR world – don’t hate me for that comment, for it’s not one I subscribe to. Rather, I see recruiters as something of the super hero’s or “change agents” of the HR profession. In my opinion they appear to be the group forging ahead into new and different ways of working. Utilising technology, embracing it and pioneering a way forward. I believe the rest of the HR disciplines could learn a lot from recruiters, how and where they are working both now and into the future.

Takeaways, learning, development, growth, new ideas and new ways of working should all be given results of any conference, but to do so you need to be fearless. Fearless enough to learn and recognise there is always more to learn. Fearless enough to open yourself up to new. New people, technology, ways of working and thinking.

In reviewing my thoughts to this point I’m aware that I’m expecting what looks like a lot from this conference. However, as I’ve rarely stopped pre-conference to really think about what I want to get out of it before (other than the obvious – in this case honed recruiting skills) it may well be that all of the above is highly deliverable. Here’s hoping. Here’s to fearless learning.

Post the #RHUBNZ Conference I fully intend to be a Fearless Change Agent (with Super Hero like recruiter practices). I hope my post conference blog has the same title, but with the question mark replaced by a period.

 

Kylie is sales & culture performance manager at NZME. She tweets fearlessly at @KylieTelford and also blogs at HRMusings. Kylie will be attending RHUBNZ.

 

Fearless Recruitment – Say What?

When thinking about recruitment, fearless isn’t a word that comes to the minds of most recruiters I’m sure.   Most recruiters have been trained in a process, and have stuck at that process – advertise, screen, present – for their entire careers.

I’ve said it before, and I’ll say it again – to get the best talent for your business you need to be the best recruiter. You need to be a fearless recruiter.  You need to be open to new ideas, new ways of doing things – heck – even try something no one has done before.  Now, don’t get me wrong – don’t drop all your policies and procedures and go crazy here.  With recruitment – danger is very real. The implications of hiring the wrong person can be dramatic.  A quote that adorns my body from the movie “After Earth” is “‘Fear is not real. It is a product of thoughts you create. Do not misunderstand me. Danger is very real. But fear is a choice”. That rings true for recruitment as well as life.

Have a think about your recruitment strategy – what have you changed recently? What have you improved recently? And for some of you – have you even reviewed your recruitment strategy recently?  Or the worst – do you even have a recruitment strategy?  If these questions are making you feel uneasy, then you’ve got some homework to do. Don’t fear change – change is not a dirty word.  We all moan about the shortage of candidates – keep doing what you have always done and you will get the same results.  And you will get a lot of moaning.

As someone else said recently – the time of the recruitment conference is upon us. I encourage you to attend one, listen and take notes.  When it is break out time ignore your phone and TALK. Chat to people – what are they doing? How are they getting results? What is new out there to discuss together?  It’s amazing what your peers will share with you when you just ask.  It’s amazing when you ask some of the above questions and make actions from them.

Think about what fearless recruitment might mean to you… I will leave you with this thought: what results could you achieve recruiting without fear?

 

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Rachel Kemp is currently a senior recruitment specialist at Youi. She tweets fearlessly at @RachelMouse and blogs at recruitnginnz. She will be at #RHUBZN on 17-18 Nov.

Sky City focusing on internal hires to overcome skills pressure

Source: Shortlist

Facing a shrinking external talent pool of hospitality and gaming staff, Auckland casino Sky City has dramatically boosted internal mobility by changing its processes and trying out some left-field but surprisingly successful ideas.

Sky City Auckland recruitment manager Amanda Tolley, who spoke at the recent RHUB NZ conference, told Shortlist the company centralised its recruitment shortly before she joined the business in 2009, and started analysing its hiring patterns in 2010.

“We had a look at some of the data and realised that, actually, there was no way it was going to be sustainable for us to progress with the volume of [external] recruitment we were doing.” Over the next three years, she says, Sky City increased its proportion of internal appointments from 24% in early 2010, to about 38% – exceeding its original target of 30%.

In the first two years of the program, job board spending was down by 30%, and it has dropped a further 50% in the past 12 months, she says.

Over the same period annual staff turnover has halved, from 40% in 2010 to less than 20% now. “In our business, because of the high number of casual and part-time staff, and the nature of hospitality being quite transient – that’s actually quite low compared to Australasian casino benchmarks,” Tolley says.

The program has also contributed to a year-on-year increase in employee engagement over the past few years, she adds.

Remove barriers and make applying easy
Tolley says Sky City made a raft of changes to support and encourage internal candidates to apply for roles. It removed a requirement for staff to get their managers’ permission before submitting internal job applications, and gave them a confidential process for approaching the recruitment team. It switched to a purely online application system, she says, but at the same time installed computer kiosks onsite so employees could access the system, and installed PCs in the staff café.

The company introduced a policy requiring that all roles be advertised internally first, for a minimum of 48 hours, Tolley says. “And we ensured there were business rules around that, and people couldn’t circumvent those.” Sky City ran a three-day careers fair especially for internal staff, she says, with different parts of the business coming in to showcase the opportunities in their department. The recruitment team started running staff workshops on how to interview, write a CV, and manage social media; it also trained managers on behavioural interviewing techniques, and what could and couldn’t be asked in interviews.

