Versatile Amphibian

I’ve been doing a really interesting case with a client recently, helping them to use digital to reduce their expenditure on third party recruiters and simultaneously increase the variety and quality of new recruits that they obtain. Here’s a few high level thoughts from the work… The first - and perhaps most obvious – principle is that it’s time to treat employees and potential recruits like customers. Understand their archetypes and needs and engage them on their terms. Using classifieds or Linkedin only gets you to about half of the direct recruiting community and if you’re after graduates or under–35’s, you will need to think about how you use Facebook, Instagram and Twitter in combination. If you want scarce talent, you’ll need to seek them out on their own terms and be proactive in targeting them.  Information in recruitment is now symmetrical and good people – hell, all people – are being constantly bombarded with interview offers thanks to a horde of recruitment co...

A few stories I've been reading this week (due to a Blogger fail, I lost rather a lot of others :(. ) Digital world It's fashionable to suggest that Android Wear has rendered Google Glass obsolete . I'm not so sure. If you believe in a Design Thinking approach, then this is the difference between the iteration of a known, successful category and the beginning of a new one. The miracle here is actually that Glass is as good as it is, not that Wear is functionally superior in many respects.  It's sort of like comparing the self-driving Google car with a similarly priced conventional vehicle. Allowing for development costs, that's something like a Bentley Continental. One is an ultimate expression of something that we've known how to do for years. The other is disruptive innovation. Move the development forward ten years and their ancestors will be radically differently positioned relative to each other. http://arstechnica.com/gadgets/2014/06/android-wear-smar...