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“To me, real innovation isn’t simply the use of sourcing vs advertising; employment branding; or the use of technology, even including gaming or analytics” – Jon Ingham

I’ve got a busy schedule of training sessions coming up next quarter and a couple of conferences too – this includes Symposium’s Successful Business Partnering conference in November, which I’ll be chairing, and before that, the Innovation in Recruitment Summit in September.  I attended this event as a blogger last year and it was so good I’m going back this year for more!

Innovation in Recruitment should be another great event.  There’s Betfred on sourcing and Willis on creating a pipeline of talent followed by a panel on employer branding – the key enabler to make the sourcing and pipelining approach work.  In the afternoon there’s then Ovo Energy followed by Ocado speaking about the issue of balancing quality and volume of targets and applications – a critical requirement for business efficiency and the candidate experience.  And there are also slots on international recruitment from Essence Global, on technology with TalkTalk and on mobile in particular with Barclays.

That’s pretty much the most important aspects of the agenda covered, though I’d argue that perhaps gamification and analytics should probably included too – and of course may well still come up within some of the sessions.

In fact I’d suggest that for all of the sessions the important substance of the case studies is the way the companies have gone around innovating their HR approaches rather than the different techniques they’ve decided to use.  To me, real innovation isn’t simply the use of sourcing vs advertising; employer branding; or the use of technology, even including gaming or analytics.  It’s about a fundamental rethink of how we bring talent into our organisations.

Recruitment becomes much more of a conversation than a process

For most businesses this is going to be about creating pull, or an interest in engaging in the possibility of working for us, rather than pushing as much information out of the company in the vague hope someone may find it relevant.  This means recruitment becomes much more of a conversation than a process.  This has fundamental implications for everything else we do, including who does our recruitment and the way we organise our recruiting teams.

I thought there were some great examples of real innovation at the summit last year and will be looking out for more evidence of truly innovative approaches again this year.  So if you don’t manage to get along to the conference, do check out my tweets and my blog for updates from the event.




Jon Ingham works as a strategic people management and organisation development consultant and trainer for Symposium. He regularly speaks and provides training in Europe, the US, the Middle East and Asia and has also lectured in strategic management, change management and human resources on executive MBA courses in both West and East Europe.

Jon is also the author of ‘Strategic HCM: Creating Value through People’ (2006) and is currently completing a second book called ‘Social Advantage’. He also posts regularly to blogs with these same titles and has recently been recognised as the top global online influencer in talent management.

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