Weirdly + Bumble: A custom theme to get the beehive buzzing

The office is buzzing with our latest custom-theme launch.

Bumble approached us recently about including a customised Weirdly quiz on their (already pretty awesome) career site. While most of our customers use us integrated with their ATS and current recruitment process, Bumble was after a slightly different arrangement.

They wanted a really brilliant candidate experience, that would sit entirely outside their recruitment process. Something that would give candidates a cool way to engage with the brand, discover more about Bumble’s culture and values, and find out what particular values they share with the company.

Our design and front-end whizzes put their heads together and came up with a really beautiful, fun design that totally captured the Bumble spirit and worked well across any device. And our in-house Psych and question-writing team found ways to weave all sorts of Bumble-a-fied language through the custom question bank we built for the popular startup.

Jeanie, the Bumble-doggo is chuffed to be part of the Weirdly crew too.

All-in-all, we’re really proud of this latest theme and most importantly, Bumble are chuffed too. It adds a little more interactivity to their career site, help build their employer brand and gives the candidates a taste of life at Bumble, before they decide to invest time in an application process.

Curious? You can check out the Bumble theme here (and get inspired by their website afterward).

If your organisation could use a candidate experience like this, our team would love to chat – whether you’re looking for something integrated in your recruitment process, or sitting outside of it like Bumble.

What are organisational values, really? Examples from companies who walk their talk

“The best companies take their core values to heart, challenging themselves every day to ensure they are truly living their values. Likewise, the companies that have core values, but don’t focus on them, often find themselves struggling financially and culturally.”
– Rob Dube, Forbes

What are values, really? You spend months defining just the right words, get them printed up on jazzy posters, or painted on the cafeteria wall, and then… what?

Values should be the pillars on which you grow your culture and engage with your employees. By all means, get those decals designed up, but your values need to go way, way further. “Be bold” sounds cool and all, but what does that actually mean?

This is important – according to Harvard Business review, “empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility”.

Not exactly inspiring stuff.

So what are the real world initiatives you’re offering your people? What are the behaviours you expect from them that show you’re really living that value? Remember these aren’t about making everyone the same – it’s saying to your people, “Here is what we believe at our heart”.

 

A few examples of companies doing an awesome job of living their values

There are some pretty nifty companies out there already doing an awesome job at turning their values statements into real life, impactful policies. Here are some of our favourites.

Corporate Traveller

Corporate Traveller, are all about taking responsibility and celebrating and boy, do they live those values!

Love a good confetti cannon/light show/giant balloon mash-up

They support employees taking responsibility with a unique incentive model that gives travel managers a really tangible sense of ownership over their customers. Losing (or winning) a customer directly impacts everyone’s take home pay all the way up to the CEO. That makes the team feel more like a collection of small business owners who are empowered to make and own their decisions. In many cases, business development managers also have the chance to make that feeling real – they can buy into the business and share in an additional percentage of profit each month.

That expectation of ownership is also backed by heaps of training and support, so their teams are set up to succeed. Inhouse learning and development academies and wellbeing benefits all connect into another one of their values, Care For Our People. Then staff are encouraged to reflect that care back out to the customer – with budget allocated for “watermelon moments”, the extra surprise and delight teams can deliver to customers at their discretion.

Successes are also celebrated – a lot. Every month, every team has a small budget allocated to get together and recognise awesome things that have happened. Those successes level up to the office-wide awards nights, and then all the way up to national and global events for exceptional achievers. The global gathering is a huge deal – this year it was held in Berlin and last year’s keynote speaker was Bill Clinton.

 

Patagonia

As one of the great, truly values-led brands out there, Patagonia are passionate about outdoor activities and want their people to be as well.

Their HQ is near the beach in Ventura, California, and on days when there’s an offshore blowing and the waves are beckoning, employees are encouraged to leave the office and go for a surf – or participate in any other outdoor activity. The office even supplies a stash of Patagonia-branded towels to mop up after their sessions.

