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Recruiting: The Homeless Dept? My #MBuzz Conclusion

The panel by Peter Gold

It has been a few days since #MBuzz, hosted by Monster. I like the format of this event. It is half conference (the Q & A part anyway), and half unconference, in that anyone can talk and give an opinion. The plus side of this is that the discussion will take a few twists and turns, with points coming up that wouldn’t have in a conference format. The downside to having a panel facing an audience is that the panel are the focus of attention is always on the panel, and if much of the audience holds an opposing viewpoint it can get a bit hostile. A bit them versus us. The benefit of the unconference format is that the conversation can move from one person to the other, and no one person is on the receiving end of all the attention. The audience on Thursday evening was mostly agency recruiters, where as the panel was made up of some senior talent acquisition professionals. I thought the event raised some very important questions that highlight some of the challenges businesses face right now around the area of turfism.
Turfism is destructive in business, but it is easy to see how the current economic climate has created a situation where everyone wants to protect their position and their worth, and to fight off what they see as insurgency from other departments.

Agency recruiters have always had a tenuous relationship with HR departments with mutual distrust on both sides. The reasoning behind this is that HR departments have been set up to be the bastion of hiring activity, and to “protect” the line from making deals outside of the agreements the organisation has asked them to set up by way of PSL’s. As a trainer, I taught recruiters to try to avoid HR and always talk direct to the hiring manager wherever possible. The HR department was seen as the “enemies” to recruiters doing business. At the same time as spreading this gospel through training, I also wore an HR hat in the business, and my job was to manage the agreements (at a fixed fee) with the Rec to Rec agencies, and to make sure that the branches did not fix their own deals.

The majority of in-house recruiters start life as agency recruiters. In the UK, internal sourcing is a new function set up over the last year or so. The switch

One of the panel, Rob Jones, made an excellent point in his summing up, which I think gets to the heart of the conflict. The function of HR in an organisation is greatly misunderstood. The perception of HR as an admin dept whose purpose is to stop rather than enable is a very dated one. My view is that every aspect of human involvement in a business falls under the HR remit. I don’t see recruiting being any different to learning and development, performance management or any of the “people” aspects of the business. Recruiters are responsible for introducing people, and that has to be central to human resources, not separate. There is no reason why someone from the recruiting team can’t lead the whole human resource effort, or from any other arm of human resources, learning and development, payroll or legal. Business needs the best leaders in the business to lead, rather than dividing functions. One business, one vision, one purpose. I know plenty of people who work in HR functions. None of them could ever be described as cardigan wearing administrators, and a lot more specialists, expert in one discipline of HR.

My take away from #MBuzz is that there is too much turfism in organisations, rather than shared vision. The view was raised that perhaps recruiting should be a part of the marketing team, because recruiting has more or less become marketing, and recruiters should be working to  similar metrics for talent attraction and conversion to hires as marketing work to for customer attraction and conversion. There is also the argument that candidates should be treated like customers, and marketing know best how to deal with customers.

The counter argument is that recruiting is all about sales, particularly when the recruiting team is taking a direct sourcing approach. There is plenty of prospecting, qualifying, closing and converting. The sales funnel is similar to the hiring funnel, could it be that recruiting should sit within the sales team?

And so it goes on. Recruiting seems to be a homeless department at the moment, not wanting to be seen as a function of HR, but not being placed anywhere else in the organisation either. My view is that recruiting is an HR function, much the same as learning and development and other HR functions, because recruiting is ultimately about people, and the people in the organisation are the realm of the HR department.

The question that seemed to ruffle the most feathers was if HR and Recruiting required a whole different DNA. My answer to this is that all the different parts that make up the HR team have a different DNA. The payroll people need different skills and qualities to learning and development, to compensation and benefits, to an HR generalist, and yes, to recruiting. They all share one common thread though, the support of the people in the business from entry to exit, and it is this that gives them shared purpose in the organisation.

The last thoughts I had before leaving #MBuzz was that in fighting between departments and teams over who lives together is counter productive and destructive to the organisation. Better to get a bit of unity and focus on beating the competition to the best talent, taking the best from HR, Sales, Marketing and all of the business. One company, one direction and one objective. People are the essential ingredient, and from hire to exit they come under the remit of the HR dept in all its guises, including recruiting.

