Past Performance is Relative

A week into my social job hunt and I’m having some interesting conversations.

The online community has been awesome, giving me some great exposure and alerting me to opportunities. So far the lack of a physical CV has not hindered me, but I accept that it is early days. I won’t write too much about what is happening so far, except to say that my new style blog has attracted many views and some interest. The ‘Watch Me Being Interviewed’ page has been particularly useful for anyone interested in knowing more about me.

And one potentially very exciting opportunity has come, slightly from leftfield, yet certainly demanding of my attention!

Once the conversations start, inevitably we talk about my past roles, what I have achieved and where I have added value. That is no different to any interview in any sector I guess. Yet I have always wondered why the importance of the past?

Is previous experience the best indicator of future performance?

On this site, on the ‘Living CV’ that I have tried to create, I do talk about the past…but then I also want to give a strong indication of where I am at the moment and where I would want to go in future. And that may not always be directly relevant to where I’ve been.

These thoughts have been given added impetus over the weekend by the ‘removal’ of Roy Hodgson as manager of Liverpool FC. I’m sure that most jobseekers would have looked at this and thought…

They hire the best person they can find, supposedly the best fit for the job, and six months later he’s not capable of doing the job…

Roy Hodgson was hired on past performance. He was the Manager of the Year for last season and seemed a shoe-in for this particular role. Except he wasn’t, because…

Past Performance is Relative

The achievement that got him the Manager of the Year accolade was to take a small, unfashionable club, one that have never won a major trophy, and take them to their first European Final. A really good achievement…but is that the right platform to take on the redevelopment of one of the game’s most successful clubs ever, with numerous trophies and European titles, where there is an expectation of success?

Realistically no…but then many did think he was the best man for the job. They completely overlooked the different cultures, structures, expectations and standards of another workplace.

So when I talk to people about what I’ve done and what I’ve achieved, I also like to put them into context, and see how they would relate to the company that I’m talking to. And I also want to talk about where I’m at and where I want to go, how my skills may be able to complement the structures, processes, aims and goals of another business.

What are your experiences? Have you ever hired the wrong person based on past performance…or taken the wrong job because the goals and expectations didn’t suit your strengths?

Job Hunting in a Social World

As working life returns to normality after the long break, and a new calendar year is greeted with equal measures of hope, optimism and apprehension, I’m left to contemplate the realities of job hunting in 2011.

The social media community have been great. My post announcing that I was now actively seeking a new role was read and re-tweeted to such an extent that it registered my highest number of one day reads yet, and despite only being live for a couple of weeks it’s the third most read post of 2010.

I’ve had messages of support, offers of help and leads are being sent to me through LinkedIn and Twitter, for which I am very grateful.

But I’m also thinking…how has social media really changed the job hunt process??

Over the 2 years or so that I have been actively connecting with the wider HR/Recruitment community through social media channels I have read, debated, listened and thought long and hard about attracting talent, building talent pools, communicating the brand and creating a compelling employee proposition…and how social media enables this to be done. This is really about attraction and retention.

There are also new and emerging functionalities for job seekers enabling them to find out more about roles that they are applying for, and giving them different ways to approach the recruiter. But is this is a two way process?? My question is…

Who is actually acquiring talent socially?

Is anyone using social media for talent acquisition as a two way process?

You can tweet out a job, but can I tweet you an application?

I can ‘like’ your company profile, but would you ‘like’ my personal one?

How will the ATS process a different type of CV?

Ah yes…a CV. Every role that has so far been sent in my direction wants me to apply by sending through a CV. A few months ago I started a discussion on Twitter about whether recruiters would interview someone based on their social media footprint, without a physical CV. I then posted it on this blog

So for day one of job hunting in a social world I’m starting with a different kind of CV. This one.

You may have noticed a few additions to my blog. As well as my stream of thoughts and observations you can now…

Find out some more about me

Read my profile

Watch me being interviewed

Ask me interview questions

Read some other stuff I’ve written

Find out about some of my likes

It will evolve…it’s my Living CV. In particular the ‘Ask me Questions’ section will be updated continually…it’s there for anyone interested in knowing more about me, either potential interviewers or curious readers, to ask questions. Hopefully it will build into an ongoing interview page. What more does a potential employer want to see?

I don’t know how an ATS will process this.

I don’t know if someone would actually hire me with just this and face to face interviews to go on.

I don’t know if companies are really willing to hire for attitude and look at how you work not where you work.

But I’m going to start finding out.

