#truleeds

Are you a Manger? What your LinkedIn profile says about you.

I discovered a worrying stat when we were talking LinkedIn at #truLeeds. It is generally acknowledged that your LinkedIn profile is an important part of your on-line footprint. We talk a lot about the importance of getting your professional headline right and making it key-word rich so that you can be found. Increasingly, profiles are being used to update on-line applications. register for sites and job boards. Recruiters search for candidates by job titles and location.

LinkedIn have built a semantic engine to match and recommend candidates for jobs and jobs to candidates. New referral applications including LinkedIn’s own refer candidates based on their profile. It’s an important document for job seekers, recruiters, in fact any person who would like to be considered a professional.
With this in mind,consider the following:

There are 8,466profiles who are or were Mangers in the UK according to a simple search. (Thats Mangers not Managers.)

Are things any better in the U.S?

The result: 56,567 Mangers.

How do other countries compare:

Australia – 2,872
Canada – 3,387
New Zealand – 557
Netherlands – 1,117

It is indicative of how important people really think their profiles are, and the level of care and attention taken in writing them. There is however some consolation as UK job seekers can apply for the International Business Development Mangers job with the Investment Technology Group in London, or the PR Manger – Fashion, for the Shop Direct Group in London.
In the U.S, 15 similar Manger jobs like S.M.A. Client Manger, for Fidelity Investments in Boston, Global Operations Marketing Manger for Dell in Round Rock, Senior Programme Manger for Microsoft or General Manger, National Accounts and Government Sales for Hertz in New Jersey. The list goes on.

It does beg the question what reaction a candidate would get writing in to the likes of Microsoft to apply for the Mangers job!

Readers of this blog will know that my spelling is sometimes open to question, so I’m leaving myself a bit open with this post, however, with so many Mangers about, it really makes you question how important we take our LinkedIn profiles.

What is the biggest howler you have seen either on a LinkedIn profile or job?

Bill

Overnight canadian lyrica

With only one day left till the #tru carnival hits Leeds we thought we’d show you some of the great entries we received as part of our #trugrad competition.  Building on the success of #trugrad at #trulondon we wanted to invite graduates to join in the fun at #truleeds.  It’s a great way for grads and recruiters to come together and share their experiences of the graduate job market.  Will they agree? Probably not on everything but it’s an opportunity for us all to learn and see what things we can do differently in the future. Great debate ensued between the #trugrads and recruiters at #trulondon so we can’t wait to see what will happen at #truleeds.

Graduates Yorkshire put out a competition this week for graduates living, working and studying in Yorkshire to be in with a chance of winning tickets to #truleeds.  All the grads had to do was answer one simple question  ‘Why do you think you should win a ticket to #truleeds?’

Here are just some of the answers… Meet the new #trugrad team:

Salahedin Rehan Sarria:

“I am a Spanish citizen who has just graduated from The University of Bradford. I took a Mobile Computing Msc course and despite all the difficulties faced such as dealing with a new environment, new language, and being totally independent I was awarded the Master degree with Distinction as well as the award of “Best student of the year”. I also managed to break the highest mark record in some modules. I am a first class student, hard worker, self-motivated person with a brief experience in Micro controller programming and different programming languages such as Java. It would be much appreciated if I would win one of the free tickets available.”

Jason Mulholland:

“As someone who is looking to break into a career in the Recruitment/Headhunting space, this event would provide me with the opportunity to gain a unique networking and contact-building experience that would enable me to gain not only an insight into the industry, but possibly avenues for entry as well.”

Alex Davies:

“I believe I should attend the event for free as I believe I would truly benefit from the experience! I graduated two years ago and I’m still struggling to take my first step onto the graduate career ladder. I am currently self funding a CIM Professional Diploma in Marketing in an attempt to enhance my employability.”

Keren Hargrave:

“I would really like to be considered for the two #TruLeeds tickets as I have never been to an unconference before and it sounds fascinating!

I am currently a business student due to graduate next year and would love to learn more about my interests (social media, digital media and branding) and get my viewpoint across as a future graduate.”

