#truLondon 2011

Guest Post: Oxfam @#trulondon by @KBMayes

My TruLondon Experience – 6 weeks on

Nearly 6 weeks on and I have finally had time to properly reflect on my first experience of an Unconference – and may I say I hope there are many more.

Bill had kindly invited me to this years first TruLondon, unfortunately I was only able to attend for just the one day.

In my blog prior to the event I marked out what I hoped to achieve i.e.:

• How has social media changed the ways some organisations recruit paid staff
• Can we use social media to effectively recruit volunteers and can this been done from a very local level
• How have other organisations improved staff and customer engagement via the use of Social Media
• In practical terms how do you trust your staff/volunteers with social media in the workplace.

Did I achieve my objectives?? On the whole the answer is yes, to all but one.

I did start to understand how social media has changed and constantly changing recruitment. It is now abundantly clear that Social Media is vital in effective and efficient recruitment of a diverse workforce. This is a huge topic though, but by networking (with aide of the meet meme cards) I am learning more and more as I follow the other lovely attendee’s on Twitter, Facebook and Linkedin – to you all a huge thank you.

I also started, with the help of Gavin McGlynn’s track, to understand the power a blog or employee hub has when it comes to staff/volunteer engagement. Again a huge topic but it was great to get a taster for it. It was this session where I learnt that you have to trust your workforce in social media to be self-moderating, and if they don’t you are judged on how you handle it not that they have said an inappropriate thing.

The organisation was very different to that of any other conference I have been to but I loved its informal nature and for me it felt like home. It was a great day, a huge learning curve, and lots of fun. I have never felt that tired after a conference before either!

Oh and the objective that didn’t get met? That was around Volunteers, there were lots of people there with expertise on employee recruitment (regardless of whether its strategic or not) and I would have loved an opportunity to talk volunteers with someone – if there is anyone out there who wants to share volunteering experiences then please get in contact – @kbmayes

I have been able to take a lot away with me from just one day. Thanks Bill it was really good – I owe you one!

#TruGrad Guest Post: Ruxandra Fratescu: Why I want to be a recruiter #trulondon

I’m really pleased with the progress we have been making with the #truGrad scheme that came out of the Grad track at #truLondon. Just 2 weeks on we have 30 students and 30 mentors working together to help those graduating to set a realistic plan for getting their first job. It’s not a one way street though, on my part,it’s been a real eye-opener to see the challenges faced by graduates who need to balance critical final year studies and applying for a job.

The #truGrads community site will be operational within the next 10 days. built on a Social Go network. We are still looking for additional companies, mentors and students to get involved. Drop me a message if you want to play a part.

I’ve been working with Ruxandra, who is looking for a career in recruiting. This is Ruxandra explaining in her own words why she wants to be a Recruiter:

Why do I want to be a Recruiter?

Whenever someone asks me this question, I am tempted to grab a piece of paper and quickly write down few points because at that moment, lots of reasons are crossing my mind.

I want to work in a sales environment, and being a Recruiter means  selling. Any sales person has a monthly/yearly target to achieve, and I strongly believe that this will  motivate me to achieve.

For me, achieving 100% of April’s target means that I can do far more than that. Consequently, in May I will work towards achieving at least 110% of the same target,  leading to professional recognition, financial rewards but, most important, to a rise in self-awareness, as I discover I can do more than I thought and gain confidence.

Recruitment is definitely challenging. It will always make me want  to learn more and develop.

We are talking about working with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements.  It also  means attracting candidates, interviewing them and matching them to the client companies. All these tasks require great communication and interpersonal skill in order to talk to people at different levels and adapt to different situations.  I will always have to be out there ensuring that I am better than the competition which is tough’ in this growing industry.

When you say ‘Recruitment‘, you say ‘variety’, and I want my job to give me the opportunity to do something different every day. Marketing, networking, searching the candidate database to find the right person, receiving and reviewing applications, organising and managing interviews, informing candidates, preparing CV’s, negotiating pay and salary rates…I think this is the environment that would never allow me to get bored, furthermore as the jobs may vary from entry-level roles to directors.

Having a passion for foreign languages I consider that working in an international recruitment firm would give me the opportunity to practice the four languages I can speak, and probably motivate me to learn another one to make the difference (e.g Arabic, Mandarin, Russian). Having said this, it is essential that my future job fulfils both my need for professional and personal development, and I have enough reasons to think that being a recruiter will do this.

