I think that contemporary HR & Recruitment professionals should focus on helping our teams to have the time and training to produce meaningful recruitment data. So much time and money has been spent on technology platforms that will collate and display data but helping the end user has seen little investment. This includes actively policing all hiring managers and HR processes with the support of executive sponsors who are willing to enforce the regulations.
Having worked in the recruitment industry since 1997 I have seen a huge amount of change and innovation. Being dyslexic has meant that I have tended to leverage my creative side when building unique HR solutions. Whether it has been teaching myself SQL/MS Access to build Talent Communities before the advent of cost-effective SAAS-enabled CRM technologies, or negotiating unique HR service provider partnerships and being an early adopter of new HR technology, I have enjoyed being a disrupter in the organisations I have worked for. Recently, I have been proud to watch an idea that I helped originate at HRUHelsinki in 2012 grow into a disruptive HR technology with a big future. [This idea was] Joberate, a US-based technology firm that tracks candidates’ job seeking behaviours to predict their willingness to look for a new job internally or externally.
I have never been quiet and my parents have to take some of the blame as they had seven children including a set of identical twin boys (me being one of them). You have to make yourself heard if you are going to survive in a big family.
HR events have improved immeasurably over the past 10 years. I am a proud supporter of events that have made the space much more inclusive and exciting, such as #HRU who I advise. I do struggle with events where providers pay to hound potential clients. I think that industries such as my own [Recruitment Process Outsourcing] should be big enough to hold industry attendee-only events where we can gather and share ideas on how we can grow the industry and meet the challenges of our clients.
I am interested in HR & Recruitment Technology because I am a technology geek and I also believe that you have to innovate to keep your clients happy. HR clients are like any other consumer and when they are expecting a new iPhone to be released every September, this level of expectation in their personal lives filters through to their corporate buying behaviours.
The most surprising thing I ever came across in HR was corporates/HR that predominantly use MS Excel to process manage the exit of employees. In some cases this can be thousands of employees. As is the case in other industries, innovation often originates from the US and it is then adopted in EMEA. But in this case there is no need to manage employee exits in the US as we do in EMEA so no real technological solutions exist. A business opportunity I would think
I hate optimisations which lead to more work for less people. I am pro-business but not at the expense of people’s health, family and enjoyment.
My biggest passion in life is easy… my family.
During my spare time, I like exercising, running, being energised and keeping fit for life. I started four years ago with the aim of running a 10k and now I run a 25k every week. The catalyst for this has undoubtedly been… yes, you guessed it… the running tech available. I love analysing every run and comparing stats over time.
I do not care about those people who told me that my 18-year-old Volvo estate was crap because I replaced it with a 10-year-old Volvo estate after the first one died
The most difficult thing when consulting companies regarding HR & Recruitment procedures is not to get too attached to the outcome of a project. You have to remember that your suggestions are exactly that. They may be informed and insightful but you are rarely the programme sponsor or decision maker.
A number of years ago I set up a LinkedIn Group for people who work as interims in the recruitment industry – we called it the Interim Resourcing Community or IRC. Through this community I had the opportunity to meet a lot of interesting people and providers. I have now joined their ranks as an interim specialising in RPO/MSP strategic advisory, recruitment strategy audits, provider change consulting, business case for change, RPO/MSP programme turnaround and direct hiring initiatives including social, CRM/ATS, employer branding and vendor management.