The #trulondon9 Schedule: Feb 26. Live from London

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Research Sponsor

Drinks Sponsor

Lunch and Award Sponsor

Show and Tell Sponsor

Gold Sponsor

This #trulondon is all change. We’ve tightened things up by making the tracks 40 minutes, we’ve gone back to the City Hotel, which many past participants have called our spiritual home deep in Brick Lane, and we’ve added “show and tell”, to showcase 18 of the most innovative recruiting products from around the world.

Our show and tell sponsors Lumesse are launching a technology ecosystem partnering with the best technology providers from around the world, and this is a great opportunity for the 18 companies taking part to showcase what they have to offer. Our global sponsors Kelly Services will be creating new content throughout the day in the Kelly studio, and lunch sponsors Maximum will be presenting awards for the most engaged career brands on Twitter and Facebook based on their performance over the last 12 months on the Social Recruitment Monitor. Social Referral company RolePoint are the research sponsor for #trulondon, and will be sharing some exclusive research in to Big Data and recruiting on the day. Gold sponsor Stack Overflow will also be sharing research on what developers look for in a brand when making the choice to move. There is a full line up of track leaders from around the world. It is going to be a great event! The #trulondon9 schedule:

The show and tell schedule, situated in the bar.

 

 

 

 

You can buy one of the last 6 tickets HERE

 

 

 

#trulondon 9 – Feb 26’th – All new line up

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After the last #trulondon in September, we made a decision to freshen things up a bit. Not lose any of the excitement and conversation, but give the opportunity for new topics, retain some of the favourites and give hands on access to some of the new technology we talk about. We have a great line up of track leaders and some exciting extras, and we have moved to a one crammed day of content with tracks lasting 40 minutes. As always, dress code is casual, theres no name badges or powerpoint, we’ve added luch (a curry, what else in Brick Lane) and we are back at our favourite venue, the City Hotel. Thanks to our global sponsors Kelly Services for once again making this event possible, and keeping ticket prices affordable. 

Whats new?

> Show and tell tech lab

18 new product sessions with the usual no pitches. 20 minute sessions consisting of 5 minute discussion on need, 10 minute product demo and 5 minutes Q&A. At the end of the sessions participants will answer a simple question with thumbs up and thumbs down, “If you had the need and the budget would you buy it?”
Any company can take part by buying a show and tell ticket priced at £250
Companies taking part include:

> Take the interview from New York – Interview process technology and video
> RolePoint from San Francisco and London – Social referral technology
> Loop from Brighton and San Francisco – Mobile platform for branding and recruitment process
> OnRecruit from Amsterdam – Performance analytics, campaign management for pay per click
> Job and Talent from Madrid and London – Aggregation and matching technology
> PocketRecruit from London – Mobile content and engagement platform
> WorkDigital from London- Unveiling a new product
> Pando from NewYork – Business intelligence platform
> Joberate from Finland – Predictive recruitment analytics and talent pooling
> Maximum employment marketing group from Rotterdam and China – Proxy targeted display advertising

We will be announcing the next 4 participating companies next week, and theres room for 4 more. get a show and tell ticket if you want to take part.

 

> Social Recruiting winners with Maximum and the Social Recruitment Monitor

The Social Recruitment Monitor™ ranks social media recruitment activity for the world’s leading employers. It accurately tracks data for the major social networks, and refreshes weekly so that the ffigures stay up to date. The SRM Index is the overall rankings indicator: it uses a combination of carefully weighted variables that are proven indicators of popularity, activity and interaction – not just the “fan base”.
> Brought to us by sponsors Maximum Employment Marketing Group , tracks will be hosted by the people behind the top performing career brands for the last 12 months according to the index. During lunch Maximum will be presenting recognition awards for the top performers (according to the data) on Facebook, Twitter, LinkedIn and YouTube. (and they are paying for lunch!) Real stories from real companies.
> The #CandE companies
The evening of the 25th Feb will be marked by a celebration of the UK candidate experience awards winners for 2013. Companies judged by data collected by their candidates, not the opinion of a panel. It is the most comprehensive benchmarking of candidate experience in the UK.
The #CandE tracks will be hosted by Leigh Carpenter, UK programme director, featuring an opening breakdown of the data by Gerry Crispin and a summary by Elaine Orler, and representatives from 4 of the participating companies sharing what they have done to improve candidate experience during 2012. Real stories with no small talk.