It might seem that I only see the good aspects of this job, however I have not forgotten the ones such as…High targets? Long hours? Hard work? Responsibility and high pressure? The satisfaction of winning over the fierce competition that exists in this industry will definitely make up for all these.

I’ve been really impressed with Ruxandra’s attitude to work. She is looking to start work in April with a recruiting firm, up to 90 minutes commute from North London. She is fluent in 3 languages and has a preference for contract or technical recruitment.

Check out her LinkedIn profile and C.V Please contact Ruxandra directly for more information or to arrange a meeting.if you have any advice for her,please leave it in comments,

Bill

Linked In Profile

C.V.

#Trulondon thinking: How to break stuff – Conference edition



Process tool kit

There’s nothing I enjoy more than breaking the rules and breaking process moving from the established norm. At conferences and unconferences like #trulondon, I like to listen to what people are doing and saying, and thinking how we can break the process and do it differently. I arrived at the #trulondon unconference format, inspired by #recruitfest in Toronto, by looking at what was happening with social media conferences and conferences around the UK. I had no big plan to run a conference business, I just knew that despite being a key-note speaker often, I found many conferences repetitive and dull, trapped in a row of seats watching presenters repeating the same message again and again. I wanted to be a part of something different. I looked at every aspect of an established conference format and tried to break it. The result is #tru.

The reason for repetition in the traditional conference, as I see it, lies in the difficulty for new faces to break in to the circuit. In the US in particular, more emphasis is placed on speaker submissions pre-event, often linked to professional accreditations. This is safe for organisers because it gives certainty of content and sells tickets for academic credits. Speaker slots are allocated on the marketing ability to present submissions against a fixed criteria rather than allowing the audience to make their own choices. You see few new faces and hear few new stories. The PowerPoint presentation format gives little room to respond to what the audience really wants, and they have little other option than to accept what is served up.

With #tru, anyone can have a track that wants one, no matter who they are. Sometimes this means doubling people up and other times it leads to less well attended tracks. I don’t care if you’re a celebrity on the circuit or a novice. Everyone that attends the events is social in one way or another. It’s easy to see what their views are and what they are likely to share. From the content you can suggest track titles and piece it together. I’m proud that this has lead to a new names coming on to the circuit every time we run an event. It’s often the lesser known names that turn out to be the stars that people remember when the event is over. One of our core values is ensuring everyone has a voice, and everyone has a platform. If you want to lead a track you can. If you want to sit and listen you can. This is only possible by breaking the model. 47 great people wanted to share and lead tracks, we found space for 47 people. I’m proud of that.

It was interesting to see how during the master class day we ran two tracks and used presentations to demonstrate stats and illustrate points. I tried to break this up by restricting the overview to 15 minutes, inviting a panel up to quiz the speaker for 15 minutes and 15 minutes open q and a. What was interesting to me was that in the main room the layout was traditional style. A row of chairs facing the screen. In this room the attendees reverted to conference style. There was interaction but it was still like being at a conference. The content was great, but I’m not convinced it worked 100% and the feedback would say the same.

Alternatively, in the smaller room the chairs were crammed in. People were popping in and out for coffee at the machine in the room and the screen was pushed in the corner. Still there for projection but not the centrepiece. The interaction and open conversation in this room was fantastic. Continuous exchange with the speaker taking second place to the crowd. Just how I like it. This accidental lesson taught me that if you want interaction you have to break the environment. It can in no way resemble conference or people revert back to what they are used to rather than what they want. In future that means sticking with the no-presentation principle and ensuring the seating is in smaller groups with unstructured seating. We need to break the conference layout to break the conference feel.

