ERE Recruiting Conference 17

Date : April 18-20, 2017

Location : San Deigo, CA

Venue : San Diego Marriott

Why ERE?

As a TA leader, I know you’ll only attend one or two or conferences this year, and choosing where to invest your conference dollars is not always easy.

To help your decision making, here are a few good reasons why we think ERE is the best conference for you this spring.

We know TA leaders

ERE’s agenda is built specifically for experienced TA and recruiting leaders like YOU. This is not a “how-to” or “Recruiting 101” conference.

You’ll attend sessions led by experts in the field on topics that matter:

Leadership & successful roadmaps
Future trends, emerging technologies and how to utilize them
Data, predictive analytics, and metrics that matter
The focus this spring is about current changes in the industry that are shaping the future role of talent acquisition. We are bringing together the people and companies that can help you the most in the road ahead. [Know more about the Conference]

The 5 Most Popular Articles Among Recruiters This Month

1. How “Blind Recruitment” Works And Why You Should Consider It

Blind recruitment, the practice of removing personally identifiable information from the resumes of applicants including their name, gender, age, education, and even sometimes the number of years of experience, is gaining popularity.

Organizations including Deloitte, HSBC, the BBC, powerhouse law firm Clifford Chance, and cloud-storage firm Compose Inc have committed to the practice.

Blind recruitment is used to overcome unconscious bias and promote diversity in the workforce, and it has gained an increasing foothold in companies after a series of studies showed that people with ethnic names needed to send out 50% more resumes before they got a callback than job hunters with “white”-sounding names. Continue reading…

2. Is Agency recruitment going to be ‘uber-ised’? The answer here.

At least twice a month I am approached by an HR Tech startup with a ‘new’ idea to ‘disrupt’ the recruitment industry. Plenty of these guys (and occasionally, gals) are super-smart, and all are earnest, (sometimes fanatical), in their belief that they have found ‘the holy grail’.

In many cases, indeed I think most cases, it’s very early in the conversation that I am told, ‘we will be the Uber of recruitment’ or perhaps, ‘we plan to uber-ise the defunct agency recruitment model’. Continue reading…

3. Employee Retention and Hiring – “Love the One You’re With” first

These are some of the lyrics to the classic Crosby Stills and Nash tune “Love the One You’re With” – #earworm. I was listening to this sometime over the weekend and it got me thinking about recruiting, HR and one of the pressing concerns we all have in companies large and small around the world – retention. Continue reading…

4. Leaders who are great at hiring do these 3 things

If you’ve never made a hiring mistake then I’d guess you haven’t hired that many people. Despite all the research, experience and so-called tools, ineffective recruitment decisions remain one of the biggest drags on any organisations performance. Continue reading…

5. Should HR rehire ex-employees?

The beauty of boomerang employees (or rehiring former workers) is that they often have a shorter learning curve and require less training, according to Bill Driscoll, district president for the staffing firm Accountemps.

Driscoll added that if an employee resigned to complete further education or training, having them back will potentially bring new skills and ideas to the organisation. Continue reading…

Recruitment- The Changing Trends

Use of new technology for recruitment has been around for many years, however, there is now a seismic shift that is altering the ways of interaction between job seekers and employers. Web and smartphones together are changing the level of expectations, making recruitment systems more efficient and rewarding to use. As technology is slowly paving its way in all aspects of recruitment processes, it is reducing cost and time, and increasing overall user satisfaction. There have been many years of slack hiring, and the coming year will witness intense competition in recruitment of IT talent. As a result, recruitment teams are going to be under extreme pressure, and will have to embrace the latest technological trends to stay competitive.

Some of these latest trends have been discussed below:

Advanced Metrics– Recruitment leaders have started to follow the rest of businesses in adopting advanced metrics, and this shift to real-time metrics will enable decision makers know about the latest happenings, and predictive metrics will alert about upcoming recruitment issues and opportunities. This will give the management sufficient time to plan and act appropriately.

Career Portals– With the changing technological landscape, the expectations and long term plans of Gen Y job seekers are changing as well. They want to get accurate feel about the company, want flexible working hours, and are interested in corporate social responsibility (CSR). To cater to the needs of this generation, the career portals need to focus primarily on building a strong relationship with the candidates from the early stages. Company portals must enable the job seekers to understand their interest and competencies, and what job will make perfect sense for them in the company.
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Big Data– Big data is the large volume of data available on the Web which includes forum threads, numbers, blogs, profiles, videos, pictures etc. Many employers are able to identify passive job seekers using external “Big data”. Advanced metrics developed using big data are shifting the recruiting trends towards a data-supported decision model. Smart organizations are using technology to track the online journey of a candidate, such as pages viewed and jobs applied for.

Go Mobile– Mobile phones allow direct application for jobs, and this will become more popular as more and more recruitment-focused mobile apps are being developed. The Mobile Web Watch report by Accenture shows that more than 85% of the people access the web via mobile at least once a day. With faster mobile internet connectivity, larger screen smartphones, and latest apps, it has become much easier to connect and engage with the candidates. Almost 23% of the Google searches that contain the word “Job” are from mobile devices. However, recruiters have not been very adept at this transition to mobile. For the coming year, the impact of mobile platforms will continue to grow and expand.

Branding– Another changing trend is the employer branding as a long-term recruitment strategy. Due to social media, it is quite easy for anyone to spread their views and comments virally. The former or current employees can easily pass on their views about the work environment. Facebook, LinkedIn, Twitter and other social media are transitioning towards smart advertising and are opting for a recommendation-based search so that organisations can approach the right candidates with more precision. Social media can help companies actively position themselves as desirable employers to attract the top talent in the marketplace. Social sharing also helps job seekers understand a company better, its strengths and values.