> Tech Recruiting and the tech #SourceLab
Hosted by our tech track sponsors StackOverflow Careers 2.0 European Managing Director Dimitar Stanimiroff, who will be sharing some sourcing secrets from Careers 2.0, and tricks and hacks from:
> Martin Lee – Director of Research and Search at Social Media Search
> Andrea Mitchell – Talent community manager and sourcer at GE/Ochre House
> Shane McCusker – Founder at Intelligence Software
> Matt Burney – Talent acquisition and in-house resourcing strategist at G4S
> Craig Fisher – VP Recruiting, LinkedIn training and social media strategy at Ajax Media


> Kes Thygesen of sponsors RolePoint, the social referral platform, will be hosting the open tracks  with tracks from:
> Kevin Wheeler – Future of Talent Institute
> Danielle Weinblatt – Founder – Take the interview
> Peter Gold – Hire Strategies/HR Mash
> Crystal Miller – Digital Strategist – AT&T
> Peter Cosgrove – CPL
> Michael Beygelman – joberate
> Felix Wetzell – JobRapido
> Rachelle Falls – Sun Strategies
> James Smith – CareersinLuxury
> Steve Ward – Cloud Nine
> Andrew Gadomsky – Aspen Advisors
As an added bonus, theres an opening conversation on culture branding by the global head of marketing at our global sponsors KellyOCG, and a closing conversation on communities from the founder of one of the only real community platforms, StackOverflow.
Coffees are brought to you by our drinks sponsors Colleague.


The whole event is only made possible by our fantastic global sponsors Kelly Services, who have a few surprises lined up for the day, including Kelly TV.
There are only 30 tickets left, and you wouldn’t want to miss this line up!
Bill

CLICK ON IMAGE BELOW TO BUY TICKETS

The #HRTechEurope Unconference Sessions

 


The Unconference sessions are designed to allow for open conversation away from the structure of the conference. This presents a great opportunity for participants to question and engage with the speakers, as well as put forward their own point of view. Each track will last for one hour hosted by a track leader. The track leaders are chosen for their expertise in the topic. Their job is to start the conversation and offer expert opinion when needed, a track can take many twists and turns with the participants at the center of the conversation. This is a complete break from the presentation and powerpoint. All tracks are hosted in collaboration with #tru – The Recruiting Unconference, who have hosted over 150 unconference events across 4 continents in the last 2 years.

Track leaders and topics – 24 October

16:00-16:30 Everything you know is wrong Room G105

John Sumser – Principal Analyst at HRxAnalysts

In this session Sumser challenges the things we believe, and the reality of the situation, using a series of “big” statements and challenges if what we believe can be backed up by evidence. This is always a popular track with plenty of surprises.

16:30-17:00 Technology in Technology Recruiting Room G105

Gordon Lokenberg – Technical Recruiter – TomTom

Lokenberg is known for his tricks and tactics for attracting the best tech talent in high growth companies. Lokenberg will share new and innovative technologies like augmented reality, and how they can be deployed to attract the best tech talent. Expect plenty of surprises and a very different approach.

16:30-17:00 HR Employee & Manager Selfservice Portals Room G106

Jochem ter Steege – HR IT Project Manager, Business Brands
This track will ask the questions: “to what extend can solid HR services be delivered when there are managed by employees / managers themselves. Do HR selfservice delivery models have a strong future? “ Bring your viewpoint.

11:15-11:45 HR Analytics Topaz Lounge

Andrew Marritt – Founder, Organization View

Big data is driven by analytics, the question is what are you really looking for and how does this impact on operational practice? What are people really doing with data day to day? What technology helps in the process, and how is analytics being used to aid decision making and strategy? How much is hype and how much is reality?

11:15-11:45 Social Recruiting 2013 Topaz Lounge

James Mayes – Director, Exolite

How is social changing recruiting? Who have been the winners and who have been the losers? How do hiring teams select the best social technology for talent attraction and selection? What is the real ROI? How do social channels integrate with recruiting technology?

16:00-16.30 The Future of Work Topaz Lounge

Ilonka Jankovich – Innovation Investment Manager, Randstad -

Work is changing, and so is the technology around it. From remote working and virtual teams, to project work to globalisation, we are heading in a new direction. This track will discuss where technology drives change, and the important part “future proofing” technology for the new world of work.

