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Today’s Sunday ShoutOut is for a blog and a blogger. I found this post in the Twitter stream this week. I’ve known the blogger Mitch Sullivan for a few years now, I just hadn’t taken the time to read his blog. Mitch can be an abrasive character with plenty of opinions, but when you get to the bottom of it, he is a hard-working, shoot from the hip honest recruiter, who is passionate about the industry and what he does.

Stumbling on Mitch’s blog, Fasttrack, I read the latest post, and then I read another 30 first sitting, and then  Irang him to tell him I loved his work. I like bloggers who you can read their posts and hear their voice. Mitch definitely sits in this category. His posts make me smile, laugh out loud and nod my head vigorously in agreement. Unlike mine, his posts are short, saying just what needs to be said. This is his latest post word for word:

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Posted by Mitch on 26th October 2012

If you still talk shit, people will still ignore you.

They’ll just ignore you in more places.

Seriously, that’s all it means.

The people who are great at social media now, were great with the more traditional stuff because social media only democratises marketing for the people who already had some talent in that area.

Everyone else needs a rethink.

That’s it. Short, acidic and to the point, but you very much get the message. I’ve subscribed for a daily dose of Mitch. You should to! You can view FastTrack here.


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Happy Birthday to my friend John Sumser. Another year older and another year wiser. John is a rare breed, from the old school of cynical recruiter and technology guy, but with an eye on the new school to see what might be working or the next big thing. He is the chief of on-line resource HRExaminer. I say on-line resource because it is a bit more than a blog, with some great reference material and highly respected contributors discussing the world of HR and recruiting, and setting the new agenda. John describes me as creative chaos. The best word I can use to describe him is as a curmudgeon. This is the best description of a curmudgeon that I could find on-line:

 A curmudgeon’s reputation for malevolence is undeserved. They’re neither warped nor evil at heart. They don’t hate mankind, just mankind’s absurdities. They’re just as sensitive and soft-hearted as the next guy, but they hide their vulnerability beneath a crust of misanthropy. They ease the pain by turning hurt into humor.  . . . . .   They attack maudlinism because it devalues genuine sentiment.   . . . . .   Nature, having failed to equip them with a serviceable denial mechanism, has endowed them with astute perception and sly wit. 
      Curmudgeons are mockers and debunkers whose bitterness is a symptom rather than a disease. They can’t compromise their standards and can’t manage the suspension of disbelief necessary for feigned cheerfulness. Their awareness is a curse. 
      Perhaps curmudgeons have gotten a bad rap in the same way that the messenger is blamed for the message: They have the temerity to comment on the human condition without apology. They not only refuse to applaud mediocrity, they howl it down with morose glee. Their versions of the truth unsettle us, and we hold it against them, even though they soften it with humor.


If you know John well, you might find this a great description. He is certainly one to debunk mediocrity, particularly when it has been wrapped up in hype, so common of the latest shiny new things.  Each time I have met with John we have mostly disagreed. He is the perfect foil in an unconference environment. We have spoken influence, technology and where the future of recruiting might take us, and mostly we have exchanged views on the finer points. My favorite track of all time was in London and San Francisco entitled “Influence or effluence.” We disagreed, I learnt a lot, and the game of human tennis motivated me to want more of the conversation. Sumser knows the market, and the market knows Sumser, but he is relentless in the pursuit of knowledge and conversation with the right people. A discussion with John is infectious, and you will never leave one without having advanced your opinions and knowledge, because Sumser will test you and stretch your thinking. If you have an idea or an opinion he is a great sounding board.

John is perhaps best known in recent times for producing the “top influencers” list in recruiting, human capital and HR. I’m convinced that when John hits the publish button, he does so with a big smile on his face. The lists are based on an algorithm measured using Socialears from HRMarketeer. This is how SocialEars describe their product:

SocialEars provides a new approach to search and marketing analytics based on deep, comprehensive analyses of  billions of tweets, blogs, Facebook and LinkedIn posts gathered from millions of unique websites, to identify the thousands of thought leaders driving trends, influencing opinion and doing business in your specific area of interest.