#MBuzz was a great event for posing plenty of questions that needed a bit of thinking time, which is why I enjoy them. The panels are the catalyst for the conversation that lights the touch-paper. My personal thanks and respect go to Rob Jones from Mastersorbust blog, Donna Miller from Enterprise, Charu Malhorta from Unilever, and Simon Boulcott  from AIB, who formed the panel and sat in the firing line. I thought you all did a great job. Thanks also to David Henry of Monster and Keith Robinson of E-com for hosting. I look forward to next months question.

Bill

Recruiters V HR #MBuzz

I’m live blogging from the second #MBuzz event in London. The topic is around HR and Recruiters. Strategic? Friends? Part of the same team? You get the picture. I will be covering the panel discussion live, and publishing the discussion as it happens, so forgive any typos or errors.

The panel is made up of Rob Jones from Mastersorbust blog, Donna Miller from Enterprise, Charu Malhorta from Unilever, and Simon Boulcott  from AIB.

Question: Why the animosity to HR with recruiters?

It’s territory fighting in Rob Jones view. It’s a battle to be relevant in the business that goes on between the two disciplines. HR are pigeon holed, where as recruiters can be a bit more agile.

Recruiting is about relationships.  Not about delivery says the panel. I think this is cobblers. Rob recruitment needs to be like marketing. Recruitment should work for marketing says Charu. Marketing are 3 years ahead of recruiting. Chairman of the panel Keith Robinson says that recruiters are paid too much to work in HR. Simon says that he would rather use a head hunter for senior positions, and let recruiters deal with the core recruiting. Specialist roles are cheaper to go external rather than building a function. This is where the future is for external recruiters.

It’s a redundant view to think in-house recruiters are just failed recruiters. in-house you are far more accountable for the role. Is there a DNA difference between HR and recruiting. Jones thinks the DNA is the same, we are just thinking of an old type of HR, the cardigan wearing form fillers. HR is a different beast now. The best people in recruiting or HR came from the business not out of it, is the position of half the panel. You can’t hire for the business unless you have been in it, for Unilever though it is best person for the job inside or out of the organisation?

Robinson asks if HR can survive without recruiters or vice-a-versa? Business needs talent. Where it comes from is irrelevant. Business needs specialists in all functions. Clearly there is a divide, my thought is shouldn’t businesses be fighting the competition, the government and the economy rather than each other? It has been a lively debate. What is your view?

The vote was is: “Is recruitment strategic?

My result “No, but it should be.”  The majority say it should be, and is. Thank-you to the panel. Loved the debate,

Bill

 

A new extension that makes LinkedIn better from @HireSignals

Every so often you come across an app that is just a great idea. it might not be fully functioning yet, but you can see that what it does solves a real life problem in the market.Today I stumbled across one such app with HireSignals. They have been sharing my LinkedIn posts for a while, so I took a peek at what they actually do and i’m impressed by the simplicity and real need for the product.They have also been quite clever in how they position themselves with LinkedIn, enhancing user experience without competing.When a product is dependent on API access, then this is critical. Just think Pealk!

The problem for people in a job is how do they let recruiters know they are open to approaches without alerting their current employer? It needs a masonic type secret signal that says ” i’m in the market,” hidden from the world apart from the people they want to see them as active. The solution to this problem is the HireSignals platform.

The concept is that the platform sits on top of LinkedIn and enables people to state their intentions in job search. Recruiters sign up for access, which comes by way of a pop-up when they access a LinkedIn profile that has a HireSignals account. A neat feature that addresses the issue of confidentiality is the option to bar users from certain companies to see the status bar. This way users can hide their intentions from recruiters at their own company.

Sign up is one click using a users own LinkedIn profile. Users then register a status:

> Actively networking for jobs

> Passively networking for jobs

> Not networking but open to updates

> Not open to approaches

The user can then add specific information about what they are looking for like salary, benefits, level, stage of firm, and the domain names of firms they want to be hidden from. It is a very quick and easy process.

