TA Leaders | SmartRecruiters Blog https://www.smartrecruiters.com/blog You Are Who You Hire Fri, 15 Mar 2019 12:34:52 +0000 en-US hourly 1 https://www.smartrecruiters.com/blog/wp-content/uploads/2019/04/cropped-SR-Favicon-Giant-32x32.png TA Leaders | SmartRecruiters Blog https://www.smartrecruiters.com/blog 32 32 Tech’s Impact on Recruiting: The Next Three Years with Lars Schmidt https://www.smartrecruiters.com/blog/techs-impact-on-recruiting-the-next-three-years-with-lars-schmidt/ Thu, 07 Feb 2019 17:02:39 +0000 https://www.smartrecruiters.com/blog/?p=38144

Sometimes a strategic view doesn’t mean high-level, it means seeing what’s happening on the ground… Lars Schmidt, founder of Amplify, joins SmartRecruiters for the fourth annual Hiring Success 19 – Americas, February 26-27 in San Francisco where he will be leading the session “Inside the Mind of Today’s Chief People Officer”. Full agenda here! As […]

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Sometimes a strategic view doesn’t mean high-level, it means seeing what’s happening on the ground…

Lars Schmidt, founder of Amplify, joins SmartRecruiters for the fourth annual Hiring Success 19 – Americas, February 26-27 in San Francisco where he will be leading the session “Inside the Mind of Today’s Chief People Officer”. Full agenda here!

As a tech recruiter in the late 90s, Lars had a “front row seat” to the manic growth, and painful demise, of the first internet economy. Despite this trial by fire introduction to Talent Acquisition (TA), Lars continued in the industry, taking his talents in-house.

In the proceeding decade, he went on to run global recruiting for household names like Ticketmaster and NPR. Now, as the principal of Amplify, this people strategy chameleon helps companies build progressive talent functions for 21st century HR.

After so many years in TA, Lars’ view of the industry might be described as ‘high-level’. Yet, we prefer the descriptor ‘in-touch’ as much of his success has been his special attention to the ground-level of practitioners’ day-to-day.

For Lars, a big part of staying in-touch means continuous and open communication with the people in the field. That’s where HR Open Source (HROS.co) comes in, a not-for-profit he founded in 2015 along with fellow recruiting enthusiast Ambrosia Vertesi, VP of People at Duo Security. This global community aims to democratize access to modern HR practices through connecting practitioners who collaborate and share learnings to prepare themselves, and their organizations, for the future of work.

Speaking of the future of work, HROS.co recently put out a report on the near-future of TA, surveying over 500 HR/TA practitioners to understand what is happening on their teams now, and in the next three years!

Today, we speak Lars to learn about some of the surprising results, including how people-teams are investing in tech, and why TA is still wary of automation.

Why create another future of work report?

There’s so much content about the future of work, anywhere there’s another blog/podcast/report! The thing is, most of this content is developed by analysts, consultants, and pundits – entities that are a couple of layers removed from the actual work. We wanted to create a report that captured the perspective of practitioners on the ground: How do they view the future? What things are impacting them right now?

HR Open Source Future of Work Report found HR has concerns about job automation, and believe their organizations will be impacted in the next three years, what do you make of this finding?

The automation piece was certainly interesting. Our community tends to be on the innovative side of the practitioner spectrum and closely attuned to the technology impacting their work.

I don’t think automation will replace the majority of recruiting positions, but certainly, some roles will be impacted. Sourcing for instance: with everyone having such a large digital footprint it’s easier to find people, but harder to get their attention. Going into the future, sourcing will be more and more about personalized outreach sequences and tailored messaging.

Going into the future, recruiters will have to focus more on the human side of recruiting TA. Tech tools will automate tasks that don’t require empathy and human engineering. For the foreseeable future, humans are still the best equipped to understand what motivates candidates, and how to design the message to get them on board.

CRM is the top investment for the coming year, why is candidate experience coming to the forefront?

The reality is that most TA functions use their ATS as more of a transactional engine, than a talent database. Organizations have this dormant candidate database, of thousands – maybe more – who have already raised their hand and said, ‘yes, I’m interested in your company!’ Yet, recruiters approach every job as a ‘one off’ when they don’t have the means to leverage this talent pool.

With the means of a candidate relationship management (CRM) tool, recruiters are able to mirror the marketing function and replicate some of the more sophisticated branding exercises like audience segmentation and personalized nurture sequences.