16:00-16:30 Zero Unemployment Topaz Lounge

Jerome Ternynck – Founder – Smart Recruiters

Technology should be an enabler to connecting potential employees with companies looking to hire, with limited friction and simple connection. In this track participants will look at what the barriers are, what gets in the way of connecting and engaging, and how to remove the barriers from their own process.

16:30-17:00 Making Your HR Lean Topaz Lounge

Dwane Lay – Author: LeanHR/ Head of Technology Process, Dovetail

In this track Lay will share the case studies from his popular book lean HR, looking at the best strategies to implement a lean approach, implementing change through technology. This is guaranteed to be hugely informative, useful and is a must attend for anyone charged with bringing about change.

16:30-17:00 What does good candidate experience look like? Topaz Lounge

Leigh Carpenter – Director: The Candidate Experience Awards UK Ltd

Theres lots of talk about candidate experience. The Candidate Experience Awards (CandE’s), measure data from the people who really matter, the candidates. In this track, Carpenter will share the data and discuss what good really looks like, as well as the practices that made the winners really stand out.

Track leaders and topics – 25 October

11:15-11:45 Its All A Game Topaz Lounge

Michael Tanenbaum – CEO, Connect Cubed

Innovation finalist Tanenbaum is talking games and gamification within HR Tech. More time is spent playing games on-line than any other activity. What is the big deal, and how can gaming methodology enhance HR Technology? Join Tanenbaum for a lively and entertaining conversation.

11:15-11:45 The Retail Gap Topaz Lounge

Adam Lewis – Founder – Apploi

Lewis is founder of innovation finalists Apploi working in the retail and hospitality sector. The front end technology and process in on-line retail is at the forefront of e-commerce, the back end recruiting and HR technology lags some way behind. This track will look at the differences, and what can be taken from the front end of on-line retail to the world of HR and Recruiting.

11:45-12:15 Data, Data, Data Topaz Lounge

Dan Martin – Managing Director, Broadbean Technology

In this track Martin will discuss data flows and data analytics, and some of the surprises that come out of measuring every click. What are the data collection tools and methods, and what questions need to be asked to properly understand the data story.

11:45-12:15 Crowdsourcing in Technology Topaz Lounge

Ravi Mikkelsen – Founder – Jobfig

Mikkelsen is founder of innovation finalists Jobfig. In this track the conversation is centered around how crowdsourcing is changing the way technology is built and applied with practical examples and open discussion. Real crowdsourcing to formulate a clear view of the changes in hr technology.

12:15-12:45 Mobility Topaz Lounge

Bill Boorman – Founder – #tru -

This is not the usual mobile conversation about numbers, platforms and why companies should be mobile. This track looks at what mobility means to people, HR and recruiting. What impact does mobile have on the way we work and live.

12:15-12:45 Globalisation Topaz Lounge

Aki Kakko – Technology entrepreneur and founder of Joberate / Partner in #Tru

The world is getting smaller by the day. As a partner in #Tru, Kakko has visited over 50 countries during the last 18 months, and spoken with 1000’s of recruiters and HR professionals about what keeps them up at night. Kakko will discuss how you deliver HR tech globally and locally, and why this approach is important.

14:15-14:45 The Work Environment Of The Future Topaz Lounge

Josh Bersin – Principal & Founder – Bersin by Deloitte

What will the future of work look like? How will technology drive and keep up with change? What should HR be considering to future proof the business? Open discussion. All views welcomed.

14:15-14:45 Innovation & The Innovators Topaz Lounge

Jason Averbrook – Chief Business Innovation Officer, Appirio

What is innovation in HRTech? Are we seeing real innovation or more “faster horses?” Where will we see innovation moving forward, and what does this mean in HR? This is an open discussion lead by one of the leading commentators on innovation in HR technology.

14:45-15:15 The Traffic Jam Topaz Lounge

Rene Bolier – Partner, OnRecruit

Paid traffic is a critical part of any recruiting campaign, but with so many options what is the best choice for budget. In this track participants will look at the part analytics plays in media selection, what works for who, and how to implement agile campaigns.

14:45-15:15 Data Science, Profiling & Gamification Topaz Lounge

Gareth Jones – Chief Technologist at the Chemistry Group

Using case studies from global deployments, Jones questions if the much talked about gamification of HR Technology really works, as well as looking at profiling through the use of traditional and social data, and how this applies to the world of HR.

