Swedens number one recruiter for communication, PR & marketing - - PDF document

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Swedens number one recruiter for communication, PR & marketing - - PDF document

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Swedens number one recruiter for communication, PR & marketing This PM contains a summary from the network event Communication, PR & marketing , held at Stockholm Academic Forum 25 May 2016. The event was one part of a series of

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Stockholms Akademiska Forum – Valhallavägen 79 – 114 28 Stockholm www.staforum.se – www.stockholmacademicnetwork.se

Sweden’s number one recruiter for communication, PR & marketing

This PM contains a summary from the network event „Communication, PR & marketing‟, held at Stockholm Academic Forum 25 May 2016. The event was one part of a series of events organized within the framework of Stockholm Academic Network. Responsible for the summary is the Staf team member Jerry Lindblom. The event was visited by two guest speakers, Chief Business Development Officer Karin Netzell and Candidate Relations Manager Sara Abrahamsson from the recruitment company Hammer & Hanborg. They had organized a somewhat interactive afternoon where we both listened to their insights from recruitment to the communication, PR and marketing industry, and became involved by using a simple Mentimeter tool1. Th The mai ain n are reas as co cover ered ed

  • What organisations of tomorrow
  • Demands in terms of skills and talent
  • Why this is so rapidly changing
  • How to create your next big thing

Three eras of automation Karin & Sara started off with a historical retrospect: 19th century: Machines take away the dirty and dangerous jobs 20th century: Machines take away the dull 21st century: Machines take away decisions We have seen the first two passing already and the third on its way. One way to observe this is that machines are now used to sort among plausible candidates. This, in turns, leads to the CV being obsolete and soon belonging in a museum. We can also see changes in organisation moving from traditional and hierarchical organisational structures towards other kinds of structures, such as network organisation, „amoeba‟ organisation or chaos

  • rganisation. With the shift from towards machines for many tasks, and the changes in organisational

structure, also the resources required for production changes – both for machines and for each individual. How to show who you are without the traditional CV One way to handle recruitment when the competences asked for is not necessarily shown in CVs is by

  • assessments. Hammer & Hanborg has developed one of their own, set up to show what type of profile

you are. It divides competences into five stereotypic profiles, and you find out to what extent you

1 www.govote.at

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respond to each profile‟s description: if you are the “Visionary”, the “Change maker”, the “Co-Creator”, the “Performer”, or the “Enabler”. You can read more about the different profiles in the attached presentation in the end of this summary. According to Karin and Sara, motivation, cognitive ability, culture, and values are now far more important than your actual skills, since the skills you are likely to be able to learn, while for example a change of values are harder to accomplish. Know Know yo your why hy! What is most important for you? Which are your values? What would you like to do on a daily basis? To be able to find your future employer one needs to ask oneself these kinds of questions. By doing so you will also be able to easier find your dream job, and maybe most importantly, be able form a strategy for how to catch it. The traditional way to show who you are is to list your history in a CV, but what you really need to do is to explain in what way your history can contribute to your wanted new employer‟s future. This is why the cover letter is so important. It is all about adding value, and this is why you need to rewrite the cover letter for each position you are applying for. Go Good d lu luck ck wit ith h yo your r jo job sea earch rch! Jerry Lindblom, Stockholm Academic Forum Stockholm 30 May 2016 Ap Appe pedix dix 1 Communication, PR and marketing – presentation made by Karin Netzell and Sara Abrahamsson at Hammer & Hanborg 25 May 2016

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Kommunikatören 2016

Tema: Den digitala resan

Hammer & Hanborg

We develop business through people hammerhanborg.com @hammerhanborg #hamhan

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Stockholm Academic Forum 25 May 2016

Karin Netzell - Chief Business Development Officer Sara Abrahamsson – Candidate Relations Manager

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Who is is here today? Enter your name!

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Hammer & Hanborg

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What we are going to talk about

What organisations of tomorrow Demands in terms of skills and talent Why this is so rapidly changing And how to create your next big thing

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Changes in organizational structure - changing competence requirements

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What is the best way to organise to meet the demands from digitalisation? Traditional

  • rganisation

Network

  • rganisation

Amoeba

  • rganisation

Chaos

  • rganisation
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What are the biggest challenges in your organisation at the moment due to digitalisation?