Do you think tech in diversity and inclusion (D&I) initiatives will impact those programs’ efficacy?

Technology alone won’t solve a lack of diversity. Organizations need to have some non-tech foundational pieces in place, before these tech tools can be used to their full power. Pieces including interview design, closing the wage gap, internal mobility, continued learning, etc. – which come together under the umbrella of a general philosophical buy-in. Technology can then help you really accelerate those efforts, whether it’s software to scan job descriptions for gender bias, or bots to anonymize candidate details to prevent unconscious discrimination.

Was there anything in the report that surprised you personally?

One point, which I had experienced anecdotally to be true, that was interesting to see born out in the numbers, is that 70 percent of respondents previously worked outside of HR and recruiting. It’s a big shift from 10 years ago when HR was a very insular field, that people would enter and move through in a strictly linear fashion. This shift is important because it means the field of HR and recruiting is being infused with new skill sets and perspectives, and I view it as  extremely healthy for the function as a whole.

The post Tech’s Impact on Recruiting: The Next Three Years with Lars Schmidt first appeared on SmartRecruiters Blog.]]> Enboarder Sweeps Recruiting Startup Award and 4 Other Moments We Loved from Hiring Success 18 EU – Berlin Edition. https://www.smartrecruiters.com/blog/enboarder-sweeps-recruiting-startup-award-and-4-other-moments-we-loved-from-hiring-success-18-eu-berlin-edition/ Mon, 24 Sep 2018 11:53:24 +0000 https://www.smartrecruiters.com/blog/?p=37378

After the whirlwind that was our first European Hiring Success Conference, let’s take some time to smell the proverbial roses. When you left your hotel to join us for the second day of #HIRE18 EU did you think that in a few hours you would be part of a band of 300 people, playing maracas? […]

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After the whirlwind that was our first European Hiring Success Conference, let’s take some time to smell the proverbial roses.

When you left your hotel to join us for the second day of #HIRE18 EU did you think that in a few hours you would be part of a band of 300 people, playing maracas? Likely, not. Yet, at 2 p.m. there you were – holding a shaker that looked like an apple, holding down the rhythm you’d learned only moments before, and killing it!

When an industry comes together in person, amazing things can happen. We learn, solve problems, push our comfort zones, and maybe even discover hidden musical talents, but it’s kind of a blur by the end. That’s why today, as we all journey back to our day-to-day grind we wanted to remind you of four moments, that challenged, surprised, delighted, and inspired!

When we learned two strategies for defeating our unconscious biases.

Diversity and inclusion specialists Natalie Mellin and Joanne Lockwood turned a figurative mirror on the audience in a session entitled “A Path to Gender Parity,” asking everyone to think about how our inherent prejudice affects how we approach people and situations at work.

“If you think about it, 99.96 percent of our decision-making process is unconscious,” says Mellin. “Yes,” Lockwood agrees. “It’s a very reptilian part of our brain.”

But we aren’t without hope, two strategies these experts recommend can help you bring your unconscious decision-making process into the light. The first is to flip the situation. If you are having a negative reaction to someone, ask yourself: “Would I feel this way if this person was a different gender, or a different age etc?”. The second is to move slow. Take the time to write down three reasons every time you make a personal decision (good or bad), if you can’t think of three, that choice is probably a result of unconscious bias.

 

When recruiters hacked Tinder to find programmers.

In Germany they like to call it “convincing existing algorithms,” but for the rest of the world, it’s known simply as hacking. Recruiting maverick, Robindro Ullah recounts how his team banded together to reverse engineer the algorithm of tinder to fill programming positions. What they found was that the dating app connected to Facebook to glean interests and surface dating matches, so they began building the perfect profile to find the candidates they were after. The cherry? A picture of Ada Lovelace, the mother of programming, as the profile pic. The one question this author has about the experiment is, was the search confined to men seeking women?

 

When we discovered what it means to listen by making music.

M. Baha, a professional percussionist and founder of Solution Folder lead the entire contingency of the Hiring Success Conference in an unexpected journey to inclusion and empathy through music. This instrumental jam session began with the dissemination of shakers, bells, rhythm sticks, and drums until everyone in the audience had a noisemaker of some kind. Instruments in hand, Baha lead the group in layered rhythms that helped each person actively listen. The result? A bonding experience and a lesson in vulnerability.

