I recently had the pleasure of attending the ‘future of resourcing’ event in foggy London Town, hosted by the beautifully toned people at Annapurna HR and compered by the magnificent and highly flamboyant Dee Dee Doke, a bundle of dramatic energy under a head of hair Kate Bush in her prime would have been proud of.
So not only was I invited but they put me on a panel. It was no ordinary panel. It was a panel full of resourcing expert types……..and me. I was excited and honoured as I entered the Andaz Hotel and skulled a bottle of red wine to settle my nerves. Sitting close by was Paul Maxin, a proverbial giant amongst the profession who panicked me into thinking the event was fancy dress when he turned up as Bert and Ernie from Sesame Street 🙂
If you don’t believe I was there then have a look at the associated ‘released for christmas’ DVD of the event and fast forward to 7.48 to see me slur my way through a subject that failed to catch fire on the night amongst the assembled head nodding masses of besuited recruiting types in front of us….and someone from an RPO 🙂 – namely how does the fervent zeal for the future of resourcing get realised without our own internal talent revolution required to deliver it and drag us out of a backwaters typified too often by todays underwhelming contribution.
So whilst it was safe to say the panel were great, what you didn’t see on the HRTN television clip was the x-rated aftermath where the sharp minds assembled opposite the panel obsessed during the Q&A on such defining talent subjects as writing rejection letters to job hunting time wasters, berating the organisers for a lack of diversity on the panel or sending flirty glances to the marketing function in the hope they get moved there. I left dejected that the talent outcomes and boundless opportunities for valued work ahead of us in the world of work were being left in the hands of a generation of Resourcing people content with avoiding the ‘gorillas in the room’ or polishing their own egos at dimly lit venues across the capital ? These people were drawn from established blue chips across the country, from Brighton to Birmingham they came but the spark for real debate didn’t catch fire sadly as we skirted painlessly into safe, stale and uncontroversial fair.
So if we are being constantly told that as we move out of ‘turnaround’ into ‘growth’ (that’s what the Government tell us so it must be true) and we need a talent revolution, then the war committee wasn’t to be found at the Andaz hotel that night. Who is going to help mobilise us and help us make use of the clever technologies to drive everything from obliterating unconscious bias in the assessment process to maximising the use of gamification to providing value in the emerging Talent Analytics big data fad. Who is going to help us drive greater linkages between business and talent strategies. There are countless examples of enlightened organisations and individuals out there doing their thing but none of these people are willing to pay me yet for these glowing endorsements and until they do they’ll remain hidden but exist they do. Oh yes they do. Yet sadly for me too few of them seemed to be at the Andaz hotel that fateful night.
So as we re-engineer our value proposition at the core of our success we need less old-style recruiters and recruitment leads and more people with a capability and flair for crunching and presenting data, understanding trends and patterns, driving effective assessment, utilising technology to drive value, putting up investment cases based on value and not efficiency, drawing down marketing and sales core skills and with an Emotional Intelligence that allows them to engage with authenticity. Now I don’t know about you but that doesn’t sound like the type of people who work the recruitment system today. That generation fell into the profession over a low barrier to entry, have lived in ecosystems obsessed with cost and efficiency, recruit distressed hires in a manner that involves checking the pulse of an active candidate and submitting them to a client through a mortar bomb of asembled CVs. They are surrounded by redundant cost-led RPOs and agencies still proliferate to take advantage of an organisations’ inability to own and drive the candidate experience and talent agenda effectively.
Where are the people who will drive the future of resourcing coming from ? Who is willing to invest in the new skillset ? Who is helping to drive a value-based business agenda in-house that makes this a rewarding and exciting place to work ? Currently and for a long time recruitment has been bloody boring and don’t let anyone tell you otherwise.
If you know who they are, shout their names from a rooftop and get their profile pushed up to give us all hope that an emerging talent base is arriving to lead our recruitment revolution and take the place of this failed generation and their outdated mindsets. Am I the only one who thinks their time is up ?
And finally, as we all know, contrary to the views of Annapurna TV, when it arrives the revolution will not be televised. Take it away :
“ The revolution will not be brought to you by an RPO,
In 4 parts without commercial negotiation.
The revolution will not be televised.
The revolution will not be brought to you by the Chartered Institute of Personnel & Development
will not star Peter Cheese and Aunt Gardiner or Financial Services and FTSE HR.
The revolution will not give your ATS sex appeal.
The revolution will not come from your agencies.
The revolution will not make you look five pounds
Thinner, because The revolution will not be televised, recruiter.
There will be no pictures of recruiters hunting down
Talent on the instant replay.
There will be no pictures of bad HR being
Run out of town on a compromise deal and a brand new process.
There will be no slow motion or still life of
A headhunter strolling through the city in a red, black and
Green pinstripe that he had been saving
For just the right occasion.
The revolution will not be televised.
There will be no highlights on Annapurna’s HRTN News
and no pictures of hairy arsed recruiters making their calls.
The revolution will not be right back after a corporate PR message
The revolution will not go better with Coke.
The revolution will not fight the germs that cause bad breath.
The revolution WILL put you in the driver’s seat.
The revolution will not be televised,
WILL not be televised, WILL NOT BE TELEVISED.
The revolution will be no re-run recruiters;
The revolution will be live. “
Apologies Gil but I just couldn’t resist 🙂
Until next time. Throw the bums out.