The app is currently only available as a Firefox extension, with a planned Chrome release for next month. When a recruiter has HireSignals installed and they conduct a search on LinkedIn, any profiles coming in results who also have a HireSignals account are colour coded. Green indicates active, Amber – possibly open to approaches and Red – Not open. Recruiters can then access what additional information is available on the platform. If a user is blocking a company from viewing their details then no color is attached to give away their status. In order to sign up, recruiters must provide a verified e-mail address attached to a firm. Recruiters changing firms need to re-apply. All recruiters are checked and validated to keep the platform clean.

Messaging is via LinkedIn through messages or InMail. HireSignals are not trying to build a network on a network, it is more about benefiting recruiter and job seeking users. The platform was built by a recruiter for the benefit of his own search boutique before going on general release.

This quote from pandomonthly gives an insight in to the thinking behind the platform:

“The intent with this platform is to create something that is both recruiter and candidate friendly but also highly complementary to LinkedIn and a genuine enhancement to their platform for recruiters,” says founder and CEO Feargall Kenny. Future updates plan to add notifications for recruiters when candidate connections change their status from not looking to any of the more receptive options.”

Kenny runs Glenborn Corporation, a boutique search firm for b2b web technology sales and product professionals, based in New York. Kenny is also closely tied in with the NY Technology MeetUp Group, and the PitchOutOfWaterMeetUpGroup, having close ties with V.C. firms in the market. He is clearly one of the new breed of recruiters who do so much more to contribute to the business community they work in beyond recruiting.

I was curious about the business model behind the product. It is free for recruiters and job seekers, so is this a freemium offering ahead of something bigger? This is answered in the pandomonthly article:

“HireSignals is currently free for all parties, although there are thoughts about monetizing going forward. This is a tricky proposition given that the tool is built on top of LinkedIn’s API. As has been proven repeatedly in recent months, building on top of another company’s API — specifically a larger one — is a risky proposition which has come back to burn many startups.

LinkedIn’s API Terms of Service prohibit making “ad revenue” or “subscription revenue” off the platform. This would seem to leave the door open for HireSignals to take a cut of the agency commission or corporate referral fees which are standard in the industry — for example, if a recruiter is paid a fee of 20 percent of the candidate’s yearly salary, HireSignals as the referrer may one day receive 10 percent of that commission.”

HireSignals have set strict rules for how recruiters can use the platform and contact candidates:

Code of Conduct for Recruiters Using the HireSignals platform

Housekeeping rules

  • To protect candidate confidentiality you are prohibited from sharing your access with another recruiter
  • If you move to another firm or to a non-recruiting function within a corporation, you must create a new account
  • You must abide by candidates interests and filters and only contact them with positions that closely match their criteria
  • Do Not contact candidates If they say not to
  • A candidates’s status is highly confidential. It is not to be shared with anyone outside your firm.

Failure to adhere to these rules can mean the termination of your recruiter account on HireSignals.

Contacting candidates

  • You don’t contact candidates through this site or the add-on – continue to use your standard methods of contact – Inmails, phone,emails etc. If the HireSignals’ platform aided you in your outreach you should mention “I saw your HireSignal…” in the title of your email.

If the platform continues to compliment rather than compete with LinkedIn, driving all users back to the original platform, and working as an extension on top of it, then I can see real potential as they expand to chrome and other browsers, I have a feeling they could become a feature of the platform, then who knows where they might go. LinkedIn have a history of buying apps that enhance user experience, Cardmunch and SlideShare being great examples. Could this be the eventual destination for this simple app that solves a very real problem for recruiters and job seekers? I wouldn’t bet against it, and good luck to them, it’s simple, effective and useful to all LinkedIn users. I like it.

Bill

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Swarms: The future of recruiting? #TruHelsinki

I’m just back from #TruHelsinki, where I sat in a track that has really got me thinking.about recruiting technology, methodology, what we are trying to fix right now and how this fits with the way work is changing. My over riding thought was that the problems we are trying to fix now will actually be redundant by the time we get them sorted. The focus is on fixing old problems rather than trying to come with innovative solutions to what we think will be the new ones. If I look at the top talking points right now, I would list them as:

> Retention

> Skills shortage

> Candidate Experience

> Mobile

My thoughts are that within 18 months work will be more contingent than permanent, and project based. The same issues will be key, but the fixes will be quite different, and the fixes will need to be different to the solutions we are talking about for the problems we have. My feeling is that it is time for future proofing and re-examining our priorities with a much bigger emphasis on how recruitment process and technology will apply to the contingent market, where recruiters will need to be project managers sourcing and managing flexible labour.

