Estimates suggest paying staff can constitute anything up to 60% of a firm’s revenue, yet when we hire members of our senior team, rarely does the process become technical or subjected to scientific rigour. More often than not, gut-feeling can be the determining factor. Well, all that could be about to change.
Welcome to the world of People Analytics – where firms apply theories associated with the collection and analysis of Big Data to their workforces.
People Analytics is the move to help firms understand their employees better; to know what drives them, what causes demotivation, and to examine how that could change the criteria on which hiring choices are made. (more…)
As media headhunters it’s common for our conversations with senior editorial and commercial people – at old and new media businesses alike – to regularly address the challenges they face in offering new and compelling solutions to advertisers.
These conversations often revolve around how a publisher can use the editorial skills they have in-house, and a reputation for producing high-quality content, in commercial ways that won’t alienate the readership or damage a relationship that, in some cases, has been built on centuries of editorial rigour.
So how do they do that? Well, it isn’t easy.
A recent editorial candidate told me at their (established) news organisation, they have clear boundaries to maintain the traditional gap between editorial and commercial. But this ‘traditional’ gap is no longer the case everywhere, and some of the UK’s most distinguished media businesses are peering directly into it in the hope of finding new sources of revenue.
Increasingly, media organisations are becoming more relaxed around the separation of editorial and commercial activity and redefining how existing boundaries can work. Under the umbrella of ‘native advertising’, the old lines between editorial and commercial are changing. (more…)
Every week I talk to dozens of media business leaders about how they recruit senior executives. I ask them what the changing nature of business means for their hiring policies, what their recruitment challenges and pain points tend to be, and I also ask about the measures they take when they’re recruiting executives – the advertising they use, the contingency agencies taken on, and the headhunters they engage.
When I ask these questions I frequently hear the same answer repeated back to me:
‘Oh,’ the business leader will say. ‘I just recruit through my own network’.
The remark is usually qualified with: ‘we know everyone in the market anyway’. (more…)
Bringing in new staff to run and, hopefully, improve the performance of a business means that payroll – alongside commercial rent – is often the biggest expense a company faces; but a typical business knows comparatively little about the real motivational factors that drive their workforce once they have got them through the door.
What if smart use of data could help firms understand their employees better? How would that change the criteria on which they base their hiring choices?
Big Data is usually talked about in terms of what it can do for consumers and customer relationships, but what happens when you apply its principles to staffing?
What happens when a firm starts to look scientifically at information about its employees? What happens when it starts to apply People Analytics? (more…)
In the last 12 months a good proportion of my time has been spent recruiting for senior management roles, particularly leaders for B2B information businesses.
Appointing and interviewing candidates for a number of similar roles in a short (ish) period of time has lead to a series of commonalities emerging; a number of key qualities employers are really looking for, those that make good senior management candidates stand out from the field.
Here are my five key things to look for when recruiting for senior management roles: (more…)
Here’s a potentially concerning development all media owners would be advised to keep an eye on: this week, the Financial Times revealed ‘several’ mobile operators are proposing to lock advertising on their networks, with one European provider preparing to do so before the end of this year.
If you’re thinking of recruiting digital executives in the next 12-months, this could be a live issue with which they (and you) might have to deal. (more…)
Gamification is increasingly touted as a way for big firms to improve recruitment programmes, staff training and retention, but if the results of a recent survey are to be believed (and there’s no reason why they shouldn’t) wholesale uptake isn’t likely to happen any time soon.
The report – commissioned by people management firm Penna – found that far from rushing to bring gamification technologies in to their recruitment programmes, many companies have no interest in adopting its techniques.
In addition, the survey found, despite gamification currently being bang on-trend in the HR and recruitment sectors, 89 per cent of employees had never actually heard the term.
Gamification may be in vogue, but when Penna asked leading HR directors about its use in the workplace, and 70 per cent said it had never been used at their organisation. (more…)
Off the top of your head can you guess where Britain’s fastest growing technology hub is located?
East London? Manchester? Cambridge? Liverpool?
Nope, it’s none of those places. According to this year’s Tech Nation report, Bournemouth is by some distance the fastest-expanding tech cluster in the country. Between 2013 and 2014, it saw a 212% rise in new tech companies forming. It’s growing nearly twice as fast as Liverpool, its nearest rival. (more…)
Online publishing businesses in the UK expect to be at the heart of a 2015 recruitment boom driven by the adoption of programmatic advertising systems, according to research released this month.
Data from the annual Association of Online Publishers’ Organisation Census said 71% of online publishers in the UK expect to recruit additional staff in the coming year – the highest percentage seen since the survey began in 2003.
Recruitment and skills development is now a key investment area for online publishers, according to the AOP, as the industry begins, at speed, to adopt the use of programmatic trading.
The results of the AOP Census mark something of a turnaround from last summer when a separate survey found nearly a third of all publishers in the UK – online and offline – hadn’t even heard of programmatic advertising. (more…)
As an executive search firm serving the media and information sectors, a large number of recent briefs have focused on hiring people to drive or assist transformational or cultural change within a client organisation.
The majority of our clients have been looking for executives and managers with a proven track record in changing the way teams work and/or think.
For the hiring firm it’s often difficult to know the exact qualities they should look for when hiring new people to bring change to their business. What makes a good manager of change? It can be so different from one business to the next, it’s often difficult to draw up a specific list of requirements. There are, however, a few fundamentals – things to look for – that hiring firms should take into consideration when recruiting for change management. (more…)