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James Colino
47 followers -
Global Talent Acquisition Leader at The Hershey Company. Opinions are mine.
Global Talent Acquisition Leader at The Hershey Company. Opinions are mine.

47 followers
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You don't have to be in talent acquisition to have a good talent compass.  Good solid advice here. 

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I dont particularly love the feel of this ball, but it definitely flies true. Moves really nice on the ground because its not bouncy. Just seems a little heavy to me and sounds like you're kicking a basketball. Pingggg. Makes me wonder if i bought a defect. #brazuca

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Happy New Year to our talented recruiters in China!   Here's to another great year of growth!  Thanks for all you do!  #YearOfTheHorse @hersheycareers
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Great message -- don't wait until your HR systems and data sets are perfect to start your predictive analytics journey.   It will never be "ready" and you'll miss out on the knowledge and equity that comes from experimenting  with the data that you do have.

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Great video from head of google HR --emergent leadership is far more important than role expertise. 
Last month, the +Google Students page held a Hangout on Air with Laszlo Bock (SVP, People Operations) and Kyle Keogh (Director, Sales) about our MBA internship interview process. They discussed how to prepare for an internship interview, what types of questions to expect and our overall evaluation criteria. The recording of the Hangout is now up on the Google Students YouTube channel.

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Amen!
If you're back to work after the holidays tomorrow, try to include fun in your workday & you'll be more effective http://virg.in/bsf
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Great article on aquihiring. Great way for big companies to obtain tech talent and capabilities but I'd love to see an article on the success of integration or utilization post-acquisition. 

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This is a really smart concept.   I just counseled a former employee who now works as a recruiter at a small company near LA and she's going INSANE trying to control her hiring managers.    

After lecturing her for an hour on the importance of PROCESS and STANDARDIZATION it became clear to her that the lack of those two things through the entire recruiting process was destroying their employer brand and their ability to land talent.  

I spend my a good portion of my day driving process standardization for my company across 7 countries and 1500+ hires per year.  That's not a huge amount of volume for a Fortune 500, but process for me is EVERYTHING!    

Bravo to @grnhsio for adding education and standardization as a feature.  I haven't seen the product but I don't see this scaling beyond startup companies.  The low end market for ATS-like platforms is crowded.  I don't see this as a competitor to JobVite...probably more along the lines of
+The Resumator or +JobScore ...and even they might even be in a different market focused on bigger clients.  I could be wrong but that's how it looks on the surface.    

And if I were investing, I'd be wondering what happens if any of the smaller ATS players adds Greenhouse-like features.  Could be the end of their differentiation.    In fact, I met with the COO of a video interviewing provider today whose platform does a lot of these things AND integrates with Taleo, Jobvite, SuccessFactors, etc.   

Long story short, I continue to be amazed at the amount of low hanging fruit out there in startups who are full of brilliant engineers but can't figure out that you need to have a clear employer brand, interview guides and, at the very least, some sort of a consistent process to ensure recruiting success.  

This post is a great example:  http://blog.greenhouse.io/how-one-ceo-cracked-the-recruiting-code-and-grew-by-45-in-6-weeks/#more-196

Seems 101 to me, but I recruit in a very different environment.    

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Good video on the downside to outsourcing and offshoring.   I agree that outsourcing core capabilities is a bad idea in most cases.   Simple, easy to manage tasks are fine but complex, highly technical skills on a mass scale will always be difficult to manage.   Companies need to own the critical pieces of their supply chain at at all costs.

I'm bullish on outsourcing of small projects like those that you find on  +oDesk or +Guru or +Fiverr.   Even on these platforms though, when you start getting beyond simple tasks, it gets really hard to manage your virtual workers.     It's getting better, but the there's a tipping point at which it makes more sense to do it in-house, do it yourself or hire someone local to work with you closely on-site.   

The challenge is finding the tipping point for the tasks you're trying to outsource!

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Great thoughts from 2010 Ted Talk by @JasonFried:

Working is like sleeping.  When you get interrupted at work (or when someone interrupts your sleep), you have to start over.   You have to go backwards, get back to where you were before and start up again.  

Minimize your interruptions by working from home, limiting meetings and using modern tools to work asynchronously whenever possible.    
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