On Monday June 9th, ORS Partners‘ CEO and founder, Terry Williams, and exaqueo, Principal and founder, Susan LaMotte co-hosted the first Recruit to Win 2014 executive level talent conference for in house talent leaders. The goal of the event was to help talent leaders gain an edge over their competition by aligning organizational goals to their talent acquisition program. Using basic sport analogies, the attendees got a fresh look on how to advocate, attract, scale, restructure, and advance their very own talent acquisition within their businesses.
The free event was held in the Waterford Ballroom at the Valley Forge Casino Resort in King of Prussia, PA. Attendees networked over breakfast before the speaker series began.
Ruben Amaro, Jr., General Manager of the Philadelphia Phillies, kicked off the morning with a “warm-up” presentation about his role as a Major League Baseball executive with regards to recruiting and player development. Amaro joined the Phillies front office immediately after his career as an athlete ended in 1998. Under his management of the team, he has helped lead the Phillies to 5 Eastern Division Titles, 2 National League Pennants and 1 World Series. In his speech he used his knowledge on the league’s success and explained how sports strategies for recruiting and development are used in Corporate America. He stated that only 5% of players drafted play professionally and teams spend $200 million on drafts -“talent investments have to be measured.” When Ruben was asked about how managing scouting versus player development is determined he said, “scouting and player development are equally important for building a championship team.”
During the “first quarter,” Tim Wallace, CEO of iPipeline and three-time E&Y Entrepreneur of the Year finalist, spoke about building a business team through the four basics of growth, “vision, mission of the company, execution strategy, and SMART goals.” Tim stressed the importance of growing a company around a company culture and explained how your typical all-stars are not always the “best fit” for your company’s success.
The “second quarter” was kicked off by Susan LaMotte of exaqueo. Susan was named Top 100 Influencer in HR and a Top 100 HR/Recruiting Industry Pro in 2011, a Top 100 Branding Expert in 2012, and a Top 100 Social HR Expert in 2013. Susan spoke about how core values need to be incorporated throughout all levels of the corporation. Her question to the audience was, “do your recruiters know your company’s core values? Can they relay them to a candidate?” She expressed how once the candidate is passed the resume review, the key is that they need to fit the culture too.
During the Half Time Performance, Susan LaMotte introduced each sponsor:
- Host sponsors – ORS Partners and exaqueo
- Platinum sponsors – Morgan Stanley, Pepper Hamilton, WANTED Analytics, and iPipeline
- Gold sponsors – Brightmove, Fesnak, LiquidHub, and Employee Screen IQ
- Silver Sponsors – eXude Inc. and Take the Interview
For the third quarter, Dawn Zier, CEO of Nutrisystem, introduced her concept of a “FACTS based culture.” FACTS is a Nutrisystem acronym for Focused, Accountable, Customer-centric, Team-oriented, and Solution-oriented. Dawn is passionate about companies avoiding creating an, “us against them management culture.” Dawn spoke strongly about the culture of an organization and how individuals cannot just assume it is there, management is responsible for defining culture within the corporation.
A “Time Out” was called for platinum sponsor, WANTED Analytics, to talk about data trends. During the fourth quarter, Tim Brown, Director of Talent Acquisition at Amazon, addressed the audience with Predictive Analytics in Hiring. Tim and his team of 400+ recruiters have adapted “Moneyball” analytics to their recruiting strategy that has change the game for Amazon.
Closing out the event was Pat Croce, serial entrepreneur and former owner and president of the Philadelphia 76ers. Croce defined the last moments of the event into one word: Passion. Pat spoke intensely to the audience about how their “IQ isn’t as important as their ‘I will’.” Pat stated that success will not always come from physical strategies and techniques but from the determination and motivation within oneself to build a championship team.
In the past five years, social media has exponentially grown in popularity. With social media booming, businesses are forced to decide if they need rules and regulations on employee’s accounts, ban the accounts altogether, or allow their employees free reign.
In today’s world it is uncommon for employees to not have social media accounts on platforms such as Facebook, Twitter, Instagram, and LinkedIn. In most cases, the employer also has some form of social media as well. Most employers recognize that it would be unreasonable for them to ask their employers to shut down their sites due to company policy, considering the amount it is used in society today. In most cases, social media is used appropriately by professional, i.e. tweeting about something fun you did that day, hobbies you might have interest in, post photos from a family vacation, keeping in touch with old friends, or as a way to organize events. Overall, companies do not mind their employees using social media to communicate. It is when employees post about inappropriate topics that is tracked back to the employer that social media becomes an issue.
Companies typically have rules set for internet use while in the workplace, as well as social media use. For some, this is important because social media is not used in the employee’s job, thus making it only a distraction from their work. However, our consultants at ORS Partners use social media every day as part of their sourcing and recruiting strategies. Without social media tools like LinkedIn and blogs, their day to day job would be completely different. For the role of the recruiter, social media is used continuously and in a positive, helpful way.
In most cases, corporate organizations have established social media policies that not only protect the company, but the employees, clients, and prospective employees. In fact it is becoming necessary to have social media policies, as companies without social media policies have been sued for firing employees for negative content displayed on their social media accounts. In most cases (not all), an employee cannot be fired for inappropriate comments on their social media sites without the company having set, written rules in their code of conduct policy and practices. An example of this is an HR manager who was fired for sending private messages to the president’s wife through Facebook criticizing the president. The Fair Work Commission found that the communication did not break any rules the company had on their social media policy because although it was through Facebook, it was a private message.
Overall, it is best to keep your social media accounts private and only accept people that you personally know. Keep in mind not to post anything that you would not say to someone in person. A great tip to follow is think about your boss viewing every tweet, Facebook post, and Instagram photo you’ll post. With this mindset you will free yourself from any social media problems that could occur.