 

When we heard first-hand the struggle to find employment as a refugee.

When Nebras Khiata was forced to flee his home and job in Aleppo, he struggled to find a job in Germany despite his advanced degree in finance, years of experience, and command of English. Even international companies required German applications and cover letters, and government job placement programs pushed him towards employment outside his sector – as a postman or security guard.

Khiata eventually found work in his field, as an analyst for Deutsche Bank, but it took years. Now his employer, and other major companies are initiating programs to help refugees, like him, find a place in the labor market – faster – through mentorship that demystifies the unique employment culture of Germany.

Through copious data collection and analysis from experts at Humboldt University a surprising fact emerges: opportunities do exist for refugees, but they are often hard to find. One of the best things an employer can do is to make their applications mobile-friendly, and do away with cover letters and/or accept cover letters in English.

 

When Enboarder took the trophy for the Recruiting Startup Awards

One-hundred companies joined the recruiting startup award in hopes of taking home the grand prize of 9,000 euros in media-spend, including a gold sponsorship to the next Hiring Success Conference and an article from Business Insider. From the many, five emerged as the top finalists who, propelled by the voting support of their networks, came to pitch it out live at Hiring Success 18 EU – Berlin Edition.

Enboarder distinguished itself as the only onboarding solution among the pack. This workflow management tool helps companies introduce new employees into their work culture and practices, and alerts department heads to potential flight risks. The user-friendly UX, and customized notification system, where you get to choose the medium of message delivery text/email/slack, make enboarder a true delight.

Check out Enboarder in the SmartRecruiters marketplace.

 

The post Enboarder Sweeps Recruiting Startup Award and 4 Other Moments We Loved from Hiring Success 18 EU – Berlin Edition. first appeared on SmartRecruiters Blog.]]> 13 HR Thought Leaders You Need to Follow on Twitter Now https://www.smartrecruiters.com/blog/13-hr-thought-leaders-you-need-to-follow-on-twitter-now/ Tue, 16 Jan 2018 15:00:20 +0000 https://www.smartrecruiters.com/blog/?p=35004

If your new year energy has been dulled by a couple weeks back at work it’s time to find some inspiration. Here are 13 HR thought leaders that will spur you to action on your work resolutions with strategies, advice, information, and gifs… a whole lot of gifs. According to a Pew Research Center survey, sixty-two […]

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If your new year energy has been dulled by a couple weeks back at work it’s time to find some inspiration. Here are 13 HR thought leaders that will spur you to action on your work resolutions with strategies, advice, information, and gifs… a whole lot of gifs.

According to a Pew Research Center survey, sixty-two percent of adults in the U.S. now get their news from social media, so if you’re reading this article that number probably includes you. Twitter gets 59% of that traffic and here’s why: with Twitter, you have to keep it snappy and you’re way less likely to run into baby photos and the banal family updates with which Facebook has become synonymous (sorry Mark). 

So we thought we would help with the mid-January slump with 13 top picks for HR Twitters belonging to thought leaders from all levels of the industry. They’ve all got plenty of things to say about tech, strategy, diversity, pain points, and everything else TA to keep you inspired well into 2018.

#1 – Maisha Cannon: The One to Watch

Sourcing Leader for Procore Technologies, Maisha Cannon doesn’t just look for ways for recruiting to be faster, she looks for ways to make it better. That’s why her Twitter is such an interesting combination of strategies on how tech, data, and process reflection can bolster hiring managers and make recruiting more human. And it certainly doesn’t hurt to have a few cheeky gifs to illustrate the exasperations everyone in the industry feels at some point.

#SRtweetpick

#2 William Tincup: The Straight Shooter

Writer, speaker, RecruitingDaily President, and Texas native, William Tincup is all about the ‘dater’. As in ‘you can try anything but you better have the dater to back it up’. His Twitter is a great mix of interesting news shares and humorous takes on the pain points of HR. For some live and in person sass/insight from William register for Hire18, here! Happing March 12-14 in San Francisco.

#SRtweetpick

#3 Lisa Wang: The Motivator

Take a big breath now if you’re going to read the following list aloud because Lisa Wang is more accomplished at 29 than most of us will ever be: founder/CEO of SheWorx, Forbes 30 Under 30, USA Hall of Fame Gymnast, Forbes columnist, host of her own podcast #Enoughness, motivational speaker, and Yale Alumna. Lisa’s Twitter is a great resource for information on women in tech, the future of AI, and management strategies all broken up with a light sprinkle of motivational messages. To catch her in person March 12-14 in San Francisco register for Hire18 here!