The track that got me thinking this way was run by Janne Ruhoisto, who is the MD of technology business Intunex, and was based on crowd sourcing recruiting and creating skills based swarms. Wikipedia defines swarm behavior as:

Swarm behaviour, or swarming, is a collective behaviour exhibited by animals of similar size which aggregate together, perhaps milling about the same spot or perhaps moving en masse or migrating in some direction. As a term, swarming is applied particularly to insects, but can also be applied to any other animal that exhibits swarm behaviour. The term flocking is usually used to refer specifically to swarm behaviour in birds, herding to refer to swarm behaviour in quadrupeds, shoaling or schooling to refer to swarm behaviour in fish.Phytoplankton also gather in huge swarms called blooms, although these organisms are algae and are not-self propelled the way animals are. By extension, the term swarm is applied also to inanimate entities which exhibit parallel behaviours, as in a robot swarm, anearthquake swarm, or a swarm of stars.

From a more abstract point of view, swarm behaviour is the collective motion of a large number of self-propelled entities.[1] From the perspective of the mathematical modeller, it is an emergent behaviour arising from simple rules that are followed by individuals and does not involve any central coordination.

Swarm behaviour was first simulated on a computer in 1986 with the simulation program boids.[2] This program simulates simple agents(boids) that are allowed to move according to a set of basic rules. The model was originally designed to mimic the flocking behaviour of birds, but it can be applied also to schooling fish and other swarming entities.”

The concept that has real potential is building skills swarms who group together in  one place, on and off-line. Janne showed an interesting model of how swarms work in real life, the 1/9/90 model.

> 1% of the people are the doers who make things happen.

> 9% are contributors who will add content and comment

> 90% are observers who watch what is going on but don’t contribute.

Swarms are informal in structure, and operate as self managing communities. As the workforce switches to contingent, learning and development could become a core function, less formal learning and more peer to peer. When learning becomes informal with no certification, having a place for crowd sourced recommendations and referral will become increasingly important. What I really liked about the  Intunex platform, which is built for creating swarms in organisations is the recognition of skills and interests by peers and colleagues. This will make an ideal resource when putting together project teams, and for contingency staff to stay in touch, share out work and get help with the projects they are working on.

Increasingly, skills are going to be the new currency, and independent workers on contingency are going to have to hang out together for the support, development and advice that they currently enjoy in permanent work. expect swarms to be a big feature of the future contingent landscape.

Bill

New Technology Coming Out Of Finland #TruHelsinki

As a new initiative for #truHelsinki we are trying to bring tech start-ups together with some of the influencers in the region for #truHelsinki. This is a live blog about some of the technology companies sharing their products and where they are up to in the recruiting space.

Joberate -

Joberate started life as a recruiting firm, which gives them a perspective on recruiting beyond technology. The purpose of the company is to position on-line advertising in the right place in the social channels. The site enables recruiters to post a link to any job for a customised campaign suggestion. The search is cross-channel and includes areas like LinkedIn groups based on research. Joberate are keen to stress that the research is conducted by humans searching for content rather than anything automated. The campaign breaks down audience and includes Facebook, Twitter, LinkedIn and traditional job boards etc. Joberate post both jobs and discussions. All posts are by the client brand rather than their own. Joberate post jobs, but they also post discussions about jobs based on the group content.

As a disclaimer, I advise Joberate on product. I did this because I love what they do in helping recruiters to apply research to social to find the right audience. A new launch on the product is a social sharing bar, get referred network feature and applying by profile. Take a look.

Recruitby.net

Recruitby.net is a video selection tool that has a very simple screen for companies to record video response to greet job seekers applying and set selection questions. What is different is the simple comment and share buttons amongst the recruiting/hiring team. Video can be set up by invite or by ad response. The technology is a bit different because they have removed time constraints and one take only, giving candidates the opportunity, with an approve and submit answer. It’s not quite as clever as a Wowzer or Sonru BUT it is very candidate friendly. It’s simple to use and the pricing makes it attractive to have a look at.