Social platforms mean that events can easily become communities if you pay as much attention to the people who want to take part from afar. The people outside the room are as important as the people inside it. This starts with the hashtag (why do so many events decide on this the day before? How can you expect to gain traction?) and grows from there. For me this means having a dedicated tweeter and blog squad to update the followers on content throughout the day. The traditional conference focuses on the people in the room; after all, they bought a ticket. The people in the room get the benefit of the buzz. It’s like being at a concert or a sports event, you can watch on the TV, get excited but it will never replace the live experience. That’s what you buy with the ticket, but the people away from the venue get to be a part of it through the stream and by exploring best use of technology. Thanks to sponsors Allthetopbananas we were able to develop a mobile website where attendees could follow the schedule and post 300 word reviews of the session. 55 of the attendees posted over 240 reviews, over a third of the attendees sharing their learning points via linked updates to the twitter stream. Thanks to sponsor MapThat we featured a live twitter map enabling anyone using the hashtag to communicate. Platinum sponsor Jobsite transformed a side room in to a studio streaming live conversations between participants and track-leaders. Rather than script this, and to maintain the unconference feel, there was no pre-planning and particants were grabbed and given a topic at a moment’s notice. This resulted in over 11,000 log-ins to watch the stream adding a new dimension. By putting external participants first, enabling them to take part, we broke the model again. One of our great successes I believe is working out how sponsors can be equal participants at the event, and much more than just cash in the bank with a selling brief. Special hat-tip here also to Martin Couzins, who has become the curator of the 50+ blogs that have been written post event. It is my intention to take all of this content including the photo’s, audio-boos and twitter stream and produce an e-book to mark the event. Thanks Martin for all you have done.

Conferences normally have a target audience. I don’t want that at any #tru event. Everyone, vendor, practitioner, consultant, journalist, sponsor are all equal in my book. Everyone is welcome and each unique viewpoint based on experience has a value. Those with something to sell learn quickly that pitches fall on deaf ears, and the best way to generate interest in their offering is to demonstrate a real understanding of the market they are in and display a level of expertise. One of the things that I think makes the conversation so relevant and valuable is this blend of experience and perspective on the track topic.

Ticket pricing is another area I have really wanted to break. Swanky venues and prawn sandwiches, as well as coffee at £3.50 a serving means one day conferences are priced between £3-500. This is prohibitive for people without the backing of an employer. By choosing venues like The Lane Bar that have a much lower cost, ditching coffee by the serving and installing hot water and sachets and asking people to organise their own lunch and utilising social-media for all your marketing activity, you rip out the event costs, and with a few sponsors on hand you can reduce the costs considerably to attendees. I never want to be in a position where anyone is stopped from attending a #tru event because they can’t afford a ticket, and ultimately I’d like to end up with free events, where attendees apply for tickets. It will take a few more sponsors that share my vision, but I’d expect to achieve this by the end of the year.

Nearly everyone who attends an unconference is brought there by social media. When they review what you do it is very public. Some days those at or following the event like what you do, sometimes they don’t. There’s no need for feedback forms or happy sheets. You get feedback from an event on a form, and by the time your next event comes around it’s out of date. I have learnt to crowd source for content, feedback and suggestions by monitoring the social channels. This is real time and I have the opportunity to engage with the contributors and properly understand what they are saying. Some day’s people love you, and its great ego juice to read the plaudits, other days things don’t go quite to plan and you have to learn to not only accept but embrace it. Contributors to the stream and attendees to events feel a part of it. The community feel has great benefits when it comes to promoting events and the price to pay is embracing feedback on things the community don’t like, engaging and making the necessary changes they are calling for. It also means event organisers need broad shoulders and a listening ear, and sometimes put their hands up and say “I got it wrong.” I had to break from my own defensive attitude and now I look forward to whatever is said, it’s all important!

There is still some way to go in breaking the conference model. Every event presents new learning and new opportunities. The key is to never fall in to doing things in a certain way because we always have done, or because others always have done. Apply an equal mix of imagination and innovation by listening on=line and off it, to what your community is telling you.

The next instalment will cover how I’m breaking the recruitment process on a project I’m working on and why. What processes have you broken recently?

Special mentions in dispatches:

Jason Seiden – For writing books that inspired me to change my thinking. If you haven’t read a Seiden put it on your list.

Craig Fisher – For being a good friend and support, from giving me my first US speaking spot at TNL to flying around the world and being at the last 2 #trulondon’s

Felix Wetzel, Keith Potts and all the Jobsite team for being great partners.

Geoff Webb, who helped set up#tru and now runs Radical Events who has been and is my biggest collaborator.

Laurie Ruettimann – you know why.

Matt Alder, Andy Headworth and Peter Gold who have been constants at all of the #tru events.

Jacco Valkenburg and Gordon Lokenburg for opening up the Netherlands, and Rob VanElburg for bringing #RIDE to the party.(More coming soon on #truRide in September and #truAmsterdam in April.)

Everyone who has ever bought a ticket, tweeted on the hashtag, wrote a post or shared our thoughts. You all constantly contribute to breaking the conference model!