Possibly an actual Patagonia employee, commuting to a meeting

This helps Patagonia stay true to their founding mission, with the added bonus of providing their people an easy way to test out the new apparel. It’s totally in keeping with their CEO, Yvon Chouinard’s socially and environmentally responsible belief that “Patagonia and its thousand employees have the means and the will to prove to the rest of the business world that doing the right thing makes for good and profitable business.”

And when you’re one of the world’s most beloved outdoor and lifestyle brands, sometimes going for a surf is the best way to remind yourself just what that “right thing” should look like.

 

Whole Foods

Unsurprisingly, one of Whole Foods’ core values is about health – they’re all about promoting team member growth and happiness.

If you work at Whole Foods and eat this, you probably get a lot of high fives

All employees are entitled to pretty great store discounts as standard – 20% in the US. But Whole Foods goes a step further. Any employees working at least 20 hours a week get medical insurance (including vision and dental) and access to initiatives that support mental health. They also incentivise their people to stay healthy with opportunities for even bigger discounts based on hitting positive health stats. These are tracked based on blood pressure, cholesterol, smoking status and body-mass-index (BMI) screenings.

Employees also have access to a website that make it easy to track their own eating habits, helping create a culture of awareness, responsibility and allowing this value to live well beyond just the financial incentive.

 

Etsy

According to Etsy itself, the company’s values are all about being “committed to using the power of business to create a better world through our platform, our members, our employees and the communities we serve”.

Could these be woman-engineers sharing a joke with man-engineers?

How are they bringing that mission to life? Well, one impressive initiative is to increase opportunities for female STEM careers. They launched a series of grants to support their female employees to either upskill or retrain as software engineers. By choosing the best 12 from this “Hacker School”, Etsy increased the number of women in their (traditionally male-dominated) engineer pool, as well as improving their gender diversity stats across the board.

The coolest part is that overall, the initiative is making Etsy a more attractive place to apply for female engineers outside of the company. The stats for women applying to roles in Etsy’s engineering department increased from 7 to 651 which is a fairly big jump, by anyone’s standards.

According to Etsy CTO Kellan Elliott-McCrea, this has had the knock on effect of attracting high-quality male engineers who, critically, also share the company’s values:

“The men who come into our organization are excited about the fact that we have diversity as a goal. They are generally the people who are better at listening, they’re better at group learning, they’re better at collaboration, they’re better at communication,” she says.

 

Weirdly

And then there’s us. As a values-assessment tool, we’d be remiss if we weren’t living our values pretty hard out.

One of our biggies is about being fans of people. Everything we build is designed to positively impact lives and build people up – that goes for our customers and candidates, as well as for our own team. One of the best ways we bring this value to life internally is with the Chuffy-bot we created for our Slack team.

At Weirdly, “a chuffy” is the term we use for giving someone mad props – making them feel chuffed by noticing their hard work. It’s a double-whammy in our eyes, as it rewards people for doing awesome work, as well as encouraging people to notice and give positive feedback on an incidental, day-to-day basis.

When someone notices another team member doing something awesome, they throw a message in the Weirdly Slack team’s #chuffy channel. Our Chuffy-bot adds a funny compliment and the person gets notified that someone’s stoked with their work.

Chuffybot: guaranteed to awkwardly bring up your ex at work

To tie it in to the rest of our Weirdly values, each chuffy gets tagged with one of our custom “values” emojis. That way everyone in the team can see which value that person has been caught living up to. On a more general level, we can also see which values we’re performing at strongly as a team, and which ones are not being lived or recognised quite as often.

It’s an awesome policy that helped us evolve our early-days obsession with celebration and confetti cannons, into a more remote team friendly approach.

 

Time to climb down from out of the decals, guys.

