0
Rethinking
recruitment
Tradition # 1
Recruit people with the
most experience
When things are changing, what if you
involve people who have little or
no experience?
Rethinking tradition # 1
We’re an industry that needs to change and
reexamine almost every facet of how we do business.
So people who have been tra...
Further inspiration
http://www.slideshare.net/frankcalberg/5-reasons-why-people-resist-change
Tradition # 2
Involve people who
are like yourself
What if you involve people who
are different than you are?
Rethinking tradition # 2
Managers who dislike conflict - or value only
their own approach - actively avoid the
clash of ideas.
They hire and reward...
People tend to recruit candidates just like
themselves. We do this because we are
affected by subjective biases, and in pa...
Even if we want to create an innovative
environment with different types of
people, we face millions of years of
evolution...
Research from multiple sources has shown
that competive advantage, innovation, and
increased shareholder value, among othe...
 Skill diversity.
 Thinking style diversity.
 Experience diversity.
 Age diversity.
 Nationality diversity.
 Gender ...
Over the coming years, the workforce is set
to become far more diverse, reflecting
trends towards an ageing population, gr...
Further inspiration
http://www.slideshare.net/frankcalberg/questions-to-discover-your-values
http://www.slideshare.net/fra...
Tradition # 3
To work, people need
a diploma from a school
What if people get involved because they
like to do the work and are good at it?
Rethinking tradition # 3
We recently hired two people and we
didn’t even know what their degrees
were, if they even had degrees.
We hired them beca...
More and more people are being
hired on their work samples, on
the projects they’ve done, the type
of portfolios they’ve d...
Sir Ken Robinson: You’re better off having a degree,
but it’s not a guarantee of a good job anymore.
http://www.youtube.co...
Sources
http://www.slideshare.net/frankcalberg/what-is-the-company-purpose
http://www.scribd.com/doc/42321299/Tips-to-Incr...
Tradition # 4
Resumes are important
http://www.cio.com/article/646671/Six_Hot_Workplace_Trends_for_2011
Could digital portfolios replace resumes?
Rethinking t...
CVs have led recruiters to focus too much on grades, university
reputations, and prior work experience. The problem with
t...
http://opensource.com/business/10/9/facebook-generation-vs-fortune-500
Position, title and academic degrees – none
of the ...
Tradition # 5
A manager decides
what people get paid
What if everyone decides
what people get paid?
Rethinking tradition # 5
Further inspiration
http://www.slideshare.net/frankcalberg/crowdfunding-35835254
http://www.slideshare.net/frankcalberg/ho...
Tradition # 6
Recruit people who obey
What about recruiting people
because they are interested in
innovating something / more things?
Rethinking tradition # 6
http://bigthink.com/ideas/16151
http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/
http://ww...
http://blogs.hbr.org/daily-stat/2013/07/dont-make-new-hires-conform-in.html
Research shows that focusing on individual
str...
http://opensource.com/business/10/9/facebook-generation-vs-fortune-500
Whether contributing to a blog,
working on an open ...
Tradition # 7
A recruitment process
is long and hard
What if recruitment took little time?
Rethinking tradition # 7
http://www.ere.net/2010/12/27/make-2011-the-year-of-blue-ocean-recruitment/
Cut down interview cycle times to
14 days as m...
http://www.ere.net/2010/12/27/make-2011-the-year-of-blue-ocean-recruitment/
Reduce the recruitment process, so
that candid...
Tradition # 8
Recruit people for fixed jobs
What if many tasks currently done by large companies
were done instead by temporary combinations of small
companies and in...
Instead of employing and training a large workforce, LiveOps
maintains a pool of loosely affiliated freelancers. These
are...
Airbnb, Lyft, and Uber are using freelance employment
models to disrupt hospitality, transportation, and many
other indust...
Sources
http://www.99designs.com/
http://www.jacando.com/
https://www.mila.com/
http://www.nabbesh.com/
https://www.odesk....
oDesk facilitates connections between
consumers with projects and those with
the skills to address them.
http://ww2.cfo.co...
http://en.99designs.ch/logo-design/contests/logo-wanted-frank-calberg-services-95149
Further inspiration
https://delicious.com/frankcalberg/crowdsourcing
Tradition # 9
People retire
Rethinking tradition # 9
What if people are included
rather than excluded?