My next post will be at my new destination: www.recruitingunblog.com. Hope you like our new home!

Bill

#trulondon thinking: Location,location,location; Jobboard Futures

Jobsite are fantastic partners and friends to #trulondon, having backed us from the begining, long before we had any real following or could offer a real return. I first met the founder @KeithPotts on twitter and we exchanged tweets. It’s a real social media success story. When we were planning #trulondon2, Keith introduced me to marketing director Felix Wetzel, and a great partnership began. Since then jobsite have been platinum sponsor for #trulondon 3, #trulondon 2, #truNora and #truManchester. I thank them for their belief in my vision and their support in turning it in to reality.

Aside to the sponsorship, the real value in the relationshiphas been felix’s willingness to share Jobsite data and research, giving a great view in to what really happens on-line, job seeker opinions and behaviour. From this round of tracks involving Felix and Jobsite, 3 points really stand out for me.

1: 35% of job seekers register with one job-board only, Thats a real battle for job seekers amongst job boards, and explains the increased spend in television advertising amongst UK job boards. It also demonstrates that job seekers are becoming more discerning. While they see a job board as a natural destination,they don’t want to spread themselves too thin with multiple destinations.

2: Job seekers search for jobs by location, recruiters search for candidates by sector. Theres a disparity here that must have an impact on results. Recruiters need to search for candidates the way they search for jobs. This means searching by location and skills rather than sector, with proximity of work being a major attraction when selling opportunities and job specs should highlight this. This also offers great opportunities for data location maps. Dynamic maps from MapThat, similar to those built for #trulondon that overlays data like jobs or candidates on maps.

3: Users on-line behaviour is tracked and collected for data like visits, searches and bounce rate. This enables content suppliers (like job boards), to tailor content to the user according to interest and target on-line teasers like ads and links. It won’t be too long in the future when users will have tailored places on log in.In the media, this will mean each user sees the news for areas of interest. If you always look at the sports results and news first or longest, when you log in you automatically get these sections coming up first, in what is essentially a sports paper. Another reader might have no interest in sport but always read the politics sections, they get the politics without the content. Going beyond this, content can be further broken down to specific interest. If you read the football but not the darts, that’s what you get! Theres no settings or pick-lists to set up to determine your space, its dictated by your on-line behaviour. The prospect for job seekers to have personal areas on log-in that shows only the content by preference without the need to search. This technology is here now, and it won’t be too long before it becomes a regular feature!

Thanks again to Jobsite for sharing. If you want any of the reports, and they are very willing to share, connect with @FelixWetzel and ask. They will be more than happy to give you the links, whoever you are. Bill

My #trulondon thinking and the #trugrad program

Wow! #trulondon is now over, at least the in person part. The last curry has been eaten, pint drunk, Meet me-me card exchanged (thanks PinstripeTalent) and conversation had.I have quite a few posts lined up on my learning points, but the one I want to start with governs graduates and graduate recruiting.
Before #trulondon, I got a bit fed up of hearing and reading about graduate recruitment frompeople who had long since seen a university or college. I wanted to hear first hand about graduate recruitment and any issues with the process. to address this I invited a group of students from less fashionable Middlesex University led by their employability mentor @WendyJacob.
What struck me was the harsh realities about being a final year student outside of the elite academic establishments.
The majority of universities do not qualify as elite, hence the vast majority of students do not fit in to this category.
From those who took part I had the following thoughts and ideas I to share with you:

1:The graduate recruitment programs are currently not fit for purpose.The application process is time-consuming taking up to 5 days to complete.This is during a critical year for students when study time is understandably at a premium. Why recruit in the final year? If companies hired in the first or second year of study there would be quite a few benefits:

1: The students have more time to complete the application process and expand their number of applications.
2: By hiring earlier in the academic process, succesful students can gear their options and projects around the business they will be joining.Once appointed, vacations can be spent on internships with the hiring company. Can anyone think of a better way to align study with preparing for work? The offer can be subject to examination, giving added motivation to study in the final year.

3: The hiring company can provide a mentor to work with the successful candidate providing support, advice and motivation during their study years.

4: In terms of employer branding opportunities for companies seen to be support students during their studys, a great opportunity for less fashionable brands or S.M.E.’s.

