Good people to connect with

The Future Of Recruiting

I’m a big fan of Peter Cosgrove. He is one of the senior managers at Ireland’s leading recruiters, C.P.L. Peter is a thinking mans/women’s/persons recruiter. He “gets” social, is an advocate but also a realist. I like his thinking on where recruiting is going in the medium term. Peters track at #truDublin last year was one of my highlights of a busy 2011. Managing 100′s of recruiters across a range of sectors also means that he knows what is actually going on, and the challenges they face in their day-to-day jobs.

Peter is a recommended connection. This is his slideshare from a recent presentation on the future of recruiting. Nothing complicated or high faluting. More prompting thinking than giving exact solutions. We should all consider the future in our planning, because it affects the big decisions we make today. People who built websites without mobile compatibility because it was an optional extra 12 months ago are now regretting that decision. They considered how candidates were applying for jobs 12 then, rather than what they might be doing now, and it leaves them with a big hole today that needs filling. Mobile compatability should be the standard build, not an optional build.

 The future is important, it just gets lost in the busy hubub of today, and the jobs we need to fill now. Think again!

Thanks Peter for sharing your thoughts. What do you all think is going to be important 2 years from today?

Bill

LINKS

Peter Cosgrove

Sunday Shout Out: Etienne Besson: A Real Life HR Community DJ.@HappyEmployee

This weeks shout out is for my friend Etienne Besson, better known as @HappyEmployee on twitter. Etienne is a practicing HR generalist in Geneva, in Switzerland. He works at the coal face day-to-day, dealing with all the usual challenges that come his way. I wanted to give Etienne a shout out this week because of all he is doing to build an HR community in Switzerland.
I blogged about a year ago about Steve Browne from Ohio, about a year ago. Many of the readers of this blog will know Steve as @SBrowneHR on twitter.

What I admire about Steve is that he has worked tirelessly to connect HR professionals. Steve started on this mission long before social-media, with TheHRNet e-mail newsletter, really growing subscriptions by word of mouth. This developed in to a web site and exploded through social media. Steve is a day-to-day HR Director. He is not a consultant and has nothing to sell. He does it to genuinely connect people and further the profession, and he works tirelessly in this mission. Steve is one of my favourite HR people, and i was lucky enough to spend quality time with Steve at Ohio SHRM last year. If you are not already connected with him, you should be.
I talk about Steve in this shout-out because I see a lot of parallels between the work Steve does in the Ohio and wider HR community at large, and what Etienne is doing in Geneva. Every community needs a DJ. not a manager to regulate and moderate, (leave that to the control guys), but a DJ who makes things happen. A community DJ creates the places, reasons and opportunities to connect, and letting the people who choose to come decide what they want to happen. Etienne, like Steve is the DJ of their respective communities, and I see a lot of simmilarities between the two.

By day, Besson is an HR generalist for Unilabs, who provide laboratory and radiology services to the public and private sector, where he has been based for the last 11 months. Prior to this he worked in a variety of HR roles since 1998. Having worked in a variety of roles, his expertise ranges from practical areas like payroll through to recruiting.

Working out of Geneva, Besson has great experience of managing international projects and working cross boarders. He is fluent in 4 languages, and understands the complexity of international HR, recognising that each culture and country requires a different approach. I admire the ability some people have to switch approaches to HR problems, in particular payroll and accounting, where an understanding of local legislation is critical.

I first came in to contact with Etienne through his interest in social media and HR blogs. He attended the second #trulondon on a bit of a pilgrimage to meet with Laurie Ruettimann, being a fan of her PunkRock HR blog. I’m glad he did, because we have since got to know each other well. Besson works in a country and a profession that has been slow to buy in to the benefits of social-media. For him, learning has been self financed, and driven by a thirst to learn more. This means regular trips out of Switzerland to #Tru and other events.

Rather than get frustrated or bemoan the lack of adoption in his native country, Etienne has gone about building a local community through his blog named simply “Etienne Bessons Blog”, where he offers opinion and curation on the topics of human resources and social media in Switzerland. It is an interesting read, and one you should put in your reader. He also hosts a monthly tweet-up: HRTug, that started with just a few people but is growing in numbers through Bessons enthusiasm and energy. I’m seeing the number of Swiss HR practitioners and recruiters getting active on Twitter and Facebook increasing rapididly, and much of this is down to #HRTug.

On May 4′th we are taking the #tru carnival to #truGeneva, to help build the community further. I know that with Besson’s enthusiasm and passion for connecting the local community, it is going to be a great success. I hope you can play a part by joining us in Geneva.