After retirement, millions now look forward
to 20 and more years of decent health,
sustainable income, but face a resoundi...
Sources
https://www.etsy.com/
http://www.rentarentner.ch/
http://www.skillharbour.com/
http://swissvolunteer.ch/
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Transcript of "Rethinking recruitment"

  1. 1. Rethinking recruitment
  2. 2. Tradition # 1 Recruit people with the most experience
  3. 3. When things are changing, what if you involve people who have little or no experience? Rethinking tradition # 1
  4. 4. We’re an industry that needs to change and reexamine almost every facet of how we do business. So people who have been trained and reinforced in the traditional ways of running hospitals and health system departments often don’t look at doing things in new and creative ways. They don’t challenge everything and ask tough questions. Instead they are locked into the old paradigms. So the last thing we need is someone with that kind of ”experience.” http://blogs.hbr.org/ashkenas/2011/05/job-available-no-experience-pr.html
  5. 5. Further inspiration http://www.slideshare.net/frankcalberg/5-reasons-why-people-resist-change
  6. 6. Tradition # 2 Involve people who are like yourself
  7. 7. What if you involve people who are different than you are? Rethinking tradition # 2
  8. 8. Managers who dislike conflict - or value only their own approach - actively avoid the clash of ideas. They hire and reward people of a particular stripe, usually people like themselves. http://hbr.org/1997/07/putting-your-companys-whole-brain-to-work/ar/1
  9. 9. People tend to recruit candidates just like themselves. We do this because we are affected by subjective biases, and in particular by the similar-attraction effect. Johansson, Frans: The Medici Effect, p. 82.
  10. 10. Even if we want to create an innovative environment with different types of people, we face millions of years of evolution that work against such desires. Johansson, Frans: The Medici Effect, p. 82.
  11. 11. Research from multiple sources has shown that competive advantage, innovation, and increased shareholder value, among other benefits, are linked to a diverse board of directors. http://www.heidrick.com/~/media/Publications%20and%20Reports/Boards-and-the-permanent-revolution-in-governance.pdf
  12. 12.  Skill diversity.  Thinking style diversity.  Experience diversity.  Age diversity.  Nationality diversity.  Gender diversity. http://www.heidrick.com/~/media/Publications%20and%20Reports/HS_EuropeanCorpGovRpt2011.pdf Various kinds of diversity
  13. 13. Over the coming years, the workforce is set to become far more diverse, reflecting trends towards an ageing population, greater ethnic diversity and more women taking up positions in paid work. http://www.demos.co.uk/files/Recruitment%202020%20-%20web.pdf
  14. 14. Further inspiration http://www.slideshare.net/frankcalberg/questions-to-discover-your-values http://www.slideshare.net/frankcalberg/corporate-governance-32341401 http://www.slideshare.net/frankcalberg/gender-diversity-9869793
  15. 15. Tradition # 3 To work, people need a diploma from a school
  16. 16. What if people get involved because they like to do the work and are good at it? Rethinking tradition # 3
  17. 17. We recently hired two people and we didn’t even know what their degrees were, if they even had degrees. We hired them because of the work they did on the computer science platform on Khan Academy. http://blog.ted.com/2014/01/28/in-conversation-salman-khan-sebastian-thrun-talk-online-education/ Salman Khan
  18. 18. More and more people are being hired on their work samples, on the projects they’ve done, the type of portfolios they’ve developed. http://blog.ted.com/2014/01/28/in-conversation-salman-khan-sebastian-thrun-talk-online-education/ Sebastian Thrun
  19. 19. Sir Ken Robinson: You’re better off having a degree, but it’s not a guarantee of a good job anymore. http://www.youtube.com/watch?v=zDZFcDGpL4U
  20. 20. Sources http://www.slideshare.net/frankcalberg/what-is-the-company-purpose http://www.scribd.com/doc/42321299/Tips-to-Increase-Motivation http://www.scribd.com/doc/36349465/Capital
  21. 21. Tradition # 4 Resumes are important
  22. 22. http://www.cio.com/article/646671/Six_Hot_Workplace_Trends_for_2011 Could digital portfolios replace resumes? Rethinking tradition # 4
  23. 23. CVs have led recruiters to focus too much on grades, university reputations, and prior work experience. The problem with these hiring criteria is that they’re biased toward applicants from more wealthy backgrounds. These families usually have better connections and networks, can provide better education opportunities, and can afford to pay reputable universities’ tuition fees. In addition, children who have grown up in the upper echelons of society are also much more used to the social norms that guide successful “acceptable” behavior. http://blogs.hbr.org/2014/07/resumes-are-messing-up-hiring/
  24. 24. http://opensource.com/business/10/9/facebook-generation-vs-fortune-500 Position, title and academic degrees – none of the usual status differentiators carry much weight online. On the web, what counts is not your resume, but what you can contribute.