#SRtweetpick

#4 Kathryn Minshew: The Culture Cultivator

Founder , author of  of Work, Forbes 30-under-30, and INC 15 women to watch in tech – if Kathryn Minshew isn’t in the office she’s probably checking off another country off of her bucket list with 60 down so far. Her Twitter focuses on enriching company culture and making your office a place top-candidates want to be.

#SRtweetpick

#5 Lou Adler: The Veteran

The original headhunter, Lou Adler is the CEO and founder of the Adler Group, which has trained over 40,000 recruiters and hiring managers. His books, The Essential Guide for Hiring and Getting Hired and Hire With Your Head have been on Amazon’s bestseller list and he’s been around, well… forever. He knows his stuff. His Twitter is full of tips for hiring smarter with data backed articles on evaluating and improving your recruiting methods. Lou will be joining us for Hire18 in San Francisco March 12-14, register here!

#SRtweetpick

#6 Gemma Jamieson: The Wonderkins

HR Coordinator at Wattsnexthr, Gemma Jamieson tackles contemporary HR issues like mental health, diversity, and media distraction at work. She’s a newbie to the business but her thoughtfully curated Twitter, that’s both sleek and informative, as well as her 30k followers, say she’s got a future here.

#SRtweetpick

#7  Angela Bortolussi: The Techsplainer

Angela Bortolussi is the Partner & Recruiting Manager at Recruiting Social specializing in engineering, product and data roles. That means she’s right at the intersection of tech and HR and can see how one will be affected by the other. Follow her Twitter to learn about the latest tech concepts that everyone’s talking about but no one seems to understand. Blockchain? She’s got you. Cryptoassets? That too.

#SRtweetpick

#8 Soumyasanto Sen: The Sentinal

Management consultant and blogger, Soumyasanto Sen is always on the lookout for the next tech breakthrough that will change the way we work. As a founder and partner of the brand new management consulting startup, People Conscious, he has to stay up to date on the latest in HRIT and you get to benefit. His Twitter is a journal of what matters now in information systems so take advantage.

#SRtweetpick

#9  Jannis Tsalikis: The Sass Master

You would expect any employee of Vice to equipped with quips, and their HR Director for Germany, Jannis Tsalikis, is no exception. He’s an expert on employer branding and his Twitter perfectly toes the line between humorous personal angst and HR best practice. Just a heads up, it’s all in Deutsch but the gifs alone are worth the translation.

#SRtweetpick

#10 Josh Bersin: The Architect

HR analyst and founder of the research and advisory firm Bersin by Deloitte, Josh Bersin focuses on bolstering companies through strengthening their workforce. His Twitter explores management, leadership, and HR tech strategies to help employers attract and retain the best people, as well as exploring the wider political trends that affect the job market. He sees the moving pieces that contribute to the design of employment trends today. To hear more from Josh in person join us March 12-14 in San Francisco for Hire18, register here!

#SRtweetpick


#11 Kasia Borowicz: Voice of the People

Social recruiting and sourcing trainer, Kasia Borowicz is all about getting your systems aligned but she knows how hard it can be when the small things get in the way –especially tech that’s supposed to help you be faster! Her Twitter makes light of all the common pain points recruiters experience, so if you need some reassurance that you aren’t the only one who gets locked out of LinkedIn, turn to Kasia.

#SRtweetpick

#12 Anna Ott: The Scout

Anna Ott spends her days trying out new HR systems with startups at the Deutsche Telekom incubator Hub:raum. She wants to recruit faster, with less fuss, so don’t talk CVs with Anna, she’s already left those relics behind. Her Twitter is a great news source for the latest systems innovations so follow to be on the avant-garde.

#SRtweetpick

 

#13 David Green: The Big Picture Guy

David Green is the Global Director of People Analytics Solutions for IBM Watson Talent as well as a writer, speaker, conference chair and consultant. Somewhere in there, he manages to get out a couple hundred characters a day on Twitter to let us know whats happening in recruiting from his global perspective. If you want to understand the larger trends in the world economy and the implications tech has on our work future, this is the twitter for you.

#SRtweetpick

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