Neale Long:

“I think I should be able to attend for free because….I’m drowning in customer service and call advisor roles, anchored to my 2.2- I feel I have a lot of potential, and I’ve taken my first tentative steps towards a career in digital media. I’ve gained access to an internship and a brace of work shadowing positions, and I’m always looking for opportunities to learn and meet people who can share their knowledge and insight with me. While I am motivated to working, and making my own discoveries I truly value the input of professionals and practitioners, and I particularly enjoy the unconference format, having attended several in Liverpool in the past few months. I am looking to apply for a position on a Digital Arts and Media MA in 2012, and I feel I would benefit greatly from the resources available at the #TruLeeds unconference.”

Eva Barabas:

“Hello, my name is Eva and I am a masters student at Sheffield University and I am all about the unusual ways of doing things. From going to South Korea to teach English for 2 years and then coming to England to do an MSc in Advanced Software Engineering.  From wanting to be a developer in a group project to be made into the Team Leader for the Quality Engineering team and from not picking a dissertation topic from the crowd to actively seeking a local software company to give me a worth while project for the summer which will be challenging and rewarding at the same time.

P.S. Yorkshire rules! (Be Strong and Northern :))

Well we wouldn’t want to disagree with Eva! Make sure you’re joining in with #truleeds this Thursday and Friday!

#truleeds

Graduates Yorkshire 

Employee Branded: Employees As Fans – #TruLeeds

I’ve always been puzzled as to why so much non-confidential employee communication goes on behind closed doors. I really like Rypple as a feedback tool for internal comms, and platforms like yammer provide a much more social and interactive intranet, but how much of the communication that goes on here is confidential, and how much is a missed opportunity for great employer branding?
If your employees talk to each other in public and share their daily chit-chat, photos, videos and congratulations to colleagues, birthdays, births etc, how effective could this be in giving a real insight in to the workplace.
It’s no secret that I’m a champion of Facebook fan pages for building public communities. To make a fan page a community over a notice board, certain things need to be achieved.
The content needs to change regularly, not just be business announcements.
Be social in content style and postings.
Have regular contributors, likes and comments beyond the administrators postings.
Have social features like chat, livestream etc.
In addition to this, it helps if people can, if they choose, apply for jobs or buy product/services.
The challenge then is to get the internal marketing right. You want people to sign up for the page because they want to rather than because they have to. targeted ad’s together with internal e-cards or invites will help with this. Give your brand advocates something to share and they will. Encourage them to post their work/branding content in the group first and share from there. This not only puts the content in to their stream, but it also spreads the content under the community name. A welcome invitation. Once you combine employee community with a social referral app like Work4Labs, you get an idea of the potential and power of this approach.
To give you an idea of the possible each that can be achieved, Oracle Community, Oracle Sales Community and Oracle Romania recently launched. A video of the inside of the Dublin office as liked 27 times and viewed over 1000. When you consider the average Facebook user has 135 fans, then that’s 135 x 27 as a possible reach for simple branding content. The most shared content is face pictures and video, and there is opportunity throughout the day to create this content and get it shared, all with your fan page attached.
Oracle have taken a proactive approach to these employee focussed fan pages. There has been training for anyone who wants to be involved on what makes good, sharable content. Theres no real rules or restrictions, just common sense guidelines and a healthy respect for the global brand. Recently, the community were even asked to vote for the design and functionality of the mobile app they liked the best. Again there was plenty of feedback and shares from those who will be the eventual users. Theres even a plan for a social event to coincide with social media day on the 30′th. I’m sworn to secrecy so keep your eyes peeled.
Hats off to the Oracle team, in particular social champion and serious grafter Klaudia Drullis, the real community DJ and powerhouse. It’s a pleasure working with this team, Oracle have a real open mind to social and recognise the real potential.
I’m going to be talking about becoming employee branded at #truleeds on Friday. You can still get a ticket if you hurry!
What do you think is the best way to get your employees active in employer branding? love to hear your thoughts.
Bill
LINKS:
The Oracle Community On FaceBook

Rypple

Work4Labs
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Guest Post: Wayne Barclay: Recruiters in the clouds. #truLeeds

A simple question to start your thinking:

“What are the opportunities and threats to recruiters when working in the Cloud?”

I was always taught “Recruitment isn’t a difficult process” and in its simplest terms it’s not. If you’re an agency recruiter: Find Job> Find candidates for jobs> Sell candidates into client> Client interviews (normally more than once)> Client offers Candidate Job> Candidate starts new Job> (Client pays). If you’re an internal recruiter: Advertise job>Interview Candidate>Place candidate…

In any event, much of what you do is now in the cloud… whether you like it or not.