SocialEars’s cloud-based platform analyzes these influential conversations to index, analyze and rank content, putting a who’s-who ‘A-list’ of social voices at your fingertips. With instant access to conversations from moments ago or years ago, SocialEars enables you to discover, quantify, engage and make decisions using the most current, trending and powerful information online.

I’ve featured on a few of these lists over the last few years. I know John is smiling when he publishes the lists because he knows that it is going to create discussion, debate and disagreement, and that is what Sumser is all about. He is having conversations with all kinds of people in the industry at all levels, because it is by having conversations that John can shape his own thinking which balances old school HR and recruiting, with the latest developments.

I first came across Sumser at Recruitfest in Toronto. When I decided to launch #Tru soon after, he was the first one on the phone to offer words of advice based on his experience. He was one of the first people in the industry to break away from the traditional conference model with his series of Recruiter Roundtables across the States. Sumser is always one of the first to reach out when anyone asks for help, and is always generous with his time and advice. He always finishes our regular calls with the question “now what can I do to help you?”. Sumser likes to help.

When not editing HRExaminer, Sumser is the Principal Analyst for HRXAnalysts, founded in 2010, providing research to HR technology companies to understand brand perception. He is also the CEO and founder of Two Colour Hat Inc, an HR vendor marketing firm he founded in 2006.

Prior to this Sumser was a director of Salary.Com, serving the business from their start up in 1999, through to the sale of the business in 2010. From 19994 to 2007, John was CEO of Interbiznet, providing media content reviewing software and the recruitment industry, and 5 years as an advisor to BrassRing. Before stepping in to the consultancy world, Sumser served in a range of Executive posts during a 15 year tenure with Westinghouse.

Sumser is a regular track leader and participant at #tru events. It will be great to lock horns again at #Trulondon on 22′nd and 23′rd of October. Thanks john for your wise words, conversation and advice. It is going to be great seeing you and Heather again in London. If you get the chance to take part in a conversation with Sumser, don’t miss out.


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I’ve been posting a series of updates on Facebook entitled “Said no one ever.” My reason for doing this was a reaction to things that happen on a daily basis in social media channels that just make me go grrrr. The irritating things the make you just ask why, They might be personal gripes, but judging by the reaction they have been getting, no one likes them, and you have to ask why the protagonists do it. These are my top 10 in no particular order.

“I’m going to change my political views and religious beliefs after your passionate updates.” Said no one ever.

“I really appreciate it that you include me in Facebook groups I have no interest in and update them often.” Said no one ever.

“It’s great that you tag me in pictures that aren’t me.” Said no one ever.

“I always go back to your Fanpage that I liked just to win an iPad.” Said no one ever.

“I always speak to strangers who pop up on Facebook chat and say hello, how are you?” Said no one ever.

“I always like a page from people I don’t know because they ask me to.” Said no one ever.

“I don’t mind that you suspect me when I try to follow you on Twitter, and you ask me to complete a TruTweet registration.” Said no one ever.

“I buy from people who send me a sales message as soon as we connect on LinkedIn.” Said no one ever.

“I believe recruiters have a great job that is perfect for me when I get a LinkedIn message telling me so.” Said no one ever.

“I think it is great that people recommend their own blog posts on Twitter as a really useful read.” Said no one ever.

These are just the first ten off the top of my head. A bit of fun but a reminder if you do any of these things,

What are your pet hates in social? Go on, share them on a Sunday.


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This Sunday shout out is an easy one to do, for my friend and often co-collaborator Jonathan Campbell. I first met Jonathan when he turned up a few years ago at #truManchester with his business partner Vince O’Donnoghue. at this time Jonathan was a Director with Select People from Ireland. I was interested in Select People because they were based in the emerald isle, but much of their business was in the Cayman Islands and other global conversations. It was easy to notice that Select People were different. Campbell and O’Donnoghue were one of the new breed of recruiters who had scrapped the old recruitment model of having a database and offering the best candidates from that pool, but viewed the whole of the internet as their database, employing data search techniques to find people.This is how Select People describe their services on their website:

“Select People Ltd is a specialist headhunting firm accepting international assignments in Europe, the US, Latin America, the Caribbean, Canada, the Middle East and Asia. Whereas most recruitment companies work off a database of candidates within a particular sector or region, Select People’s “database” theoretically includes every person in the world with a phone or email account.”