15:15-15:45 Empowering Hiring Managers Through the ATS Topaz Lounge

Rob van Elburg – Global Technology Recruiter, ING Bank

Over the last 12 months van Elburg has been responsible for enabling hiring managers to manage their own hiring via their global ATS. Van Elburg will share the hurdles that need to be overcome to achieve this on a global scale, as well as discussing the pros and cons of empowering hiring managers through technology.

15:15-15:45 Investment in disruptive technologies Topaz Lounge

In this session Derlyatka and Polishchuk will look at how tech companies secure investment, and the next phase of disruptive HR technologies that are catching the VC’s attention. This gives a clear idea of what might be coming next, because where the start ups go, the enterprise companies are sure to follow.

14:15-14:45 Winning With HR Tech Contracts Room G105

William Tincup – Tincup & Co

How to negotiate contracts for the benefit of the user, and come out with a win-win outcome. Tincup will talk tactics to retain the balance of power throughout the negotiation. Expect plenty of off the wall thinking, and plenty of laughs.

14:45-15:15 Talent Management In High Growth & Emerging Markets Room G105

Dominic Toledo – SVP Global Sales. Page Up People -

Many MNC’s are headquartered in Europe/US and have regional operations in emerging and/or high growth markets. Talent Management practices and technology currently supports the needs of developed markets, though companies
are increasingly seeking to execute on talent management strategies for their emerging and high growth markets.

15:15-15:45 The Social Referral Room G105

Kes Thygesen – Co-Founder – RolePoint -

Thygesen is the co-founder of finalists in the innovation competition, RolePoint. In this track Thygesen will examine the critical differences between traditional and social referral, and how social media has turned the referral process on its head. From rewards and recognition to implementation, Thygesen will lead a discussion that examines all areas of this important source of candidate, and the part that technology can play in making the ERP work.

15:00-15:30 The Future of Learning Room G107

Stacey Harris – VP Research And Advisory Services, Brandon Hall

Technology is changing the way we learn formally and informally. Technology is rapidly disrupting the learning landscape. This track will look for the real ways that learning is changing, both from the point of view of the learning and development professional and the learners themselves, with a view to understanding just what is possible now and in the future.

15:30-16:00 Big Data BS Room G107

Patrick Boonstra – Business Development Recruitment – Coosto

This will be the most interactive session of the conference, which sees Boonstra posing a series of statements relating to “Big Data” to determine the fact and the fiction. Boonstra is a veteran of the unconference, and his tracks are always the most popular, with all particicipants playing a full and active part to slay the BS dragon.

 

I hope we will get to meet you there. If you still need a ticket message me, I have a secret discount code!

Bill

The trouble with trolls. Thoughts on Johnnie Jobs

Sometimes something starts out as fun, but ends up being anything but that, Maybe a joke that goes too far. Damaging or hurtful comments made under the guise of a bit of light-hearted banter. Like describing the speakers at a conference as drunks or drug users, or taking pictures of conference attendees and describing them as MILFS looking for a pick up, cat ladies or suggesting that this lady (with a picture) in the book shop line better be buying a book on dress codes. The thing about trolls is that they make these posts and comments under another name, and are guarded by the cloak of anonymity. This lets them say what they want without any concern for their own brand or reputation, and they do this for a reason.
It might seem like a lot of fun to the small clique in on the joke, but these types of posts are always posted on popular twitter streams, usually events, as they were this week on the #HRFL13 hashtag. Plenty of people invest time talking to the folks in HR about why they have nothing to fear from their employees getting social, and why they should embrace it. I’m sure most of the clique behind Johnnie Jobs have had the same conversations many times. A conference like the one in Florida attracts lots of new people trying out Twitter for the first time, or revisiting for another look. There is a real opportunity to show them what is involved, and how this might be useful, and how they might get value from taking part. Showing them pictures of attendees labeled as MILFs, poking fun at unbeknown people, or personal attacks on speakers is not really what you would expect. The pictures were coming from within the conference, as a means of saying we are here,we are watching you, and we are laughing at you. Is that really the impact you want to have? In jokes are only funny tp the in crowd. Most people looking in from outside will be believing what they are seeing, and it is damaging and hurtful. What effect would it have on the lady described as a MILF looking for a pick up? The comment and picture were in the open stream, and on the #HRFL13 hashtag.

