The biggest challenge of the 21-century for businesses
Instacruit proudly presents
COO @ Closers AB, Stockholm. Sweden
Enjoy his article …
Today we’re going to dig in to a topic that is very common in the field of HR and partially marketing. A topic that many people use and seem to know a lot about, but in the meantime still have a hard time understanding it a proper way.
I’m talking about Employer Branding.
With this article I’m going to try to explain; what it is, why it is so important, and some fundamental parts that need to be focused on by decisions makers and hiring managers to create a strong employer brand.
Let’s start with the easy one. Employer branding is basically all about creating a perspective were people see the company as an attractive employer. If you have a strong employer brand then people will say to their friends over the dinner table ‘that is THE company I want to work for”. Do the talents you want to attract talk about your company like this? It’s time to figure it out guess!
To be competitive companies of today need to build their human capital. Traditionally this haven’t been on the C-level managers’ agendas. The special thing with this is that managers now need to invest part of their financial budget to attract talents. Traditionally companies attracted talents easy by simple job ads and they would get the right people on board without investing too much time or money. So what happened and why has it become so hard attracting the right talents in 21-century?
Major shifts have entered the business world. According to Universum, which is the world’s largest employer branding institute, has through years of research concluded that some of these following variables are affecting businesses of today.
– The world is aging rapidly. People age 60 and older make up 12.3 per cent of the global population, and by 2050, that number will rise to almost 22 per cent. Aging is a triumph of development: People are living longer because of better nutrition, sanitation, health care, education and economic well-being. The flip side of this is that companies need to grow to be competitive on a long term basis, if new talents aren’t entering the market the competition of the existing ones will be massive. Thus surviving on an already competitive market will be even tougher.
– There is a gap between what universities are preparing its students for and the skills that companies are looking for. In part because we now have a structural transformation to a ‘knowledge-based economy’. The world’s universities are adapted to an ‘industrial-based economy’. For instance, computing, in just a matter of years companies depend more than ever before on employees with programming skills. Universities have a crucial part here to co-operate with industries to keep businesses evolving.
– Globalization and digitalization has made the workforce of today more flexible. That means that people’s possibilities in a career point of view have increased. People are now demanding a flexible work life. For smaller companies this is an asset but for bigger companies this is a huge challenge since it’s pressuring the company’s organization, structure, processes, legalisation and policies which can be challenging to change over a night. This means that companies that can present a possibility for employees to combine work life with private life will have a huge advantage. Also, being able, as a company, to offer a work life with different jobs, tasks and functions will also keep the company in a pole position.
– Thanks to digitalization the transparency is higher than ever before. Through social media and the ‘network society’ were living in, people can share and exchange their emotions, feelings, impressions and opinions on a large scale. Which means that the risk that existing or potential employees sharing negative experiences are bigger than ever before. If your reputation as an employer goes down you’re in big trouble. This risk was minor before since the possibility to exchange information to thousands of people was very low. Today people got all the tools to express exactly what they want. Pretty damn dangerous ha… and yeah can you guess which country in the world has the third largest population? It’s Facebook!
So what do managers on a strategic level need to ask themselves right now? Here are some super important questions:
How to build the right workforce? Managers has to understand the company’s culture, its customers, its products and services and geographic differences to understand which kind of competencies are truly the right ones for business success.
When managers have identified the target group then the next question pops up.
How to get the right people on board? The answer is something that is quite time consuming but just needs to be done. Research. As a company you got to spotlight the talents and you have to understand which universities that are shaping your future talents. On a strategic level company’s got to understand which industries and companies that the target group are working at, at scale.
How to make people stay on a long term? Just hiring people and promise the moon and the stars won’t be efficient. This is not only a question for HR, all managers regardless of what level need to work actively to secure its most important employees. The answer is quite easy actually. It’s mainly about communication, thus if you communicate and listen to your workforce you will understand what variables that are driving your employees. Then you’ll just do the math.
How competitive is our brand? Understanding your position on the candidate market is a great asset to figure out how much you need to invest on your employer brand. First step here is to invest money in researching, this has traditionally, more or less, never been done before by companies. Ask your target group and dream talents: Do you know about us? What is your impression about us? Have you ever thought about working with us? Etc. Collect the data and analyze it to understand your position.
What strengths does competitors got regarding their employer brand? If the competitors have strong employer brands, then they’re really threating your businesses. It is super important to understand the key factors here of your opponent. If your competitor has a weak employer brand, then you got a penalty shot with an open target.