I’ll be posting about my job search. I want to do it socially and I want to know who out there will hire socially.

For two years I’ve heard many talking the talk…I want to find out who’s actually walking it!

As always…let me know what you think….

3 Job Hunting Tips Inspired By Hollister!

I went shopping on Tuesday. Along with what seemed half of London I headed for one of Europe’s largest shopping centres.

Whilst walking around I couldn’t help but marvel at one store. It didn’t look like any of the other stores. There was a real buzz about it. Security people outside who seemed friendly, not authoritarian, chatting with a well organised queue of about 20 people waiting to get in the store. Of course, they were the lucky ones who would be entering the store in the next 20 minutes or so. Further back there was the rest of the queue, organised like you see at Disney, snaking around. I counted 150 and gave up…there were more than that!

What was the store that had 200 or more people queuing to look at some sale offers?

Hollister

With a 16 year old son who has a couple of their shirts I know the power of the brand amongst a certain age group. But the queue was not exclusively limited to people of that age group….or the parental one either. Whilst other stores seemed almost desperate to get people to come in and look around, Hollister was making sure that they kept interested and engaged enough to wait.

So what do they have?

They have a compelling story. OK it’s not a real story, it’s a pseudohistory. But it hangs together, it’s well told, and it’s believable.

They are different. Their store stood out, it had an aura that other ones around it didn’t have. It almost dared you not to walk past but to come inside, and the fact that so many were willing to wait to go inside only added to the allure. (The only other store there that had a similar magnetic pull was Apple)

And on that afternoon they seemed to be treating people well. OK I know they (and their parent company) don’t necessarily have the best track record at treating everybody so respectfully, but there seemed no complaints from the waiting customers.

Now I realise that we are talking about part of a major global retail empire, with significant funds and influence to enable these things to happen, but looking beyond that there are some simple messages.

As we enter 2011 with many millions in the UK & US job hunting, including me, all of us need to find a way to stand out. So what inspiration can we draw from Hollister?

Have a compelling story – Know your background, what you have done and what you can do. You have a real story so tell it well. Bring it to life. Make companies want to talk to you.

Make yourself different – A story is only a part, a static CV can only say so much, we now have tools at our disposal to bring our stories to life. You are the only you.

Treat everyone as a potential hirer or the gateway to a potential hirer – Work the network. Talk to people. Meet them for coffee, lunch or whatever. They may not have a role for you, but they may be able to help you. They may know someone, or someone who knows someone.

As I walked on to find something to eat I thought ‘I want to be the Hollister of recruiting!’ – let’s all be the Hollisters of our specialist fields!

Happy New Year to all readers…and lots of luck in 2011 to everyone currently job hunting!

What’s Your Worst Interview Experience?

Bit of fun for Christmas, I thought I would find out what were our worst interview experiences..the real tough or bad interview questions that we’ve been asked or the really unusual interviews that we’ve attended.

I remember one, earlier in my career, where the guy interviewing me kept asking mental arithmetic problems in between the questions…I asked him why and he said that it was the best way to find out if the interviewee had a quick mind. Maybe he had a point! I got them mostly right, but I can imagine the approach would not be to every one’s liking.

Then there was an interview after work where we sat opposite sides of a desk. There was no overhead light, just a desk lamp, which was turned ever so slightly towards me. I ended up with light in my face, whilst the chap interviewing me was in semi-darkness. Most odd and very unsettling.

As for individual questions, I’ve had the usual round of ‘where do you want to be in five years time’ or ‘if you were an animal, which one would it be?’ but one that did stand out was ‘if they made a film of your life, who should play you and why?’

What are the ones that really stand out for you? Let me know.

Ever attended any like this?…

Find Out Some More About Me…

In February 2010 I was interviewed by Dee Allen from Redmos at TruLondon. We spoke about my career in recruitment, the highs and lows, and what advice I would give aspiring recruiters.

As I set out on my job hunt, I thought it would provide visitors to the blog, and hopefully potential employers, with a unique opportunity to find out some more about me.

Whilst discussing highlights, you’ll hear me talk of making my biggest ever fee in 2009 with ‘no sales necessary’…this was important to me as it underlined the importance of relationships, reputations and network to and how they come together to deliver real value. After more than 20 years in the industry, I feel that this is now more relevant than ever, as clients look for some real added value and insight from us, and a different approach to business development.

Hope you enjoy the interview…

Links

Dee Allan

Redmos

TruLondon

Help! Save Me From ‘Loose Women’!

I need a new job. I need a new opportunity.