If you really believe that it is all just good fun, why not post it in your own name or on your own blog? Why not say this is me, this is what I, and my company think of you all? It is only fun after all. Why not include this in a keynote delivered at another state conference, take public credit for your work? I’m sure that those behind Johnnie Jobs speak at enough. I might be considered a “ narcissistic HR social media type who has had their sense of fun sucked out” for having the view that trolls and these types of comments aren’t funny. I hope the collective behind it have another think about it, and open themselves up publicly, on their own blogs and accounts. If it is just all humour, then there can’t be any harm in that.I believe twitter has now pulled the account, although I didn’t complain. This takes some doing, so it must be more than me who feel the same way. Twitter also might consider pulling all the associated accounts to prevent further wrong doing by the account holders. it will be interesting to see if this happens.

I’m fine with snarkiness, a bit of humour, and I laugh more than most. I’m open to critique, and the plenty of people who think I am wrong. I often am, I just think that this should come in an open way, and not from a troll account. The intention might well have been fun, but you could damage the reputation of others, and hurt innocent bystanders with the barbed tweets about MILF’s etc, attached to pictures. I hope more people take a stand against trolls, and demand they go public, because we know the harm that’s being caused by cyber bullies in schools and other places, and this kind of behaviour just isn’t any different.

Bill

When a games recruiter hits 40 and thinks recruiting sucks (G.I.T. Jusin Hall)

I met Justin Hall earlier this year at #truSanFran, when he ran a track (on the old Lenny Kravitz tour bus), on recruiting in the gaming industry. Justin had just moved in to a recruiting role after a career making games, and he was finding it hard to get his head around what he found to be the way recruiting is done. I think it was a bit of a shock after a creative past. I’ve been trying to get in touch with Justin recently, although he appeared to have gone off the radar, then I found this brilliant video on his LinkedIn profile. If you pick up this post Justin get in touch. I want to help out with your sabbatical, and I want to hear more about your adventures.

 

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The end of the in-house recruiter? #DiceTru #TruLondon

Recruitment is changing, there is no doubt about that, but there is a particular trend that seems to be gaining momentum that recruiters should be very conscious of because it could have a major impact on the role of the in-house recruiter. This could be the beginning of the end of in-house recruiters as we know them, or could be an evolution in to something completely different. Over the next 4 weeks I’m going to be exploring this in a bit more depth by talking to lots of recruiters and asking lots of questions about what is really going on. We will be hosting #DiceTru in partnership with EmployersOnDice in Mountain View, USA on the 15th August, and in San Francisco on 16th August, and then again as part of the #Kellylive hangout at #trulondon on 6th September.

I first started really thinking about this at the beginning of the year when I did a bit of a San Fran tour and caught up with the sourcing technology companies Gild, Entello, DiceOpenWeb and others. What surprised me at the time was that I was consistently getting told that it was hiring managers who were buying this technology directly, rather than sourcers or recruiters. Through the work I have been doing with social referral company RolePoint, I was becoming aware that more and more hiring managers were looking to run their own referral campaigns outside of the normal company process. RolePoint have had to go as far as creating a whole new work and data flow to accomodate this.

The data from the candidate experience awards in both North America and the UK was showing us that an increasing number of hiring managers were being set KPI’s for things like time to hire, cost of hire, candidate experience etc, the kind of metrics we had previously always associated with recruiters. We have also witnessed a growing reliance on the business to generate employer and culture brand content for talent attraction, and for employees to engage directly with potential candidates. My friend Rob Van’Elburg had also just started a new project with ING Bank to co-ordinate the training of all the hiring managers in technology across the world to run there own hiring campaigns through Taleo, from creating job specs to offer management. All of the technology recruiting for a global business being co-ordinated by one person. All the signs were pointing in one direction.

Probing a bit deeper in to why this was happening, with a number of hiring managers at global corporations, some of the reasoning behind this became clear. For a start, a lot of the tech jobs had never really existed before, and hiring managers wanted more access to who was out there in order to shape what they were actually looking for. We were also looking at data for a number of hiring managers where they were getting to see 5 in 1000 applicants by the time the ATS had sifted out 70%, usually on random criteria, the recruiter had eliminated CV’s, then done video or phone screens, then interviews, then other tests like assesments for team fit, skills etc before the last few standing got in frount of the hiring manager. It is no small wonder that hiring managers have started to want to look a lot closer at that pipeline for themselves.

