Win a golden ticket to SourceCon in March 2017 and a AU$2,000 travel voucher to help you get there when you participate in the “Brilliant or Bullsh*t?” competition! TRIPLE your odds of winning when you purchase a ticket to Sourcing Social Talent 2017 (SST17). So what are you waiting for?
How to enter
Step 1: Log on to ATC Events & Media social media pages (LinkedIn, Facebook, Twitter or Instagram).
We will be posting one statement per week (5 questions in 5 weeks), in relation to Sourcing/Engaging/Diversity. See publishing schedule below. Step 2: Comment “Brilliant” or “Bullsh*t” on the social media post and tell us why (Brilliant = True; Bullsh*t = False)
If you answer correctly, you are awarded one point. An incorrect answer will not be rewarded with a point for that week. A maximum of 5 entries per person (one per week) will be permitted.
Answers will be announced on the following Monday. Step 3: TRIPLE your points and your odds of winning by purchasing a ticket to the SST17 in February!
The entrant with the most number of points wins the grand prize. The runner up prize will go to the entrant with the second most number of points. In the event of a tie, the winner will selected based on the quality of the reasons given for their answers.
The winners will be announced on social media and we will contact them directly.
Competition dates
There are five statements that will be posted on five different Monday mornings between December 2016 to February 2017 AEDT. All entries will close on the Sunday at 23:59 AEDT of the week that the competition is run. Schedule
Statement
Commence date
Close time
Answer Announced
1
Monday, 5th December 2016
Sunday, 11th December 2016 23:59 AEDT
Monday, 12th December 2016
2
Monday, 12th December 2016
Sunday, 18th December 2016 23:59 AEDT
Monday, 19th December 2016
3
Monday, 16th January 2017
Sunday, 22nd January 2017 23:59 AEDT
Monday, 23rd January 2017
4
Monday, 23rd January 2017
Sunday, 29th January 2017 23:59 AEDT
Monday, 30th January 2017
5
Monday, 30th January 2017
Sunday, 5th February 2017 23:59 AEDT
Monday, 6th February 2017
Prizes
Grand Prize: 1 ticket to SourceCon in California and a AU$2,000 travel voucher to help you get there! Runner Up Prize: 1 ticket to the Australian Talent Conference 2017 (21st & 22nd June 2017)
May the odds be ever in your favour.
Answers
Statement 1
What is Blind Recruitment? Blind Recruitment is a hiring process that removes personal details from job applications to rule out discrimination or unconscious bias.
Does unconscious bias in recruitment exist? Yes it does. Click on this link to read more.
So as a sourcing tactic, is Blind Recruitment a Brilliant or Bullsh*t tactic to help you combat unconscious bias and achieve a diverse workforce?
Results from studies regarding blind applications paint an inconclusive picture. Some studies reported an increased chances for ethnic-minority groups to be invited for interviews, whereas others say that it is impossible to eliminate unconscious bias in recruitment. A 2009 review of hundreds of studies also indicated that the effects of most diversity efforts remains unknown. But that was 2009. We hoped along with new technologies and approached that new research will occur and provide us with some clear recommendations.
So regarding this competition, it’s clear that the jury is still out, BUT we think it’s BRILLIANT that recruiters are brave enough to trial new initiatives including Blind Recruitment and are striving to improve diversity outcomes. Given that there is no clear outcome on the trials we’ll also be awarding a point to anyone who thought it was BULLSH*T because we LOVE people’s interest in this and perhaps you aren’t wrong, but let’s keep an open mind, eh?
Statement 2
BULLSH*T. Here’s why:
Personalising your messages allows you to rise above the “noise” (e.g. spam, sales marketing, competing job offers, etc.) and doing it correctly (check out this article) will enable you to engage your candidates successfully. Research has shown that simply including your candidate’s name in your email could boost open rates by 5.2%. Personalising further could achieve anything between an 11% and 55% increase in open rates. Now that’s a good start.
And if you are relying on LinkedIn InMails, here’s a statistic that will interest you – personalised InMails garner 37% higher response rates than generic bulk InMails.
In case the importance of personalising your messages hasn’t sunk in, a study done on global email and mobile email use revealed that an average user receives 122 emails per day in 2015 and the number is set to grow year-on-year. Unless your candidates have a lot of time (we are thinking not because top talent are usually super busy and these are the people you want to hire, right?), they are going to pick and choose the messages that are most meaningful to them to read.
Personalised messages definitely provide an incremental value and kudos to the recruiters who are already doing it. For those who aren’t, how about making it your New Year’s resolution? 🙂
ATC Events & Media is the brainchild of co-founders Trevor Vas, Founder & Director of HCMS and Kevin Wheeler, Founder and Director of the Future of Talent Institute. We know what matters to the leaders in this industry and are dedicated to delivering a tangible return on your investment. Our strong industry connection means we have access to leaders who have a close ear to the ground on the major trends set to affect the future work both in Australasia and across the globe.