  25. 25. Tradition # 5 A manager decides what people get paid
  26. 26. What if everyone decides what people get paid? Rethinking tradition # 5
  27. 27. Further inspiration http://www.slideshare.net/frankcalberg/crowdfunding-35835254 http://www.slideshare.net/frankcalberg/how-are-people-paid-for-what-they-do
  28. 28. Tradition # 6 Recruit people who obey
  29. 29. What about recruiting people because they are interested in innovating something / more things? Rethinking tradition # 6
  30. 30. http://bigthink.com/ideas/16151 http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/ http://www.business-strategy-innovation.com/2010/04/employee-traits-hierarchy-for-creative.htm
  31. 31. http://blogs.hbr.org/daily-stat/2013/07/dont-make-new-hires-conform-in.html Research shows that focusing on individual strengths and what is unique about people is a much better strategy than trying to make people conform. Results: People become more motivated, work more efficiently, and make fewer errors.
  32. 32. http://opensource.com/business/10/9/facebook-generation-vs-fortune-500 Whether contributing to a blog, working on an open source project, or sharing advice in a forum, people choose to work on things that interest them. Everyone is an independent contractor. Gary Hamel
  33. 33. Tradition # 7 A recruitment process is long and hard
  34. 34. What if recruitment took little time? Rethinking tradition # 7
  35. 35. http://www.ere.net/2010/12/27/make-2011-the-year-of-blue-ocean-recruitment/ Cut down interview cycle times to 14 days as measured from candidate contact to final decision.
  36. 36. http://www.ere.net/2010/12/27/make-2011-the-year-of-blue-ocean-recruitment/ Reduce the recruitment process, so that candidates only need to make 1 visit to the company.
  37. 37. Tradition # 8 Recruit people for fixed jobs
  38. 38. What if many tasks currently done by large companies were done instead by temporary combinations of small companies and independent contractors? Taking this idea further, what if most businesses consisted of one single person? Malone, Thomas W.: The Future of Work, p. 74. Rethinking tradition # 8
  39. 39. Instead of employing and training a large workforce, LiveOps maintains a pool of loosely affiliated freelancers. These are often stay-at-home parents who cannot take a job with fixed hours but are available many times during the day. The LiveOps computerized system allows them to work remotely in their free time. Agents log on to the system when they’re available, and customer calls are routed to them. http://hbr.org/2011/05/how-to-build-risk-into-your-business-model
  40. 40. Airbnb, Lyft, and Uber are using freelance employment models to disrupt hospitality, transportation, and many other industries. As a result, workers are under increasing pressure to keep their skills current. This has enormous implications for the educational needs of the global population. http://mckinseyonsociety.com/sebastian-thrun-udacity-credentials-that-work/
  41. 41. Sources http://www.99designs.com/ http://www.jacando.com/ https://www.mila.com/ http://www.nabbesh.com/ https://www.odesk.com/ https://www.workmarket.com/
  42. 42. oDesk facilitates connections between consumers with projects and those with the skills to address them. http://ww2.cfo.com/hiring/2012/02/human-capital-in-the-cloud/
  43. 43. http://en.99designs.ch/logo-design/contests/logo-wanted-frank-calberg-services-95149
  44. 44. Further inspiration https://delicious.com/frankcalberg/crowdsourcing
  45. 45. Tradition # 9 People retire
  46. 46. Rethinking tradition # 9 What if people are included rather than excluded?
  47. 47. After retirement, millions now look forward to 20 and more years of decent health, sustainable income, but face a resounding problem: What should we do now? http://www.fastcoexist.com/1679414/using-elderly-volunteers-to-create-a-whole-new-workforce
  48. 48. Sources https://www.etsy.com/ http://www.rentarentner.ch/ http://www.skillharbour.com/ http://swissvolunteer.ch/
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