I have also been aware of a new recruitment model evolving at Oracle in the EMEA region, which has since been adopted globally. Recruiting is a profit center that charges the business for their time. Recruiters are responsible for sourcing, (along with a sourcing and social media team), new potential hires. They don’t do any admin or logistics, that is all they do. Find people, qualify them, send them on to the hiring manager. The only time they ever get involved again is in helping to close candidates.They deffinitely don’t do any interviewing or anything like that. Very different, but very effective against aggressive hiring targets, with 30% of hires coming from social media, 30% from referral and 40% from direct sourcing. I’m begining to see this model being mirrored in other organisation looking to achieve the same thing, making recruiting being about sourcing, on a just in time basis.

That leaves us then with the question: If hiring managers are going to drive their own recruiting, what is going to happen to the recruiters? I asked this question at the #tru sessions at lRecruit earlier year. I was running a track that had about 18 heads of talent acquisition in the session. Industry analyst Josh Bersin was quick to pick up on this and ask if this really a trend in the organisations, given that most of the participants were senior and represented global brands. 18 of the 19 companies all confirmed that this is the direction they are going in, with more and more hiring managers taking on more and more of the day to day responsibility for hiring in their teams, assisted by some clever recruiting and assesment technology. It is becoming clear that this is much more than a trend, and not isolated to one region or one sector. That would be too simple.

My thinking is that in-house recruiters, and recruiting functions are going to go in one of four distinct directions:

1: The super recruiters. The last few years have seen the rise of the super recruiter. People like Matthew Jeffery at SAP, Chris Hoyt at Pepsico, Paul Maxin at Unilever, Jeff Moore at Google, Arie Ball at Sodexo, Donna Quintal at Sears, Anne-Marie O’Donnell at Oracle, Lars Schmidt at NPR, Ted Meulenkamp at Roche, and a number of others. Individuals who are much more strategic than tactical, who have high level influence. This is a great opportunity, but they are in the minority.

2: The sourcers – As with the Oracle model. 100% focussed on generating candidates by effective sourcing, and leaving the decision making, selection and recruiting to the line. A very lean, focussed role, with niche or location specialists. More opportunity for direct sourcing functions within larger organisations. Numbers driven, lean operations working on a just in time, on demand basis. Many of these roles could be filled by the new breed of contract recruiters, who come in as needed, and drop off when things are slack, or through RPO operations, importing expertise at the sourcing end. Potentially this will mean less opportunities for in-house recruiters.

3: Talent Networkers. I couldn’t think of a better term, although I’m sure there is one. This changes the recruiters role from filling jobs to populating the pipeline and the talent network. Sourcing people who are a cultural fit, with longer term potential as hires, and organising the data in the talent network for the hiring managers to recruit from. Whilst this role is proving valuable for those companies who go down this route, few companies will prove as forward thinking. We will also see a rise in companies like Norman Broadbent company Social Media Search providing this as an outsourced function.

4: Administrators – Managing the admin and logistics around recruiting such as interview scheduling, assessments etc on behalf of line manager, back to the days of the personnel manager. Whilst this has to be the least appealing option, cost considerations may well see this as the most likely route.

You might think I’m mad in thinking this, but it is too big a trend to ignore. You can come and disagree/discuss/debate this point with me at #DiceTru in Mountain View on the 15th Aug, SanFran on the 16th or #trulondon on the 6th Sept. I look forward to the debate!

Bill

#truLondon & #TalentNetLive: The new recruiting events in September

#trulondon is back in town in September. As always, the worlds biggest recruiting and HR unconference has evolved, keeping the best bits of previous events, and introducing plenty of new ideas and concepts. My friend and business partner Craig Fisher, @Fishdogs, is bringing the #TalentNetLive event to London for the first time. I think the two events will knit together perfectly and offer something for everyone. I have been involved as a speaker in 4 #TalentNetLive events in the past, so I know what you can expect.

#TalentNetLive is part conference, part unconference. It is different to #trulondon in that their is a bit more structure, and participants can fully engage with the speakers. There is going to be 4 keynotes, all case studies with plenty of data, with 12 concurrent sessions, to be announced soon. I have been thinking for a while that we need to find a way to allow for data to be shared and presented, and that doesn’t fit in with the unconference format. Que #TalentNetLive!

#trulondon will be a one day event divided in to 7 streams. A bit like 6 events in one place. The streams will be:

> The Social Agency

> #SourceLab

> Start ups, innovation and new recruiting technology

> Branding

> SocialRecruiting

> Tech recruiting

> Talent attraction

Each stream will consist of 5 tracks lasting an hour, each with a dedicated track leader to keep the conversation flowing. Our global sponsors Kelly Services will be hosting the #KellyLive livestream tracks, broadcast to the recruiting world through Google+.

