The 3rd Half, The 5th Quarter, The Recap of OzHR #8

The 3rd Half, The 5th Quarter - we all know whatever the game is, the best part is the drinks after.

On Thursday 24 October, we had the #sosuau special OzHR tweetchat. The Sourcing Summit in Australia is all about sourcing, so you guessed it, we talked about sourcing! Here's the original questions for the evening, and the storify of the tweetchat.

So, let's get the post-match shenanigans underway.

A newcomers clap for:
@MarkM_recruiter
@rebeccaclarkenz
@PhillipTusing
@MattHewitson
@InterviewIQ
@HRMConsult
@Corinne_Torres
@daoudedris
@andreamitchell
@kfhew
@pauljacobs4real
@markreilly_au
@OD_optimist

And onto the 3,2,1s - the top 3 moments/players of the chat:

3 goes to @PhillipTusing for taking the time out to help us newbies to sourcing catch up:

Q1. Wikepedia is a good start for a definition of sourcing http://t.co/aJ4eHWVay7 #ozhr #sosuau
— Phillip Tusing (@PhillipTusing) October 24, 2013

For newbies good sources on sourcing - http://t.co/2EpvBxVwGl & http://t.co/NBJjzaXOXI #ozhr #sosuau
— Phillip Tusing (@PhillipTusing) October 24, 2013

2 goes to @InterviewIQ for starting up one of the most interesting chat lines of the hour:

#ozhr I think sourcing online is seen as a mystery art by the average recruiter/ HR. I don't see a lot on Twitter and social media.
— Karalyn Brown (@InterviewIQ) October 24, 2013

1 goes to @michaelsleap for embodying the whole point of OzHR: knowing a lot about one thing, knowing not much about something else, but participating and making it a learning experience for the whole community.

@ozhrtweets my perception - it is about proactively building a pool of best possible candidates for critical roles for now or later #ozhr
— Michael Sleap (@michaelsleap) October 24, 2013

@ozhrtweets absolutely - before I was a HR type I was a line manager and mainly recruited reactively through old school channels #ozhr
— Michael Sleap (@michaelsleap) October 24, 2013

@andreamitchell brilliant point - your internal brand will play a large role in success/failure in your current role or organisation #ozhr
— Michael Sleap (@michaelsleap) October 24, 2013

@ozhrtweets have to weight up what is right for your career & put aside feeling flattered by the approach - may/may not be right move #ozhr
— Michael Sleap (@michaelsleap) October 24, 2013

And the really cool thing about this week's tweetchat was that there was a ticket for #sosuau for the night's top contributor. So congratulations to Michael for scoring himself a Sourcing Summit ticket!

Thanks to everyone for making it a fantastic chat - and now onto the most traditional part of any 3rd Half, 5th Quarter, Post-Match Drinks - talking absolute crap over a few drinks. See you on twitter ;-)

OzHR #9 - Change is a dirty word - isn’t it? Or is it?

This week’s Tweet Chat has been shaped around the ideas of Daniel Newman, a US based C-level executive and entrepreneur. The article from which creative license has been taken, Talent and Transformation: a Delicate Balance, was published recently at www.talentculture.com. 

On Thursday 30 October, guest facilitator Vanessa Wiltshire, Founder & Director of the HR Talent Community will look at the nature of change and the way it is conceptualised and executed in your workplace. To add a little curve ball, Vanessa will also encourage you to contemplate the changes that have occurred around the nature, scale and speed of change in the last 5-10 years. Sound confusing? It’s really not!

Daniel Newman a Talent Culture contributor recently commented: “Change. It’s not what it used to be.” Change is happening faster than ever before. “It wasn’t so long ago that businesses ran with modest, almost unnoticeable change, year after year”.

Greg Satell has elaborated on this concept, indicating that “in the industrial age, a company’s business model didn’t change much. The way a firm would create, deliver and capture value could stay fairly constant for generations. The practice of management was mostly focused on execution." Oh, how the mighty have fallen. Today, if you’re not in a state of continuous innovation, you may as well be dead. International thought leader Clayton Christensen has a similar viewpoint, and a big warning for big business: “with the onset of the digital / information economy even the best run company can now be disrupted.” www.claytonchristensen.com.

According to Heidi Grant and countless others (ask around), people have never and don’t like change. A study conducted by the University of Arkansas in 2010 revealed that not only do people fear change, they genuinely believe (usually unconsciously) that when they’ve been doing something a particular way for some time, it must be good. Even if it’s not good for them. And the longer they’ve been doing things in a particular way the better it is. So, change isn't simply about embracing the unknown -- it's about giving up something old (and therefore good) for something new (and therefore not good).

The chat will be Thursday 30 October starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions are:

1. Has the nature, scale and speed of change, changed in the past 2 years? The past five? Ten?

2. What kinds of changes will there be in change + transformation programs over next 3-5 years? Next 10? What will the impact be?

3. Are we trending toward workplaces that are constantly fluid or are we already there? Will some industries be more prone - or is it all?

4. Does change always mean “losing” an old state before a “new” state is gained? What does “resistance” mean to you? Will attitudes change?