How do we communicate with the candidate market? This question is again about understanding how to reach out to the talents and understand which channels to use. To understand where they are, today thanks to social space companies can start to communicate with their audience and target group and give them stories about their company at scale. And it doesn’t cost a fortune. Not taking this chance is just ignorant and foolish.
Do we know what people of today really want to hear? This is about being up-to-date and having the ear to the ground. What is really attracting talents of today and what aspects of this, can our company provide. This is a billion-dollar question that must be discussed in the board room.
At Closers we are helping companies not only with headhunting the right individuals, we’re helping companies understand their candidate- and talent market and shaping company’s communication towards their audience. If you would like to discuss this topic over a coffee, please feel free to reach out!
Coo at Closers AB and behavioral scientist.
+46733 841 341
“Increase your ROI with social media advertising”
Senior digital marketing & communications specialist and founder of Firma jonas_halmstad, Sweden
Enjoy his valuable advice …..
It’s probably not breaking news for you that the world has gone through some big changes the last ten years in how we consume and are provided with information. In only the last five years the new arenas where you can reach your potential customers have exploded and some of the old channels have declined and have become a lot less relevant.
You know all this. But have you changed the way you try to reach your customers? I help customers with this on a daily basis and here is some questions and answers from me to you.
So is no one reading newspapers or magazines anymore and everybody hanging out on Facebook instead? Well, it’s not that easy. People still get their information from traditional sources. But the list of information sources has become much more diversified now than yesterday. And most important of all, the sources are now mainly digital.
The first digital information source that comes to mind for many is Facebook. If you look at some fresh statistics of Facebook usage in Sweden you will see some interesting numbers.
64% of the Swedes (70% of the Swedish Internet users) use Facebook. 46% (50%) use it daily.
Two thirds (66%) of the women in Sweden (74% of the Swedish female Internet users) uses Facebook. 50% (56%) use it daily.
62% of the men in Sweden (67% of the Swedish male Internet users) use Facebook. 42% (45%) use it daily.
The higher education the higher use of Facebook.
People in cities tend to use Facebook more than people outside of cities.
(The Internet Foundation in Sweden, March 2016)
Ok. So the people you want to reach are obviously spending a lot of time on social media sites like Facebook. Maybe you are thinking of moving your budget from traditional advertising to digital advertising and then everything is ”happy days”.
Well, you should also know that the largest benefit with social media advertising compared to let’s say a printed ad, is that you only pay to reach the target group you are interested in. And here comes the really interesting part.
Say you run a search engine company and need to recruit the best of the best. With Facebook advertising you can target employees at i.e Google (or any other specified employer) and you can further narrow down your ad audience to specific interests, job titels of those employees.
What do you think gives the best ROI? An ad in a printed industry magazine or a targeted ad on Facebook?
Targeted social media ads together with Instacruit:
Read more about the social media advertising packages that I’ve helped develop for Instacruit here: http://instacruit.com/social-media-advertising-packages/
Jonas works as a senior digital marketing & communications specialist at Firma jonas_halmstad and Fristil Reklam & Webbyrå. He also works with business development communication for the municipality of Halmstad. Eleven years in the marketing and communication industry and Bachelor of Arts in Informatics.
Read more and connect with Jonas over at LinkedIn: https://se.linkedin.com/in/jonashalmstad
“Vad skapar stolthet?”
VD och medgrundare till specialistrekryteringsbolaget SalesOnly, Sverige.
Ta del av hennes kloka ord …
Det är såklart olika saker för oss alla. För mig handlar det om de små nyanserna när andra förstår det jag kämpat och blött för, det jag innerst inne vet är rätt och bäst, det som är min passion. Det handlar om familjen, barnen och en massa saker. En väldigt stor del är det vi på SalesOnly tillsammans bygger. För mig är det magiskt när jag hör mina kollegor driva en dialog med en kund på ett retoriskt ”rätt” sätt, när de driver på sina processer eller affärer på ett tydligt och affärsdrivet sätt. När vi med passion stöttar en kollega, hälsar på en kandidat eller sliter för att få ihop vår vardag.
Det är också när vi får erkännanden från omvärlden. Det är när vår regionchef i Väst Anna-Maria Engdahl blir tillfrågad om hon vill skriva en krönika, när jag blir tillfrågad om jag vill bli intervjuad om min åsikt för ProSales, när vi blir referenser för en ny uppstartad KY-utbildning. Eller när LinkedIn står på scen på Brian Tracy säljkonferensen och berättar om hur man bygger varumärke och skapar engagemang på LinkedIn och vi blir presenterade som bäst i Sverige på just det.
Vi har alla olika perspektiv, och för mig som i dryga fem år har drivit, kämpat med blod, svett och tårar och alltid rest mig upp förväntar jag mig av mina kollegor att de, precis som jag, tar ansvar för sin egen resa.
