Stop Kony and Start Storytelling...

Marc Denholm • Dec 09, 2014
By Marc Denholm Co-Founder of The Talent Hive

On March 5th 2012 a 28 minute film made by an American Charity, Invisible Children, was released and within three days it had been watched on You Tube more than 20 million times. The film was about the plight of children in Uganda at the hands of a warlord by the name of Joseph Kony. It was very well produced, the story was gripping and emotionally powerful and included a clear call to action at the end.

The producers knew who their target audience was (teens and young adults) and they pitched it perfectly to that demographic. The video became an almost instant viral success, dominating Twitter worldwide and having one of the fastest ever take-offs on You Tube. For most of us, the last we heard about the campaign was ten days after the video had gone viral, when Invisible Children’s founder, Jason Russell, went on a naked, expletive-laden rampage on the streets of San Diego.

Ok, so it didn’t end so well for Jason and as far as I’m aware Kony is still at large but this was a classic example of the power of story and how a well-designed social media campaign can have a significant and immediate impact on its audience. Good stories still surprise us. They have compelling characters, they make us pause and think and with a well told story it is possible to move hearts and minds. Purpose driven passion can be very compelling as evidenced in the Stop Kony campaign. Just don’t take your clothes off and do the naked funky chicken walk once the hard work is complete!

One of the most challenging aspects of a recruiter or hiring manager’s role today is grabbing the attention of passive candidates. You know, those candidates that are happily employed with companies that they enjoy working for on a pretty good salary with reasonable career prospects ahead of them. Those candidates that are never on job boards looking at job ad’s and rarely respond to the multiple connection requests they receive through LinkedIn on a daily basis.

It can be hard to connect effectively with those candidates but these are you’re A-grade targets and it’s worth investing some time to connect effectively with them. Storytelling is a great way to connect with potential candidates in a powerful and meaningful way. Take some time to really look at your business and quantify what it is that makes your company a special place for your employees. What does the organization stand for? How would you describe the culture? How would you describe the engagement within the business?

As with the Kony film, if you know who your target audience is it’s much easier to create your pitch and make your story resonate with your ideal candidate. Once you’ve identified who your target candidate is and what makes your company a great place to be, you can then create your strategy. Enlisting some of your key people to execute your strategy is crucial. It will increase engagement internally but also add significant authenticity to your message which will resonate with candidates looking at career opportunities within your business.

Businesses that have mastered the art of recruiting via storytelling use it to showcase their culture and values in a way that makes potential candidates interested in learning more about them. Stories help us persuade and in a contestable candidate market the art of persuasion is an increasingly important skill.

 

Marc is a Director of The Talent Hive and leads our IT recruitment practice. Originally from the UK, Marc has been living in Christchurch, New Zealand for ten years and working in the recruitment sector for just as long. Marc has worked as an in-house recruiter and within multinational recruitment consultancies and independent SME recruitment businesses.

At The Talent Hive we specialise in connecting IT & Engineering professionals with the right career opportunities. We encourage collaboration, socialising your success and sharing industry insight and expertise. Start the journey, connect with The Talent Hive today.

Temp & Contract Recent Trends

01 May, 2024
The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently.  Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.

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