IT Talent Conference IT18NZ to be held in Auckland and Wellington

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IT18 Talent Conference is back! We are delighted to announce that #IT18NZ will be held in two cities – Auckland (21 April) and Wellington (24 April).

IT18 exclusively focuses on talent management in the tech sector and will explore issues surrounding the attraction, recruitment and management of IT professionals in New Zealand. This year’s line up of speakers includes – Red Hat, BNZ, Gameloft, Vend, Xero, eRoad, 3 Months, FNZ, ADP, Enspiral and more. We will also bring back our free Career Day event for IT professionals.

WHO SHOULD ATTEND?
IT18 is a must-attend for those who manage or hire IT professionals, and anyone who wants to learn how the vibrant and volatile tech sector manages their talent. Early bird pricing ends on 20 Feb. We look forward to seeing you again. Register now

NZ Inc Vs. The World

James Bergin delivered one of the most popular presentation at the 2014 IT18 Conference. He asked – Is the grass actually greener overseas for IT professionals? See the presentation below:

Q&A with Kalman Bekesi, CTO Movio

Kalman Bekesi will be speaking at IT18 conference on 29-30 April in Auckland.

Tech start-up triples headcount using social media referrals

Source: Shortlist.net

Social media has played a critical role in helping tech start-up Vend triple its headcount over the last year, and head of talent Kirsti Grant advises recruiters that when it comes to social media there’s “no one tool to rule them all”.

Vend made approximately 60% of its hires last year through social media, and a large chunk of those came about by encouraging employees to share jobs via their networks and make referrals, Grant told Shortlist. “We’re a really, really social company… so we’ve created this really awesome community and ecosystem where everyone’s really, really proud to put in their bio that they work at Vend, and they’re proud to use their Vend photo as their avatar,” she said.

“They represent us really, really well, and they’re always engaging and talking with other people in the community so when they post a job up, people take notice.” Grant said one of the reasons Vend has prioritised social media over more traditional recruitment channels is a desire to maintain its brand.

“We don’t really post on job boards so much anymore because if I list a job up onto SEEK I’m going to get 100 applicants, and I’m going to have to reject 99 of them, and that’s not good. I don’t want people to think of Vend and go ‘Oh yeah. I got rejected from them’ so [we’re] really protecting the brand in that regard,” she said.

The company is planning to hire an additional 80 people this calendar year, and Grant said the challenge for Vend now is maintaining the current level of social media sharing and employee referrals. “You know how you sometimes go through a little phase of feeling like perhaps you might be milking everything dry and that there might not be any more internal referrals?

“We’ve got to work on some creative ways that aren’t always monetary focused. We don’t always want to have a referral fee. We actually want to have something nice, engaging, and fun and cool so we’re throwing around some ideas of what we can do there.”  Working in a one-person recruitment team makes it hard to find time for sourcing, but when it comes to social media having the right tools is critical, said Grant, who is speaking at next month’s IT18 conference in Auckland.

“It’s not a ‘one tool to rule them all’ situation. As soon as you start going down the track of finding one tool that does all of the things it’s an impossible piece of software to use, and it’s generally quite ‘old school’ and enterprise level,” she said.  “There are amazing solutions out there that fall into that software-as-a-service category, where they’re much more cost effective and you just pay a monthly subscription and it’s always being updated, so choosing technology like that is a really wise decision.”

Vend triples headcount following fundraising

When Grant joined the company last April, Vend had no recruiting systems in place, and hiring was mainly managed by founder Vaughan Rowsell through a mix of agency recruiters, job boards, and personal networks.

“Growth was sort of slow and steady. So [Vend hired] 30 people over two and a half years… In those days everyone in the entire company was involved in recruitment so as a candidate you could expect to sit in the boardroom with the whole company and interview,” she told Shortlist.  “The reason it was like that was because right in the early days it was identified that the culture was a key component of how we were going to be successful, so we wanted to hire really, really smart people who were totally enthusiastic and loved their craft, but also understood the size of the opportunity at Vend, and understood how they could contribute to our success.”