IntuneX

IntuneX are about connecting expertise within companies employees. Our work mainly consists of exchanging e-mails and documents when we could be sharing more. Right now sharing expertise is by accident rather than design. Intune wants to change that.

Anyone can share an idea or a project internally and anyone can contribute or comment. It is built-in HTML5 so it is responsive to any device. To take part any employees can sign in and sign up, importing social profiles and sharing their own ratings and views. Any employee can rank anyone in any area. Where interests or expertise match a project, invites are sent out to join the “swarm”. A swarm is a project or problem.the help areas are Idea, problem, project, task, announcement and competence survey. It looks like a cross between Twitter and Facebook that users will be comfortable with. This one will be a big hit in my opinion. take a look at it! this is the most exciting new tech I have seen for a while.

LabOfApps

LabOfApps is about figuring how mobile adoption changes business. More people have a mobile that a tooth-brush, that is frightening data. This video tells you more: http://vimeo.com/43167249.

The growth in mobile applications by app rather than mobile website is four fold. Once a user has an app to solve a problem, they never go back to web access. Social channels are struggling with mobile, witness the LinkedIn and Facebook apps, external apps are catching up. Once people connect with an app to do a job, they no longer return to the website. think Amazon.Com, if you download the global app, then you are unlikely to revisit the site. LabOfApps provide solutions to recruitment problems through bespoke apps. I’m coming around to seeing the need for Apps as well as responsive sites, which should be standard. Watch this space for more launches.

This has been a great evening for looking at technology companies in the region. I will be posting more live comment from Helsinki tomorrow.

Bill

 

 

 

 

Being number one on Google (infographic)

I found this infographic when I was researching a post on Google and page rank. I think some of these points are really worth taking on board. How often do you look past the first few entry’s on Google, and most people start their job search on Google. If you like it please pin and share it.
Thanks to Brand Yourself for creating the infographic, and the Undercover Recruiter for sharing it on your recruiting board.
Bill

LinkedIn Advertising Solutions. It’s All About Data #TruLondon

I had a really interesting morning at LinkedIn HQ in London yesterday, discussing some of the direction the company is going in terms of product. I recently posted a breakdown of the second half results announced by LinkedIn, which showed a big investment in product and headcount, particularly around advertising and account management.
Historically, the advertising products have only been available in English, but the company have recently announced that they are launching ads in 17 languages, in keeping with the move to make the platform and user profiles available in every language. LinkedIn operates in 200 countries, and being genuinely global means being bilingual. The new languages are  EnglishCzechDutchFrenchGerman,IndonesianItalianJapaneseKoreanMalayNorwegianPolishPortugueseRomanianRussianSpanish,Swedish, and Turkish. Other languages are being considered for the future.  you can select the language you want your ad to appear in by selecting the language you want from the drop down in settings, or the language link button at the bottom of your home page. (It is worth noting that the language of member posts will always be displayed in the language they were posted.) For global or domestic recruiters outside of English speaking countries this has to be a really exciting development, but how well do LinkedIn ads work?

This ties in with my belief that the recent changes to the home page are all about keeping users in channel, staying for longer periods of time. Since the launch of the new home page integrating the update stream and switching posting from updates to the home page, engagement in channel is at an all time high. The principle is simple, for ads to work, users need to be kept in and on channel. Making the experience local through language is another way of achieving this. The more time spent in channel on the home page and user profiles, the more effective the advertising.

There are a range of ways to place ads on LinkedIn including PPC which allows for targeting by all of the fields within LinkedIn including location, company, job title, skills, seniority, etc. A really interesting option allows for targeting members of groups. It is an exciting prospect to be able to reach all the people employed at a competitor, or the members of a specific group who fit your target audience. The suggested costs are a bit more than you would expect to pay for similar ads on Facebook or Google but it is PPC, you can set limits and the structured data on LinkedIn makes targeting incredibly accurate. As with all PPC, you are going to get better results and reduce your costs by placing multiple ads and dissecting the audience and mixing text and image according to audience. The downside of `LinkedIn ads is that you are restricted to 80 characters in the title and 80 characters in the description. (think writing for Twitter.) As with all PPC you should split test different ads to see which ones work for which audience. You can post a link in the ad to a LinkedIn page or an external website. I’m piloting these ads to promote a company page, now that LinkedIn allow updates from the page, and give page administrators access to the profiles of people following the page. Even if you have tried PPC previously and not got the results in the past, I think it is worth trying again due to the new home page features.The other option is to take a look at the other advertising options. You can read more in the LinkedIn solutions center.