So, where are your values? Sitting up on the wall in your boardroom for people to ignore? Or are have you turned them to living, breathing actions that fuel the very core of your company? We know, really truly, that values-driven companies are successful ones – customers love you, your team love you, and you’ll find it easier to make decisions about the future of your organisation. Those are some sweet wins all around. So, now’s the time. Take a lead from these awesome values-led companies, get your values down off the wall and into technicolour.

Weirdly’s all about helping you seamlessly build your values into the heart of your recruitment process. If you’re keen to find out how our simple software could help you do just that, grab a demo now.

5 prime ministers in 5 years. Bad culture will eat you from the inside.

Australia has just elected their 5th prime minister in as many years. Why? Not because of a freakishly short election cycle. Nope. These leaders are being torn down and turfed out by their own parties. Votes of no-confidence, insurgency – however you frame it, there’s something going down in the culture of these parties that promotes in-fighting and dissent over unity and finding ways to work productively together.

This culture is eating them alive. Vision, strategy, execution – the pillars our businesses are built on all hinge on one thing: Focus. And nothing disrupts focus like a culture that promotes upheaval, political game-playing and in-fighting.

Our organisational culture is a by-product of the values we choose to amplify and encourage in our teams. There’s no “good” culture vs “bad” culture – there’s only productive vs unproductive.

You can have a culture that’s fiercely competitive, promotes a high level of autonomy and still supports people to be productive and focussed. Conversely, you can build a culture that’s really supportive, all about close collaboration and also super productive and focussed. The key is unity. Everyone being aligned with each other and the organisation – sharing the same core values, while still bringing their diverse perspectives and strengths to the table.

When employees (or for that matter, party members) aren’t aligned on the core stuff, your culture’s framework starts to fall over. Trust breaks down, suspicion runs rampant and the environment becomes combative. Ultimately this leads to a dysfunctional culture that can really damage your business.

We see this happen in the corporate world periodically – most recently with the fall of Theranos.

So how to avoid this kind of culture-breakdown?

 

The three key elements in organisations with a productive, healthy culture:

1. Pre-vetting candidates for values alignment

Make sure the people you bring into the organisation hold the values that support the culture you’re building. If you want to grow a competitive, highly independent, energetic environment, look for people who say, value winning, but also care deeply about integrity. You’re looking for combinations of values that’ll protect people from descending into antisocial behaviour and pulling your culture with them. Integrating tools like Weirdly into your recruitment process can help with this step.

 

2. Uniting behind a strong leader

This is a tricky as it’s a balance between having a leader who inspires confidence and having a culture that supports the leader to lead. It’s a tricky equation that often includes weighing internal disagreements against the larger goals for the organisation. A great leader will at times make decisions in the name of the larger company goals and strategies that feel uncomfortable for members of the organisation. A great culture will allow this conflict to be managed in a productive, mature way.

 

3. A brutally honest assessment of cultural values

Anyone who has done any kind of honest self awareness work knows assessing your personal values can be a challenging process. It can be even harder as a business. But if you don’t genuinely, authentically recognise the values and culture you’re embracing in your organisation – especially the ones that you feel uncomfortable with, there’s no room to celebrate or change them. Think about what behaviours you reward or incentivise, and which ones you discourage. That’s the start point for honestly defining the values your culture is built on.

 

Is your culture in danger of eating you from the inside? Or is it looking pretty healthy and you’re keen to keep it that way?

 

We’d love to talk to you about how Weirdly can help make sure you’re building teams of people who will add positively to your culture, not create instability. Click below to talk to one of our team:

Integrations are the future: Here are the three ways Weirdly can integrate with your ATS

It’s an exciting day at Weirdly HQ! Dale’s off on another successful US sales trip, our Australian business is looking great and we’ve launched our brand new Weirdly JobPages ATS integration with one of the largest employers in the world. That’s one more integration flavour on offer from the Weirdly candy store.

Why get excited about another ATS integration you ask? Well, the simple answer is that life really sucks when you have to keep hopping between pieces of software. Endless logging in and out. We know, that you know, that your teams just won’t do it. So making sure your crew gets all that delicious Weirdly benefit without ever leaving their ATS dashboard is super-important to us.