Jag vet att för att orka vara hos oss och vara framgångsrik måste man ha sin egen, starkt förankrade, känsla för vad man vill åstadkomma och hur man själv vill känna på dagarna. Vi har en tuff vardag och vi ställs ständigt inför kluriga situationer där det ALLTID ställs krav på att man som konsult äger ansvaret för att säkerställa att det blir bra i slutändan.
Det är tufft att alltid vara den som måste ta saker vidare! Om man i de tuffa stunderna har sin kompass mot rätt mål blir det automatiskt så att vi lyfter rätt fot först och fortsätter gå. Och om man faktiskt inte vet vilket ben som ska lyftas först gäller det att våga be om hjälp! Hos oss har man förmånen att ingå i ett sammanhang med 24 passionerade, kloka och generösa människor som vill varandra väl och inget hellre vill än att vi alla ska lyckas.
Ett trick är också att ta vara på de stunder när man får gåshud för att något är så j-a bra eller man får feedback från någon, spara på de stunderna, mailen eller vad det nu kan vara och ta fram dem när det är tufft! För som bekant, det blir aldrig bättre eller roligare än vad man gör sig!
“Trends in Recruiting – digital, data driven and social”
CEO and co-founder at HAAARTLAND, Sweden
Sit back and Enjoy his POD …..
Niklas Lohmann is CEO and co-founder at HAAARTLAND: HAAARTLAND enables you to create your own social network to attract new customers, develop existing, focus teams around core topics. HAAARTLAND gives you an artificial intelligence assistant, Bo, who aggregates cool content for your community, assists you in getting the community vibrant and alive and amplifies it – finds and builds new audience for you. And it all starts for FREE. Pretty cool…
“The successful modern recruiter thinks candidate first”
Founder & CEO of Instacruit .
Enjoy his advices …
There are a lot of jobs and candidates out there, but one of our challenges are the fact that companies demand new types of skills set – a direct consequence of today’s rapid globalization and technological development. There are simply not enough candidates to go around and perhaps in the meantime we have to look at candidates in a new way – which candidates can adapt and thrive in a changeable environment and let this attribute make up for some of the lacking skills.
Its old school to think that talent becomes a candidate as they apply. A talent is always a candidate.
Don’t get stuck in labeling candidates and miss out on opportunities. All candidates give or take, are all active if we as recruiters and headhunters can offer them the right incentives – that’s the skill new recruiters and headhunters need today. Moreover, we have to offer up what we have but not only on our homepage or at job boards, rather where the candidates hang out. Stop spending money on places that requires candidates actively searching for you.
Why should companies hire recruiters and headhunters and are candidates so wowed by company employer value propositions that they skip job boards and jump straight away to the employer’s home page?
Another trend that’s growing is the fact that the companies are recruiting themselves, failing to see why they should use professional recruiters and headhunters. Employers have more often than not, a stronger value proposition than the recruitment company and they can just as successfully search LinkedIn and advertise on job boards, so why hire recruiters and headhunters? Well, an absolute given is that recruiters and headhunters are so much more than a person finding the right talent at the right time. They are specialists and also advisors and have established relationships with their candidate pool which is a big plus in complex roles. Surely if candidates had the chance to see the individual recruiter value proposition behind the company logo, they would find long term partners to turn to in times of career change. We have to be personal today if we want to do business.
Modern recruitment is marketing
But no matter if you are an employer or a recruitment company, its time to embrace the fact that modern recruitment is marketing, If we can agree on that all candidates are active if the proposition is right, we can also agree that 80 % of the “passive candidates” won’t see you if you spend all your money on job board and homepages. We also have to define our recruiter value proposition in order to be noticed in an environment where the candidates can pick and choose, and we have to be willing to ease up on transactional recruitment in favor of relationship driven recruitment.
Another reason for recruiters to work on their personal recruiter value proposition and transition to modern digital headhunting (digital marketing) are the tech savvy millenniums. They are already starting to redefine the terms of job seeking.
Partner & Senior Consultant, Horton International Sweden AB
Regional Director EMEA and Member of the Board, Horton Group International Ltd .
From my experience the topic covered in the below article is something that is in everybody’s agenda, even though not always prioritized the way it should be.
Digital tools are introduced in the business environment, affecting significant changes in the way we communicate, work and do business. This has given rise to new opportunities and challenges, and has triggered the Digital Transformation of enterprises.
Key factors for successful digitization are innovation, excellent change management and digital maturity. I have been involved in numerous transformations in my operative career as well in my role as Consultant and seen both success and failures.
