Archive for the 'HR innovation' Category

Toggl

August 10, 2017

Headquartered in Tallinn, Estonia Toggl has a mind-boggling Guide to establishing a successful remote culture.

An eclectic mix of people from all over the world united by the belief that software should empower people, not get in their way. They seem to believe that great people make awesome stuff anywhere and therefore hire globally. Togglers work where they choose from.

Another different recruitment approach – using Hundred5 initial screening tests aimed at hiring for skills. A good test checks candidates’ basics skills for a position, so recruiters can focus on the “top, say, 10 (or 3 or 30)”. Win-win!

Google Jobs: Disrupting The Recruiting Market?

May 27, 2017

I finally came across something I have been discussing lately here and there with friends and HR professionals – the need for disrupting the recruiting market and I just came across this article on the topic I fully agree with: Google Jobs: Disrupting The Recruiting Market?

The average open position receives more than 150 resumes, more than 45% of candidates never hear anything back from the employer … and employers tell that 20-25% of their candidates don’t turn out to be a good long term fit…

“The entire program Google has undertaken has the potential to drive economic growth, personal career growth, and business productivity for almost everyone.” Read on >>>

Happy Hiring

April 24, 2017

Happy Hiring featured on the BBC. “If you had to pick a Mr. Men character that you thought was most like yourself, which would you choose? Mr. Happy? Mr. Grumpy? Mr. Clever? Or perhaps Mr. Impossible?” That is the Timpson approach.

  • You can train someone to do a job, you cannot train their personality.
  • Upside-down management approach, which gives a vast amount of autonomy.
  • All Timpson employees get their Birthday off.

And there is much more. Read on >>>

Quality Nonsense

April 19, 2017

Quality Nonsense – what a brave and quality name for a company publishing websites for webmasters. Kudos! Equally brave and innovative is their recruitment approach for remote jobs:

  • First candidates are expected to send a 4-5 sentence introduction – both the candidate’s and the recruiter’s time is valued;
  • If candidates pass the first step by following the simple instruction, then they are asked a few simple questions online – takes about 10 minutes;
  • Then if a specific assignment follows, they say the applicant will be paid to do it.

In my view this quality approach is more likely to generate a greater engagement both at the end of the recruiter and the job applicant.

Which P to start with?

March 9, 2017

An area that needs disrupting, in my view, is the HR industry: 1. Search; 2. Recruitment; 3. Follow-up communication …

I have written previously of Blind Hiring, which impressed me tremendously and these days one of my favourite bloggers Seth Godin just hit the nail:

“Sometimes, you come up with a project and then find people to contribute. But other times, you find the people or the platform first, and then the project arises.” How simple and awesome!

Which P to start with: People or Project? Read on >>>

Hmmm – “love” letter

February 16, 2017

acuityDear Reader,

I write here on things that impress me one way or another. Lately I came across several different recruitment approaches.

The first strikingly different was Compose‘s blind hiring approach – innovative in many ways – the process itself, the follow-up communication!!!

Recently I came across Acuity Scheduling – apply with a “love” letter. The “vacancy” itself was fun to go through, getting to know Acuity and his expectations in return. Hmmmm … “Love is blind”, they say. Therefore perception acuity is important.

Composing  … or … decomposing … remember – keep Eyes Wide Shut.

Fondly, Me 😉