I’m looking forward to seeing Etienne again at #trulondon, and to his track, which is appropriately named “I.R.L.”, a topic Besson is passionate about, using social as the introducer to get people meeting face to face. Much like Brown, Besson is not a consultant or vendor, so there is no commercial benefit to putting in the hours and building a community. Their motives are more altruistic, with a genuine desire to connect and serve others. Isn’t that a great quality for anyone to have in HR? We should salute them.

Bill

LINKS

Etienne Besson

#HRTug

Etienne Besson’s Blog

Steve Browne

Sunday Shout Out: Steve Ward: An Agency Recruiter Who "Gets" #SocialRecruiting

Todays Sunday shout out is for Steve Ward of Cloud Nine Recruitment Group, who is well worthy of recognition. Steve is one of a rare but growing breed of agency recruiters who actually understand social recruiting and social media, as more than a job posting avenue. I first connected with Steve through twitter, where he is omnipresent. It’s understandable that Steve would be active in the social channels, given that his business Cloud Nine focuses on recruiting for the digital media sector, with an emphasis on social media. What is more interesting is the way in which Steve networks and contributes to the wider community he recruits from.

Long before immersing himself in social media, Ward had a long background in traditional agency recruiting, dating back to 1995, where he began his career with commercial recruiters Personnel Selection working up to a role as Branch Manager. He joined Recruitment Express as Commercial Business Development Manager in 1999, moving to Recruitment Cafe as Managing Director in 2002. After 3 years, Ward moved on to national recruitment business Select for a year, and the Randstad for 2 years as Business Manager. Ward set up Cloud Nine in 2009, and has not looked back.

The Cloud Nine Group is made up of a group of independent, single office recruiters, in which Wards Cloud Nine Recruitment provides the infrastructure. It’s not surprising to see the business structured this way, given Wards genuinely collaborative approach to social media. It’s a great example of the much over used adage: “TEAM: Together Everyone Achieves More.” In this case it is true.

I have a theory that you can draw many parallels between a local pub and how personal social media networks work. I use the term network rather than community because I think this fits better the way in which we connect and group together on social networks. In any local pub, people group together in much the same way. In any pub there’s a” go  to guy” for pretty much everything. When you need help, there’s usually someone with some experience or expertise who are more than happy to help. When you want something doing, like electrical work, plumbing or decorating, then there’s always a “go to guy” and if there’s not, there’s always a man who knows a man that they can refer you to. When you are active in social media channels, then you get the opportunity to become the “go to guy” for your specialist area, and this will always lead to business.

You get to become the guy by letting it be known what you do, without making it all you talk about. You help people when they need advice. For recruiters this can be as simple  as reviewing a CV, giving interview advice or passing on information. In any pub environment, you don’t talk to only the people who could do business with you, you talk to everyone who wants a conversation, and you talk about multiple topics, and just enjoy being there. Social channels are much the same, particularly twitter.

Steve has become that go to guy for anything related to recruiting within the digital media and social space. Steve is a great example of how to balance on-line and off-line activities. He plays an active part in the social media community, and is often found at tweetups, meetups and other events. He is a regular host, speaker or contributor, and all this ground work has placed Cloud Nine at the center of the community.

It’s not surprising given, Steve’s network, that most of his business, and candidates come from recommendation or shares. I get jobs from the Cloud Nine Group account in my stream. The jobs are relevent to my stream because they are based in the UK and in a relevent sector for a group of my followers. I quite often share them, and I’m sure there are many others who do the same. We share relevent content from our friends that we trust. Any agency recruiters should take a look at Wards stream and activity, as a good example of how to earn a similar position in their respective niche.

Last week Ward announced the launch of a new joint venture with social integration business Socialgility. Socialgility consult with businesses on how they can integrate social media and social culture in to all business practice. The new venture, Socialgility Talent addresses the need for recruiting in-house digital marketing roles. As more and more businesses are looking to integrate social, so the need to hire specialists is becoming increasingly important. People are at the heart of any social strategy, and Socialgility Talent provide the people. It’s a promising proposition, and I wish Steve well in this.

Steve will be back at #trulondon again, running his ever popular track “The Social Agency.” If you are an agency recruiter, then it’s a must attend track. Ward is a great role model in how to achieve success through social, on and off-line. More importantly, he is a recruiter first and foremost, and this gives him a real understanding of #socialrecruiting, rather than social for socials sake.