Key factors, critical for success, have always been how we manage the change management process and how we prepare, educate and set up the organisation for the new situation. Questions you need to ask yourself and assess before you move in to a transformation process are; How adaptable is the organisation, and the people, to the new business model? Will the organisation adapt to the new reworked processes? and Will this organisation live up to the future demand of continuous improvement?
If you want to discuss this text or related tasks please do not hesitate to contact me by phone, skype or mail. I am always curious to hear you opinion and understand more about the situation in your organisation.
Can Charles Darwin Teach Us About Recruiting? He once said “It is not the strongest of the species that survive, nor the most intelligent that survive. It is the ones that are most adaptable to change”.
History has proved this correct time and time again. In evolution, in civilization and also in the world of business. Berkshire Hathaway, controlled by Warren Buffett, has been able to survive multiple financial crises and is today one of the world’s largest companies according to Forbes Global 2000 list. Google changes it product lines and algorithms almost quarterly. Starbucks has continuously managed to change its menu and flavors in response to customer preferences and different global customer tastes.
Every business will have problems, and the only way to overcome problems is to change and try a different approach. On top of this add a fast changing modern world – technology, globalization and increased competition.
Dealing with problems and change requires a key skill. Adaptability.
Yet adaptability is dying. In fact a recent survey carried out by PwC (1) actually found that 63% of CEO’s worldwide are unable to recruit employees that can adapt to the requirements of their business.
But like many unwanted epidemics, the decline in adaptability is actually often something created by the hiring managers themselves.
The curse of specialization
We live in era of specialization. Nowadays there is a specialist for everything. Specialization is useful but like anything has its limits.
As hiring managers, we have become too focused on relevant experience. Finding “ideal fits”, overlooking the fact that the real world is more blurred and sometimes common sense prevails. If our workers are too focused on one particular thing, they will begin to lack everyday essential skills. And they certainly won’t be able to deal with unexpected problems.
A fascinating article in Time Magazine called “One Patient, Too Many Doctors” (2) during 2014 summarizes this perfectly. The study shows that over specialization in American hospitals is resulting in more costly, sloppy and disorganized health care. One patient admitted for shortness of breath was seen by over fifteen specialists before being sent home without the issue being resolved.
Rather than trying to hire specialists for everything, we also need people who can adapt easily to solve problems.
The curse of industry experience
As hiring managers, we are obviously inclined to go with previous relevant experience. It’s human nature to go with something that “seems” more certain.
But by hiring the same people from the same sector, we are hiring less adaptable employees. Those who do the same thing over and over again, eventually get used to doing nothing else.
As many studies have shown, hiring people from competitors has limited success. These candidates are much less likely to have worked in a new environment where they have learned to adapt quickly.
Like everything else, adaptability is something that gets better through practice.
When recruiting for adaptability, candidates who have demonstrated the ability to learn different things over and over again are better than those who have been working in a single sector.
Overspecialization is killing adaptability.
Most hiring managers don’t value adaptability.
Perhaps the biggest barrier to hiring more adaptable employees is the fact that most hiring managers are simply not aware of it.
Studies such as “Adaptability: The New Competitive Advantage” (3) produced by the Harvard Business Review even mention that adaptability is the new competitive advantage in the workplace today.
Yet interviews are still focused mainly on experience, qualifications and past achievements. The 90’s and 00’s was the time of specialization – and we were interested in screening hard against very specific requirements.
The current and future circumstances are very different. Things are changing fast and will continue to – only those who can adapt quickly will consistently have an impact.
In addition, how do hiring managers screen for adaptability? How can they measure it? If they don’t know, they will simply ignore it and will eventually get caught and passed by others who are more able to embrace new opportunities.
Employee adaptability is one of the most essential requirements in business today.
Recruiting Managers must make a conscious effort to ensure that all hires are not simply able to carry out the expected tasks today, but also are able to change quickly to grasp new opportunities, solve problems and react quickly to competition.
Conveyor-belt style hiring is over!
As Darwin said, only those who can adapt quickly will survive.
Could your team adapt more quickly?
Inspired by, Iopa Solutions
(1) Adapt to survive – How better alignment between talent and opportunity can drive economic growth. www.pwc.com/hrconsulting
(2) One Patient, Too Many Doctors: The Terrible Expense of Overspecialization, Dr. Sandeep Jauhar
Time Magazine, Aug. 19, 2014
(3) Adaptability: The New Competitive Advantage by Martin Reeves and Mike Deimler
Harvard Business Review, the July 2011 Issue
About Per Jerndahl
He has significant experience in recruitment, leadership and organizational development from leading roles in an international environment. His operational background has given him an excellent understanding of business processes in an international context, with functional experience spanning across sales, marketing, supply chain, purchasing, business development and IS/IT.