1. Our staff do not have the required competence 2. We do not have technical solutions 3. We are organised in the wrong way 4. We have difficulty in getting our staff to accept the need to adapt to this challenge 5. We don’t have the tools for strategy activation 6. Management in my company have not realized that digitalisation affects us 7. We don’t have any challenges

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The best approach to succeed

64% 49% 31% 26% 7% 0% 20% 40% 60% 80% Develop current staff Recruit the skills you lack Create a digital team from current staff Engage consultants with digital competence Recruit a digital team externally

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Lacking skills for successful digital transformation

Lack of understanding of the business perspective of digitalisation. Lack of deep digital knowledge in areas such as e- commerce, digital business, big data etc. Lack of design skills when it comes to design of services, apps etc. Lack of the right attitude and mind-set, for example a digital mind-set, courage and an entrepreneurial mind- set.

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New competencies

Performer Co Creator Enabler

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Visionary

The Visionary shows curiosity, looks beyond the target and is not limited by existing truths. Works with an innovative approach and thinks strategically in order to develop visions for the future. Demonstrates a courageous approach and self-confidence even when acting outside the comfort zone. Takes risks rather than missing opportunities. Works with testing assumptions and investigates in order to produce

  • solutions. Maintains an optimistic outlook even when

facing challenges. The Visionary maintains knowledge

  • f market and competition, identifying new business
  • pportunities.
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Change Maker

The Change Maker actively seeks and introduces change with enthusiasm and acts on own initiative. Focuses on improvements that will enhance business

  • performance. Questions existing methods and rules

while promoting new ideas and supports the introduction of new methods. Handles ambiguity effectively and will act even if met with resistance. Acts consistently fairly and as a role model for others. The Change Maker is committed, trustworthy and a quick learner.

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Co-creator

The Co-Creator establishes networks effectively across all levels both internally and externally. Negotiates skillfully by gaining agreement and commitment. Operates across functions and disciplines showing a cross-cultural

  • awareness. Shares information openly and proactively

with others and encourages others to do the same. Acts with integrity, keeps promises and maintains

  • confidentiality. Understands and shows interest in other

people’s point of view and attitude, wanting to learn from

  • thers. The Co-Creator is diplomatic and without prestige.
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Performer

The Performer takes responsibility for own work and makes things happen while keeping a focus on customer

  • needs. Sets clearly defined objectives and priorities in
  • rder to drive projects to results. Copes well with

unexpected change and remains focused on work when under pressure. Acts quickly in many work situations. The Performer applies specialist job knowledge and expertise while seeing the opportunities in using new technology.

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Enabler

The Enabler builds teams successfully by motivating and inspiring others in order to make best use of their talent. Clearly explains concepts and opinions, articulating key points of an argument. Identifies the different needs and aspirations of staff. Spends time attracting and retaining

  • talents. Makes relevant decisions and handles difficult

and challenging situations objectively. The Enabler encourages teams to contribute to the organization as a whole.

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New roles

Data Visualiser Data Flow Analyst Human Interaction Expert Relationship Developer Loyalty Builder Network Explorer Vlog Editor Content Evangelist Scenario Builder Narrative Designer

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Recruitment 2.0 by Hammer & Hanborg

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What knowledge is in demand?

Performer Co Creator

Enabler

Tech Digital leadership Skills Digital opportunitets

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Know your why!

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Know your why!

Situation analysis

  • What´s most important to you?
  • Your values?
  • What would you like to do on a daily basis?

Your dream job?

  • What do you have to do to catch it?
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Pop it up

Interview the person next to you and find three USPs for that person.

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Interactive CV

  • http://www.rleonardi.com/interactive-resume/
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Cover letter

  • Content rich – not verbose!
  • Rewright each cover letter
  • What you can contribute with
  • Why you want to work in that postions at

that company

  • Pitch yourself
  • Picture or no picture?
  • Focus forward
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LinkedIn

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LinkedIn

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LinkedIn

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LinkedIn

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LinkedIn

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LinkedIn

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LinkedIn

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LinkedIn

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Saras keys to find your next big thing

  • Make a situation analysis of yourself
  • Define your values
  • What´s important to you in your life
  • What can you contribute with?
  • Be a bit picky
  • Focus forward
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  • 1. New heroes
  • 2. It´s all about interaction
  • 3. New co-worker
  • 4. Relations Flexibility Individuality –

keys for new organisations

  • 5. New titles
  • 6. Be courageous
  • 7. Passion

Reflections

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Thank you!

Sara Abrahamsson | +46 8 459 03 54| sara.abrahamsson@hammerhanborg.com | Karin Netzell | +46 8 459 15 93| karin.netzell@hammerhanborg.com | hammerhanborg.com @hammerhanborg #hamhan

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Links for the exempels

  • https://sqore.com/
  • https://www.truecaller.com/
  • https://www.uptrail.com/en
  • https://se.linkedin.com/in/karin-netzell-2530956b
  • https://www.linkedin.com/in/sara-abrahamsson-6b92214/sv