Michael Douglas Old Cell
Innovation

The Accelerating Pace Of Innovation

Hello from #truHelsinki. I’m spending the next two days with a diverse group of recruiters and HR pros across Europe for the first Tru event in Helsinki. The sessions have been interesting, and confirmed that we all face many of the same talent struggles around the world. I had several conversations over the past three days on a topic I’ve been thinking about a lot lately – innovation.

“When I’m talking about the future, I’m talking about three months time. That’s the pace of technology” – Bill Boorman

It’s fascinating to think of how far technology has progressed over the last 10 years. I remember my first talent database at a recruiting agency I worked with, Pencom Systems. It was built on Sco Unix and was coded to be just simple enough that non-techies could use it. There was a library of four digit skill key words and an open text box for recruiter comments. You could search on keywords, area codes and zip codes. It was quite effective, and a differentiator for Pencom at the time.

Look around the HR tech world today and you will see massive innovation. Multiples flavors of products and technology to solve every challenge you didn’t even know you had. Most have a social component. Many are built on web 2.0 principals (or is it 3.0 now)? Some are viable and solve real problems. Some are not.

I’ve seen some interesting products over the past three days at #truHelsinki. One that stood out to me is Intunex (overview below). Intunex is a Finnish company that creates an environment for ‘swarm’ projects within internal corporate networks. They define themselves as ‘a unique social business application that changes the way people connect and share expertise inside organizations’. Companies known for innovating realize great ideas can come from anyone and have found ways to break their employees out of functional silos. Many companies struggle with this. It’s an area I’m particularly interested in so I’ll be exploring Intunex when I return to the U.S.

So what’s next in innovation? Video will continue to gain traction in recruiting. Mobile will be vital. The world is getting flatter. We’re recruiting across more borders and regions. Talent is also more fluid in this new free agent economy. Gen Y does not approach their career like previous generations. Inc had a great article recently Gen Y: Goodbye Corporate Ladder talking about the rise of millennial entrepreneurs. Fast Company had a good story discussing shorter job tenures and career reinvention, The Four-Year Career.

We’re entering an interesting period in time. The pace of technology innovation is accelerating. Work habits are shifting. It’s going to be fascinating to see where we are in five years. What innovations in technology do you see coming in the next few years?

10 thoughts on “The Accelerating Pace Of Innovation

  1. Steve

    Lars,,,Nice travel perks! Give Bill a big hug from me. Gor “all” the millenials who fancy themselves as entrepreneurs there are many, many more who aren’t – and likely never will be. Apologies for being so rhetorical but technology won’t necessarily make the rest of the pack better or smarter at work…these are the ones who need to work on their public speaking abilities, their analytical skills, their writing prowess, etc,

    Are their apps for these?

    • Steve – I’ll send your love to Bill. I don’t think all Gen Y will be entrepreneurs, but I do think their expectations around work and careers differs from us Gen X folks and Boomers, and that’s going to impact the labor markets in the not too distant future. Let’s check on the app market in 2017.

  2. Love Steve’s comments :) Speaking on innovation in talent management day after. Innovation will come from finding the intersection between the value a company is trying to create and the meaning that the individual is searching for (Inspiration: Marcus Bukingham).

  3. Agree 100% with Steve, technology doesn’t improve weak recruiting skills or poor recruiting processes. I would like to see more innovation in the ATS vendor community, but I have deep concerns about that happening as the industry continues to consolidate. I do believe though that advances in mobile will change everything though. Once it becomes possible for a candidate to easily and reliably do the entire application experience on their mobile device (and be followed up with on their mobile device), that will be the biggest game changer since the emergence of job boards (yes, more impactful than Social Media, for candidates). We’re not far off from that already, but that to me will be the most critical innovation in recruiting technology that I can see coming.

    • Thanks for your feedback Ben. I agree there is massive potential in mobile. I think vendors will need to find a way to get all the candidate data over to the company (full details, not just LinkedIn profiles which are incomplete for most candidates). That would be a game changer.

      • “I think vendors will need to find a way to get all the candidate data over to the company (full details, not just LinkedIn profiles which are incomplete for most candidates).” what this mean Lars for you? For me ALL the candidate data is quite scary idea to start the process from – both for candidate and for recruiter? What is the data that we actually need and in what part of the process – there is so so much waste in the recruitment process at the moment. As long as the recruitment is risk management function I guess this is the approach we use… I mean we ask from the candidate to show all what you have and we might call you back – and probably we wont. That is not the way to recruit top talents that would make the best business impact. We all know that – don’t we? I just really much think we shouldn’t stick to our current role as a recruitment function that is actually only admin function (get real – it is) and to get out of there we really have to defined the process differently. What is the future talent about and can we spot those by looking to the information that is really static and about the past. I don’t think so.

      • Aki – Thanks for your input here. I agree there is room to improve the process and there are lots of inefficiencies. However, there is still the practical matter of having enough candidate data to make an informed decision whether they may be viable for a role. Ask anyone who has run a recruiting function for a major organization. When you hire at scale, you need a baseline of data to determine potential. I think true talent networks where you’re pre-qualifying before candidates before they apply has great potential. In this cases, you don’t need all the data to begin the discussion.

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  5. Pingback: Suomalainen yritys Intunex valittiin kansainväliseen HR Tech Europe 2012:n iHR-kilpailun finaaliin | Intunex Oy

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