Recruitcamp: Don't Waste a Crisis


Published on

social recruiting, unemployment, bankruptcy, careers, hr, recruiting, advice, financial crisis, debt, leadership

Published in: Career
  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • We’re going to have a different kind of keynote, today. Keynotes are usually meant to set a tone or inspire. They’re not always solution-oriented. They’re often meant to invoke a sense of purpose and get the audience excited. I’d rather have a conversation, today, because I think many of the conversations we have in the recruiting industry are pointless. We’re emerging from an economic crisis and it feels like we’re wasting time. So I’d like to talk, and if it goes an hour, great. If not, we’ll stop sooner and you can check your email. Sound good?
  • We’re recruiters. We hire people. Sometimes I think we are our own worst enemies. We get excited about technology, but we still operate under a broken system. I think we need to slow down and rethink everything, including how and why we hire people. We’re often the last ones asked to consult on strategic workforce planning initiatives. We’re not invited to executive retreats. We’re coaches and consultants but we’re not relevant. We’ll talk about the state of our industry, today. We’ll talk about how to do recruiting better. More effectively. To be more credible. It’s okay to be excited about social recruiting, but let’s get excited about changing the profession of recruiting and getting people back to work.
  • How many of you have been to one or more recruiting or HR conferences this year? We’ll review what everyone else is talking about and how none of this matters to executives. We’ll compile a list of the things we should be talking about to job seekers, executives, and fellow recruiting professionals.
  • Most of this makes me barf. Not because it’s not important, but mostly because these trendy issues in recruiting and Human Resources undermine some of the work we need to do within our profession. Why are HR professionals and recruiting professionals so antagonistic to one another? Why are there 45 open reqs on your desk and some hiring manager wants to see more candidates even though you’ve given him some great resumes? Why can’t you get interviews scheduled between managers and candidates? Why doesn’t your CEO know you on a first-name basis? Why is turnover so high in your company during a recession?
  • What’s happening is that HR and recruiting are being commodotized, like they always are, and conferences and sessions are popping up everywhere that offer easy solutions wrapped up in a bow. Buy a seat at a conference and solve your problems. It’s not that easy because the problems with the talent acquisition processes in your organization are systemic.
  • How many of you believe that you should talk politics at work? I think work is political. As recruiters, we should wake up every morning and think about these core issues and how it affects our candidate pipeline. We should wake up and think about how our jobs solve some of these problems in our country. We should work hard to understand how every action we take is informed by these events. We should be relevant. We should have relevant conversations with leaders. We should have relevant conversations with one another.
  • For example, let’s talk about unemployment. How many of you have immediate family members who’ve been out of work for more than a six months? A year? Is anyone in this room currently looking for work? The recession touches us, and we are workforce experts. What bothers me, and I don’t know if this bothers you, is the concept of the A PLAYER. Can we talk about that for a second? NC has 11.1% unemployment. If you work in this state and there’s a req open for more than 45 days, something is broken. We have a talent shortage, sure, but give me a break.Your mom is being passed over because a recruiter or hiring manager says she’s not an A PLAYER. Your dad can’t find a job because he’s not an A PLAYER. How do you respond when you hear that?
  • Bankruptcies are on the rise in America. Link to Forbes article. How does a really great candidate interview when he needs a job because he’s financially downtrodden? What happens when a really great candidate is flagged because of a bankruptcy on his record? What happens when an internal candidate is going thru a divorce or a separation? (Office gossip.) What are you doing to ensure that wages are keeping up with the cost of living? That there’s parity between CEO pay and worker pay? Are you doing anything?
  • What happens when your business can’t get a loan to expand? Offshoring jobs to China and India? Eliminating roles and asking employees to do more with less? Increased worker productivity on morale? When the economy does grow and some jobs are created, how are you preparing yourself for the great shift?
  • How many of you have worked with candidates who have lost their homes? Here are some articles for you to read. Foreclosures are already on the rise in 2010. New buyers may dry up when the tax credit expires, thus pushing a whole new category of people into the foreclosure process. The housing market is frozen, and since companies aren’t taking homes into inventory as part of the relocation process, the employment market is frozen. What about candidates who are really great but have marred their credit record due to foreclosure? Anyone deal with that? Anyone work around some of these foreclosure issues? Have you been able to help candidates in new and innovative ways? Why aren’t we talking more about THAT?
  • Recruitcamp: Don't Waste a Crisis