Primary focus areas Per is involved in are;
– Executive Search processes of CEO, CFO, CXO, Senior Management and Board
– Team and leadership Assessment, Organizational Development and Board Services
Instacruit Digital Headhunter™ – Modern Day Headhunting
Sales & Marketing Manager, Instacruit, Stockholm, Sweden.
Enjoy her story …..
Since the internet opened up the doors to communication and made us all accessible to each other, there are no more exclusive candidate networks. The talents can nowadays search the internet and pick and choose recruiters, headhunters and companies at will.
This means that the game has changed and that if we want to be seen and noticed out there, we need to be personal and project our individual recruiter value proposition and we have to be visible where our potential candidates hang out – long term.
The candidate market is abundant needless to say, but when it comes to finding candidates suitable for specialist roles or for those roles in a geographical location where candidates are scarce, recruiters are faced with challenges. Many times we turn to the so called passive candidates (a qualified candidate who isn’t looking for a work, but who may be interested if the right job comes along).
Traditionally advertising money is spent on job boards and on creating responsive mobile friendly homepages but the impact is low since passive candidates are where there are no job boards or homepages. That’s where the search comes in and as mentioned in the beginning, not as easy as before now when exclusivity is worn out.
Search is time consuming if you’re hunting in several channels and don’t have a clear social media recruiting strategy. Different candidates requires different approaches. For example, an IT candidate and a sales candidate responds to different kind of communication and move around on different social media sites. One approach does not fit all.
Ask yourself 1. On which social media sites can I find my candidates and 2, how do I communicate with that particular group of candidates? The old ways are simply not as efficient as they were simply because the new generation candidates are mobile and are on social media. Let the candidates come to you instead by using marketing and relationship driven recruiting. More marketing, less search.
The modern Headhunter and recruiter has added a digital strategy to their tool box and many of them uses Instacruits mobile talent converting tool which allows the recruiter to engage, attract and convert more candidates and corporate clients with complete recruiter value proposition (RVP), your set of unique offerings, associations and values to positively influence candidates and corporations.
The RVP gives current and future candidates and corporations a reason to collaborate with a recruiter and reflects the recruitment company’s competitive advantage – all served in the talent converting tool without having to redirect the potential candidate or corporate client.
Modern headhunting is all about:
What? No Job Postings?
Zappos recently shifted to a fully proactive, relationship-based recruiting model through the launching of their Zappos Insider program and letting go of job postings. Learn why and how they did it and what parts of this new strategy might make sense for your company. https://youtu.be/wA2WLI9bx5k
Instacruit Digital Headhunting allows the Digital Headhunter to:
“My best advices on being discovered through Instacruit”
General Manager @ Glasspaper People, Oslo, Norway.
A few years back, Niklas Lerner, the founder of Instacruit contacted me to introduce Instacruit. Being curious on new recruitment tools, my company, Glasspaper People started to use Instacruit from the very beginning. Having used Instacruit for some years now I would like to share my advices to all job-seekers, active or passive so that you increase your chances of being discovered through Instacruit and nail your next job.
Before I share my advices you need to understand what Instacruit is and what makes it different from most other databases for job seekers. Firstly, Instacruit does not require that you fill in lots of data. If you have a CV to upload or a detailed LinkedIn profile, you can register within 2 minutes. This solution is particularly targeting those of you that are not active job seekers, but would like a headhunter to contact you if the right job comes up, signalling that you are movable, but not at any price. Secondly, Instacruit is a meeting point where only recruiters and head-hunters in the recruiting industry can see you AND you can see them. Amongst several opportunities, you can ask to connect to any recruiter and read what the recruiters write about themselves, their assignments, follow their updates on what they are looking for, start a conversation etc. Finally, when a recruiter search for the right candidate, we see your face, industries you have experience with – max 8, positions you are interested in (6 to 7), cities you are open to work in, contact details and when you last updated your profile. If we want to learn more about you, we have to click on your profile.
You also need to know a little about the recruitment industry. Recruiters can be divided into two groups, those who actively search for candidates and those that primarily browse through candidates that apply or contact the recruiter. At first glance you might think that the headhunter sounds like the most determined one, but that might not always be the case as some positions require headhunting and some positions do not as there are enough job seekers that apply for the position to fill it well. This will impact on the recruiter’s behaviour on Instacruit. Also, most recruiters a constantly short on time. You probably have applied for a position and not received any answer. This is unacceptable, but it happens. I believe that the main reason is not arrogance, but the lack of time. Not the time to answer ONE application, but when receiving hundreds every week or month, time is an issue. The recruiters time challenge is also something you should remember. We love to come in contact with candidates that match the assignments we have, but struggle to deal with too many requests.