It’s a highly competitive market, timescales are short, your product has a brain and can say NO at any point so having a competitive advantage is critical to the success of your business.

Does Cloud provide that competitive advantage?

There’s that word again “Cloud”. It’s everywhere you look. Only last week, iCloud was launched by a well-known fruit company! Cloud means different things to different people, however, looking at it from a recruitment point of view got me thinking: what are the opportunities and threats to recruiters for Cloud? Most applications, CRM and ATS in particular, these days are being offered in full fat (office installations) or lighter (cloud) options. Equally, social media is total cloud, so many recruiters are working in it already.

For every user or purchaser FLEXIBILITY provides a significant opportunity.

For the company considering Cloud, you can scale up or down your operation quickly and efficiently. You can expand in exotic locations at the drop of a hat, knowing that so long as there is some form of Internet connection you can open that office quickly and with limited resources. Costs become easy to identify and are scalable. Configuration and rollout of new systems is (generally) quicker. You are not reliant on an expensive IT department. In essence, send them a laptop and a login (and possibly a phone) and off they go!

For the field-based / on-call / part-time users being out of the office but having full access to systems either via a smart phone, tablet or laptop should speed up delivery of service to their clients. Management are also able to get real-time information and make decisions quicker based on the information that goes into the system quicker than if no remote access.

There are a number of issues that my clients always talk about: Security and Connection.

Ensuring your company data is secure, should said item be mislaid, or doesn’t walk off when people leave the business is one of the biggest concerns.

In addition to that your users must be able to access the systems so having a reliable data connection is of paramount importance as well.

These are just two threats that business owners / management must ensure they have “figured out” before implementing Cloud based technologies.

There are plenty more opportunities and threats and we look forward to discussing these in the track at #TruLeeds.

Wayne Barclay is the Virtual IT Director for consultancy Barclay-Jones, and will be leading a track at #truleeds covering this key recruiting topic. I’m really interested in the security element, and look forward to discussing more this Thursday.

Links:

Barclay Jones
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The Cost Of Engagement #truleeds

I’m going to be leading a track at #truLeeds next Thursday entitled “cost of engagement.” I’ve been thinking about this quite a lot recently in the work I have been doing with recruiting teams.This is really a follow on to the post #SocialRecruiting: It’s not for recruiters, that created plenty of reaction.

The big difficulty for recruiters is finding the time needed to engage, answer questions, and be involved in what is being said outside of the obvious “I want a job.”  Recruiters are under serious time pressure to deliver candidates for interview now. Though the desire may be there to build talent pools, respond to candidates who are not clearly a fit for current jobs or to get active in social channels for employer branding, time pressure makes it almost impossible to take a long term view.

My thinking on this is to not pressure recruiters to be social, better to develop their skills in sourcing social channels and the approach needed to manage social applications and convert fans, followers and connections in to candidates.

When i ran recruiting teams directly in the pre-internet days, I was always frustrated when we advertised jobs and didn’t have a plan as to who would answer the phones when the phone rang. Jumping forward to today, the situation is much the same. An unanswered question on a fan page, a tweet that goes unresponded or an enquiry unacknowledged is exactly the same as the unanswered phone. If there is no time or focus on engaging, it’s better to stay out of the social channels, or make plans to filter content to recruiters and look to appoint staff with direct responsibility (and time) for engagement.

What I have been finding is that when active recruiting campaigns are running via social channels, most of the questions and dialogue is not about the jobs, (most of that info is already available from multiple sources already), as well as speculative enquiries from people wanting to engage and investigate opportunities with the brand rather than apply for specific jobs.

Having an engagement team takes an investment in time and money, but solves the problem and enables a proactive approach to engagement between the company and possible hires, while increasing exposure of the employer brand. this also means you can have someone available for ad-hoc chat and calls, as well as making sure the essential referrals are handled efficiently, with the right level attention and feedback.

The day after #truDublin I was fortunate enough to spend a day with Sodexo USA V.P. for talent attraction, Arie Ball. One of the points we talked about was how Sodexo manage their budget. Inevitably, adopting a social approach to recruiting leads to some serious cost savings in areas like agency fees and job board advertising. The savings are redirected in to other areas of recruiting, like hiring more recruiters or investing in building talent communities for the future. It’s not about reducing the spend, more about finding more efficient ways to use the money. I see an engagement team, part of the recruiting team without hiring responsibility being a great example of how savings can be redirected in to longer term thinking, while shorter term hiring targets are met by the recruiters.