    1. Social Recruiting Don’t Waste a Crisis Laurie Ruettimann
    2. TODAY <ul><li>We are at the end of a recession and the beginning of a new cycle. </li></ul><ul><li>Social recruiting is here—but it's not about overlapping new and emerging technology onto existing, broken recruiting processes. </li></ul><ul><li>It's about slowing down, stepping back, and rethinking the nature of work. </li></ul><ul><li>It's time to question everything including how we hire people, why we need employees, and who we ask to join our organization. </li></ul>
    4. THERAPY PLAN <ul><li>What’s Everyone Talking About? </li></ul><ul><li>What Should We Talk About? </li></ul><ul><li>Our Messages to Job Seekers </li></ul><ul><li>Our Messages to Leaders </li></ul><ul><li>Our Messages to Recruiting & HR </li></ul>
    5. WHAT’S EVERYONE TALKING ABOUT? <ul><li>Employee Engagement </li></ul><ul><li>Employer Branding </li></ul><ul><li>Social Media Policies </li></ul><ul><li>Recruiting Software </li></ul><ul><li>Risk Management </li></ul><ul><li>Analytics & Metrics </li></ul><ul><li>Twitter </li></ul><ul><li>Facebook </li></ul><ul><li>Blogging </li></ul><ul><li>LinkedIn </li></ul><ul><li>Work/Life Balance </li></ul><ul><li>Employee Communications </li></ul><ul><li>Wellness & Cost Reduction </li></ul><ul><li>Compensation </li></ul><ul><li>Leadership Development </li></ul>
    6. RETAIL THERAPY WRAPPED WITH A BOW Link courtesy of April Dowling @ Pseudo HR
    7. <ul><li>Unemployment </li></ul><ul><li>Bankruptcies </li></ul><ul><li>Personal and National Debt </li></ul><ul><li>Banking Crisis </li></ul><ul><li>Educational Standards </li></ul><ul><li>Housing Crisis </li></ul><ul><li>Financial Reform </li></ul><ul><li>Worker Safety </li></ul><ul><li>Health Care Reform </li></ul><ul><li>Business Ethics </li></ul><ul><li>Foreign Trade Deficits </li></ul><ul><li>Midterm Elections </li></ul>WHAT SHOULD WE TALK ABOUT?
    9. WHAT SHOULD WE TALK ABOUT? <ul><li>Bankruptcy is America </li></ul><ul><li>Medical Expenses </li></ul><ul><li>Job Loss </li></ul><ul><li>Poor/Excess Use of Credit </li></ul><ul><li>Divorce/Separation </li></ul><ul><li>Unexpected Expenses </li></ul>
    10. WHAT SHOULD WE TALK ABOUT? <ul><li>The size of the national debt is now equal to 84 percent of the country's gross national product—the highest level since after World War II. </li></ul><ul><li>The credit-rating agency Moody's is hinting that the federal treasury's Triple A bond rating is in jeopardy. </li></ul><ul><li>Fed Chairman Ben Bernanke is warning that China, the United States' largest foreign creditor, may start charging higher interest rates. </li></ul><ul><ul><ul><ul><ul><li>[Source: NPR ] </li></ul></ul></ul></ul></ul>
    11. <ul><li>HOUSING BUBBLE </li></ul><ul><ul><li>Foreclosures up in 1Q10 </li></ul></ul><ul><ul><li>Home buyer tax credit expires on April 30 </li></ul></ul><ul><ul><li>Foreclosures spread to more affluent communities </li></ul></ul><ul><ul><li>Suicide, shame, and foreclosures </li></ul></ul>WHAT SHOULD WE TALK ABOUT?
    12. MESSAGES TO JOB SEEKERS <ul><li>Social networking is a valuable tool to educate yourself, stay current, stay connected, and find employment. </li></ul><ul><li>Employment won’t solve your life’s problems. </li></ul><ul><li>Stop spending. </li></ul><ul><li>Stop consuming. </li></ul><ul><li>Don’t waste a crisis. </li></ul><ul><li>Change your life. </li></ul>
    13. MESSAGES TO LEADERS <ul><li>Talent doesn’t exist in a vacuum. Everyone is impacted by the economic downturn. </li></ul><ul><li>Social media won’t fix a broken hiring process or failed business model. </li></ul><ul><li>Nothing turns away talent faster than failed leadership. </li></ul><ul><li>HR and Recruiting professionals are paid to do great work. Endorse those efforts. Don’t undermine it. </li></ul>
    14. MESSAGES TO HR/RECRUITERS <ul><li>Hire someone. Today. </li></ul><ul><li>Stop talking about workflow, organization models, process maps, and technology. </li></ul><ul><li>Be relevant. </li></ul><ul><li>Establish credibility and expertise. </li></ul><ul><li>Cultivate logic. Be current. Operate with integrity. </li></ul>
    15. RIGHT NOW <ul><li>We are at the end of a recession and the beginning of a new cycle. </li></ul><ul><li>Social recruiting is here—but it's not about overlapping new and emerging technology onto existing, broken recruiting processes. </li></ul><ul><li>It's about slowing down, stepping back, and rethinking the nature of work. </li></ul><ul><li>It's time to question everything including how we hire people, why we need employees, and who we ask to join our organization. </li></ul>
    16. TALK TO ME