Bill

LINKS

Steve Ward

Cloud Nine Recruitment

SocialGility

Sunday Shout Out: Steve Ward: An Agency Recruiter Who “Gets” #SocialRecruiting

Todays Sunday shout out is for Steve Ward of Cloud Nine Recruitment Group, who is well worthy of recognition. Steve is one of a rare but growing breed of agency recruiters who actually understand social recruiting and social media, as more than a job posting avenue. I first connected with Steve through twitter, where he is omnipresent. It’s understandable that Steve would be active in the social channels, given that his business Cloud Nine focuses on recruiting for the digital media sector, with an emphasis on social media. What is more interesting is the way in which Steve networks and contributes to the wider community he recruits from.

Long before immersing himself in social media, Ward had a long background in traditional agency recruiting, dating back to 1995, where he began his career with commercial recruiters Personnel Selection working up to a role as Branch Manager. He joined Recruitment Express as Commercial Business Development Manager in 1999, moving to Recruitment Cafe as Managing Director in 2002. After 3 years, Ward moved on to national recruitment business Select for a year, and the Randstad for 2 years as Business Manager. Ward set up Cloud Nine in 2009, and has not looked back.

The Cloud Nine Group is made up of a group of independent, single office recruiters, in which Wards Cloud Nine Recruitment provides the infrastructure. It’s not surprising to see the business structured this way, given Wards genuinely collaborative approach to social media. It’s a great example of the much over used adage: “TEAM: Together Everyone Achieves More.” In this case it is true.

I have a theory that you can draw many parallels between a local pub and how personal social media networks work. I use the term network rather than community because I think this fits better the way in which we connect and group together on social networks. In any local pub, people group together in much the same way. In any pub there’s a” go  to guy” for pretty much everything. When you need help, there’s usually someone with some experience or expertise who are more than happy to help. When you want something doing, like electrical work, plumbing or decorating, then there’s always a “go to guy” and if there’s not, there’s always a man who knows a man that they can refer you to. When you are active in social media channels, then you get the opportunity to become the “go to guy” for your specialist area, and this will always lead to business.

You get to become the guy by letting it be known what you do, without making it all you talk about. You help people when they need advice. For recruiters this can be as simple  as reviewing a CV, giving interview advice or passing on information. In any pub environment, you don’t talk to only the people who could do business with you, you talk to everyone who wants a conversation, and you talk about multiple topics, and just enjoy being there. Social channels are much the same, particularly twitter.

Steve has become that go to guy for anything related to recruiting within the digital media and social space. Steve is a great example of how to balance on-line and off-line activities. He plays an active part in the social media community, and is often found at tweetups, meetups and other events. He is a regular host, speaker or contributor, and all this ground work has placed Cloud Nine at the center of the community.

It’s not surprising given, Steve’s network, that most of his business, and candidates come from recommendation or shares. I get jobs from the Cloud Nine Group account in my stream. The jobs are relevent to my stream because they are based in the UK and in a relevent sector for a group of my followers. I quite often share them, and I’m sure there are many others who do the same. We share relevent content from our friends that we trust. Any agency recruiters should take a look at Wards stream and activity, as a good example of how to earn a similar position in their respective niche.

Last week Ward announced the launch of a new joint venture with social integration business Socialgility. Socialgility consult with businesses on how they can integrate social media and social culture in to all business practice. The new venture, Socialgility Talent addresses the need for recruiting in-house digital marketing roles. As more and more businesses are looking to integrate social, so the need to hire specialists is becoming increasingly important. People are at the heart of any social strategy, and Socialgility Talent provide the people. It’s a promising proposition, and I wish Steve well in this.

Steve will be back at #trulondon again, running his ever popular track “The Social Agency.” If you are an agency recruiter, then it’s a must attend track. Ward is a great role model in how to achieve success through social, on and off-line. More importantly, he is a recruiter first and foremost, and this gives him a real understanding of #socialrecruiting, rather than social for socials sake.

Bill

LINKS

Steve Ward

Cloud Nine Recruitment

SocialGility

Sharing a little @JimStroud. #SocialReruiting Tip

A quick post from Amsterdam, where I have been spending time networking and presenting to the excellent Recruiters United Group. More on that later this week.
In this post I want to refer you to the excellent video content over at my friend Jim Stroud’s channel. I’ve spent time with Jim at #truLondon (I want him back), and a-in Australia for #ATCSource, so I know his content on sourcing is right up there along with the best.
What I like about Jims videos is:
1: They are personal and funny. jim talks to you.
2: they are among the top sourcing content and quick tips around.
3: Jim uses embeded links in video. I love this technique for presenting a video call to action, like join our talent network, direct from thee video.
4: They are regular and consistent, with good quality editing.
Thanks Jim, for all you do. If you haven’t signed up for the channel yet you should do. Here’s Jims latest offering, with a mention for yours truely!

Happy viewing,

Bill