GlobalHRU´s latest HR Unconference united HR practitioners, recruiters and
All pictures from the event can be found from here.
- Life Rule #76, which is applicable to professional as well as personal life: You don’t have time. You make it.
- Create set amounts of time during the week by adding notifications to calendar and scheduling meetings
- Never wait too long in developing perfect job descriptions, because it will never happen and you will never get started. Good is good enough.
- Apply vacancy ranking and prioritizing
However, before building and managing pipelines, it's important to prepare them based on forecasting and prioritizing. Forecasting might be completed by analyzing turnover rates in the company, time to fill times for different position and growth projections. Another component of effective pipelining which was mentioned is engagement with potential candidates, as well as past applicants, using email marketing. People should always be updated with status updates and personal
A passionate discussion led by Jon Maaløv Holm took place around the topic how to best support data-driven recruitment by activating the information we have on existing employees. Jon is an HR Analytics Specialist at Master International A/S, who is helping organizations use people data to effectively design, evaluate and visualize the value of HR projects to support the organization strategy. Jon outlined the types of people data which can be relevant to collect from the beginning of the application process continuing until termination. It was stressed that the main struggle for companies, which are trying to use internal data for a proactive recruitment, is related to how to effectively manage their data. It is very common to see valuable people data and different types of information
Unconferencing works well - so well I do not have time to Tweet ☺️ #HRUCopenhagen— steen.digital (@SteenDigitalCph) September 28, 2017
Manjuri Sinha - Talent Excellence Lead – People & Organization at Zalando – was leading the second track and the discussion regarding the topic how to move from reactive to proactive employer branding & sourcing efforts, and yet maintain the high quality of candidates and deliver shorter time to hire. During the
Benjamin Borchorst - Management Consultant at Implement Consulting Group – shared his thoughts about how HR technology can drive people analytics. The main point of discussion during the track was how to help HR department become more digitalized through different types of HR technology. The session was focused on problem-solving with the question: How will technology and analytics affect the understanding of people management? Benjamin outlined the major tech tools of HR which people are using, including HRIS, different freemium tools and customized applications. Moreover, he presented a three-dimensional view of HR strategy, shared reflections on big data, cognitive agents and Natural Language Processing that is used in modern
Mirela Menzies - group head of recruitment at Falck – was leading the topic about proactive Recruitment and Diversity. The main points of discussion were how to use proactive recruitment to achieve a higher level of diversity within an organization, how to ensure the right balance between skills and diversity when recruiting. In addition, how to develop and nurture a diverse pipeline of talents, both internally and externally and what are the best recruitment channels for such initiatives. Participants shared their real experiences and provided practical ideas how to achieve the higher level of diversity within the organization in terms of age, gender, nationality, religion etc. Furthermore, it was discussed how the move away from standard quota based approaches, like certain gender split in
Finn Bech Andersen - an international HR executive- and Dana Minbaeva - Professor of Strategic and Global HRM at Copenhagen Business School – developed a practical approach on how to elevate data-driven HR to the next level. Finn and Dana outlined that currently still in many cases HR data is used only for operational reporting, although it is already known that the analytics and evidence-based
The last session of Unconference was held by Nicolas Blier-Silvestri - Head of Recruitment EMEA at Unity featured by the unconference host and CEO of Candarine Aki Kakko. The topic was how to move from reactive to proactive recruitment and how to maintain/increase/ensure the level of quality on both the technical and soft skills. Given it was the last session of the day the discussion around these topics and also some topics already discussed earlier in the day were happening in a fast phase. Nicolas shared the way they at Unity are using for example events and other content marketing approaches to build relationships with passive and niche talent groups, e.g. machine learning experts and Aki shared insights related inbound marketing process and tools that could help to build that to become scalable recruitment process that can provide practical recruitment leads via automated lead scoring by using marketing automation tools like Hubspot. Also, one of the topics that
Overall the day was really intense with high energy with plenty of insights and discussions shared. Below you can find some feedback from the track leaders and participants after the event:
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