So having this in mind, what should you do to be discovered.
Good luck getting you next dream job and if you don’t have all the skills needed for a job, remember the saying: “Hire for passion and personality, train for skills”. Show the hiring company that you have the passion and personality and you might get the chance you are dreaming of.
Thomas Schibbye – general manager Glasspaper People
Thomas has more than 10 years of experience within the recruitment industry. He is the founder and general manager of Glasspaper People, a Norwegian based recruitment and consultancy agency specialized in filling temporarily and permanent positions within the fields of IT, banking, finance and economy. At an age of 26 Thomas was employed as the training manager for Manpower Europe, Middle-East & Africa working at the EMEA headquarter in London, in which his main purpose was to implement global best practices within recruitment and staffing in the priorities countries in Manpower EMEA. In addition to being the general manager in Glasspaper People, Thomas is also an active senior headhunter, and is also a DNV-GL certified recruiter.
“Your Professional Reputation, your most powerful and
least known asset”
Founder of Your professional reputation YPR AB, Sweden.
Enjoy his story….
Something has changed how business life, and the business world, is working today. Other key factors will be decisive and the two most important will be reputation and trust. This will make it a completely new ballgame. At the same time we see how the recruitment business is being reshaped with a digital transformation that will change the whole industry.
Why is reputation – your professional DNA the most important of these new key factors? The main reason is that your reputation is what people expect you to accomplish next and how you will go about it. This is the reason why you are being hired as an entrepreneur, consultant – or hired for a project and a job. Let’s face it, people will buy from you, hire you, work with you or invest in you based on your professional reputation and the expectations that are tied to it.
Everyone that I meet agree upon how crucial their reputation is for their success. Surprisingly few are aware of what their own reputation looks like or the opportunities that it opens up. There is a huge potential in your reputation – it only needs to be explored and expanded.
Your Reputation Walks Ahead Of You.
A great majority of the decisions about you are made when you are not present – the ’only’ thing present is your reputation. These are the moments when your clients are discussing whether they will hire you for that specific project or if they will invest in you. This is when you are valued – all the crucial moments in your business life or career.
You will never be successful unless you are valued by others, since they are the people that will hire you, promote you, spread your message and applaud you. You can take more control over this process by knowing every angle of your reputation. Your reputation is how your talents, expertise, the strengths that effectuate results and your unique qualities are perceived by your professional network. Your reputation is not what you say about yourself or what computer-based tests will show.
We Go Crazy For The Future.
Many people that I meet have no problems telling me what great projects they have done in the past. But, when I ask about what can be expected from them to accomplish in the next project I notice a significant hesitation. All research (Harvard Business School, Stanford University) show that it’s the future that we go crazy about, not the past. It’s what you can accomplish that makes all the difference.
Knowing and expanding your reputation means setting expectations for the future not leaving your clients guessing from your past history what you can accomplish. This will take the whole issue to the next level and it’s a most important mind shift taking us from history to the future, from CV to something completely new.
Your Actions Build Your Reputation.
Warren Buffet, leading business magnate has his focus on the importance of reputation when saying: ”We can afford to lose money — even a lot of money. But we can’t afford to lose reputation — not a shred of our reputation”. To Warren Buffet reputation is more important than even profit. This is in every aspect true for all of us. It takes many years to build your reputation and it can be ruined in a matter of days. If you have this in mind you will focus on how you act, not what you say about yourself.
One thing that is obvious is that your reputation matters more than your track record. Results refer to history but we keep investing for the future and expectations trumps everything.
”Considered a pioneer in his field, Per takes your professional reputation to a new dimension and challenges you to stand out as unique.”
Based on my experience of working with more than 1000 consultants, entrepreneurs and leaders in 7 different countries exploring and expanding their professional reputation I can offer you a unique approach. In this way I will assist you to be aware of and highlight your most important asset and bring forward your full potential to see and act upon the new possibilities that appear today. I will give you my absolute best wherever you are located to fully utilize the power of your professional reputation.
IT Recruiting Consultant @ Wise IT, Stockholm, Sweden.
What is my value-creation within recruitment and advisory services? Part of it is to ensure an objectivity and clarity within the process of recruitment and/or review of organizational capabilities. An awareness of both heuristics and biases are building blocks for success.
Decision-making, containing of these factors have been a fascination of mine for a number of years now. Life is about choices and the choices we make will render some consequence, good or bad.