I’ve been at home for a few days now and after experiencing daytime TV I can tell you that that need is even greater!

Regular readers will know that I’m a recruiter with over 20 years experience, all gained within the agency or 3^rd party sector. I’ve recruited across many skillsets from finance to sales and the recruitment industry itself. Recent years have seen me focus on recruiting HR professionals, and they certainly comprise the largest part of my network, the part that I engage with on a daily basis.

I am happy to work agency, in-house, RPO or as an interim. I firmly believe that it’s not where you work but how you work that counts in this industry. The search is only just starting so I am really happy to talk to anyone about any ideas or opportunities.

So what do I do?

I find great people for clients.

I help candidates find great jobs.

I am consultative; I work with clients to identify what the ‘perfect candidate’ looks like and how best to get them.

I help candidates navigate the job market, enabling them to use social media and networking to help find roles themselves…they are potential future clients after all.

I build relationships with candidates and clients based on trust and mutual respect. This helps me gain referrals and repeat business.

I am an ambassador for whichever business employs me and for the clients who brief me.

Oh, and I write a blog that’s been judged one of the top 5 UK Recruitment Blogs!

If you read this blog, you’ll know that I believe in relationships, reputation, respect and realism. And that I also believe the future’s social.

What am I like? Well, I’m honest, agile, passionate and collaborative (in my very humble opinion)…but don’t just take my written word for it. You’ll soon be able to see for yourself.

I was interviewed by Dee Allen from Redmos at TruLondon earlier this year, talking about the ups and downs, highs and lows of my time in recruitment, and will have those interviews here on the blog for you to watch next week.

If you want a sneak preview, then click Redmos and launch the homepage video.

Connect with me on LinkedIn

Connect with me on Facebook

Follow me on Twitter

Or just call me.

Let’s engage. Let’s talk.

Hire for Attitude, Train for Skills

It’s not a new saying, but whenever it’s used now everyone instantly agrees, it should be a resourcing mantra, particularly in tougher times.

As recruiters we spend most of our time looking for people with a skillset, with a historical CV that ticks the boxes that clients want.

It’s changing.

Job description tick lists are no good, because you will rarely find the people who tick every box, and if you do there is no guarantee that they will succeed.

Past performance can be a very unreliable indicator of future achievement.

I was intrigued to read a blog from Katie McNab – Customers Aren’t Always Right.

Read it! Because she is UK Recruitment Manager for one of the largest FMCG brands on the planet. And she wants her team to challenge hiring managers, forget what may suit them and start looking at what the business needs.

My favourite part is:

A line manager with a team of 5-6 people might recruit once a year. He or she will have a very short-term goal in mind. They want someone to fill the “empty chair”. And while they don’t recruit very often, they usually still have some very firm views about what “good” looks like.

But we recruit all the time. We live and breathe this stuff. We know our markets, our industries and our legal obligations. And that gives us the right and the responsibility to challenge line managers on their requirements.

How many 3^rd party recruiters challenge a client? We also live and breathe this stuff, but how many of us push back and really help the client to be creative?

Very few I guess.

Are we too scared of losing the brief? Scared of missing a fee? Do we want to just fill empty chairs?

Have we lost the bottle to invest time in building credibility with the client by bringing some real INSIGHT to the process? Because that’s how long-term relationships are developed.

Ah yes, INSIGHT.

If you read my last blog you’ll know that the good people from LinkedIn said that the number one priority for a 3^rd party recruiter focusing on maintaining some form of market position is Insight over Data.

I would grab this as an opportunity to forget searching for historical CVs and start looking for real talent, with real potential and real attitude.

Clients use us because we can give them an insight to the market, a window onto the world of potential talent that is available, either actively or passively.

So stop giving them what they can find themselves…and start finding people that they can’t.

Rarely a day goes by without talk of a skill shortage…and most recruiters nod compliantly and see this as an opportunity…but an opportunity for what?

If the skills aren’t there, then they aren’t there. So instead of acquiescing, and firing out dozens of headhunt calls, and placing numerous online job ads, just STOP!

Remember Katie’s hypothetical example?

Given the choice of a solid Brand Manager from a global competitor or the owner of a small start up who has managed to launch a fantastic product with limited resources, and really creative solutions… I think the managers would instinctively lean towards one option. And I think the business as a whole would lean in the other direction.

3^rd party recruiters need to be able to offer the same approach, the same confidence…and the same INSIGHT.

Stop looking for skills and start looking for attitude…then let the best companies take care of the upskilling.