From the tracks Campbell took part in at the Manchester event it was clear I had found a kindred spirit who wanted to do things a bit different. He was blunt and honest, and passionate about where recruiters might be able to go with this emerging world of social media.
After this first meeting, Campbell was keen to concentrate on sourcing and social media full-time, and launched SocialTalent, to work with corporate companies on employer branding and direct sourcing, as well as developing training products for recruiters concentrating on internet sourcing. Campbell has a passion for sharing and making recruiters better at their craft. It has been great seeing this business progress.

Jonathan hosts the #TruDublin events, and has run popular tracks in London, Boston, Stockholm, Leeds and will be joining us at #TruHelsinki on September 4′th/5′th. I’m looking forward to seeing the discussion Jonathan is cooking up this time around. Campbell has a well deserved reputation as an entertaining and informative speaker on social recruiting topics, and is in demand  at events in the UK and the US. He runs webinars that go out most Wednesdays, that are well worth tuning in for.

I have worked closely with Jonathan on most of the social recruiting implementation projects I get involved in, with SocialTalent delivering the internet sourcing modules as part of the recruiter training. SocialTalent offer extensive training in particular their open and in-house Black, Blue, Orange and Green belt internet sourcing certification. if you are interested in getting structured training in how to find those hard to locate people I would recommend looking them up.

Campbell’s background in recruiting goes back to 2003, starting out with Accreate Financial Search and Selection, running the industry and commerce desk for close to 6 years, before moving to Caymen and becoming the Operations Director for Beraud International, the leading recruitment and immigration business in Grand Cayman, a post he held for over 2 years, before teaming up with O’Donnoghue and setting up Select People in 2008. Campbell has remained involved in the Select People business since launching Social Talent in 2010.

I have worked with JC on many occasions over the last three years. He has had a lot to do with the success of #tru, and I hope we have done the same in the growth of Social Talent and brand Campbell. I’m looking forward to continuing to co-collaborate on many projects moving forward. He is a good friend, a great talent and easy company to keep.

Away from work, he is married to Gill and has a yound son who is already showing all the Campbell traits. Thanks for being a part of the last 3 years Jonathan, and here is to more Mojitos and continued success.



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This weeks Sunday ShoutOut goes to my friend Kevin Grossman, who I first connected with about 3 years ago on twitter. Since then he has been a constant in most of the channels I hang out in. I’ve also met Kevin a few times in person and I’ve always enjoyed his company. Kevin has recently teamed up with Lucian Tarnowski at Brave New Talent as the Director of Product Marketing. I see Kevin as a great appointment for BNT, and I’m going to be following the growth of the platform now that the career development platform is taking shape.

Kevin is a marketing man in the HR/recruiting space, who was quick to adopt social technologies. In 2010 he teamed up with Meghan M Biro to launch the Talent Culture Community. Talent Culture is a community of bloggers on workplace culture and talent. It has been good to watch this community grow, starting with the blog and launching the hugely popular #TChat, which is one of the twitter chats that has lasted beyond the initial enthusiasm and continued to grow. TalentCulture continues to grow in terms of readership, contributors and popularity. I’m sure that Kevin’s marketing expertise and personal network has had a lot to do with this.

Kevin’s background is in marketing to the HR sector, helping bring products to market. Prior to joining BNT, Grossman was Chief Strategy Officer at Fisher Vista, LLC and where he led their strategic B2B marketing and business development initiatives. I also advise HR and other B2B suppliers on marketing best practices and marketplace positioning. One of the more interesting products in the portfolio was SocialEars, the social listening product that provides conversation analysis in the HR space. Grossman was also advisor to start-up JobsEscrow, who are introducing an innovative service linking recruiters with employers, changing the fee model for third-party recruiters. This is an interesting service that may well prove to be disruptive, and launches later this year.