Another point that came across loud and clear from the panel of students is that relocation is not always an option. Many students are not born with a silver-spoon in their mouths.They balance study with work, sometimes raising children or supporting parents, some live at home and can not afford the luxury of relocation. Imagine the pay-back,commitment and brand advocacy you could get by supporting and employing someone with this levelof commitment and motivation to bettering themselves. There is a wealth of untapped potential in the less fashionable universities. I’m sure the best talent at these establishments stand up well against what is available from the more recognised universities. There is less competition for the top students. In my opinion all employers should look to their local universities for a percentage of there minimum intake,and forge closer links to smooth the process, getting to know students outside of the recruitment process.

At the end of the track Peter Gold of Hire Strategies suggested that those present should mentor one student through the job seeking process, what he asked for in return is that the students share their lessons through social-media in order to help others.

I’m proud to say that this was well supported, and was a really positive outcome from the track. We are now seeking more help in spreading this through the #trulondon community:

What we are looking for:

1: A company either willing to sponsor a #truGrads website so that we can build a great resource for student jobseekers, and a central place to maintain the students learning blogs for others to use. (the alternative is a company that can build and host it for us.)

2:More mentors willing to take on one student through the scheme. We need a real-time commitment rather than words.

3: Ideas on how we can grow the program.

4: Venues for hosting workshops and training days.

If you think you can help with any of this please contact me bill@billboorman.co.uk, or leave your own thoughts in comments.

What do you think?Is it all talk or can we make this happen?

Bill

 

 

 

#trulondon masterclass: @AlexGCharles – Broadbean

The rich melting pot of sourcing and the future role of Talent Pools

As candidate sourcing channels proliferate, a blended approach is the only viable solution.

When asked the best place to find IT candidates – there can only be one answer: It depends on the role. You only need to consider the gulf in approach needed to hire a Perl developer compared to a Product Manager to appreciate this point. The first requires strong existing relationships and networks in a relatively narrow development domain and a use of niche community sites, the other requires proactive search within mainstream professional networks.

If we accept that no one size fits all then the challenge is clear: How do we incorporate these disparate channels and techniques into a cohesive solution and how do we capture the winning formula to impart on others?

Given the real-time nature of online communities – has the concept of the Talent Pool had its day before we even got to grips with it? Quite the opposite is true.

The reason talent pools have never gained real traction is the fact that they never reflected human nature; they were abstract concepts with ageing information and no representation of relationships. Online profiling and user centric data models have brought effective Talent Pools within our reach.

The future of Talent Pools looks positive and will differ between Employers and Staffing: Talent community for corporate and Talent connections for staffing. How will these concepts play out in reality?

The #trulondon schedule

Platinum Sponsor

After lots of drafts, this is the schedule for #trulondon, track by track, day by day. You can get the full schedule with more detail on the mobile site currently being built by Dave Martin of Allthetopbananas.

There is 2 days end to end tracks. It’s going to be a blast!

Thursday 17/02/11

9.30 – Opening Session – Bill Boorman/John Jones – #trutrust

10.00 – Room 1 – Track 1


Michael Long/Gavin McGlynne – Blogging for talent

Track 2 – Room 2

Steve Ward – The Social Agency

Track 3 – In The Round

Kevin Wheeler – Referral Programs

Gold sponsor

Track 4 – Break Out -

Andy Hyatt – Career Sites

In The Sourcing Booth: (20 min slots one to one) – Glen Cathey

11.00 – coffee

11.15 – Showtime – John Jones

Gold sponsor

11.30 – 12.30 - Track 5 – Room 1 -

Wendy Jacob, Kenneth and Kelvin Izvebigie and others from Middlesex University

The Real Graduate Experience

Track 6 – Room 2

Jon Ingham – HR and Teams

Track 7 – In The Round

Peter Gold – S.E.O. and Ad Words

Track 8 – Break-out Area

Jorgen Sundberg/Laurent Brouat – Personal Branding

In The Sourcing Booth: Irina Shamaeva

12.30 – 1.30 – Lunch

1.30 – 1.40 – Getting To The Point – John Jones

Track 9 -Room 1- 1.40 – 2.40

Laurie Ruettimann/Theo (TheHRD)

Debate: Recruitiers aren’t strategic

Track 10: Room 2

Kevin Wheeler/Bruce Morton/Michelle Krier – Pros and Cons of RPO.

