HR Inside Summit in Vienna – the difference to other HR events around the globe and why you should participate in 2017
Have you heard about the HR Inside Summit in Vienna? No ?
Ok, I see, HR events and start-up festivals are booming since 5 years and some of you innovators and decision makers are tired of exploring the old wine filled up by marketing only into new bottles, but on the other side, there are some really good reasons, why these HR festivals make sense to visit at least once per year.
HR Inside Summit is the Annabel’s of Vienna, you know what I mean ?! and Vienna is different. If you don’t know, then read this article. J
In comparison to Personal Austria, Personal Süd, Zukunft Personal and many other conservative HR conferences, the HR Inside Summit is the answer of the younger marketing, smart-work and start-up community, of the generation XYZ, which became now with 30 and 40 adult in business and experience. This new kind of business style, the DNA these people have, which is not the HR and Headhunting style of the 90ties and also not the IT nerd business thing of the millennium, 16 years ago, it’s an event, which is built by book- and marketing smarts, an HR festival, that rocks your HR department and motivates HR people, to risk a view beyond one’s own nose.
At the moment there is a competition between 2 business worlds. The IT and business world from 1990 – 2010(working with Microsoft, Oracle, SAP, IBM and other old-school related databases and hierarchic workflows inhouse), and the start-up, smart work, marketing world(working with Apple, Google, Apps & Software built in the last 4 years, New IT Tools you can implement by one click and with credit card and go, Social Media and holocracy models) entering the market between 2009 and 2012, which became now adult.
These generation knew new workflows and tools, experimented the last 4 years to simplify workflows and the smart-work of Google is here just the beginning, but it should be now standard for everybody in a company, because we do have 2016! Working with 5-year-plans, email reply to all in a group, excel-sheets and typing data into an CRM is nowadays definitely not the future of work in a smart company, where you can parse and import relevant data by one click from LinkedIn and get relevant HR and sales software for 25$ per user per month.
So, there are 2 empires and philosophies fighting in business(and the HR market as well) about the smart-work rulership, which have their own events and festivals, except maybe DLD in Munich and Web Summit in Lisbon, where you can find both worlds(Apple & Lenovo Laptop user with their philosophy behind) exploring the future of work.
The HR Inside Summit could be the 3rd interesting event on this eco-system(besides DLD & Web Summit), because it has global and local speakers from DACH region on it’s stage and is organized by smart marketers around Sindy Amadei and Victoria Schmied and their event & marketing agency Uberall-Scene, Vienna. The Speakers talk about their best work practices from Silicon Valley, Sweden, Berlin and Zurich, to Austrian local players up to Asia, which makes in the end the best, fresh and exotic HR cocktail inspiration.
This year for example, there were colourful sessions from Kim Wylie(Google), Michael Kim(Spotify), Georg Muir(IKEA), Jonathan Reichental(CIO of City of Palo Alto), Florens Eblinger(Eblinger& Partner), Nico Rose(Bertelsmann), Christian Gansch(Dirigent & Producer), Tim Steigert(GE) and Stephan Grabmeier(Haufe Umantis), international & DACH region innovators, thinkers, entrepreneurs and smart business people, you could learn from or just check yourself, if you walk in the right direction with these topics in your company to be ready for 2020.
To match your personal knowledge with the best practices of these smart-working innovators, helps you to see, where you stand right now, not living in an old-school-work-bubble of 90ties or millennium tools and rabbiting the future of work mantra since 4 years, but having no clue, what it really is (-and you can be sure, that it’s not enough winning a recruiting award, being employee of the month or being No. 1 of your industry proved by a independent case study you paid for-). Especially in HR there is a risk to be disrupted by smart marketing people, because recruiting is marketing and this twins belong together. HR is no rocket since and Headhunting either.
A good example for disruptive innovation is the We Are Developers conference for IT developers transforming more and more to a community and candidate platform, but now back to our topic.
So, why to join now another conference in 2017?
Here are some more arguments by the innovation and smart work truffle pig author of this blog (www.breadhunter.org) , why you should join HR Inside Summit in 2017:
As an HR decision maker, you can’t have enough international contacts, you know personally from conferences like this, because they are strong ties, you can’t get from LinkedIn and social media.