Grossmans experience in the HR/Recruiting community stretches back to 1996. He has seen the marketing focus grow from e-mail to social, and the growing importance of the HR community as a whole, brought together globally through social. Not being a marketing man, it is useful to have someone in my network who thinks and communicates in marketing terms, whilst evolving his thinking in line with technology. I have learnt a lot from Grossman, and rarely miss a #TChat. TalentCulture is one of the few real communities.

I’m glad to call Kevin a friend, and I look forward to toasting his new role at #truSanFrancisco next Thursday. He manages to mix a little rebelliousness with some sound HR thinking in all his content. He is not afraid of straight talking in his chat. Thanks Kevin for all your contributions,


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I was going to title this post Mr.Bean, but that didn’t quite match up to the message I want to portray. There is no similarity between the calamitous character portrayed by Rowan Atkinson, and the C.E.O. of on-line recruiting technology Broadbean. Rowan Atkinson aside though, it is a title that fits because Robinson lives and breathes Broadbean. 
Robinson founded the company in 2001. He is a career recruiter, and it was his desire to find more efficient ways of working through the emerging on-line technologies for the recruitment business he founded MECS Europe Ltd. Prior to founding MECS, Robinson was the MD of Compuvac  growing revenues from £1Mn to £25Mn. Robinson was MD of the business between 1989 and 1998. Robinson has a passion for recruiting, citing the industry as the only one that you can legally make six figures from a standing start, with no experience, and have fun doing it. It is the desire to do things better that led him to develop the product that ultimately became Broadbean.

Broadbean are one of those companies that seem to be omnipresent around the industry. Nearly all of the recruiting businesses I have been involved with have been Broadbean customers. They are the market leaders in the job posting market, with over 35,000 customers around the world. Broadbean make job posting to multiple job boards and response management quick and simple. Robinson developed this product for MECS, and was quick to recognise the potential for the industry as a whole.

Under Robinson’s leadership, Broadbean have been a constantly evolving business. The product range now includes a whole range of social, referral and mobile options as well as comprehensive search products. Robinson is a big believer in developing new products, and is quoted as saying:

”I love creating new products and solutions for the industry. Success benefits everyone,”  

It is this attitude to innovation and customer service that has propelled Broadbean to the top of the market and kept them there. When you speak with Robinson, it is these two areas that really stand out. He talks and thinks like a recruiter, and understands that as the recruiting market evolves, so the technology that supports it needs to at the same pace, and that means constantly finding or inventing new ways of doing things better. Having been a recruiter for so many years, Robinson understands the importance of keeping customers happy through responsive customer service. recruiters work under intense pressure and tight deadlines, the companies that support them need to work at the same pace, and make sure that they are fully supported, because it is service that differentiates suppliers.

In oct 2008 Broadbean were acquired by Associated Northcliffe Digital, the digital consumer division of the Daily Mail and General Trust. Robinson was keen to stay with the business, but was keen to take on a new challenge and build something new. The solution was to change his focus and move to the U.S. in order to establish the Broadbean Band in a new continent. The challenge has clearly suited Robinson, setting up an office in Newport Beach, Orange County and quickly building a team. It has been great to witness a UK brand going global, with additional offices in Australia. Robinson clearly relishes the challenge of building businesses, and speaking with him, I suspect that he draws paralells between the US set up and the early days with Broadbean, when they were first known as Firebean.

Earlier this year I ran a post announcing the launch of the Evenbase Group, set up to encourage collaboration between the on-line recruitment businesses of DMGT, which also includes Jobsite. Robinson sits on the board of Evenbase, bringing his own take on on-line recruiting to the group. Away from the business he dedicates his time to the other loves of his life, family and football, where he coaches kids teams and supports Totenham.

I always enjoy his company, and look forward to seeing him again at #Trusanfrancisco later this month. He has been there and done it in terms of on-line recruitment, and is clearly back for more. I salute his and “The Beans” achievements so far, and wish him well in his quest to conquer the recruiting world with the Bean.