Track 11 – In The Round

Heather Bussing – Social recruiting: Don’t Let The lawyers Scare You

In the Sourcing Booth: Geoff Webb

Track 12 – Room 1 – 2.40 – 3.40

Colin Minto and G4S Team – The global technology project (case study)

Track 13 – Room 2 -

Lis Wilson – New Model Army

Track 14 – In The Round

Charlie Duff/HRZone – Mind The Skills Gap

Track 15 – Break-out Area

Paul Harrison – Getting people socially integrated

In The Sourcing Booth: Glen Cathey

Track 16 – Room 1 – 3.40 -4.40

Matt Alder, Kevin Wheeler, Felix Wetzel, Tracy Lauren – The future world of work

Track 17 – Room 2 – 3.40 – 4.40

Alan Whitford  - Talent Communities

Track 18 – In The Round

Craig Fisher and Glenn Eve - Location Based Recruiting and Data Mapping

Track 19 – Break Out Area

Arie Ball – The Sodexo Story

In the Sourcing Booth: Irina Shamaeva

Track 20 – 4.40 – 5.30 – Room 1

Greg Savage – New Kool v Old Skool

Track 21 –  Room 2

China Gorman – HR Communications

Track 22  - In The Round

Marc Drees – When Candidates Meet Technology

Track 23 – 4.40 – 5.30

Martin Edmondson -Local  Community Building

In the Sourcing Booth: Geoff Webb

5.30 – Bar Opens/John Jones – Achievers

6.30 – UK Recruiter Network Evening.

Day 2:

Track 24 – Main Room – 9.30 – 10.30

Andy Headworth – #socialrecruiting now

Track 25 – Room 2

Dave Martin – Mobile Now/Mobile Future

Track 26 – In The Round

Sarah White – Technology Strategy

Track 27:   Break Out Area:

Bill Boorman – Brand Haters And Twitter Assassins

In The Sourcing Booth: Geoff Webb

Track 28 – Main Room – 10.30 – 11.30

John Sumser – Influence

Track 29 – Room 2

Gordon Lokenberg – Augmented-Reality Check

Track 30 – In The Round

Mark Rice – #Andsome Case studys

Track 31 – Break Out Area

Resourcing and relocating globally – Rob VanElburg

In the Sourcing Booth: Glen Cathy

11.30 – 11.45; Coffee

Track 32 -Main Room – 11.45 – 12.45

Felix Wetzel – JobBoard 2020

Track 33 – Room 2

Irina Shamaeva – Boolean Strings

Track 34 – In The Round

Mark  Leonard – Selling from technology

Track 35 – Break Out Area

Hiring in Scandinavia – Michelle Rea

12.45 – 1.45 – Lunch

Track 36 – Main Room – 1.45 – 2.45

Mark Williams and Jacco Valkenburg – LinkedIn

Track 37 – Room 2

Geoff Webb – The Video Webb

Track 38 – In The Round

Arie Ball – Building A Virtual Sourcing Team

Track 39 – Break Out Area

Johnny Campbell – Facing Up to Facebook

In the Sourcing Booth: Irina Shamaeva

Track 40 – Main Room – 2.45 – 3.45

Damon Klotz/John Sumser/Laurie Ruettimann – Changing HR

Track 41 – Room 2

Lucian Tarnowski – Social Learning

Track 42 – In The Round

Andy Headworth – Blog Development

Track 43 – Break Out Area

Lisa Jones – In The Clouds

Main Room – Track 44 – 3.45 – 4.45

Bruce Morton – India and the Far East

Track 45 – Room 2

James Mayes – Twitter Sourcing

Track 46 – In The Round

Alison McCue – The School Of  Hard Rocks

Close and The Radical Party.

Buy Tickets Now

#trulondon Masterclass Schedule – 16'th Feb

I have finalised the list of speakers and topics for Wednesday’s Masterclass, and it’s a fantastic mix. The masterclass is designed for those who like a bit more structure in their learning, without the constraints of the usual conference.
We will be running 2 tracks of 45 minutes throughout the day.

Each speaker can use presentations to demonstrate data or examples, but the emphasis is still very much on the conversation.
The tracks are divided in to 3 parts:

1: Topic overview (15 mins)

2: 3 to 1: 3 participants form a panel to quiz the speaker on key points.

3; 15 minutes open conversation and questions.

We have never used this format before, so it might turn out to be something completely different, but I see this as being half way between conference and unconference, without losing the conversation elements.