It started sharing marketing intelligence with managers, she adds, so they understood what the external skills market looked like, and where the casino’s talent pipelines were under pressure.

These efforts helped everybody see the value in making internal mobility a priority, and contributed to an overall better culture around recruitment, Tolley says.

Job boards 101

Tolley says the most critical change the company made was reintroducing a physical job board. “It was actually a suggestion from one of our managers – he said, ‘We used to do this, why don’t you try it?'”

The recruitment team thought the suggestion sounded a bit antiquated, but they had a policy of being open to different ideas, and giving things a go. “So we put a careers noticeboard in what we call our back-of-house area. Each week on a Monday, we would put up all the full-time, casual and part-time roles. Within a month, applications from internal candidates increased by more than 50%.”

Photos and contact details for the in-house recruiters were pinned to the board, to make them more accessible. And following on from the initial success, the team also used the job board to profile successful candidates and encourage referrals.

“So it’s now currently a board that’s completely around careers at Sky City.”

Staff videos tell the mobility story
Tolley says one of the spin-off effects of giving staff more opportunities for career progress is that the company can now tell “much better stories” about its careers.

“Recently we’ve run a program of videos featuring internal people. For instance we’ve got one guy who has been here 13 years; another guy talks about going from a waiter to a senior waiter to an assistant restaurant manager.”

The unscripted videos have just been launched on the company’s Facebook page, she says.

“Those sorts of stories, you can’t buy. So we have been able to capitalise on some of that work [to improve mobility].”

Introducing Kirsti Grant

We are pleased to announce that the conference chair and MC for RHUBNZ is Kirsti Grant.

Kirsti is a social recruitment expert and has recently launched SocialSauce, New Zealand’s first 100% socially powered Talent Consultancy and Social Media for Recruitment Specialists. Check out her profile here and what she had to say about the event.

Hi and welcome to the first post for RHUBNZ!
I am Kirsti Grant, I am the MC for this amazing event and right now I’m supposed to tell you a little about myself, how this great conference has ended up on our shores and why you’d be silly to miss it.

It’s likely that if you’re reading this and you know me that it’s been through my previous jobs with 2 of the top 3 job boards in New Zealand. If you don’t know me, here’s a little bit of my background and what I’m all about.
Since 2008 I have been working in the Online Recruitment space firstly at TradeMeJobs and later on at jobs.co.nz with Social Media for Recruitment being that thing I can talk about until the cows come home.
Taking that into account, on July 4th 2012 SocialSauce was born. SocialSauce is NZ’s first 100% socially powered talent sourcing consultancy and social media for recruitment specialists. I spend my days consulting businesses not only on the development of social & sourcing strategies but I’m almost ridiculously involved in the execution and training of clients – making sure that the strategies we develop are successful. I am beyond enthusiastic about the level of innovation and evolution the recruitment industry is facing and being a part of an event totally focused on those two points is a great opportunity.

I don’t know about you but I’m kind of the jealous type and if there’s one thing that drives the green monster in me a little mad it’s seeing all of these amazing Recruitment Conferences all over the world, seemingly everywhere BUT New Zealand. With the increase in the use of Social Media in the Recruitment space it’s become even more obvious just how much we’re missing out on.

We have two people to thank for RHUB coming to NZ. Firstly Phillip Tusing who launched RHUB in Australia and then secondly and most fortunately, Jonathan Rice for attending that conference and then coming home and talking about it on The Whiteboard.

Fortunately with Jon coming back and raving about how great it was whilst questioning where the rest of us Kiwi’s were, enough interest was exposed to prompt Phillip into bringing it over and here we are. It’s happening!

What makes this event unique is how it brings together agency and internal recruiters. There are two networking events, TWO! One before (the RHUB Social) and one after so plenty of opportunities to mingle, reflect on the years you’ve had, the event itself and inspire one another in planning for the futures of your businesses – all over food and drinks!

RHUBNZ’s focus on innovation and change within the recruitment industry is apparent in the speaker line up and agenda. Prepare yourselves for very real insights into how agencies can best work with their clients in the future, innovation in sourcing & strategy and a whole lot of that networking thing I know you recruiters love.

Next week we’ll be posting more specific information about the event with some further details on each speaker and their topics. If you have any questions about the event be sure to write them in the comments or tweet us with the #rhubnz hashtag.

I look forward to meeting you all there!

Introducing #RHUBNZ MC – KIRSTI GRANT

We are pleased to announce that the MC/Conference Chair for RHUBNZ is Kirsti Grant.

Kirsti is a social recruitment expert and has recently launched SocialSauce, New Zealand’s first 100% socially powered Talent Consultancy and Social Media for Recruitment Specialists. Check out her profile here and what she had to say about the event.

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#RHUBNZ Conference 2012 Venue – Floating Pavilion

The 2012 #RHUBNZ will be held at the floating pavilion.

The Floating Pavilion is an all-purpose event space, conveniently located in the lively Viaduct Harbour precinct of Auckland, right in the heart of the CBD. It plays host to many iconic events and has received recognition for its excellent facilities and services, thereby providing a modern, comfortable atmosphere suitable for corporate conferences.

VENUE LOCATION
Address: Gate 1 – Hobson West Marina, 220 Quay Street, Viaduct Harbour, Auckland, 1010.