Robinson On LinkedIn

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I like people who are disruptive and do things in different ways. People who challenge the status quo and don’t just do what everyone else does because thats the way things are done. A year ago today I first met Jerome at #TalentnetLive in SanAntonio. I know it was a year ago today because it was Maren Hogan and Crystal Millers birthday. (Happy Birthday Maren and Crystal.) I liked Jerome a lot. I thought he was a bit mad in what he was trying to achieve because no one had done it before and could see a few holes in the plan, but Jerome was oblivious to the holes and was focusing on the opportunity, and like I said, I like mad people who ignore the barriers.

Jerome’s plan was to build a fully functioning socially integrated A.T.S. and provide it for free for anyone who wanted to use it. Not freemium, with a very basic version or a trial period, but free forever. I couldn’t see at this point where he was going to be able to make his money, or that the product was sustainable beyond beta.

Jerome is driven by a belief that saw him launch the #ZeroUnemployment campaign. He doesn’t believe that the problem in the economy is a skill shortage, or a lack of jobs, but rather one of connecting the people who want jobs with the jobs that are available, and this is a problem he feels has been created by technology. The process of finding and applying for opportunities needs to be simple, with a process that is designed to suit the candidate as much as the employer. There is a bit of an imbalance here at the moment.
I don’t remember the exact number, but at #Talentnetlive Ternynck gave data around the average number of candidates applying for some fairly low-level service industry jobs requiring limited skills. In the current economy you would expect that number to be huge, but it was actually incredibly low, less than 5. Jerome spoke passionately about wanting to fix this, and to make it easy for people to connect and express interest. This is what Ternynck has to say about unemployment:

200 years ago there was no unemployment. Now, almost a tenth of our workforce isn’t producing. The root cause? An inefficient labor market in which finding the right talent is long, hard and expensive. Think about it. What would the economy look like if businesses had easy unlimited access to talent? How many more businesses, projects, jobs would be created?

And this is what he has to say about recruiting:

3m vacant jobs, 9% unemployment… That sucks
Recruiting, as a process and as an industry, is broken. But we can fix it. We live in a connected world in which hiring should be fast, it should be social, it should be fair… mostly it should be easy. Let’s make hiring easy.

Over the last year I’ve been watching his company SmartRecruiters evolve out of Beta, to see what he is achieving, and so far so good.
The business model is quite a simple one to understand. SMART Recruiters is built on an ATS designed for projects and SME’s, that includes full job posting functionality. Users post jobs to job boards and paid for media (including Facebook), and the commissions are paid by the media providers to Smart. The revenue is in the job posting and not the technology, and any company regardless of size get a full recruiting suite that includes applicant tracking system, job posting (that includes paid and free media, and automatic one-click posting to the job aggregators), job distribution in to social channels, a collaborative recruiting platform that enables hiring managers to make notes and rank candidates, analytics that show how paid for and free media has performed in the past for similar job roles, a searchable database of all resumes ever received, reporting and analytics that includes legal reporting, progress tracking and effectiveness through detailed K.P.I.’s and a recruiter dashboard that makes keeping on top of activity simple. Another of the features I really like is that employers can create an integrated career site from templates and a unique URL built with drag and drop functions. No need for expensive design or coding expertise. Each career site is mobile optimised, with the option to add apply through LinkedIn and or Facebook, there’s also a Facebook fan page apply button, WordPress plug-ins to post jobs direct to any page of a WordPress site or blog and job widgets that can display jobs anywhere. They seem to have most areas covered.

Ternynck is originally from France, though now based in the bay area of SanFrancisco. His background before founding SmartRecruiters is a bit like the history of on-line recruiting. He created e-recruitment business Mr.Ted in jan 2000.  Ternynck  developed the company into a leading global Talent Acquisition vendor with over 150 enterprise customers and 60,000 users worldwide supported by offices in Asia, Europe and the US. Gained worldwide analyst and market recognition for the MrTed Talentlink platform, a true multi-tenancy pure play SaaS leveraging advanced cloud computing architecture. MrTed was sold to Stepstone Solutions (Now Lumesse) in 2010.

