What would you say to headhunters?

What would you say to human resources professionals and to headhunters?

Open innovation problem solvers come from all over the world, from a diversity of ages, working fields and cultures.

One fascinating “side effect” of meeting while collaborating through answering challenges and designing solutions to problems in open innovation platforms like Innocentive, Idea Connection or OpenIDEO is the way things, views and messages emerge.

In this up to 5 minutes excerpt video from We Are Solvers interviews, solvers talk about their views and expectations from recruiters.

Maybe many of you out there share their insights and if not, feel free to join this discussion by posting your own views and expectations from HR breed.

Find below the transcripts:

(0:06 – 0:09) Georgia Mihalcea (host):

What would you say to human resources professionals and to headhunters?

(0:10 – 0:19) Steven Webb (PhD Scientist – Houston, Texas, USA). Awarded for 10 solutions through open innovation platforms Innocentive and Idea Connection

I think headhunters are like travel agents. These folks’ jobs are being contracted. These little jobs will be washed out (in the context of IT swallowing many jobs)

(0:20 – 0:37) Mario Rosato (CEO / R&D at Sustainable Technologies SL. Professor of biogas technology – Italy & Spain, Europe). Awarded for 6 winning solutions through open innovation platform Innocentive

I would like to advise headhunter not to put people into boxes. In my personal life…in many cases I suffered that kind of discrimination.

(0:38 – 1:20) Bas van de Haterd (Entrepreneur, consultant, writer, speaker – Netherlands, Europe). Awarded for 4 winning solutions through open innovation platform Innocentive

In human resources, I think you should think about solving a problem and not about getting people in there. Human resources isn’t only about resources within your company, it’s about total human resources, so your total network around your company.

They should solve problems for a company by using the right tools…and I think open innovation should be much more on the radar for binding and fiding …binding talent to your organization and actually using the talent at the right moment in the right stage.

(1:21 – 1:46) Abshar Rashid (Senior Software Engineering Professional and Private Computer Science Researcher – Dubai, UAE). Awarded for 1 winning solutions through open innovation platform Innocentive

When it comes to human resources, I think they spend a lot of time, energy and money on recruitment, on recruiting people, but not the same effort is spent on employment retention. There is always a good reason on why people leave companies.

(1:47 – 2:12) David Galbraith (PhD Professor at University of Arizona – Arizona, USA). Awarded for 1 solution through open innovation platform Innocentive

I’d say there are a lot of creative people out there and you should explore all possible ways to efficiently find them and use them. It is possible to assemble units, companies or universities which have a high concentration of creative people …and when that happens, the synergy between creative people improves the environment and provides a tremendous resource.

(2:13 – 3:37) Jacqueline Eenkooren (Assistant-Researcher at University of Calgary – Alberta, Canada). Awarded for 2 winning solutions through open innovation platform Innocentive

I would say don’t be afraid of broad experience or experience that doesn’t fall into a conventional model of professional work. Take the time to understand the person and the way that they think and learn what they can offer for your organization. Perhaps appreciate that problem solvers are actually high risk takers in some ways because we take on these projects, we invest a lot of our time and energy into them and we have no assurance that after dozens or hundreds hours of work or more, that we would actually have any financial pay off for it.

So we are very project oriented, we are probably more likely to respond to an opportunity, to solve a problem than to necessarily stick around and simply maintain a solution for years after that. We are very problem oriented and we want to be in positions where we get to continue our way to solve problems. That’s where we thrive and I think that you run the risk of people getting bored and leaving and find new problems to solve if you just try to put them in a traditional track.

And for headhunters I would say probably just look at whatever pavilions that you can to try to find these people. You probably need to go through the open innovation organizations themselves and that’s something that’s on away as well to kind of promote people and the skills of what they have.

(3:38 – 4:36) Michael Ricciardi (Science & Technology Writer, Researcher, Tech & Concept Designer – Seattle, USA). Awarded for 7 open innovation challenges and shortlisted for another 4 through open innovation platforms Innocentive and OpenIDEO

I love this question Georgia. I’m like the worst person to ever ask this question. (laughing)

Look…I’m over 50 now. I’ve been around the block a few hundred times. I’ve had over one hundred jobs in my life. What I would say to a headhunter is: Don’t waste my time with offering me an ordinary job, with ordinary pay, ordinary benefits, sitting in a cubical somewhere 8 hours/day…you know, doing what…it’s important work for some people, for some companies. It’s not my bag.

Give me the extraordinary job! Put me in the direction of an extraordinary job! I want flexibility, creativity, novelty, and I want profit share. You know, if you cannot find me a company with some form of a profit sharing it’s like … you know…I can get a job on my own.

(4:37 – 4:49) Georgia Mihalcea (Entrepreneur, Consultant, Writer – Bucharest, Romania). Awarded for 3 winning solutions through open innovation platform Innocentive

For heathunters my message is to start hunting. Broaden your field.

And for the human resource professionals…maybe it’s time to innovate.