Top 50 HR & Recruiting bad asses in APAC featuring – Iain MacGibbon

Welcome back to my series on the top 50 HR and Recruiting bad-asses in APAC.

Before we hear from #9 on the list I wanted to take a moment to tell you about some exciting events coming up next week. I am sure by now if you work in IT recruitment internal or agency you have heard of http://www.IT18.co.nz. If you have not yet got your tickets there is still time and so I really encourage you to go and learn from some of the amazing people. I have had the privilege of hearing some of them before and vogue for those, though I am really excited about this one as some even I have not yet seen talk.

What you might not know about is “The Wellington Recruiters Meetup.”

I got talking with Jade Shearstone, Kirsti Grant and Tracy Earl over lunch about why I was writing this blog. “To help people” and the conversation went to… “Well why are we not hosting meetups to help people who cannot afford conference tickets”

So I did and I am really lucky to have Laura Stoker and Matt Pontin speaking at our first meetup on the 23rd this month. Jump on and register as the spaces are limited. Click on the picture below to register and come and along. It’s free and we will sort out beer, wine and food for you all too.

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So hopefully it is a success in Wellington and we can emulate it in Auckland too.

So…. On to #9 who is the phenomenally talented Iain MacGibbon.

I have admired Iain and Farrow Jamieson for a while now and have heard nothing but good feedback about them all everywhere I have been. Hat tip from me too Iain as you and your team are definitely some of the good ones who lift the profile of our industry.

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Iain, what do you do in the HR/Recruiting scene?

I own a company called Farrow Jamieson where I lead a team of talented recruiting professionals in Auckland and Christchurch. While we have been operating for over 30 years I think in this business you reinvent yourself over 5+ years to stay relevant. It is one of the most dynamic industries I have ever been involved in.

Why/How did you get into the industry?

I had sold another business and was looking around when I met the owners of Farrow Jamieson. I had some exposure to the sector as my wife had been at Morgan & Banks (Hudson now) so I met the owners and while that seems like only yesterday it was almost 25 years ago. I like the interaction with Boards and CEO’s discussing how to make their businesses better. Once you have the capital sorted its down to the people you can get around you.

What is something we don’t know about you?

In the last few years I have been more strongly involved in social media than is potentially wise , so as my mate Kirsti Grant says, you probably know too much already; like Vespas, Craft beer, Fishing.

I really enjoy making bread. There’s something about the whole tactile, smell and texture that is relaxing and very satisfying.

Which people inspire you globally?

I always duck these sort of questions if possible because of the danger of the whole “false gods’ fiasco. I don’t know whether I ‘m eclectic or just ADHD because the people I admire moves around a lot.

The common thread is command of language (written and oral).

I had the mind-blowing experience of being present when Nelson Mandela spoke in Auckland. Actually he didn’t need to speak, the sheer presence of the man was one of the most extraordinary experiences of my life.

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What about companies then, which inspire you globally?

Companies that reinvent themselves. Some only do it once and then fade (Nokia) others keep doing it;

Apple of course, because they have reinvented not only themselves but entire categories.

Blackberry Phenomenal patent bank from their R&D. Who knows they may even survive. During the Christchurch earthquake our Team were stranded on the 9th floor of our building for 4 hours. They were eventually rescued by crane. The city had virtually no communication networks that were working, apart from blackberry messenger. I am always grateful to Blackberry for enabling us to communicate with our people.

Staedler I used a Staedler whiteboard marker recently and will never use one of the rubbish unbranded ones again. Did I mention that I get very angry about dry marker pens when I am writing?

What advice would you give someone looking to enter this industry?

Try and learn from the best. Be confident about speaking up to clients, bosses and co-workers about what you think is right. Learn from everyone.

What is your favourite drink?

Emersons Pilsner is world-class.

But I have become a fan of One Fat Trout, mostly because of desire. My sons have told me I can only drink it after I have caught a trout. So, I get thirsty quite a bit

What are you currently reading?

I read a lot (see above, re eclectic) . Currently reading a hilarious book by John Grace Brideshead Abbreviated. A synopsis of 100 classics of the twentieth century, written in the style of each book, with a twist.

Just finished The Buried Giant by Kazuo Ishiguro which was probably my most enjoyable book of the year so far.

And started implementing The Power of Scrum by Jeff Sutherland just to annoy the team at FJ

Why do you love the HR and Recruiting industry?

I feel genuinely privileged to work in an industry where we change people’s lives, every day. Who wouldn’t bounce out of bed every day when you get the chance to make magic happen. A great person gets a chance to shine and a company improves its business.

If you don’t enjoy that feeling then you shouldn’t be in the business.

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Who would be top 5 on your list?

  1. Andrew Banks and Geoff Morgan. – They changed an industry, several times.
  2. Paul Bassat, Andrew Bassat and Matt Rockman – Started Seek and changed the industry
  3. Angela Atkins and Amanda Sterling – Both pushing the boundaries and causing mayhem in HR
  4. Troy Hammond – I know its your blog and I am mentioning your name, but you are prepared to say out loud how you feel and while I don’t always agree with you I respect your right to say it.
  5. Mark Sumner and Matt Pontin – Back to my taking risks argument.

Thanks Iain.

Troy

Why your recruiting is just plain…….. LAZY


I take a moment out of my blog series for something that I think needs to be said.

Your recruitment strategy is archaic and lazy…
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I have had a lot of conversations over the last few months and lot’s of people have called or e-mailed to ‘pick my brain’ which is a saying I hate every time I read it, but I am always happy to help. Usually the call goes like this:

Recruiter: “What job boards are you using?”

Troy: “None.”

Recruiter: “What? Then how do you find candidates?”

Troy: “I source them”

Recruiter: “Yeah, but how do you find the time?”

Troy: “I am not rejecting 100’s of applicants from job boards so I have time!”

Recruiter: o_O

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Now, I am not saying that job boards are crap and you should not use them. What I am saying is that if you want to truly attract the best talent, you should not just write an ad and stick it up on a job board and hope…..

You are probably reading this now and thinking, yeah but we fill jobs through boards and I get some good candidates on them sometimes.

Well that is probably right and you get lucky sometimes

but you are being just plain lazy……

Since going internal I have not filled one role from job boards and I am filling all my roles without going to other mediums (including agency.)

How?

Well I am working my damn ass off to find the right candidates online and then I use x-ray search to find their contact details and then I call or e-mail them. I don’t want to reject 100’s of applicants that are wrong, so I find the ones that look right and speak to them.

Simple.

There is so much more I do and that you can do to engage and attract candidates, though for all you recruiters just posting and praying please get in the sourcing game.

What I say in the call or e-mail is quite relevant too and I will be covering this in my talk at IT18 and so will post afterwards.

So, stop being lazy and go out and find the right candidates. 

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I challenge you right now to actually source ALL your candidates, and two things will happen.

  1. You will be screening 60% less candidates
  2. The candidates you now screen will be 100% more suitable

As always if you want some tips and help on sourcing, then I am happy to help point you in the right direction or let you know what I am doing if it helps.

Troy