Imagine you have to solve european or global hireings and you just call your HR friends in New York, Beijing, Stockholm or Paris. Your network is your net-worth and your boss or clients will realize this.
Especially in HR, where is a lot of emotional decisions and tons of cv’s per day, it’s important to work up-to-date, saving time by letting new tools do the pre-candidate-selection and sourcing, that you have in the end more time for important personal meetings, interviews and on-boarding processes. This knowledge, you will get at the best practice-workshops(similar to Sourcecon in the US) and exhibitions at the HR Inside Summit, is useful, even if you are an CXO, Teamlead or Managing Director.
All these things are a part of a self-branding program, which are important today for everybody, to have a network and a special knowledge, which can’t easily replaced by a robot (or a global call-center somewhere in Timbuktu) and believe me, the robots will come, not like in Pacific RIM, but in terms of HR analytics, candidate matching software and other things, which are heaven and hell at the same time for our HR job, working with human beings.
In the end, this event is also for lazy people, having no time to evaluate hundreds of new HR software & project management tools, reading 10 business books per month and making many mistakes in the job to get smarter in the end. Let the others do all this for you and just consume the essence out of it and learn from the best ‘HR Fuck Up stories’ at the HR Inside Summit 2017 in Vienna.
This is learning 4.0 instead of a 5th team building or sales workshop with input by happy US sales-freaks from the 90ties, which will not work today anymore, in times of agility, fast turnaround and disruptive innovation. You will see in the end, that there is so much benefit out of a first decision to change your mind, learn and start the future of work for yourself by such a festival.
So, put the 27th and 28th of September 2017 to your calendar and plan your trip to Vienna for some days more, because Vienna is different like Annabel’s in London, but in the heart of Europe next to your door.
Thomas Zahlten, Vienna, 28th of November 2016
Pictures: © Benedikt Weiss.
Ich beziehe mich auf die obigen 2 Blogartikel(Links), die ja recht nett sind und sicherlich Firmen bei der Auswahl von Bewerbermanegement Software helfen können, was wohl sicherlich die Hauptintension der Verfasser war(es gilt die Unschuldvermutung), aber...
....sorry, mein Hirn ausschhalten kann ich beim Lesen einer solchen Studie dann trotzdem nicht, denn, wenn ich einfache Mathematik bemühe und man etwas nachdenkt, ergibt sich folgende Rechnung:
ca. 3.629 666 Unternehmen gibt es laut dem Statistischen Bundesamt 2013 in Deutschland > vgl:
3.267 113 Unternehmen unter 1 Mio € Umsatz in Deutschland (diese beachten wir jetzt einmal nicht)
Als relevante Unternehmen zähle ich nur nachfolgende mit über 1 Mio € Umsatz:
156 021 Unternehmen bei 1 - 2 Mio € Umsatz
154 073 Unternehmen bei 2 - 10 Mio € Umsatz
40 170 Unternehmen bei 10 - 50 Mio € Umsatz
12 288 Unternehmen mit 50 Mio € Umsatz und mehr
= 362.552 relevante Unternehmen mit 1 Mio bis über 50 Mio € Umsatz.
Die Recruiting Studie wurde nun bei 400 Unternehmen / Personalern durchgeführt!
(Ich gehe hier einmal davon aus, dass pro Unternehmen nur 1 Personaler befragt wurde.)
Rechnen wir also wieder weiter:
362.552 relevante Unternehmen in Deutschland - 400 Unternehmen / Personaler, die Befragt wurden
= 362 152 relevante Unternehmen / Personaler bleiben übrig, die in der Studie nicht erfasst wurden.
Macht also einen Marktanteil von ca. 0,1 % der von der Studie erfasst wurde.
Aha, mhm... suuuuper!
Recruiting ist Marketing und Studien wie diese wohl manchmal auch.
Das Erschreckende ist nur, das solche Milchmädchenrechnungen den wenigsten heutzutage auffallen, wenn ich mir da so die Social Media Likes und Kommentare ansehe... :-).
