ICYMI Monday: Flop, In the Name of Innovation

ICYMI Monday: Flop, In the Name of Innovation

Mike Roberts

This is a regular feature here on the Jibe Blog, in which we uncover some of the best recruitment and technology stories from the previous week you may have missed. But first, we take a little trip in the wayback machine.

After a few weeks off due to a very busy conference season, the Jibe Blog’s weekly ICYMI news round-up is back. Before we get to this week’s stories, we’ll take our regular trip back in time. On October 20, 1968, a 21-year-old Dick Fosbury set an Olympic high jump record at the Mexico City Games. What was momentous about this was Fosbury’s unorthodox style, which quickly came to be known as “the Fosbury Flop.” At the time, nobody had ever seen this style used, and many claimed it was simply a dangerous anomaly. But the old way of doing things wasn’t working for Fosbury, so instead of simply giving up and maybe trying his hand at the long jump or discus, he tried something new. And today, every high jumper in the world uses the flop. It simply works better.

fosburyjump

Yes, it’s the old ‘think different’ cliche, but it’s true. It’s fair to say that many of the most common recruitment practices and processes currently embraced by the majority are not necessarily the most effective or efficient. Much of this week’s news round-up touches on the notion that it isn’t simply the systems that need to change, but rather the HR and recruiting mindset itself. In other words, sometimes you’ve got to flop in order to thrive. Let’s get to it.

  • In Vegas, A Look at the Future of Work
    Given that we’re coming of the year’s biggest HR technology event, this week’s stories are all going to center on Las Vegas and the HR Tech show. In this piece on the Wall Street Journal’s “At Work” blog, Lauren Weber recounts her first HR Tech and spots trends around employee engagement, real-time performance reviews and self-service career planning.
  • The Top 10 Disruptions in HR Technology: Ignore Them At Your Peril
    On the heels of what is surely not his first HR Tech, Deloitte’s Josh Bersin shares his thoughts in this Forbes piece on what trends and technologies will change the game most dramatically for HR in the coming years. Of particular interest to us here at Jibe is #3, all about analytics. While identifying data-driven solutions as the future of HR and recruiting, Bersin also makes not of the “mindset” problem identified in our intro. The good news is that the shift is definitely happening now, as we’ve seen with some of our first-mover clients.
  • The Problem is HR, not HR Technology
    Touching on similar themes, Brian Sommer shared his post-HR Tech thoughts on ZDNet. In this piece, Sommer drills down on analytics and the adoption problem as well, pointing out that HR and talent acquisition need new skill-sets in place within their groups to properly adopt and use analytics. While this is certainly true to some extent, we would point out that many of the new analytics solutions on offer are packaged in such a way that a data scientist or quant is not required to use analytics to fine-tune their processes. Yes, those skills are probably needed for really deep dives into the data, but a first step on the analytic journey is to take advantage of the now easy-to-use tools available to surface and learn from even the basic data we have.
  • The Human Problem in HR
    And finally, Diginomica’s Dennis Howlett adds a take on his first HR Tech, once again echoing similar themes. Here, Howlett takes a look at other potential reasons for resistance to analytics adoption in HR and recruiting. While focusing on some of the negatives coming from the vendor soup found at HR Tech (and using the word bullshit a lot, which we like), he does lift up a few exceptions he found at the show. Luckily, Jibe fell on the right side of that dichotomy. Phew.

And with that, we wrap up the return edition of Jibe’s ICYMI Monday. We’re excited by much of what we see across the landscape right now, and while we agree that a shift in thinking is still in process, we are encouraged about the path that talent acquisition and HR is on and the ever-increasing embrace of new technologies and new thinking. Sometimes, you can flop and change the game at the same time. Just ask Fosbury.

If you come across something you think deserves some extra attention during the week, leave a note in the comments or hunt us down on Twitter @JibePR.

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