Now under the umbrella of development, for individuals and firms, there are plenty of decisions to be made.
Deciding to add people to the organization, recruit, is one big decision, deciding to go with a particular agency is another; picking an individual to actually do the job is a third and so on. All decisions, once made, we trust to be good, preferably advantageous and hopefully wise. In order to be wise you have to embrace levels of discernment.
If you look at the synonyms for discernment you’ll find the following: perception, acumen, insight, judgment and understanding. In my mind, it would be fair to say that recruitment is very well connected the concept of discernment.
To be clear we are not talking about gut feeling as a determinant, if you care to venture into a little light research, I will break it down to specifics:
Discerning what the organization would need as a necessity means that a company has good knowledge and a certainty regarding the gap to be filled. In a recruitment process there has to be a certainty regarding what would be deemed to be the attribution and a somewhat predictable behavior.Where there is uncertainty, cognitive heuristics are said to guide judgment; this means that simplifying strategies, i.e. rules of thumb, are set in motion through the decision making process. Cognitive biases (derived from heuristics) will have you hold to a certain presumptions regarding situations and information. That can, in and of itself, hinder a good, not to say, excellent recruitment of talent. Openness in a recruitment process is a success factor and in order to activate good insight, there has to be an awareness of one’s own heuristics to counterbalance underlining cognitive processes.
Recruiters like myself, with past experience in certain industries and from specific roles will influence the insight of both talent and challenges related to particular and potential assignments.
I have previous experience from leadership roles and on top of that I’ve spent years digging into leadership issues and organizational development from various perspectives, all in an effort to understand operational- as well as strategic mindsets and perspectives. I’ve been purposefully looking for black swans and found a lot of white ones as well along the way.
As a manager of a type of business and/or area, we must get the idea of us all relying on a distinct perception, that is, the cognition (insight) is not completely rational, but rather bounded, which means that it strongly connected to a certain mindset and influenced by experience and environmental conditions.
In recruitment, we are contracted to look for experience and skills, befitting a particular environment during a specific phase. This means, that within my growing network of talent I will have to match acumen in management and/or specialist areas, to a talent request for a particular challenge within a certain setting as well as to an organizational intelligence of the firm. The organization as well as the individual talent has to, in my view, have a readiness for what has been stated to be the next step. In this, there are many facets to consider.
Anybody interested in business- and organizational development know of the importance of staying in a learning-mode in order to keep progressing. Homogenous groups work very fine for a while, but they don’t cause friction in the same way as heterogeneity, and as such innovation will, by default, be hampered with a lack of diversity. You need some friction to question deeply set truths; a certain level of disruptiveness will induce innovation if there is a will.
Bringing more people into an organization will then involve looking at these things together. The overall aspiration is to always, in conversations, decrease cognitive distance, working towards a joint purpose, and refrain from cognitive lock-in effects. Many firms are interested in change and innovation; it does not mean there is a readiness for friction, so part of the recruitment process involves discerning where the organization is at, and what can be accommodated at this point. There is always sheer joy, in working with clients who are on the same page regarding these issues. In fact, there might be a lack of tolerance for friction, but a willingness, through transparency, to deal with it. That can translate into a great recruitment, presenting a challenge that talent might aspire to take on.
Why are these issues so important to grasp? First and foremost- in a partnership- I am not just looking to fill a position. No, I see the undertaking as part of a shared journey, venturing in together to facilitate growth. In this twin-partnership (the firm and the talent separately) related to recruitment there is a guarantee regarding the work that I do, which is why building relationships in the long term is of more interest. I am genuinely devoted to engagage in promoting increased market-shares for you as a firm, and equally interested in an exciting career for you as the talent! There is a virtuous cycle here to strive for.
I recently had a client that asked me if I knew a candidate outside the context of work, and I understand the reaction and was glad that it was brought up. The answer was however no, but the talent and I obviously had a personable connection, stemming from a longer interaction, where the cognitive distance had been decreased over time. I’d say that would be due to part of our search-process, allowing for a longer time frame to interact, infusing a readiness for the next best-fit option. That, in and of itself, can render ease in communication, sharing expectations with a level of transparency. But nothing is for free; you have to earn that trust, to interact with someone regarding their career, which is a very personal thing for most. I take that most seriously, and am both thankful and humble by the fact that people trust me with their careers and recruitment opportunities.
My decree and value-proposition within Wise IT, as a recruiter and an advisor, is to be a discerning partner, holding to an objectivity and clarity for the success of all involved.
In this I am very interested in sharing wisdom, facilitate organizational- and individual intelligence and excellence, all under the umbrella of continued development!