For most of our customers, delivering a world-class candidate experience is high on the priority list. People come to us because we can help create a candidate experience that’ll leave applicants with an awesome, lasting impression of the company’s employer brand, as well as helping you manage volume and dramatically speed up screening. Building the kinds of integration with your Applicant Tracking System (ATS) that allow Weirdly to sit right at the front of your process is the key to really maximising these benefits. JobPages is our latest ATS integration type.

Wait. There are integration TYPES? What does that even mean? Well basically, there are different ways your ATS will let us share information with it. It all depends on how they’ve built their software and how you’ve designed your process.

 

Here are the three main ways Weirdly can connect with your ATS

 

Option 1: Apply Button

Weirdly ATS integration on apply button

This is where your Weirdly quiz link is automatically added to the Apply button on your job listings. For example, you create a new job in your ATS the exact same way you always do, but when you share it or list it on your career site, instead of the apply button automatically linking to the dry old ATS application form, it’ll take applicants to your customised Weirdly quiz. This means the first experience someone has with your employer brand is a really fun, positive one. This is the simplest way to get Weirdly at the front of your application process, but not every ATS allows it. For the ones that don’t we’ve got two other options…

 

Option 2: NEW JobPages

Weirdly JobPages ATS integration example

If you want your candidates to have that awesome Weirdly candidate experience as their first interaction with your application process, but your ATS won’t allow an “Apply Button” integration, JobPages is for you. Basically, we simply replace the current “open job” listings on your career site with a JobPage we automatically create from your ATS. Literally, nothing has to change in your workflow; you create a job in your ATS just like normal, you click the same button as always to share it to your career site and follow the same process to share it on your favourite job boards. Your Weirdly quiz is either automatically added to every job as a pre-apply assessment, or you can opt to have it be a feature you toggle on or off. Either way, recruiters stay in the comfortable familiarity of their ATS dashboard. It’s only in the background where things are a bit different. Instead of your ATS displaying all your open jobs on your career site, it instantly gives us all the same information and we take responsibility for displaying it on your site instead. That allows us to embed our quiz link in the apply button, then automatically add the candidate’s score to their ATS profile once they’ve completed the quiz. For you (and your candidates), nothing changes, except you might notice the “open jobs” page on your career site all of a sudden looks a little nicer. Oh, and of course you’ll begin to notice people raving about your great candidate experience 😉.

 

Option 3: Second stage

Weirdly second stage integration smartrecruiters exampleIf you’re still looking for Weirdly to help with values alignment, but don’t need us at the front of your process, this might be the option for you. After your candidates have completed the first step in your application process – usually by uploading some info/resume into your ATS application form – they get sent an invitation to complete your Weirdly quiz. This can either happen automatically (every candidate gets invited), or manually (you only invite the ones you like the look of). Either way, your candidates still get that custom Weirdly experience, we’ll calculate how well they align to your values and their results will be automatically attached to their candidate profile in your ATS.

 

Think a Weirdly integration with your ATS sounds pretty good? We’re currently working with most of the leading Applicant Tracking Systems in the market, including SmartRecruiters, Lever and SnapHire. If we don’t already have an integration running, you can bet we’re in the process of building it!

Have a lots-of-questions-asked, no-strings-attached demo with one of our team and learn how Weirdly can slot into your current process. 

5 simple security questions you should be asking any potential HR Tech provider

As your HR Tech stack gets deeper and you bring on more cool digital tools to enhance your recruitment processes, data security is becoming more “important stuff to know about” and less “boring stuff the CIO drones on about”.

Massive security breaches aren’t just embarrassing, they can cost millions of dollars in lost productivity, time-consuming fixes and open you up to legal issues with severe penalties.

When you’re looking for a new HR tech tool, the stakes are high – you’re trusting a third party with information about real people and real lives. A recent breach at one Australia’s major ATS’s shows what a big deal this is. It’s had ongoing ripple effects, as their clients work out how to manage recruitment in the aftermath.

So, yeah, this is serious stuff, and protecting your company and your candidates means we all need to start really thinking about it, rather than seeing it as just another box for your tech-team to tick. Before handing over to your CIO and their security questionnaire, here are five non-technical questions you can use to pre-vet your potential HR tech provider.

 

1.  What’s your personal data retention policy – aka, what are you doing about GDPR?

GDPR (General Data Protection Regulation) has got a lot to say about your  responsibilities for protecting your employees’ data – and yep, it’s relevant even if you’re in the United States.

Under GDPR, which came into effect in May 2018, a data breach is a very big, very expensive problem – even if that breach happened in a third-party system, like in HR technology. When you ask this question you’re looking for reassurance that the data held in the HR Tech provider’s system is automatically encrypted, which helps side step a lot of issues if there’s ever a breach.

2.  Do you use a third-party expert to assess your software security?

The answer you’re looking for?

Yes, and here’s the report to prove it!

 

Most HR tech providers will tell you they follow security best practise, take security seriously and other, similarly vague statements. The real proof is when an outside company is employed to dig into the provider’s security measures. The output will be a report that your provider should be happy to share with you.

3. What’s your plan if there’s a breach?

We’ve all seen Ocean’s 11. The reality is that even the most secure system in the world can still be breached – and mostly because humans are involved.

63% of confirmed breaches can be put down to “weak, default or stolen passwords.” Employees are also constantly working around your water tight security policies. Since you can’t get rid of your humans, it makes sense to plan for a breach – what will your potential HR tech provider do? They should have an effective disaster plan that will reduce your system down time, limit recovery costs and secure your data again fast. You want the HR Tech-equivalent of a survivalist bunker with a year of canned food and water.

4.   Can you help me check up on you?

As a professional people-person, you know about checking up on a candidate’s claims. You’d call references, and look into their records to confirm they are who they say they are. The same background checking applies to choosing your HR tech provider. A reliable vendor will be happy to connect you to past customers. Ask for any accredited awards they’ve been given and check if they hold or are working towards ISO certification.

 

If you’re interested in adding Weirdly to your HR Tech stack – creating a world-class candidate experience, reducing volumes and getting you to the best candidates, faster – we’d be happy to answer these questions (and more!) for you. 

Day 2 of #HRTechWorld and Wrap-Up

Today Dale was lucky enough to be running the #HRTECHWorld Livestream. She interviewed over 20 delegates, vendors and HRTECHWorld team members. The energy of HRTECHWorld is awesome. This conference has really nailed a strong sense of community.

Some of our highlights from day 2 were:

  • Most popular speakers were economist Dr Daniel Thorniley dropping hard-hitting facts on today’s job market and Euan Semple talking about blockchain.
Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

Dr Daniel Thorniley kicks off Day 2 with some hard truth bombs

  • Most Fun Session – The Debate on #bigdata where the three speakers presented their thoughts as if they were in a courtroom – wigs and robes included. What a a fun and engaging way to present this already fascinating topic.
Thanks to @angieverros for an awesome live action shot

Thanks to @angieverros for an awesome live action shot

  • Key themes: The tension between humans and robots (aka Artificial Intelligence, Machine Learning and Big Data). All we can think is that the world is on the precipice of enormous change in tech, and HR tech is right there at the forefront.
  • The area for startups, some 40 or so vendors all vying for the attention of the attendees and potential buyers, was never quiet, it seemed like there was always a good level of traffic and some were doing demos back to back for the whole 2 days. It was great to see so many vendors getting their products in front of real buyers from large corporates.
Cheers to @gdelestrange for this long view shot of the Startup Stage

Cheers to @gdelestrange for this long view shot of the Startup Stage

And on that note, all you vendors out there, IOHO (in our humble opinions), this event is the best out there. The quality of the delegates and conversations has been a head and shoulders above any other event we’ve been to recently. Not only was the quality of the content amazing, but the effort the various companies have put into making it interesting and diverse.

As we sign off, we want to give a massive Weirdly shoutout to the sense of belonging, inclusion, community, networking, support that we’ve felt over the last couple of days. It’s amazing; you truly feel like the team cares about building an event that caters to all parties and ensuring great outcomes for everyone, it’s not just about bums on seats for them.

And it can only get better with the new brand Unleash. We’re looking forward to continuing the journey with the team at future events.

 

If you met us at HRTechWorld, or have just been following our adventures from afar, why not try Weirdly for yourself? Book a Demo with Simon right now

Day one of #HRTechWorld in Amsterdam!

Breaking News: HRTechWorld has just announced a rebrand, to become Unleash! Read all about it here.

Thousands of people were early to registration on day 1. Amongst the booming DJ in the entrance hall, you can find a masseuse and the #HRTechWorld creatures. What an awesome start to the day!

We felt that Day One was a huge hit. Kicking off with an amazing keynote from Peter Hansen referring to his thoughts (and his book) on The Day After Tomorrow. Are we spending enough time and attention planning for the future instead of just for today? And finishing with the amazing Arianna Huffington. We need to be paying more attention to our “now”, and sleep more. It was such a treat hearing her do a keynote and then also listening to her fireside chat with Josh Bersin.

Main themes for today were focused on the #futureofwork and how #HRTech can enable and support Talent Acquisition/Human Resources and culture and diversity.

Dale and Simon’s highlights

Sarah Wood – Founder and CEO of Unruly

She spoke on on Unruly’s 5 point checklist for Diversity: Measure, Find, Be Flexible, Nurture and Celebrate.

Diversity is one of their strengths and their people (“The Unrulies”) live and breathe it. You can tell from their mission statement (“To unleash the collective power and difference of Unrulies to drive business impact”) all the way to how they work. We especially loved “Nurture”; One of the most important purchases they make for their offices is a good quality kitchen table, and they use it too! They actively encourage their people to bring their families in for lunches and to just hangout or check out the offices.

Sarah finished with a favourite saying: “Good things come to those who don’t wait!”, we totally agree Sarah!

Four Female Tech Founders

Pictured from right to left: Urška Sršen (Co-Founder & CPO Bellabeat); Ida Tin Founder & CEO Clue; Brynne Kennedy CEO and Founder MOVE Guides; China Gorman Board Chair Universum Americas

China chaired the panel of extraordinary female tech founders. Some key pieces of advice that they left us with: hire for company values and personality, and as a CEO you must be thinking at least three years into the future. But our favourite, by far, was that the most important attribute you should hire for is ‘self-awareness’. People who understand their strengths and weaknesses are able to be coached and to learn. We couldn’t agree more.

Arianna Huffington

Arianna Huffington is a walking sound-bite machine! She tells us to focus on well-being and making sure we recharge our batteries. Stop living our lives through our phones and actually live them, experience the things around us rather than recording it.

She’s not just talking the talk, she’s walking the walk. She has partnered with Samsung to create the Thrive App. It’s like an out of office for life, limiting the notifications so that you can go and live your life.

Not only is Huffington trying to fix our personal life, but the way we work. She calls the company’s culture the ‘immune system’. If we get a virus or a disease it can spread. The ‘brilliant jerk’ is the poison for our company. A great culture is a strong immune system that can stop that virus dead.

Of course, not many people leave work at work when they go home. We take who we are at home to work, and we take who we are at work to our homes. What does that look like? Life skills are just as important as job skills. If we help people transition through their lives, it will teach resilience and beyond job skills, it will establish real life skills.

She finishes by reminding us that this is our one and precious life:

“Bring as much joy, as much humanity and as much gratitude as we can. Let’s not just say upward and onward, let’s just say upward, onward and inward. Just take a breath and connect with it.”

Ariana Huffington rocking the stage

Ariana Huffington rocking the stage

Speed Conferencing

We were part of a speed conferencing session today focusing on Hard Skills and Soft Skills for the future of work.

We started by sitting on the floor to warm up in an informal way then got into some speed networking. We were one of six speakers. Topics that were covered were Chat Bots in the recruitment process, using inbound marketing, enabling culture when scaling, the shift from hard skills to soft skills we’ll need in the future, micro-learning and how to buy HRTech. One of my favourite discussions was on whether Talent Acquisition should move into the marketing department. Definite food for thought.

Finally, the expo hall

The MASSIVE expo hall

The MASSIVE expo hall

The expo hall is massive: so much great HRTech, we’ve tried to summarise some of our highlights, but the whole day has become a massive whirlwind of excitement!

IBM’s Watson used our Twitter profiles to tell us what our personality type was (Dale – Adventurous, Simon – Visionary).

Watson's predictions for Dale & Simon

Watson’s predictions for Dale & Simon

BeeKeeper – An employee communication app that we got a rave customer review about. It enables secure communication between employees and teams. The customer stated that it has increased active engagement and productivity across the entire company.

Devscore – Cool product that simplifies developer acquisition and assessment. And the founder Peter Cummings is worth having a beer with.

So excited for our friends at Enboarder who were runners up in the startup competition from a lineup of over 25, but Robot Vera were the overall winners – They are using AI to replace 90% of the recruitment process. They find the candidates online, make contact and then a robot will phone them before forwarding a shortlist to the recruiter. Hmm, we’re not sure on this one. Really takes the human element right out of it.

Hot tip: Keep hydrated – Get a free water bottle from one of the vendors in the expo hall and fill it up at the water filters.

#FutureOfWork and #HRTechWorld Amsterdam

We are so excited to be sending two of our Founders to #HRTechWorld in Amsterdam! It will be the Best HR Show in the World!

In fact, if you check out the agenda, you may notice a familiar face, right there, next-ish to Ariana Huffington, you’ll find our very own Weird-One-in-Chief. Dale Clareburt will be talking through what soft skills you need to focus on and why the soft skills we look for today may be a different kettle of fish tomorrow.

The coveted Weirdly Hat

Dale isn’t a lone-wolf this time though, we are also sending Simon Martin to be her partner in crime. They will have a supply of Weirdly hats, so find them and you too can look cool like us!

And if, like the rest of us, you’re not going to be in Amsterdam… we will be bringing you all the highlights. Here on this blog, or on our Twitter, Instagram, Facebook and LinkedIn pages. In fact, if you’re not a member of our recruitment Slack group, people-people, come and join us, we’ll run some AMA and post the links to the live-streams as they happen.

Let’s check out the #futureofwork together!

Family Feud – The Recruitment Edition

Last night our co-founders Dale and Simon hosted an energetic and exciting rendition of Family Feud, with a recruitment twist (of course) at the #sydRecMeetup. The whole evening was sponsored by LinkedIn, Enboarder and ourselves. The anticipation was well and truly built up before the event, the venue allowed us to have 120 and we maxed that out. (Not to mention a wait list a mile long).

We’d also like to give a #shoutout to Troy Hammond of TalentArmy who gave us the idea to begin with. And a massive #shoutout to Chris Long, Mark Mansour and Neil Gunning for inviting us to be part of it all.

For those that aren’t familiar with Family Feud; it is a game show first created in 1976 in the United States and has since spread all over the world. The TLDR description is that often there will be some kind of survey before the show and the contestants on the show have to guess what would be the most popular answer to the question asked. In our case we sent the survey out to all members of the meetup online and then went about creating our panel of recruitment super-stars. The teams were boys vs girls, and we had an amazing line-up:

Representing the Girls:

Representing the Boys:

There was a whopping twelve rounds so here are some of the highlights. If you’re a talent hunter in Sydney you can watch the whole thing on their closed Facebook group here.

Who are your key influencers in the talent acquisition community globally?

Bill Boorman won with 35 votes, followed by Kevin Wheeler at 28, Glen Cathey at 20, James Caan at 12 and Lazlo Block with 5

Round One kicked off asking about key influencers. When social is key to getting your brand out there, it was no surprise that Bill Boorman of the Recruiting Unblog came up on top as the most popular answer. We’re big fans of Bill already but thought that there were a few key names missing off this list like William Tincup and Stacy Zapar. There are really so many to choose from.

What are the key factors that affect the candidate experience?

Feedback edged out all others with 41, followed by response time at 29, the reality of the job at 15, respect at 10 and technoloogy coming in last at 5

This question is near and dear to our hearts. Here at Weirdly, we are all about the candidate experience. We like to think that our software makes your life as a recruiter simpler, which should give you more time to provide feedback! Our automagic filtering that happens whether you have a hundred or a thousand applicants should also cut your response time by the bucketload.

What are the top ways you would measure your employer brand?

Retention won the day with 25, the quality of the applicants at 20, surveying the candidates at 18, employee referrals close behind at 14 and Glassdoor at 12

These are all awesome ways to measure your employer brand. We totally agree! A strong employer brand will increase your staff retention and you will get a better class of applicants through the door. Here at Weirdly we help you build the culture you want to have. That’s your brand of weird, and it should help you attract and keep the very best people.

If money was not a constraint, what would you invest your budget in?

A New ATS is top of the dream list at 31 points, EVP/Branding on its heels with 29, people at 16, automation tools at 14, and conferences at 10

We love the utopia question… people always get that dreamy look in their eyes and that faraway smile.We’re also glad that the superyacht didn’t make this list, what a dedicated bunch of talent professionals. For some of you larger corporates, a top notch ATS is vital, but we’re glad to see that Branding and People are high up on the list too.

Sayonara for now

If you missed the night, I’m sure you’re keen to find out who won… It was a close call, but the audience chose the girls this time round.

Let's hear it for the girls!

It wasn’t all a serious competition though, there were some very memorable moments including Gareth Davies from Enboarder singing his heart out whilst experiencing technical difficulties during his preso or Chris Long throwing a highly sought after Weirdly cap over his shoulders to a feverish bunch of groupies at the end of the night. I think it’s safe to say that the Sydney Recruitment Community is very much alive and well.

It was a blast coming across the ditch to host, and now there is such an amazing Powerpoint, it’d be sad to see it go to waste, there’ll probably be a re-match at some stage.

 

 

If you want to work on your brand of Weird right now, chuck your employer brand into a Weirdly Quiz today

Weirdly quiz sign up now

#shedoesnotspeakforus – racism & recruitment

Last month, the Human Rights Commission here in New Zealand posted a sound clip of a recruiter verbally attacking what sounds like a possible candidate. If you haven’t heard it yet, don’t bother, you’ll get the gist of it from this blog.

Recruiters nationwide were (rightly) outraged and demanded to know the identity of the recruiter. To their credit, Recruitment & Consulting Services Association Australia & New Zealand (RCSA), who represent over 3000 recruitment professionals and companies, responded the same day. They sent an open letter to the Human Rights Commission condemning the actions of the recruiter, and at the same time created a mildly viral campaign #shedoesnotspeakforus encouraging all recruitment professionals to join in the condemnation.

They are going further than that. Tomorrow they have got Dame Susan Devoy (the Race Relations Commissioner), their own CEO, Charles Cameron, and others on a free webinar open to all New Zealand recruiters. It is called “Ten ways to stamp out racism in New Zealand”

Register for free here.

Here at Weirdly, we thought it was important to alert you of this webinar. We were as outraged as everyone else when we heard the sound clip, and we applaud the RCSA for doing something about it so fast, and then following through with a solution.