TalentNetLive 2015

TalentNetLive 2015

• 1.
  Do you speakAgile?
• 2.
   15+ yearsin technology recruitment  Speaking at recruitment events, running tech events  Occasional recruitment (exclusively startup tech firms)  Tech firm advisory work (Zlemma, NearDesk, LifeShifter)  Startup founder & co-founder (TweetJobs, MindTheProduct, FabricHR, Careeropia)  @james_mayes  www.musingsfromsussex.com  http://about.me/James.Mayes
• 3.
  Best for: DrivingCultural Change
• 4.
   Who areyour customers?  What language do they speak?  Do you suffer from…:  Lack of budget to improve tools or processes  Lack of time with hiring manager to get feedback or progress?  Driving cultural change?  Communication of progress & status across a distributed team?
• 5.
  We value thismost  Individuals and interactions  Working software  Customer collaboration  Responding to change We recognise this is helpful  Processes and tools  Comprehensive documentation  Contract negotiation  Following a plan The HiPPO Problem: Highest Paid Person’s Opinion!
• 6.
  Best for: GettingFeedback from Time-Poor Managers
• 7.
   SCRUM isan Agile methodology  Challenge assumptions, self-organisation, fast iteration  The standup (5-15 minutes) - What did I accomplish yesterday? - What will I do today? - What obstacles are impeding my progress?
• 8.
  Recruiter speaks to: Quality of specification  Market feedback  Lack of candidates  Reputational issues  Market rates  Hiring feedback  Interview process  Offer progress Engineering speaks to  Candidate quality issues  Assessment criteria  Interview process and available resource  Onboarding
• 9.
  Best for: GettingBudget to Experiment
• 10.
   Roots inmanufacturing (esp. automotive,Toyota)  Evangelised in tech by Eric Ries  Key stages:  Identify the value  Map the value stream  Create the flow sequence  Create customer pull  Iterate: Perfect value cycle = no wastage  Is it valid in recruitment?  Randstad, Phillips and SquareSpace ALL using it in European tech recruitment
• 11.
  Key stages  Plan Implement  Monitor  Act Approach  The question  The hypotheses  The variables EXAMPLE • If we create an internal exec sourcing team, we can save headhunter spend • If we start with one role we can use a part time freelancer • If the save is proved, we can build the team
• 12.
   G4S –world’s third largest private employer  Internal best practice recruiting team, but external exec search  Hired a single freelance sourcer on an hourly rate  Filled a direct role, saved a £39,000 headhunter fee  Extended pilot to cover twenty roles over 9 months  Spent £50,000 on freelance specialist sourcers on hourly or daily rates  Saved £490,000 equivalent headhunter fees
• 13.
  Best for: DistributedTeam Communications
• 14.
   The managementof components through a chain using cards  Also a Japanese manufacturing background  A series of columns can be used to represent recruitment stages  Limited resources per column  Limited items per column based on resource pool  Multi-disciplinary teams best suited  Easily identify blockages – add resource or change approach  Visual communication has a stronger impact!
• 15.
  HTTP://JMAY.ES/TRELLORECRUITING
• 16.
   Trello has: Open API and existing integrations with over 200 cloud services  Open webhook accessibility for quick custom development  Zapier integration for initial experiements!  Triggers could include:  Creation of a new board per role  Automated invitations to hiring managers  Movement of cards between stages
• 18.
   Questions andfeedback?  Will you use anything here?  What will you go and explore? @james_mayes www.musingsfromsussex.com http://about.me/James.Mayes