The track leaders already committed to take part include:

Arie Ball – VP Talent Acquisition – Sodexo USA

Steve Ward - Founder – Cloud Nine

Tony Goodwin - Founder – Antal International

Paul Maxin - Global recruiting Director – Unilever

Aki Kakko – Co-founder – Joberate/Talent Pipeline Solutions

Craig Fisher – Founder #TalentNetLive & Ajax Workforce Marketing

Stacy Donovan Zapar – LinkedIn’s Most Connected Women – Founder, Tenfold Training

Andy Hyatt – Digital Director – Bernard Hodes Group UK

Andy Headworth – Founder – Sarona Consulting

Patrick Boonstra - Coosto – Recruitment Head

Glen Le Santo – Content Specialist

James Osborne -Co- Founder – Elite In The Cloud/Innergy

Kevin Green – C.E,O – REC

Jonathan Campbell – CEO- Social Talent

Katherine Robinson - Consultant and trainer – Sourcing Hat

Shannon Myers – Owner – Walton Search LLC

Sally Hunter - EMEA Practice Lead RPO – Kelly OCG

Bill Fischer - Founder – Work Digital/TheSocialCV

Steven Ehrlich – VP Client Development – TMP Worldwide

Charu Malhorta – Global Social Media And External Digital Channels Manager – Unilever

Gerry Crispin – Principal And Co-Founder – CareerXroads

Leigh Carpenter – Director – The Candidate Experience Awards

Gordon Lokenberg – Tech Recruiter – Ebuddy

Susan Firbank – Head Of UK RBB Resourcing. Barclays

Anton Derlyatka – Managing Partner USA/Russia – Ward Howell

Nick Holmes - Managing Director UK – Lumesse

Dorian Webb – Interim Consultant Recruitment Process

Tiffany St James- Social Media Strategist – Go ON UK

Mervyn Dinnen - Content & Community Manager – Jobsite

Jon Cooney - Director – Work Digital

Oscar Mager - Senior Contract Recruiter, EMEA – Sonos

Tracey Abbott - Recruitment Adviser – Business Disability Forum

Sergio Lopez-Figuerora – Development Director – Big Bang Labs

Kristian Vanberg - Marketing Specialist – WebCruiter AS

Bethan Davies – Senior Manager, Talent Acquisition – RMS

Neil Harrison - Head Of Employer Brand & Insight – TMP Worldwide

Bob Lehto - Human Resource Manager, Datasift

Bill Boorman – Founder of #Tru

Kes Thygesen – Co-Founder – RolePoint

Shane McCusker – Founder – Intelligence Recruitment Software

Thats quite a line up, with a little something for everyone.

You can book tickets for #TalentNetLive, #trulondon and combined tickets HERE

Big thanks to our sponsors:



 

 

The Candidate Experience Awards UK #CandE (White Paper)

I’m proud to have been a judge for the UK version of the Candidate Experience Awards, and a member of the steering committee. it is a topic I’m passionate about. It is free for companies to take part in. Sign up is in 3 parts:

1) Expression of interest
2) Complete a questionnaire (45 Minutes)
3) Give access to candidates to survey (conducted by the #CandE’s.)

Awards are given to ALL companies who achieve a benchmark standard, and all are interviewed by the judges to determine which companies are awarded a distinction.

Sign up is as simple as CLICKING HERE

This is the white paper from the 2012 edition, with all the data from the candidate questionnaires and conclusions. Enjoy!

The top 4 Facebook career pages (hospitality)

I’m a big fan of the Social Recruitment Monitor from global recruitment advertising, branding and marketing company Maximum. What I like about this index is that they collect a whole range of data to calculate who is working best on Facebook, Twitter and LinkedIn. The algorithm behind the scoring is explained in this way:

The SRM Index applied to Facebook

The calculation of the SRM index for Facebook focuses mainly on interactivity. We look not only at how your page is interacting with fans, but also at how your fans are interacting with one another, thus forming a community on your page. A strong fan base is also important because it means that shared content is reaching a lot of fans. So the blend of measurable parameters we use to create your SRM Index for Facebook is as follows:

Popularity (15%)
Numbers of fans

The number of people who have ‘liked’ an organization’s career page.

