This is the 2nd part in a series of 3 blogs regarding the excellent Social Recruiting ‘unconference’ Trulondon 3 and was originally introduced in my recent blog The Good, The Bad & The ugly.
I was really quite excited to attend the track entitled ‘Recruiters are not strategic’ at TruLondon 3, not especially because of the subject matter but more because of the two track leaders!
The HRD (Theo)
Theo is one of the most entertaining and thought provoking bloggers in the recruiting and HR world. He has a real talent for the written word and I strongly encourage you to read his blog My Hell is Other People. Theo is not his real name, in fact his identity is a closely guarded secret. This does rather go against the grain of what social media is about (authenticity, visibility & personal branding) and I used to have an issue with this but the more I read Theo’s material, the more I understood why he had to remain anonymous (read it and you will see what I mean!). Theo has recently retired from blogging which is a great shame but you can still read his ‘back catalogue’ at the above link.
Laurie is best known for writing the ‘Punk Rock HR’ blog which attracted a huge following in her homeland (US) and across the world. She now pens The Cynical Girl blog . Her style is not dissimilar to Theo’s – forthright, challenging, often rude and always entertaining. Laurie really doesn’t hold back and has some very strong views on HR & recruiting matters, many of them very insightful and I normally find myself nodding in agreement when engrossed in her material.
Given my admiration for both track leaders I was very excited to be in attendance and made sure I grabbed my seat early – which turned out to be a bad move! I was not the only one to do this and the room was packed with standing room only for those who arrived later – they however, turned out to be the lucky ones!
The title of this track was ‘Recruiters are not strategic’ A strange title I thought because it was stating the obvious but knowing Theo & Laurie I was expecting they would come up with a clever twist on this theme and chair an interesting session – How wrong could I be!
They both proceeded to demonstrate why they thought recruitment was not strategic in their usual hard hitting styles and clearly thought that this was a damaging blow to the ego of the audience (many being Recruiters).
The audience were clearly irritated but not by the ‘strategic’ argument but by the lack of any argument! Quite rightly Lisa Scales quickly asked Theo to define what they meant by strategic but he refused to answer stating ‘Oh not that old chestnut’ (actually he said something much more explicit, chestnuts were never mentioned!). Our resident serial tweeter Glenn Le Santo (who is a journalist by background) then looked up the dictionary definition of the word strategic, which was somewhat missing the point – correct definitions of words in business often don’t apply! In my experience strategic decisions in business normally refer to those decisions of high importance that significantly effect the long and short term direction of the business – right?
So where is the argument? Recruitment decisions can be part of a strategy and may well effect the direction of the strategy but they are clearly not strategic in themselves. Who is stating otherwise?
The track soon deteriorated into a debate about semantics, at which point I really wanted to leave (as is clearly demonstrated in the picture below!) but I was trapped in the middle of a crowd and had to sit it out.
Now if the debate had been about whether recruitment was important then that would have been a much better subject.
Recruitment can be hugely important to the success of a business, sometimes more important than decision makers in business realise. When I was a recruiter I was often shocked by how recruitment was ‘delegated’ to an HR department who were largely a group of administrators who often proceeded to ‘tick boxes’ when preselecting candidates therefore missing out on individuals who could make an important contribution to the ‘strategy’ of the business. This is clearly not always the case and many HR professionals add real value to the selection process but too often I found them lacking.
Given that Laurie & Theo are both HR professionals I can perhaps see why they didn’t wish the debate to proceed down those lines…..or maybe they do?…..bring it on!
I wouldn’t normally be so harsh in my criticism but these guys can take it (they can certainly give it out anyway) and it is only because I admire them so much that I found this track so disappointing.
So lets forget this ‘strategic’ rubbish and debate ‘importance’. Is recruitment taken seriously enough in your company or by your clients?
Having spent 2 full days at TruLondon last week I thought I would take a moment to reflect on my thoughts and observations.
Firstly for those of you that are wondering what TruLondon was – let me explain;
TruLondon was an unconference – a conference with a pretty loose agenda and very little formality – the idea is that this stimulates open debate (and it really does!). Conference ‘Tracks’ are led by experts and specialists in that field but the floor is always open for others to add their views and opinions.
The subject matter for this unconference was broadly recruitment and the use of social media – there were tracks on Employer branding, the use of video in recruitment, sourcing, job boards, Twitter, LinkedIn, blogging and much much more.
I really didn’t know what to expect from this event having not experienced an unconference before and the organiser Bill Boorman was somewhat vague about the details (I later realised that this was intentional!)
The really exciting thing was that many of the track leaders and attendees were genuine experts and thought leaders in the world of social recruiting and many were from overseas. Here was an environment where creativity, innovation and intelligent debate were prominent and I knew within minutes that I was going to learn many things – and I did!
I will expand on these points in further blogs but for now I will just summarise with the following headings;
- Sourcing – no thanks, I’m a Recruitment Consultant!
- Building Communities – a genuine networking practice or a lure into the witches den?!
- Social training for Recruitment Consultants – why Redmos are really onto something.
- Blogging – why every recruiter worth their salt should be doing it.
- Facebook – is this a place for business/recruiting?
- Video – Great for personal branding but is a video CV the modern day equivalent of a picture on a CV? – yuck!
That final point reminds me of one small thing that was starting to get on my nerves at TruLondon –
It’s not a resume, it’s a CV!
It was a great privilege to have so many guests there from the US and Canada and I find it very stimulating to hear their take on things – stimulating but not always convincing! I must admit that at times it felt like a ‘lesson from America’. I accept that what happens over there often makes it way to these shores but that doesn’t make it right – too many people look to North America for a vision of the future and this often makes it a self fulfilling prophecy. Personally I don’t care where innovation comes from, if it looks different and possibly a bit scary then instinct tells me to look more closely!
My lasting impression of TruLondon was one of meeting a really interesting and incredibly friendly bunch of passionate people who make a habit of pushing boundaries. Well done to Bill, Geoff, Maha and Fran for putting on such a great event. I can’t wait for the next one!