 I here refer to what has been named the attributions potential: connected to what someone would acknowledge as success- or failure factors in a particular venture, also explaining, in part, an individuals behaviors. (Shaver & Scott 1991).
 Bazerman & Moore (2009)
 Bounded rationality (i.e. a deviation from an absolute rationality) Bazerman & Moore, 2009.
 Bounded by a cognitive mindset (Secchi, 2011)
 Zahra et al. 2005
 Organizational intelligence, would mean that there is an ability to exploit knowledge of others whenever possible (Levinthal & March, 1993).
 A cognitive lock-in effect would mean a set frame of mind- an unaware unwillingness to change (Visser, 2009)
KRISTIN BURRESCIA – RECRUITER PROFILE & VALUE PROPOSITION
As a recruiter and an advisor within the IT sector, I am an engaging partner in relation to transformations, competence-changes and Human Capital Management.
My past experience include a longer career within the Fast Moving Consumer Goods (FMCG) segment, later years involved in management before moving into to research within the tech-sphere, based on a deep interest for organizational development and internationalization. I am passionate about businesses reaching their full potential, including the people within them. As an overarching description, my contribution is connected to business development, mainly because without the proper resources -specialist IT capabilities and/or IT management vigor- you just might be left behind in the market place. People are central to business development. IT is front and center in many of the transitions taking place today.
My task as a recruiter is to meet expectations of course, but to also expand the horizon, to respectfully ask uncomfortable questions in order to analyze the potential for a talented match. I am a believer in partnering with people to accomplish results. A partnership through periods of transition will enable as well as usher in a new era of capabilities. My business-centered profile is connected to strategic advisory services that links to both current and future human capital-needs within the field of Business centered IT, a synergetic relationship, and a very real shift from the former more illusive IT organization more in a disconnect towards business.
“Sorry, Have We Met”
Take a moment and reflect how you feel and what you think when you look at these brands. Give each and every one of them a couple of seconds of thought. Go ahead, I’II wait.
Take Apple, number one on the list. Consumers unwrapping a crisp product made by Apple is unwrapping a feeling experience. Opening a box with a new IPhone is just as exciting as unwrapping a box from Tiffany’s – a result of long term proposing to us made by suitors dressed up as Apple commercials and other forms of marketing.
If you never watched the “Think Different “video, text written by Rob Siltanen. Go ahead and do it now!
Yes, who doesn’t want to be the genius rebel changing the world? “Here’s to the crazy ones”, don’t we all relate to that? Don’t we all feel misunderstood from time to time? Just imagine, Apple taught us how to feel about their brand and that we are a part of that club of people thinking different.
It almost feels like we have a personal relationship with the top brands in the world, doesn’t it? We all know why. They make us feel like they are really talking to each and every one of us, close up and personal. They want us to love their product as much as they do and it’s not just a logo representing mission and vision – its people like you and me telling a story we can relate to. Us consumers, we need personal and we need purpose bigger than product, a company story told by real people like you and I. The storytellers help us to relate and their engagement inspires us to make up our minds about things a world where we are bombarded with information. It’s pretty mindboggling when you think about how much information we are processing all day long seven days a week.
Our best offer ever- for a limited time!
Non of us expect people queing up by our door steps or be sold out on the internet even though we offer the best thing ever, unless you are Taylor Swift or Katy Perry.
Today, getting heard on the internet without no strategic plan is like whispering your message across an IKEA store on a pay day with a sale on the kids department.
As companies we try to take every opportunity to spread our message around the internet since it often takes active target seeking consumers to find our homepage. We don’t want to miss out on business so we optimize our chances to be seen and heard by seeking out our passive target groups (people who is not actively seeking us, but could be interested in they get the right offers) and meet them in different social media platforms with the right approach and psychology to match their mindset in that particular social space.
Symptoms of information overflow
When everyone is standing on the same platform shouting a message and trying to connect, we need help in how to make sense of it all. Rating, matching and the use of the smart phone are some of the symptoms of how we like thinks to be easy, quick and user friendly.
You are the genius recruiter changing the world. Do people know about you?
People ensuring that companies needs for the right competence are met are important. Positive growth rely on it. One, how and where do you communicate, two, are you building that personal relationship with your target groups as a recruiter so personal that it feels like they have met you and know you, even though you haven’t actually met? Are you more than a logo representing mission and vision – telling your candidates and corporate clients a story they can relate relate to? In truth, none of us has to be Apple to project value. We all have unique value to share. Stop hiding behind the company logo and take a step in front of it because you are an important part of your company’s value proposition.