Growth of fans

The percentage of change in the number of people who ‘liked’ an organization’s career page since last week.

Activity (30%)
Numbers of posts

The number of posts made by an organization on its career page since last week.

Interaction (55%)
Engagement Rate
=
Likes + Comments + Shares in 1 week

posts made by page in 1 week

Total fans in 1 week

x 100

Community Interaction
=
Likes + Comments + Shares on postings by others in 1 week

# postings made by others in 1 week

Total fans

x 100
I favour this index over others because of the loading towards interaction. Fan numbers tells us very little about how visible the updates are on a page. Edgerank is applied to page updates in the same way as it applies to updates from your friends. You only get notified of the updates on pages that you have interacted with recently. Interaction creates visibility, and visibility is the new influence. If people can’t see your content, it doesn’t matter that they are a fan among the many. The challenge is to get people interacting with you updates with likes, comments and shares.
The Social Recruitment Monitor tracks only career pages, and these are the top ranking hospitality pages for last week. You can view all the results HERE,

1: Intercontinental Hotel Group

The IHG Careers page is positioned at number 4 in the index, with over 59,512 fans and 13,974 people talking about the page over the last 4 weeks. IHG scored 31.9 in the index. The highlights for the week include:
> Fan growth of 11.35%
> 10 posts for the week
> 1,103 Likes
> 165 comments
> 211 shares

Posts are mostly images with a few jobs and links to employee blog posts of the “day in a life”
type, and video updates. Jobs are searchable via a the TweetMyJobs job app, featuring a link to get referred by connections, location search, share and apply. The page also features a link to the welcome page, with links to landing pages including:

> About us
> Graduate programmes
> Jobs
> Campus events
> Our photos
> Our videos
> Our timeline
> Our info

This is a very visual page, making navigation simple. Posts are a mix of pictures and celebrate success stories, which are about acts of good service by employees. What this illustrates is that real stories are of the most interest to people, and are most likely to encourage interaction, and hotels are full of real stories. All of the top 4 pages feature a similar approach, highlighting the need for engaging posts over noticeboard announcements.

2: Marriot Jobs and Careers.

Positioned at number 7, the Marriott International career page has over 995,000 fans, with an impressive 36,699 people talking about updates over the last 4 weeks. Marriott scored 27.90 in the SRM index. The highlights for the week include:
> Fan growth of 2.95%
> 10 posts for the week
> 10,399 likes
> 2,029 comments
> 540 shares

Looking at the page, the updates are all pictures from around the world, with a conversational style comment. All questions are answered, and visitors can view jobs through a search and apply app that keeps visitors in channel, and a tab leading to an interactive app that enables users to upload a picture, search locations, meet some of the local employees on-line, and list why they belong. This is a brilliant interactive app that will go some way to keep visitors engaged.

3: Accor Jobs

Positioned at number 24 in the index, with 16,793 fans, and 1,730 people talking about it over the last 4 weeks. Accor scored 19.59 in the index. The highlights for the week include:

> Fan growth of 2,43% over the week
> 6 posts for the week
> 104 likes
> 34 comments
> 4 shares

The updates on the page are all pictures with one video, and a similar conversational style to Marriott. Questions are answered, encouraging others to engage when they are seeking
information. The banner for the page features the links to the local pages, with each country having a local page. This differs in style to Marriott, and may be behind the reason for the gulf in fan numbers and interaction. Combining all of the pages may result in a higher ranking, but Accor have taken the strategy to promote local pages and community.
Job search is via the Work4Labs job app that enables social sharing (and matching), job alerts, get referred and alerts by e-mail without leaving channel. the page also features an interactive app that enables visitors to explore the possible career paths within the group.

4: Hilton Careers

Positioned at number 53 in the index, with 8,669 fans and 151 people talking about the page over the last week. Hilton scored 7.26 in the index. Highlights for the week include:

> Fan growth of 0.5% for the week
> 2 posts for the week
> 26 likes
> 11 comments
> 4 shares

Posts are a mix of pictures and announcements, particularly around the Hilton Graduate Program. Like Hilton, jobs are searchable through the Work4Labs app, with the same features as the Accor app.

Thanks to the Social Recruitment Monitor for providing the data, and the links to the page. A strategy of combining an on-line brand presence on an engaged page and a simple, in channel application will connect you with job seekers you need in this sector,

Bill