Between Jan 2007 and Dec 99 Ternyck set up and grew Talents Technology in to one of the largest staffing companies in the Czech Republic and Poland before selling to Kelly Services.

Between October 1992 and December 19999 he founded and grew Accord Group ECE in to one of the largest staffing companies in Central and Eastern Europe, with 200 staff in 6 countries. I think it is this mix of background between traditional recruiting, the emergence of e-recruiting and now social recruiting that positions Ternynck in a strong position to understand how the market needs to change now. He also has a track record of significant success, which means you wouldn’t bet against him this time around.

I’m going to be seeing Jerome soon at #truSanFrancisco on August 15th – 16th. I’m looking forward to talking #ZeroUnemployment a little more. Come and join us if you are in the area, and as for Ternynck, I salute your efforts.



Jerome Ternynck – LinkedIn

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Gerry Crispin is a name synonymous with recruiting, and in particular the candidate experience. Gerry has been the people’s champion for as long as I can remember, pointing out the failings in technology and process, and why this might be important. In 1994 Crispin founded CareerXRoads, along with partner in crime Mark Mehler, to research, teach, share, write and speak about recruiting on this new platform the internet. CareerXRoads have built up a reputation as one of the foremost sources of data on source of hire, producing an annual report that gets quoted everywhere. You can download the 2012 report HERE.

In addition to the report, CareerXRoads run training and consultancy services, as well as their in demand colloquim. The colloquim is a think tank in the recruitment space, where membership is by interview and selection, and events are restricted to 50 attendees, with no more than 2 from any one company. The membership list reads like a whose who in the space, helping to influence the shape of the market.

Paying respects to crispin

Crispin is a prolific traveller and speaker, being seen on the bill at many of the headline events around the world. I first met Gerry in Toronto at #Recruitfest 3 years ago. He was leading a discussion in the park, the day after the event. The attendees were mostly relatively unknown in those days, as we were all trying to navigate the new social media channels. Among those present were Jenny De’Vaughn, Steve Boese, Laurie Ruettimann, Jennifer Miller-Merryl, Rayanne Thorne Maren Hogan, Michael Long among many others. We were relatively unknown in those days, ambitious, enthusiastic but lacking an obvious direction. I think the success of this event was that we had the opportunity to blend the thinking of Crispin and his contemporary Sumser, with our enthusiasm and desire to do things different. listening to what Gerry had to say in the park left an impression with me that we really needed to do things better, not just for the candidates, but also for the recruiters. We were conducting our business in a way that was really unacceptable and needed fixing.

In March 2011 Crispin was the co-founder and inspiration behind not for profit organisation Talentboard are behind the Candidate

Crispin and Mehler

Experience Awards, now in their second year. The purpose of these awards are a bit different in that the dinner and ceremony is not the most important part of it. Of course there are winners, and citations for best practice, but more importantly, each company get a detailed report that reflects what their candidate experience really is, researched from candidates who are in, or have been through the process of trying to get employed. The report provides an opportunity to benchmark what you do against other companies in the process. You can see what you do well, and where you should really be improving. I was delighted to get involved the recently launched CandE Awards UK. We are currently looking for companies to take part in the research. You can sign up HERE. If you are a corporate business or agency you should sign up. It’s free to take part and you get to know exactly how you are doing, and where you need to improve what you do. Time to stop tutting about the candidate experience and start taking part.

Crispin with Sumser and White

As well as CareerXRoads, Crispin has served as a formal educator, teaching emerging technologies in staffing to students at Cornell University between 1996 and 2004, and as a trustee on the national board for SHRM during 1999. Between 1987 and 1999, Crispin was general manager for Shaker Recruitment Advertising, where he pioneered the introduction of emerging recruiting technologies in to internal recruitment functions. From 1975 – 1984 Crispin served as Human Resource Director for Johnson and Johnson, an experience he describes as his HR training ground.

For many years, Crispin has led the charge on the realistic integration and adoption of technology in to the recruiting arena, basing his thinking and speaking on research and solid experience. He is not one to chase shiny new objects, so when he recommends something or proposes a new way of thinking, it’s worth listening.