The NZ-headquartered company raised $8 million in funds last April, and a “good chunk” of the money went towards growing the company’s headcount from 30 to just under 100, said Grant. “We’ve tripled the company size now and have offices in four different countries, and across the board the culture in all of those satellite offices is an exact replication of head office. It doesn’t matter what country we’ve put it in, it’s like this beautiful little baby Vend HQ. So for me that’s my biggest success – an efficient process that hires these amazing people that incorporates this culture,” she said.

Technology had to be scalable

While social media has been key to delivering a pipeline of candidates to fill these vacancies, the company’s recruiting system, Workable, was equally important in supporting this growth, said Grant. “It’s a beautiful piece of software if you’re small, and you’re only hiring one or two people, but I’ve got like 20-plus roles [that I’m working on] and it’s still great, and will continue to be great,” she said.

Because hiring shifted from a decentralised process handled by individual managers to a centralised system, it was also important that the technology allowed hiring managers to remain involved in the hiring process, said Grant. “[I] needed to make sure that the hiring managers trusted me, and so to get their trust I needed to give them that transparency so I needed some way of showing them exactly what was going on at any given time,” she said.

“Hiring decisions are still a team effort now, so in many ways I’m kind of the funnel [or] facilitator, and look after people to a really high standard, but [for example] one of the QA roles that we’re placing today – he has had the tick of approval from…. six other Venders.”

 More about IT18

Who is Will Staney?

We are delighted to announce that Will Staney, Recruitment Director SAP USA will  be in Auckland for the #IT18NZ conference. More about Will here

[youtube url=”http://www.youtube.com/watch?v=q6_gQPhxKmc” width=”560″ height=”315″ full=”no” ]

 

 

 

A rating system would sort the good recruiters from the bad: Atlassian

Joris Luijke, VP of talent at software firm Atlassian, has called for a recruitment agency rating system for employers.

Speaking on a panel at the IT18 conference yesterday, Luijke said he wanted to see the introduction of a quality control mechanism of some kind, to help companies like Atlassian sort through the constant flow of recruitment agencies that called up with a sales pitch.

“Some of them are legitimate, high-quality recruitment agencies that we’ve worked well with in the past, but some of them are not, and it is just the sheer volume of them that is problematic,” he said.

“If there’s a top recruitment agency, they get the same attention from us as an employer, as a person that delivers absolutely poor quality.”

Luijke said he was not advocating for industry licensing, but rather a rating system that allowed employers to identify which companies delivered the quality they were after.

“We can rate an iPad app with a number of stars [but] there’s so little visibility for us in-house recruiters in terms of which agency is good, and which is not good.”

Luijke also said he thought the recruitment industry should target start-up companies, because the bigger organisations grew, the less they needed external recruiters.

Five or six years ago Atlassian’s recruitment function consisted of “one or two people” and the company was heavily reliant on recruitment agencies to survive and grow, he said.

“As our organisation evolved, you start to see that we hired more [of our own] recruiters and therefore we depended less on agencies,” said Luijke.

“It’s just [about the] maturity of the business and that’s why I actually think recruiters have a really important function to play.”

Recruiters aren’t headed the way of the dinosaurs: OBS MD

Also on the panel, IT services company OBS managing director Andy Neumann said recruiters who continued to emphasise value and specialist expertise, rather than price, would survive in the long run.

“As a business owner, I don’t see that agencies will disappear off the face of the Earth, dinosaur-style. There will always be a need and there will be great business for those who can demonstrate their value,” he said.

“You’re either the cheapest or the best. I don’t think you want to be the cheapest recruitment agency – you’re not going to survive that way.”

Neumann said he only wanted to work with recruiters that understood the OBS culture, and this was what the company had looked for when choosing its preferred suppliers a few years ago.

“One agency had a guy rock up in a suit of armour… and deliver their proposal. [I thought] ‘That’s cool. We want to do something different for our customers – they’re doing something different for us. They get the idea of it’,” he said.