One Source To Rule Them All?

I’ve sensed for some time that the game is changing for 3^rd party recruiters. The industry has gorged for too long on easy fees and low value offerings and this has led to a lack of agility, an inability to invent, create and lead.

Ask any capable recruiter to name their main competition and they will reel off a number of companies who they battle against for the best briefs and candidates.

Rarely will they say LinkedIn. They see the platform as a tool that they may be able to use when they have the time, a source of candidates and vacancies, and a directory of soft headhunt targets.

Not sure how many see it as a primary resource for clients.

Clearly though, with each addition to functionality and capability being aimed solely at the corporate market, the platform has the ability marginalise any traditional transactional permanent recruiter.

On Tuesday I attended the Stepstone Solutions Summit 2010 on the Changing Face of Talent Management. I covered the event for UK Recruiter, and you can read my review of the event here

During the afternoon we had a presentation from LinkedIn. They shared some research findings which certainly captivated an audience of 200 HR and Talent professionals…the very people that most 3^rd party recruiters spend their working life trying to connect and build relationships with.

The main points were:

1) Most corporate recruiters worry that their competitors will learn to use social recruiting better than they do and build better talent pools

2) Biggest focus for corporate recruiters at the moment is to reduce spend on 3rd party recruiters/staffing agencies. Second biggest focus is to boost referral programmes.

3) Corporate development resources are now channelled on training in-house recruiters to find the best talent and on measuring quality of hire.

4) What’s next for LinkedIn? To increase investment in tools THAT INCREASE VALUE TO CORPORATE CUSTOMERS.

They admitted that the outlook was bleak for 3^rd party recruiters unless they could show clear differentiation and additional value. Key to this would be:

– Insight over data

– Understanding brand equity

– Creating real depth to relationships

The point that left the most lasting impression was what was referred to as ‘the end of the walled garden’. No more proprietary databases, deconstruct the talent pools, and crowdsource what you need.

I’ve reported those points fairly factually, because that’s how the audience heard them.

An audience who, as I mentioned before, are probably currently dealing with, and certainly getting business development calls from, a number of 3^rd parties.

Clearly LI are in selling mode, and I don’t doubt for one moment that their presentations are aimed very much at stimulating a compelling reason for corporates to use them.

Yet I don’t believe that any recruitment agency could have given that presentation. We no longer have the credibility or legitmacy. To address a talent management conference and present staffing sector findings, insights and future developments, in such a powerful way requires a commitment to innovation and a belief in the strength, ubiquity and robustness of your service that I am not sure recruiters can muster.

Change will come I’m sure, but as I wrote in a recent blog, we’re now playing catch up. I left the conference with another 200 potential hiring managers who now will wonder why they aren’t doing more themselves, how they can reduce agency spend and how well they need to ‘do’ social recruiting.

The ray of hope is that we will begin to offer insight, knowledge and value. Make the service less transactional and more about the quality of hire, less about the size of the fee.

Be a key resource, not part of the crowdsource.

At the moment though, there looks like could be one source to rule them all…and it’s LinkedIn not us.

Let me know what you think.

Is ‘Commission’ Becoming a Dirty Word?

‘We don’t work for commission, we work for you’

Walking through my local branch of the UKs largest electrical retailer you couldn’t escape that statement. It was printed on every price tag and every poster.

Flip this and you may think that if they worked for commission then they wouldn’t be working in your best interests.

Cross the road and enter one of the UKs largest mobile phone retailers. In their literature you’ll read…

‘This year we also made a big change to our Retail Reward Scheme; we scrapped our commission-based pay structure and introduced our new pay deal, which encourages better team-working, and more emphasis on providing great customer service’

Flip this and you may think that working on a commission-based pay structure does not encourage team working and an emphasis on greater customer service.

I’ve also noticed a growing tendency for financial services businesses to start advertising the fact that their staff do not receive commission…

…and I have sat in many client presentations where the fact that I was not remunerated by commission has been a big positive for the client.

Regular readers of this blog will know I believe that rewarding purely for sales achievements as opposed to providing a great service and experience has driven poor practices and behaviours in the recruitment industry.

Now it would appear that leading businesses in other sectors may be thinking about how commission based rewards affect behaviours…and seeing a no commission approach as giving them a competitive advantage.

So is ‘commission’ becoming a dirty word?

How can you provide an impartial, collaborative, customer centric service whilst incentivising individuals with commission?

Does a no commission policy give you a competitive advantage?

Let me know what you think…

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this:

Share this: