Last week the Peoplepeople slack community hosted our first ever AMA (AskMeAnything) session with William Tincup.
We snagged William fresh from his appearance at the Lever Talent Innovation Summit and just after releasing his list of “HRTech tools to watch in 2016” (featuring yours truly, of course). He’s a renowned expert in the Human Capital Management sector, podcaster, has been described as a marketing and HR ninja and is a global authority when it comes to HRTech. He also loves a good ellipsis and really knows his early ‘90s HipHop.
So, as you can expect, a pretty wide range of topics were covered in the course of this 30minute AMA.
We’ve complied a few of the questions asked and answered here. The conversation is still there in the PeoplePeople channel if you’d like to thumb through the whole transcript. If you’re a member, jump in and visit the #AMA channel. If you’re not a member, join by clicking the button at the end of this post!
A few questions with HRTech expert, William Tincup:
Hi @tincup, and all you other folk. I thought I’d kick off the questioning. I’m all about data and how useful data can help us make better informed decisions. Where in the recruitment process do you think big data is going to have the most impact?
WT: data needs to be both reflective… what just happened… and predictive… what will happen… recruiters need both…
The most important metric for me in HR and it starts in recruiting… is regrettable turnover… folks that we wanted to keep but couldn’t…
We know giving candidates useful feedback is really important now. But it’s hard if you’re talking about dealing with a hundred people in a day. What are some tools/tactics you’ve seen to help make this more manageable? ?
WT: Why 100 candidates? put more filters on the pipeline, have fewer legit candidates and then you’ll have more time to go deep with folks… give them actionable feedback… you can’t do that with 100+ candidates… the feedback is light and not helpful… or worse… they think less of you…
What are the key things you look for in a cloud-based HCM/HRMS. Do you have any recommendations for a mid-sized company?
WT: Focus on the ones have two things… (1) a strong ecosystem of partners and (2) customers that look a lot like you… same size, same industry, same geography… oh, and, look at the breadth and depth of their user community…
Given that great innovation comes hand-in-hand with lots and lots of failed experimentation, how can we be better at recognizing, rewarding and incentivizing innovation in our people?
WT: You know the answer to this… but… I’ll put it here… celebrate failure…
Would you say celebrate equally with success? We have a “celebrate everything” mentality in our business. But are there any other ideas that you’ve seen work really well in organisations to make time for innovation?
WT: Diversity creates friction, friction creates innovation, innovation creates market share… so, celebrate diversity…
What do think the future holds for job boards?
WT: People have predicted the death of job boards for 20 years… yet, CareerBuilder, is a $1B firm… they morph… they add value in other ways within talent acquisition… like Glassdoor, one of the largest job boards in the world… they add value elsewhere… the job board business is but one aspect of what they do….
William covered topics ranging from his biggest professional failure to talent community software and which HR Tech he predicts will fail.
To find out his answers, click the button to join the PeoplePeople slack community. As well as reading through more of the William Tincup discussion, you can join other AMAs, participate in other community chat and connect with people-professionals all over the world.