OzHR #8 - Sourcing, a #SOSUAU special

**Really Super Exciting Update! There is one free ticket to the Sourcing Summit in Sydney, for tonight's best contributor. No special requirements to enter, just participate in the October 24 tweet chat. Yay! **

On 13 November 2013, Sourcing Summit #SOSUAU is coming to Sydney. With rave reviews from members attending the similar conferences of #RHUBNZ and #SOSUEU, it looks like it's going to be a fantastic event. The cherry on top will be the keynote speakers, Will Staney is going to demonstrate Google Glass and Stacy Zapar is the most connected woman on Linkedin. Google glass guys!

Check out the event at www.sosu.com.au and be sure to look at the twitter hashtag #sosuau. And finally, if you are attending, please consider buying through the OzHR link to the right - proceeds from your ticket will go towards launching a slick new OzHR website!

So, whether you're going to the conference or not, let's talk about sourcing. Ever heard of it before? Wikipedia helped me out:

Sourcing is a talent management discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Professionals specializing in sourcing are known primarily as Sourcers; but also Internet Recruiters, Recruiting Researchers or Talent Scouts.

Perhaps you're already a sourcing guru? Or maybe you work in the recruitment industry? Or possibly you have no idea about this at all? Well whatever your level, this chat will be interesting for everyone. I'm hoping for some great knowledge sharing between ourselves, and some broadening of horizons as we mine deeper into the rich and diverse world of people management.

The chat will be Thursday 24 October, starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions are:

1. What does 'talent network', 'sourcing' and 'active recruitment' mean to you? What's your familiarity with it?

2. Is personal branding a truly important career investment in terms of visibility to recruiters, or just another buzzword bust? 

3. If you weren't looking, how could a recruiter convince you to change jobs? Any personal experience in this?

4. Do you see sourcing potentially becoming part of a generalist HR skill set, or is it genuinely a recruiter's niche?

OzHR #7 - Coaching for the Process for the Outcome

"Fall in love with the process and the results will follow. You’ve got to want to act more than you want to be an actor. You’ve got to want to do whatever you want to do more than you want to be whatever you want to be, want to write more than you want to be a writer, want to heal more than you want to be a doctor, want to teach more than you want to be a teacher, want to serve more than you want to be a politician. Life is too challenging for external rewards to sustain us. The joy is in the journey." Attributed to Bradley Whitford, but it's the internet... who knows...

Ask anyone who is an expert at something and they'll surely tell you that they just love doing what they're doing, the 'expert' status is just a bonus. How often though do we coach people for an outcome, rather than helping them to fall in love with HR processes? Is it even possible for non-HR folk to be in love with a HR process? Well I say - Yes! If the process is there for a good reason, it should be a rewarding one to use. If the process is rewarding, then there should be a possibility of the users 'loving' or at least valuing it.

 Let's have a play at coaching for process, rather than the final outcome.

The chat will be Thursday 17 October, starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

The questions are:

1A Quickfire: In 120 characters, pitch to a supervisor the process of holding quarterly performance review meetings with their staff.

1B: How would you go about getting supervisors to fall in love with holding performance reviews with staff?

2A Quickfire: In 120 characters, pitch to a manager the use of a fully reported equal opportunity processs for recruitment.

2B: How would you go about getting managers to fall in love with reported equal opportunity recruitment?

3A Quickfire: In 120 characters, pitch to an employee the process of staying up to date with internal communications.

3B: How would you go about getting employees to fall in love with reading internal communications?

4A Quickfire: In 120 characters, pitch to an HR Officer the process of seeking feedback from internal customers.

4B: How would you go about getting a HR Officer to fall in love with seeking feedback from internal customers?

See you then,
Sarah

OzHR #6 - The Ageing Workforce

On the first ever Global Ageing Index, Australia has been ranked as 14 out of 91 - not too bad in the scheme of things. But in the break down of Australia's ranking, the economic security comes to 57th.

Taken from the website, this graphic explains their rating of Australia's Economic Security for the Aged:

And yet, Australia is ranked as 4th for its Employment and Education of the Aged:

That's great news in  a way - although suffering from economic insecurity, employment isn't impossible. But by 2050, 28.9% of the Australian population will be over 60 years old. That's almost a 10% increase from Australia's current percentage of 60 year olds and over. With all of these factors, it makes me wonder will Australia have greater welfare for the ageing population, or will people's economic security come to rely further on employment? My bets are on employment.

So as a bunch of people interested in managing people, let's talk about managing the ageing workforce of Australia.

The chat will be Thursday 10 October, starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:

7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)

6:30pm - Adelaide (ACDT)

6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)

4:00pm - Perth (AWST)

Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

This week's questions are:

1.  Are there different motivators for the aged workforce? How would you meet them?

2. How can you see the 'digital divide' affecting the current and future aged workforce?

3. If you knew that 35% of the workforce was going to be in poverty after turning 60, would you do anything differently for your staff today? What would it be?

4. How would you manage the impression of an aged worker employed by your organisation to perform a menial job? (Think of what you tend to see in developing countries... i.e. this 75 year old man working in a coffee shop in Singapore.)

See you then,

Sarah