Im Marketing 4.0 geht es nur noch darum viel heiße Luft zu verbreiten, wenn keine passenden Fakten gegeben sind, die etwas hermachen. Dass, das zum Boomerangeffekt werden kann, wird dabei nicht bedacht.
Nachfolgende TOP ATS(Applicant Tracking Software) Anbieter wurden in der Studie gar nicht beachtet, obwohl einige von diesen, den "altbekannten" ATS sehr gefährlich werden könnten, aufgrund ihrer Tools, Einfachheit in der Bedienung und dem Preis:
Vermutlich ist mein Anspruch zu hoch 50% der 362.552 relevanten Unternehmen in Deutschland oder wenigstens 25% davon für eine Studie zu befragen, aber was bringt eine Studie oder ein Award, bei der man nur 0,1% des Marktes erfasst hat ?
Ist das dann Repräsentativ ?
Oder nur verunglücktes Marketing, wo der Pferdefuß im Detail steckt, den hoffentlich niemand ausgräbt, weil sonst wird das ganze schnell zum Shitstorm in Social Media - der Supergau für ein jedes Unternehmen.
In der Uni wurden wir 7 Jahre lang auf Fakten, Relevanz und Beweisketten getrimmt und nun sollen wir dieses DENKEN im Daily-Business seit Jahren einfach ausschalten ?
Hm, schwierig...ist aber leider so. Diesen neuen Trend haben ja Gunter Dück und Lars Vollmer auch schon in Ihren Büchern mit zahlreichen Beispielen belegt und das Bild oben sagt den Rest.
In diesem Sinne, trotzdem einen schönen Abend aus Wien wünscht das Enfant Terrible
Dieser Blogartikel spiegelt lediglich die persönliche Meinung von Thomas Zahlten wieder, ob Ihnen diese nun gefällt oder nicht, sei einmal dahingestellt. :-)
The difference between mass-recruiting and executive search, and why it's good, that both exist, but be careful of mixing them up
Go to Podcast !
Recruiting, headhunting and executive search are still cooking with the same water worldwide, but on different floors, with different timelines and quality levels.
All fill positions, all make clients happy, if they understand their profession in a successful way, but there are differences, which are sometimes not obvious for everybody, especially in times of knowledge-decline, price-dumping and job-slavery for profit only-goals.
I my, maybe old-school headhunting way, I work since 17 years on, quality, technology, knowledge, deadlines and grown-relations are the most important about headhunting. Sometimes I have the feeling, that we forgot, that a good cake or roast needs a least 1-2 hours or more in the oven, but when you want them ready in 5 minutes, you only can buy fast-food or you eat raw meet. Good things need time and you will be rewarded in the end with a good taste.
Nice to say that, but clients are mostly impatient and your boss too, so what to do ?
The only reason to succeed on both fronts is to make both understand the way, how real headhunting works, that they can have the best taste of candidates in the end, instead of eating raw-client-meet and get angry, why you serve raw meet to them.
The key indicators for mass-recruiting recipe:
The key indicators for executive search:
The challenge of today is, that both recruiting styles get mixed up for price dumping reasons, or because of mass-recruiting companies wanted to enter the executive search market as a new playground. Sometimes it works with a lucky-punch to fill a CXO position in a fast way, but mostly you get the raw meet / cake, which was 5 minutes in the oven and taste like that.
For companies it's a short shot, because the position got filled in fast time, but then there are performance and cultural problems with the new candidate, which can cost a company 10 times more, than a 30 k € fee for a 2 month search, which is not much to handle the process of Nr. 3 I mentioned above.
In the end I just can admit, that own experience in the business is the best way to understand all headhunting processes, than just from theoretical and visionary way, because grown relations and best practices makes will ensure your success to satisfy clients and candidates, which is our highest aim. You can't this without time and skills.
Recruiting and Executive Search are 2 different things(maybe a bit like father and son), but don't mix it up, it can be a boomerang, who kills you and your client.
Thank's and good morning from Vienna !
www.breadhunter.org / www.talentor.com
Picture source: http://mixthatdrink.com/gift-guide-cocktail-lovers/
Thomas Zahlten is