At the recent International Recruitment Conference that I spoke at in London, Quezia Soares, who has recruitment marketing responsibility for Accenture in EMEA gave an excellent presentation on her strategy, part of which looked at the talent pipeline, and how Accenture were not expecting to see any significant return from their talent pool for at least 3 years! Thats a big investment in time, resource and money, but one which promises great long term benefits both in terms of cost and quality of hire.

The approach to redistribute spend from current need to future investment makes a lot of sense, and an engagement team is a great investment in the mid to long term, freeing recruiters to concentrate on hiring. The key to this approach is to look at were the savings can be made now, advertising and sourcing being the obvious place. Invest in recruiter training in sourcing and converting potential candidates for themselves rather than relying on a post and pray approach. The savings coming from reduced ad spend can be invested in building the engagement team and n tools that enhance the process.

I will be discussing this approach in more detail at #truleeds on Thursday and Friday this week. There’s still a few tickets available to take part.

What do you see as the cost of engagement?

Bill

Links:

Arie Ball

Quezia Soares

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#TruLeeds – tracks and trackleaders – 23'rd – 24'th June

With just over a week to go to #truLeeds, I’ve crowd sourced the issues that are on everyone’s minds in the people space in order to identify the tracks to include in the agenda. Once again I’m overwhelmed by the quality of track leaders who have bought tickets and put themselves forward to host conversations. If you have never been to a #tru event before, the format is to run at least 3 tracks each hour. The trackleader starts the conversation, then it goes where it goes. All participants are actively encouraged to move between tracks during the hour, to get everything they want from the day. If there’s nothing on the schedule for you, start your own track, theres plenty of space available.

Once again i’m grateful to our supporters who always make it possible to put on a quality 2 day event for £125.00

Platinum Sponsor:Jobsite

#Tru Sponsor:Broadbean

Social Media Sponsor: SocialCruiter  

Platinum Sponsor

Mobile Sponsor:Allthetopbananas

#TruLeeds Partner: Graduates Yorkshire

The Tracks And Track Leaders:

Real Twitter Recruiting – Ivan Stojanovic -CPL

Graduate Employability – Martin Edmondson – Graduates Yorkshire

Social Footprints – Bill Fischer – The Social CV

Slaying The Social Recruiting R.O.I.B.S.-Patrick Boonstra – Maximum.NL

Techno;ogy Futures – Peter Thompson – O.P.D. Group

Going Mobile – Chris Bradshaw  - AllTheTopbananas

The Social Agency – Steve Ward – Cloud9

Case Study: What did WeightWatchers do? – James Swift – BeyondInteractive

Branding Inside Out -#Lumesse – TBA

Community Technology – Lisa Scales – Tribepad

The Real Cost Of Engagement – Bill Boorman – @BillBoorman

Moving To The Clouds -Wayne Barclay – BarclayJones

Spectacular S.E.O.- Dave Martin -AllTheTopBananas

Recruiting Technology – Mark Kieve – Amris

Candidate Experience – Mervyn Dinnen – Jobsite

The E,A, Community Case Study – Matthew Jeffery -Autodesk

Mobile Website Sponsor

Boolean Strings And Facebook – Martin Lee – U Recruitment

Referral Recruiting – Michelle Rea – Social Honesty

The Graduate Questions – Rhiannon Hughes – Graduates Yorkshire

Expose Yourself , How To Win Business From Social- Lisa Jones

Future Job Board – Shaun Wiese – Broadbean

LinkingIn – Mr.LinkedIn -Mark Williams – E.T.N. Training

The Rejection Business – James Mayes -Brave New Talent

Compelling Content – Martin Couzins

Every Picture Tells A Story -Oscar Mager – Recruiting Essentials

Graduate Employer Brand – Max Heywood – Max Heywood Ltd

Secret Sourcing – Johnny Campbell -Social BPO

Games And The Dutch Army – Patrick Boonstra – Maximum NL

The Hard Rock Story -Hiring 120 Staff In 4 Weeks – Bill Boorman – @BillBoorman

Video Story – Johnny Campbell – Social BPO

Recruiting 3.0 – Matthew Jeffery – Autodesk

Thats a great line up with lots of opportunity for conversation, learning and talking about your real life opportunities.

Hosts

I look forward to seeing you in Leeds,

Bill

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