HR Unconference #HRUHelsinki – Technology took place in Finland on May 12th and marked the the 5th #HRU event. Sponsored by progressive HR industry leaders from EPI – USE, Duunitori, Sympa and Candarine, more than one hundred and twenty participants and twenty-one track leaders shared their experiences and practical knowledge about HR and Recruitment Technologies.
The tracks were truly insightful and we are happy to share full summaries of each one below. You can also spot yourself or somebody you know in the pictures of the event here.
Stay tuned and we hope to see you at the next #HRU event!
Juho Toivola – Former HR and Recruitment Manager at Finnair, Recruitment and HR Manager at Elisa, empowered the Unconference by discussing how to overcome recruitment biases within HR Tech. According to Juho, recruiters naturally tend to examine information and situations via their beliefs. Participants were invited to share their experiences regarding specific biases that they have encountered during their careers. Cultural, gender and personality biases were the most commonplace, when recruiters unconsciously or consciously believe that specific gender or personality traits are crucial for a particular role. There were also a number of biases related to where the candidate received their university education and previous companies that they worked for.
Participants discussed how they will sometimes have an intuition during interviews that the candidate is not a good fit for the company. In these cases, Juho said that it is highly advised to conduct reference checks and be mindful about their source, as opposed to relying solely on intuition. However, he did explain that gut feeling does play a part in understanding whether a candidate is a good cultural fit. When discussing recruitment technologies related to preventing recruitment biases, there were several applicant tracking systems (ATS) mentioned, including Greenhouse and Oracle Taleo. However, conclusions were drawn that human touch is irreplaceable and it is very important to use different contexts (e.g. human insight, technology) to evaluate candidates.
Julius Hurri, Talent Acquisition at Netlight Consulting, shared his thoughts on building in-house headhunting and an MVP toolkit. It was noted that just 200-300 people are relevant from 3000-5000 talent searches. His main point was: don’t build a talent pool, develop a network. Julius mentioned that recruiters always need to actively sell the role and the opportunity to join the company, even at final interview. It was also noted that employees should act as brand ambassadors both inside and outside the company walls.
In short, in-house headhunting uses this structure: 1) sourcing; 2) contacting; 3) establishing connection; 4) following up; 4) analysis of the accomplished process – rethink, redo, reanalyse. To perform great in-house headhunting, recruiters might use readily available tools such as LinkedIn, SocialTalent, GitHub, Rapportive, Boomerang, HubSpot, Jobylon and HelloTalent. They should also use Gmail and Chrome add-ons, communities and various certification sites. Participants agreed that in-house headhunting is much more cost-effective than using outside agencies.
Samuli Kivilehto, Head of Talent Acquisition (North Europe and Central Asia) at Ericsson, shared his experience about recruitment process outsourcing. Participants gained an understanding of the benefits of employee outsourcing and the scenarios in which it will not work. It was explored how outsourcing is not only about saving on time and costs but also about the candidate experience and internal customers. A passionate discussion took place around the topic with many participants telling their stories.
Maciej Głowacki – Empowering Teams to Hire Better Engineering Talent Faster at Codility, presented comprehensive results of a survey of 50,000 developers. He highlighted the main challenges of developer recruitment as strong competitors, proposed salaries and additional benefits. The Codility survey results revealed the following:
It was also useful to note some lesser-known programming languages that are favoured by developers: Rust, Swift, Scala and Go. Maciej explained that it is crucial for companies to know the type of challenges their developers might face – typically, these are unrealistic expectations, poor documentation and vague requirements/development process. How might brands increase developers’ engagement in their company? Let them learn new technologies, build something new or improve existing products and have control over product decisions. They must also believe in the company mission and enjoy project variety.
Thomas Grönholm, CEO & Founder at Duunitori, started track with a fact: more people are using mobile devices and more people are using their device to search for jobs. If the mobile application takes longer than 3 minutes, companies lose approximately 60% of potential candidates, the majority of whom are professionals. Thomas tried to identify the main issue in this situation, crucially that recruiters are not interested in a company’s brand and the employees are needed more by the company than the recruiter. It was highlighted how recruiters cannot ignore that candidates are used to receiving confirmation very quickly from the recruiter and/or the company when they apply for a role and that any delay will reduce interest. Moreover, giving feedback to applicants in a timely manner is an essential part of the process; this is a milestone that many companies have not yet mastered. There was a discussion around Lean Recruitment, whose main objective is to minimise “waste” during the recruitment process.
Minna Nordman – Head of Resourcing at Tieto, captivated participants with her talk on how to increase new employee engagement and foster positive experiences using smart onboarding technology. Tieto took best practises from a range of countries to create an onboarding process platform divided into several modules. When considering a new talent onboarding plan, the first idea was to use an application. However, opinions differed on this matter as recruiters want a process that is easy to update. Several questions and doubts were raised, e.g. is it worth creating an onboarding platform for smaller companies? The general conclusion was that systems prove most helpful in larger companies as they avoid the risk of missing important points and also create more streamlined systems and processes. These organisational aspects are less pressing in smaller-sized business.
Raghunath Koduvayur – Founder of Shoppire, led participants on a journey to explore how HR can use technology to empower and manage remote teams. Raghunath outlined how recruiters look for special competencies with remote workers such as an independent work ethic and good communication habits to ensure regular feedback. Raghunath explained how the number of remote workers is growing every day; it is impossible to find all the best people in one place therefore a talent search must be widespread. He gave a great example of big, well-known brands that don’t have huge offices, and manage everything with just three face-to-face meetings per year. It costs less and employees are happier. On the other hand, participants challenged Raghunath by asking various questions about remote work and arguing that remote workers require additional investment into team-building and engagement activities. From a global perspective, it was concluded that remote work will become even more frequent in the future.
Oscar Mager, Recruiter at Recruiting Essentials, began by stating that admin & HR roles will disappear in the future and recruiters will be replaced by machines. The rhetorical question was: will it be in our near future? We already have access to some inventions of this type, e.g. an automated conversation made by artificial intelligence, or:
We hope to see you at our upcoming events! For more information, please visit: www.globalhru.com.