“Industry knowledge is invaluable however transferable skills are too.”
6prog enables you to filter between different types of connections whether you are looking for work or looking for workers.
It is likely that you will initially look for people you know and you may have already invited your immediate contact group. Great news that your People are looking strong and you have enough talent in the pipeline for your foreseeable needs.
When you have worked with someone for a while it becomes easier to communicate as we can make assumptions about the nature of requests or intention behind statements they make.
However, in projects we are often thrown together with a new team of people and the need to become a cohesive delivery machine quickly is of paramount importance.
1/ Set expectations of the high level end game that the team is aiming to achieve. In 6prog projects this is easy as all of the freelancers hired can see the same outline and key deliverables.
2/ Regular meetings. We have a scrum every 48 hours. It’s so valuable to see if what was planned is actually achievable – and understood -before too much effort is undertaken. It means we can be more agile and change deliverables without major impact on timescales. Try out Teamretro to help your team retrospectives flow with ease.
3/ Commit verbal changes to writing. Within projects chat, simple status and notes can be made to confirm agreed steps within an engagement.
4/ Use the same language. Call a widget a widget and stick to it.
5/ Limit the number of locations where written conversations take place. I have found myself checking through multiple channels in slack, teams, WhatsApp, messages and then finally finding the relevant data was shared in another location to be the most troublesome ‘benefit’ of modern communications. There are so many practical comms channels, just choose a few and clarify for what purpose each is going to be used. 6prog will be using a Slack api for our projects soon!
6/ Utilise low cost collaborative project tools such as one Figura Associates demo’d to me recently. Figura have a free trial here
6prog was started by friends from Brighton, UK and Los Angeles, USA.
We had all experienced recruiting, being recruited and working as a recruitment partner and felt that these tasks would benefit from a single solution.
So we designed a workflow that allows members to deliver their function most effectively.
- Recruiters can be anyone with a book of contacts (it’s more valuable to a PM if you can recruit from people via experience or word of mouth).
- Project Managers and Freelancers can talk to one another. It’s fine – it really is!
- Network Recruiters are paid a fixed fee agreed per opportunity.
Importantly we were keen that variable and hidden margins should not exist (too many reasons to list!) and therefore the software is funded by the low transaction fee.
Importantly, our ethos is membership driven. All members are charged in the same way at the same fee.
If we agree that the CV is no longer a suitable method of selecting people for roles, that it endorses a lack of diversity within our organisations and that it has no ties in with talent management once in the organisation, what is the alternative? It is a fundamental shift in culture and thinking away from a process-driven recruitment process to a more holistic approach. This approach will not fit in neatly to the machine – it’s not a bolt-on that allows you carry on as before but with recruitment 2.0 – and it is a change that will impact not just recruitment but performance and talent management, project management, how people get managed by their line manager – everything.
But, it will encourage personal accountability, higher levels of employee engagement, improved loyalty and commitment to the organisation(as part of the enhanced psychological contract between employer and employee) and will help organisations identify the people who they need to take their organisation into the next decade and beyond – not based on what they have done before but what they can envision for the future and the energy and vitality they are prepared to use to make it happen. Maybe that’s where the mountain climbing will come in useful.
0203 865 2877
Senior leaders identify those for promotion not based on the activities they do, but the attitude and tenacity with which they do their job. And by job, I am talking about not just the day to day to do list, but their approach to building networks, making connections, building relationships with key stakeholders – all of those aspects that senior leaders will look at for those who they feel are ready to make a jump up. I’ve never heard of someone being put forward for a promotion within their organisation and the manager basing their decision on their CV (HR will always require the manager to bring in a CV because it is part of the process – but realistically, the decision is made on the assessment from the manager and any other interviewers – the CV is just part of the paper trail). The paper / online CV is a stale representation of what you can achieve as soon as you get into the workplace which is why they get out of date so quickly, and why they are so painful to update as and when you need to.
So if we don’t promote or grow our employees based on a constant assessment of their CV aptitudes, why do we hire on the basis of them? I would argue it is because we still see the ‘machine’ of an organisation and because of that we can’t imagine what business could look like without it – we are looking for the faster horses.
0203 865 2877