The Schedule:

Track 1: Main Room – 9.30am

Matt Alder – Metashift

Employer Branding

Track 2: In The Round – 9.30am

Michelle Krier – Pinstripe Talent

Looking outside the recruiting bubble

Track 3: – Main Room- 10.15

Andy Hyatt – Bernard Hodes UK

The Staples case study

Track 4: In The Round – 10.15

Alex Charles – Broadbean Technology

One Size Fits None

Coffee: 11.00

Track 5: Main Room – 11.15

Laurie Ruettimann

The Real HR Challenges

Track 6: In The Round– 11.15

Paul Harrison – Carve Consulting

Social Inclusion

Track7:Main Room- 12.00

Glen Cathey – KForce & Boolean Black Belt

Talent Pool v JIT Sourcing (part 1)

Track 8:In the Round – 12.00

Gavin McGlynne – CultureBank/Neil Tune – Fitness First

The Fitness First Case Study

Lunch – 12.45

Track 9: Main Room – 1.45

Colin Minto and The G4S Team

The G4S Global Talent Pool Project

Track 10 – In The Round- 1.45

Felix Wetzel – Title TBA (Follow the twitter stream.) – Marketing Director – Jobsite

Track 11 – Main Room – 2.30

China Gorman – Consultant

Global HR and Diversity Approaches

Track 12: In The Round – 2.30

Kevin Wheeler – The Future Of Work Institute

Extreme Recruiting

Coffee – 3.15

Track 13: In The Round – 3.30

Michael Long – Rackspace

Recruiting Rackers

Track 14: In The Round – 3.30

John Sumser – HRExaminer/Steve Smith – Starr-Tincup

Employment branding in a post recession social media world.

Track 15 – Main Room – 4.15

Jon Ingham – Human Capital Management

Socialising HR

Track 16 - In The Round- 4.15

Alison McCue – Hard Rock Cafe

Recruiting Rockstars

Track 17: Main Room – 5.00

Sarah White – Employer TBA

Technology Integration

Track 18 – In The Round – 5.00

Tracy Lauren – Semantic Technologist

The Semantic Future

Thats a full day, 9 sessions in each track and you can move around between tracks if it is not quite what you thought it was going to be. there’s going to be full track detail on the mobile app and timetable that Dave martin from AllThetopbananas is frantically building over the weekend. this means you will be able to check sessions, track-leaders and track times/ locations. Keep your eye out for this app and log-in or download. the link will be in the twitter stream any time soon!

Bill

Theres still a few tickets left. Book them HERE

Get your Meet Me-Me Cards Free By Thursday from @PinstripeTalent #TruLondon

If you follow #tru events, you will know that one of the rules is that we don’t do name badges. the reasoning behind this is quite simple. I’m a believer that when you see someone for the first time, you should introduce yourself and say hi rather than staring at their chest, and trying to figure out if they are important enough to talk to or not.
This time around we will be doing something different again.
thanks to the good folks and social media sponsors Pinstripe Talent, you can register for a pack of FREE Meet-Me cards.

Social media sponsor

These are fantastic, and you can trade them with anyone you meet at the event. To get your cards you need to register on the Meet Me-Me #trulondon page, upload your photo, link your Twitter, LinkedIn, FaceBook and Four-Square Accounts and add your own bio, contact details, superpower and links to your blog or social places.

 
You need to complete your registration by close of business Thursday 11′th Feb, so DO IT NOW!

 

Sue Marks

We will have the cards ready for you when you arrive at #trulondon. Thanks again to Sue Marks from Pinstripe, a great friend to #tru. Sue will be delivering a masterclass and track looking at how other sectors use technology, and the lessons we can learn in the recruiting and HR world, which I know has some great content.
See you all on the 16′th for the Masterclass.
Bill

 

Click on The button for your Pinstripe Talent Meet Me-Me cards

Pinstripe Talent

Buy #trulondon Tickets

 

From @KWheeler; What do you want to talk about? #trulondon

Kevin Wheeler can speak on most things HR, recruiting or Technology. Rather than decide on what tracks to give to Kevin, we thought it would be better for you to decide rather than choose for you.
Take part in the poll to choose Kevin’s track and Masterclass topic. The 2 with the most votes will form the sessions and will also be covered in Kevin’s one hour virtual #trulondon session.

Sign up for #Virtual #TruLondon