Impact Analysis– Another changing hiring trend is to demonstrate the direct impact that the recruitment has on business results. Revenue is one of the principal corporate goals, and the recruiters can quantify the revenue impact of great hires, as compared to weak or average hires. Revenue impacts can be monetized, and by making business cases, recruiters can speculate the required funding for the hiring surge.

Move Away from Silos– Recruitment is an integrated process, and cannot work in silos. The succession and recruitment processes must be interlinked, and should not be treated as separate portfolios. Recruitment, talent management and reporting systems need to be integrated, ways to export data must be updated, and analytics applications need to be used efficiently to turn large amounts of data into meaningful information that can provide insights to aid better decision making. Talent management must be treated as a continuous process. Technology can help recruiters pinpoint the exact match, and avoid wasting time sifting through applications.

To save on cost and time, live video interviews are steadily growing in acceptance. They have proven to be quite effective, especially for the initial interview process. Also, many senior executives resist applying for new positions simply because they do not have time to update their resume. Firms can look at their media profiles to initiate the hiring process. This allows them to target the top prospects, who might be interested in changing.
Additionally, using behavioural patterns, biometric data, online skills testing, and proprietary algorithms can also help predict the likely fit. There are behavioural biometrics tests to capture a clear picture of innate behaviours, motivation, aptitude and character that help understand the personality type, and predict the probability of success for a specific job.

Just as advanced technology has touched every part of our lives, it is influencing the professional lives as well. Behaviours, tools, landscape, expectations and generations are constantly changing around us, and recruiters must effectively use new technology to redefine the recruitment process, while improving outcomes for organizations. Recruitment technology offers detailed ways to track sources and combine metrics around time to hire, dropout rates, acceptance rates, and competency and assessment scores. The challenge for companies now is to harness the potential of these information, analyse them, and use them to their advantage to get the best match for the required job.

Get Paid to Find Other People’s Mistakes

In any profession or field, there is a difference between being a good professional and being an exceptional professional. On the same lines, anyone can be a good testing professional; however, it takes some unique skill set to be an exceptional tester. No application is ever bug free, and the success lies in nailing the most crucial bugs by being devious and curious.

Testing is not just a job; it’s also about imagination, and critical thinking. It is about not accepting anything at face value, and maintaining a questioning mindset for the product. If you wish to be exceptional, you always expand your knowledge and hone your testing strategies for improvement. So, as a tester, what mindset and skill dimensions that you should invest in, what areas to be avoided, how to make best use of available resources? Here are few tips that can help you gain that competitive edge:

1. Gain Perspective– As a tester, there are many different aspects to be considered in addition to comparing specifications with the implementation. These include consistency with the comparable products, user expectations, history of the product and so on. Your judgement will be better if you know what is important for your business. To gain perspective, talk to the customers, interact with customer supports, and have a day out with the marketing team.

2. Aim for Quality– Never shoot for quantity, as identifying few important glitches and bugs is going to be much more valuable than testing volumes.

3. Prioritize– Prioritizing is important. Rather than focusing on the minute details of the application, pay attention to the mission critical parts and identify the most valuable bugs first. This helps the development team to address critical issues as quickly as possible.

4. Improve Verbal and Written Skills– Conveying information is almost as important as finding an important piece of information. As an excellent tester, you need to have excellent written communication skills to write test cases, bug reports etc. which are important part of QA. These artefacts should be detailed, and easy to understand. Sometimes you will be in a situation where you will have to defend your findings, and explain why they are relevant. Describe your findings and be alert to the new information that comes up in the communication.

5. Learn from Mistakes– And not only yours. We all make mistakes, however, these mistakes must help you learn, understand and not repeat them. Prioritize better, communicate better, plan better. Constantly ask questions, and incorporate your knowledge to bring positive changes in your work and approach. It might be a good idea to keep a track of your past bug reports and understand which ones created confusion, and how could you have written them differently for better understanding.

6. Eye to the Details– Observation is the ability to notice significant and important details. As a tester, you need to observe the situations that are unusual. Slow down and observe by looking closer and keep your channels wide open. Go beyond the checklists.

7. Think like the User– Keep in mind that you need to find each and every possible bug before the software is deployed and used by the end customers. Don’t be humble, question everything, and do not take anything for granted. If you don’t understand something, chances are, neither would the end user. At the same time, maintain a healthy scepticism about the capabilities of the product while exploring its limitations and capabilities. It is important to maintain a balance between curiosity and questioning every decision made. Testing needs objectivity and fresh perspective. Keep an open mind and keep the end users’ perspective in mind.

8. Efficient Reporting– Make your bug report informative by adding screen shots and sufficient details. This will help developer understand the bug clearly and fix it. Give information such as when, how, where, under what OS, on which devices and so on. Free your report from irrelevant information so that it can influence right people to act.

9. Have Passion– Being passionate about what you do is the key to excellence. Stay informed about your field, attend trainings, do courses and certifications, do whatever you can to immerse yourself in QA. Keep in mind that knowledge is not static, especially in the technical domain. Improve your technical education, as well as understand how the machines work. BBST (Black Box Software Testing) and RST (Rapid Software Testing) are the two basic courses that are recommended for every tester as they give extensive hand-on experience to different test scenarios. Continual learning is the most important personal value. Invest in yourself.

In addition to these, it is equally important to have social skills to have collaboration, humour to sustain your sanity and staying focused, and practicing your skills to reach higher level of proficiency. Find the areas for improvement and make your actions self-reflective. Seek help when required.

Becoming an exceptional tester is a constant journey. Keep in mind: Testing is all about information discovery and information delivery. Test On.