4 questions about rethinking recruitment. Research is included.

1. Rethinking
recruitment

2. Question # 1
What happens when
people work on
platforms / social media?

3. New employment models evolve to include
platforms, projects, gigs, freelancers, contests,
contracts, tours of duty, and part-timers.
https://hbr.org/2016/03/work-in-the-future-will-fall-into-these-4-categories

4. Sources
http://www.gigwalk.com/
https://www.thumbtack.com/
https://www.upwork.com/

5. Sources
https://www.agorize.com
https://www.atizo.com
http://www.brainfloor.com
https://www.jovoto.com
https://tongal.com/

6. Sources
https://www.topcoder.com/
https://www.workmarket.com/

7. Sources
http://www.rentarentner.ch
http://www.swissvolunteers.ch

8. Sources
https://99designs.com
https://www.etsy.com

9. https://hbr.org/video/2226612737001/the-future-of-work-20
What if we break a single job
into many assignments.

10. What if many tasks currently done by large companies
were done instead by temporary combinations of small
companies and independent contractors?
Malone, Thomas W.: The Future of Work, p. 74.

11. 2-4 year tour of duties works.
Reasons
1. Many companies today work in environments that change.
2. The tour of duty can promote relationships that last beyond
the tour of duty.
3. People don’t want an employer / employer for life.
4. People don’t want to work alone all the time.
https://hbr.org/2013/06/tours-of-duty-the-new-employer-employee-compact

12. Question # 2
What if skills and interest
matter more than diplomas?

13. We recently hired two people and we
didn’t even know what their degrees
were, if they even had degrees.
We hired them because of the work they
did on the computer science platform on
https://www.khanacademy.org/.
http://blog.ted.com/2014/01/28/in-conversation-salman-khan-sebastian-thrun-talk-online-education/
Salman Khan

14. More and more people are being
hired on their work samples, on
the projects they’ve done, the type
of portfolios they’ve developed.
http://blog.ted.com/2014/01/28/in-conversation-salman-khan-sebastian-thrun-talk-online-education/
Sebastian Thrun

15. Sir Ken Robinson: You’re better off having a degree,
but it’s not a guarantee of a good job anymore.
http://www.youtube.com/watch?v=zDZFcDGpL4U

16. CVs have led recruiters to focus too much on grades,
university reputations, and prior work experience.
The problem with these hiring criteria is that they’re
biased toward applicants from more wealthy backgrounds.
https://hbr.org/2014/07/resumes-are-messing-up-hiring/

17. http://opensource.com/business/10/9/facebook-generation-vs-fortune-500
Position, title and academic degrees – none
of the usual status differentiators carry much
weight online.
On the web, what counts is not your resume,
but what you can contribute.

19. Research shows that focusing on individual
strengths and what is unique about people is a
much better strategy than trying to make people
conform.
Results: People become more motivated, work
more efficiently, and make fewer errors.
https://hbr.org/daily-stat/2013/07/dont-make-new-hires-conform-in.html

20. http://opensource.com/business/10/9/facebook-generation-vs-fortune-500
Whether contributing to a blog,
working on an open source
project, or sharing advice in a
forum, people choose to work
on things that interest them.
Everyone is an independent
contractor.
Gary Hamel

21. http://bigthink.com/ideas/16151
http://thehypertextual.com/2010/04/08/gary-hamels-pyramid-of-human-capabilities/
http://www.business-strategy-innovation.com/2010/04/employee-traits-hierarchy-for-creative.htm

22. Question # 3
What happens when you
involve people who are
different than you are?

23. People tend to recruit candidates just like
themselves. We do this because we are
affected by subjective biases, and in particular
by the similar-attraction effect.
Johansson, Frans: The Medici Effect, p. 82.

24. Managers who dislike conflict - or value only their
own approach - actively avoid the clash of ideas.
They hire and reward people of a particular stripe,
usually people like themselves.
http://hbr.org/1997/07/putting-your-companys-whole-brain-to-work/ar/1

25. Even if we want to create an innovative
environment with different types of
people, we face millions of years of
evolution that work against such desires.
Johansson, Frans: The Medici Effect, p. 82.

26. 4 kinds of diversity
1. Gender diversity.
2. Nationality diversity.
3. Age diversity.
4. Value diversity.
Adapted from
http://www.heidrick.com/~/media/Publications%20and%20Reports/HS_EuropeanCorpGovRpt2011.pdf

27. Over the coming years, the workforce is set
to become far more diverse, reflecting
trends towards an ageing population, greater
ethnic diversity and more women taking up
positions in paid work.
http://www.demos.co.uk/files/Recruitment%202020%20-%20web.pdf

28. Further inspiration
https://www.teacherspayteachers.com/Product/How-diverse-is-the-group-2005865

29. Question # 4
What happens when you
involve people who have
no experience?

30. www.airbnb.com use freelance employment models.
These employment models have enormous implications
for the educational needs of the global population.
http://mckinseyonsociety.com/sebastian-thrun-udacity-credentials-that-work/

31. We’re an industry that needs to change and reexamine
almost every facet of how we do business.
So people who have been trained and reinforced in the traditional
ways of running hospitals and health system departments often
don’t look at doing things in new and creative ways. They don’t
challenge everything and ask tough questions. Instead they are
locked into the old paradigms. So the last thing we need is
someone with that kind of ”experience.”
https://hbr.org/2011/05/job-available-no-experience-pr.html

32. The clearest signal of a learner is curiosity.
Curious people love to learn.
While experts talk about what they know, the
curious talk about what they don’t know.
https://medium.com/swlh/how-to-hire-34f4ded5f176#.811m54wm9

33. Further inspiration
https://www.teacherspayteachers.com/Product/Learning-strategies-1487708