iRecruit 2.013

Peter is Director Research & Development for HRN. His interest is in bringing together businesses, and the people who led and manage them, to create the future of work.


In the run up to iRecruit in Amsterdam later this month we have been speaking with some of our Keynote Speakers about the way they see recruitment and HR evolving, the challenges they have been faced with, and what advice they might give to others.

We will be publishing a handful of the full interviews in the iRecruit delegate magazine so I don’t wish to spoil the public release of those before the conference!  However we thought you might enjoy a few insights that one of our leading keynotes, John Vlastelica, recently shared with us.

John Vlastelica is the Founder of RecruitingToolbox.  John has almost 20 years of recruiting and HR experience, was the senior director, Global Recruiting for Expedia and a recruiting director at Amazon.  John is leading a Recruitment Leadership Lab at iRecruit and will be on the plenary stage doing a keynote presentation with Scott Pitasky the Global VP Talent & OD at Microsoft.   You can see and meet John and Scott at iRecruit – check out who else is there too

We asked John about some the challenges he sees HR and recruiters having to face, and also that much debated question of what kind of ATS would be ideal …….

John, can you give us a quick snapshot of some of the key challenges that you you have seen being faced over the past year or so in terms of recruitment, retention, engagement and employer branding?

One of the big challenges I see across industries and geographies is around defining and scaling a high hiring bar.  Most companies continue to focus on traditional requirements when defining their talent needs – years of experience, university degrees or certifications, and a list of required tools/technologies.  But those same companies often have a sincere interest in hiring the best (or better) talent, and yet, we know that things like experience and degrees are poor at predicting high performance.  They need to redefine their definition of their hiring bar, and then deploy that to hiring managers (this is NOT just an HR exercise).  This new way involves looking at accomplishments over years of experience, skills over degrees, learning agility over specific technical skills, and smarts over pedigree.  Scaling up an organization with top talent requires that everyone is on the same page about what we mean by “top performer” – this starts with a clearly defined hiring bar that goes beyond CV-buzzwords and traditional job descriptions.

If you could specify your own ATS (applicant tracking system) what would you like to see included?
I have 50 ideas.  But first, more than anything else, I want users to actually USE the system.  We have to improve user adoption and address the time consuming, often ineffective training used to get new users up to speed.  I’d love to see just-in-time, pop-up, how-to help information on every field or form within an ATS.  I should be able to click on a question mark icon for anything requiring me to enter information, and the help pop-up window should tell me exactly what I need to enter (“enter the target basic salary”), why I need to enter it (“we use this information to X”), and where I can get this information if I don’t have it (“this comes from the compensation ranges [link]”).  Ideally, the superuser could customize that to their company’s process and policies.  That would be a fantastic feature.  Everything good you can get OUT of an ATS starts with getting the right information IN to the system, so making it easier for users to get the right info in would be great.  Garbage in, garbage out.  Let’s start there.

Don’t miss out on the debates and discussions at iRecruit – Europe’s largest conference for HR & Recruiters taking place in Amsterdam on 20 & 21 June.  With 600 plus people scheduled to attend why not book your place today – call us on +44 20 34 689 689

See you in Amsterdam!