So, we won the Eurovision… But are we actually fulfilling a need?
Some may have already read the email awhile back, but yes you read it correctly… we won a Eurovision award. Well, to be exact; we won the Extraordinary StartUp Europe Awards 2016 on a European level, in the category Social. This means that, according to their jury, our roster is fulfilling a social need and is helping create new social relationships and/ or collaborations. And, since they themselves call it the “The Eurovision for StartUps”, so can we. Our own Jonathan was there at the European Parliament in Brussel to receive the award.
The StartUp Europe Awards alliance is aimed at stimulating an ecosystem of innovative players/start-ups across the European continent. Naturally we are honoured that such a distinguished organisation thinks that we are improving human well-being, by enhancing the capacity of individuals. Yet, we also realise that feedback from our actual stakeholders/users is far more representative of the possible utilitarian function of our roster.
So, that is why we asked a selection of senior humanitarian field-level managers, registered at HumanSurge, about their previous experiences with recruiting, the function HumanSurge can have in this process, and their satisfaction with us.
So many people were willing to help out and provide information: We had 104 responses to our questionnaire and 9 people gave even more detailed follow-up information. This response made us very grateful and we would like to share some of the most striking information we learned with you in this article.
Knowledge and experience regarding the subject was high: More than 80% of the respondents had managed both national and international staff and consultants/evaluators and the majority has also been involved in all the stages of international employee recruitment (69% indicated: issuing the recruitment, shortlisting, reviewing candidates,
conducting interviews and the final decision, and almost 80% partook in at least 4 of the 5 steps). Numbers which were only a little lower for recruitment of evaluators/consultants (59% and 69% respectively).
And, it seems most have also suffered from problems related to recruitment issues; 84% has worked in incomplete teams due to unfilled vacancies, 63% has been asked to stay-on due to no available replacement and 66% reached out to personal network to fill a vacancy.
Both from the additional comments on the questionnaire and the in-depth questions it seems that many professionals respect that HR mainly does the recruitment and has to do due diligence (which can take frustratingly long). Yet, many would like to be able to have a more active role themselves, or that others with relevant expertise (regarding job requirements, or from the field) be given the space to support the hiring effort constructively.
According to the professionals, when the need for new personnel is really urgent they face problems with a lack of transparency in the hiring procedures and a lack of direct control over the process, for instance; they had to keep going to HR because things were not moving fast enough, they had to push their managers and organisational restrictions often hindered speedy recruitment.
As a result, most welcome the possibility to more easily be able to search themselves, as you can see below. More than 50% believe it will positively change their work and over 85% think, to some degree, that involving leaders/managers will make looking for candidates more effective.
We realise we are not completely there yet. That we must keep learning and evolving. And, that in an ideal situation HumanSurge would not be needed, because organisational recruitment procedure would be working fine on their own. But for now, we are happy to see that HumanSurge seems to have the potential to fill a current gap. We hope that together we can make this roster exactly what you humanitarian professionals need and want.
So, if you have more feedback, or comments, please let us know.