I last caught up with Gerry in Atlanta at #SHRM. I know he has been a constant support to others who are trying to make their way as analysts, bloggers or thinkers in our space. His experience and support makes a difference. I’m hoping to get Gerry over to #truLondon soon. Most importantly though, he sports a Panama hat everywhere he goes, and you can’t beat a hat for looking cool. Thanks Gerry for the inspiration that started in Toronto, to believe that we really can make a difference to recruiting, and the way things are done. The really important people in recruiting, the candidates, will be the first to salute you.



Gerry Crispin On LinkedIn


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Mark Rice runs brilliant social recruiting campaigns for clients. Campaigns that get people connected and hired, and campaigns that get recognised by peers and win awards. The latest award was the #CIPD Recruitment Marketing Awards. The business that Mark is co-founder and Creative Director of, the iconic Andsome People, was nominated in 4 categories (2 for best use of social-media), winning best employer brand for the EAT Campaign, and best diversity initiative for ITV. An award ceremony doesn’t go by without Andsome scooping a few awards.

Rice boasts an impressive honors board, having been nominated or won the following:

23 RAD Awards (UK)
15 CIPD Awards (UK)
17 GRAMIA Awards (UK)
5 PPA B2B Awards (UK)
2 Digi Awards (UK)
1 RBA (UK)
7 MARCOM Awards (US)
19 Communicator Awards (US)

He needs a big trophy cabinet.

I first came across Mark on twitter, as the name behind the @Andsomepeople account. When I first phoned him I didn’t know who to ask for, though we had exchanged messages for some time. Rice is a big fan of the hashtag, they feature in most of his campaigns. You can always find him around the #Socialrecruiting hash tag. If you click on the link for the website you get taken to the “We are Andsome” Facebook page. Rice made the decision to take down their website earlier in the year and move everything to Facebook because they are a social business.

What I like about the Andsome campaigns is that they are brilliantly simple and built around engagement. The backbone is usually an active twitter account, twitter chats on a hashtag and a busy Facebook page. Pages like THIS one for EAT. Careers Community, and THIS Twitter account  for ITV Experience. You can read more about these campaigns by reading all of the last weeks entries on the ANDSOME BLOG. Each of the posts are appropriately headlined: Recruitment is a social experience, which sums up the Andsome approach. Whilst other digital agencies might be coming up with work that has extra whistles and bells, and a flashier approach, it is Andsomes emphasis on engagement that is getting the results and winning the plaudits. You might also want to check out the campaign for ZiZi that involved heat cards, and the ITV scriptwriters that involved a brilliant and engaging competition. When you read the storys you will start to see the underlying themes adopted by Andsome, and it is all about engagement.

Rice co- founded Andsome in 1998, and the business has been growing ever since. During this time he has also spent 10 years as the Recruitment Guru, writing a regular column for HR Magazine, part of the Haymarket Group. He lists his specialities on LinkedIn as:

Employer branding – strategically and creatively.
Branding and Marketing – ditto the above.
Employee Engagement – offline and online.
Social Media Marketing – delivering brand awareness.
Social Recruiting – creating employer branded effectiveness.
Tweeter – about #recruitment, #socialmedia and #videogames.
Blogger – about social recruiting and employer branding.
Pinner – about social media, social recruiting and odd stuff
SCEE Beta Tester.
Gaining Achievements on Xbox 360 games :)

Before forming Andsome, Rice was Creative Director for Bernard Hodes UK for 2 years, Head of Art for MacMillian Davies for a year and Art Director/creative group head for Barkers Group for 2 years.

I always enjoy the time i spend with Mark, and our exchanges on-line. He has a dry sense of humour and an acid tongue. I’m always delighted when he takes part in #trulondon, and shares a few war stories. He is great company to be in, if you can get him away from his other passion, X-Box. If I was Dave Manaster and was drawing up a short list of speakers for ERE or RecruitingInnovation, i would be including Rice in that list, because he produces social recruiting that works, and can be emulated with an investment of time and effort, rather than big money.

Thanks Mark for the inspiration, I o0ften think “What would Rice do?”. Keep up the great work.