, , , , , , , , , , , , , , , , ,

When 2011 is finally over I’ve no doubt we’ll mark it as an inflection point in the renewal curve (better imagery than ‘recovery’) of Staffing’s evolution. There continues to be more than  a few few ‘firsts’ this year than I’ve seen in quite a few years.Last week, for example, after a brief and enjoyable sojourn on an Amtrak from central NJ to Washington DC’s RecruitDC (where it was evident that ‘local’ interest for face-to-face networking and programming is alive and well), I managed a flight to San Francisco for the first [mobile] mRecruitingCamp in the US.Michael Marlatt had a fascinating and diverse range of speakers which fit an audience that needed no convincing about the importance of mobile and were fully prepared to participate in the conversation. My favorite ‘bon mot’ was John Philips allusion to Amazon’s ‘check out cart’ when warning us all not to overhype mobile’s near-term impact on recruiting if the ability to apply remains as much an obstacle as it is today. Still, mobile is here to stay. It is driving, among many things, the explosion of apps which only lately have begun to emerge in staffing and HR.Earlier this year at ERE’s 1-day Innovation summit, I noted how the language of HR/Staffing is rapidly changing. The word ‘curate’ for example was used in at least 4 different ways at that conference. Personally I’m good with the notion that curated content evokes interesting imagery about the complexity of organizing and communicating information in todays multi-media environment. When used in the context of Curating people however, the word brings up some musty and medieval images I don’t think the speakers actually intend.This subject of language shifting is important. We’re obviously changing the notion of ‘HR’ to ‘Talent Management’ (and some other stuff) and, at the same time putting ‘Talent Acquisition’ at the [military] point of TM. That conversation has been ongoing for awhile.Language shifts have always been one indicator of major changes in power and ‘influence’ [an ongoing conversation John Sumser has been working to define in issues of his HR Examiner].However, care to avoid using cool ‘in’ words when simpler words would suffice is also critical as was brought home to me during this last weekend’s 1-day HREvolution conference in Las Vegas. I loved the experience and energy of the event’s many supporters and organizers (and especially the work that many of the session facilitators did to prepare a truly interactive conversation).During one of the sessions the terms ‘engage’ and ‘talent’ were used in nearly every sentence…at least until Marcia Conner @marciamarcia made a well articulated plea that ‘participate’ and ‘people’ would have been more appropriate in the majority of cases.Marcia’s intervention is more important than many of us might think at first glance. As the world of HR and Staffing  shifts, new words need to be crafted that better descibe the nuance of where we are going, not where we’ve been. But, at the same time, the audience that sits just beyond all the change has not had time to adjust and could very well become more confused than enlightened. nuff said.At the ERE Fall Expo in September, arguably the first conference of the season, I had quite a few takeaways but the one that stands out was this session by PepsiCo that included Paul Marchand, Shiela Stygar and Chris Hoyt. I’ve seen them all speak at various times but never together and it was much more than the sum of its parts. I’ve probably recommended their session be reviewed more than  a dozen times because it reflects how three different ‘levels’ of leadership operate in a transformational (read rapidly changing and innovative) environment to separately but collaboratively get in alignment with their respective business partners…and still manage to communicate supportively up and down the organization.I’m still absorbing this week’s sessions at the HRTechnology conference. I landed home late last night. The number of announcements, the continued news about consolidation in the industry, several new products and some excellent case studies by folks like Mike Grennier on the use of video in staffing at Walmart were all icing on the cake. It was well organized by LRP although the heart and soul of it is Bill Kutik.I enjoyed listening to John Boudreau who may be the person whose contributions to our field truly stand the test of time.I also enjoyed my session- an easy conversation with Job2Web’s Doug Berg, SelectMinds’ Anne Berkowitch, Deloitte’s Frank Wittenauer, Verizon’s Justin Jesser and Credit Suisse’s Neal Wendel. Taking social media to task as either a ‘Bubble, a Bauble or a Boom’ was easy when you get smart people with interesting opinions to have a conversation with each other and the audience. In case you are wondering, the boom still is on its way.I was ecstatic however over the completion of a six month journey with Elaine Orler, Mark McMillan and Ed Newman plus assorted friends, sponsors, partners and other volunteers to find, vet and announce the 2011 Candidate Experience Awards at a session this Tuesday.24 firms won. They supplied us with 11,500 candidates who confirmed why they deserved to win. We still owe them data and they are the first to say they aren’t where they want to be. We still need to get data out to a broader audience interested in improving their own candidates’ experience. And, we need to decide what to do going forward but, it was a moment of a not so quiet and very satisfying celebration.Congratulations to all the 2011 CandE Award Winners:Adidas GroupAutomatic Data Processing, Inc.The Bozzuto GroupCliffs Natural ResourcesCovenant HealthCrowe Horwath LLPDeloitteDeluxe CorporationGeneral MillsHarris InteractiveHerman Miller, IncInfoReliance CorporationIntuit Inc.Ontario Systems, LLCPacific northwest National LaboratoryPepsiCoPrincipal Financial GroupRex HealthcareRMS Inc.SageState Farm InsuranceSunTrust Banks, Inc.W. L. Gore & AssociatesWhirlpool Corporationhttp://www.hrexaminer.com/
Original source article: CareerXroads