Whilst I was at LinkedIn, I got a look at some of the ways LinkedIn are mining the data behind user profiles and companies to identify the full potential for the 3 product offerings:

> Matching solutions

> Hiring solutions

> Media solutions

The potential to mine data for understanding your business, the people within it and the market you work in is really impressive. The more the user numbers grow, the more the structured data pool grows. The potential for developing new products that interpret this data in a constructive way, and to deliver targeted recruitment campaigns is phenomenal. LinkedIn is all about data, and there is a lot more to come from this.

When looking at the data, one area really stood out for me that i think is really exciting, and that is the number of views of all the company employees profiles combined. When you consider who looks at profiles, it is easy to see that these are going to be people from the same sector, competitors, people from the same field or with a similar skill set.In a company of any size, that is going to be a lot of very relevant eyes over the course of a year. One of the LinkedIn media solutions is to place an ad next to all of your employees profiles. The ad that works best takes the picture of the user viewing the profile and positions the image with text like “see yourself at” with your company name and other detail like the job title of the visitor. I have seen this level of personalized advertising work very effectively with company pages, but the potential of these ads with employee profiles is significant. I inquired after  the cost of this type of campaign, given the volume of eyes, and was surprised to hear the price point (on rate card) at £4,200 a year for 1000 employees (£4.20) each for a year, with reductions for additional employees. This could be the best bit of internet real estate for recruiters.

I will be running a track on the changing face of LinkedIn at #TruLondon on 22nd and 23rd October. I hope you can join us for the discussion. With so much changing in the channel, it really is time to rethink your LinkedIn strategy, with targeted advertising a part of that thinking.

Bill

 

 

The First 20 #TruLondon Track Leaders – Oct 22′nd – 23′rd

The next installment of #TruLondon is coming together, with £99 tickets available till September 3′rd. It looks like this is going to be the biggest event ever with 42 tracks, live stream studios, a live hack to build a new recruiting product, 2 days of Google+ hang out on air, the mobile lab and plenty more. We are lining up some exclusive research to share at the event, and much more.
Tracks are still open to anyone who wants to run one.
These are the first 20 trackleaders who will be taking part. I will be announcing more track leaders and case studys over the weeks. There are only 100 tickets available, and you wouldn’t want to miss this.
Johnny Campbell

CEO at Social Talent (www.socialtalent.co)

Summary:

I have worked as a Recruiter in Ireland and the Caribbean for the last 13 years but now run Social Talent, a leading provider of Recruitment 3.0 services; providing internet recruitment training, social recruitment outsourcing, video production and technology driven consulting services.

Our expertise is in identifying and delivering the benefits of a Web 3.0 world to the recruitment industry. Our customers are recruitment agencies, headhunters, the HR and marketing departments of hiring organisations and providers of technology solutions to the recruitment industry.
Martin Lee

Head of Business Development at Talent Works International. Global recruitment research & competitor analysis.

Specialties

Advanced and direct sourcing techniques.
Boolean strings and search engines.
Social media
Talent pooling.
Semantic search
Candidate attraction tools
Social media in recruitment
Recruitment software.
Competitor analysis
Market mapping
Recruitment research.
Crystal Miller

Recruitment Strategy & Marketing | Talent Acquisition | Social Media / Digital Marketing Strategy | Speaker

I’ve made a name as an established, progressive advocate in the areas of social media, recruitment strategy and branding; having built successful talent marketing, social community, employment branding & recruitment strategies for over 50 companies with over a repeat clientele rate of over 80%.

I’m the Co-Host for The TalentNet Live weekly radio shows and chats at #Talentnet. As part of the TalentNet Live team, we host radio chats and conferences across the U.S. for recruiters, employers, and social media marketers.
Steven Ehlrich

Global VP, Client Development, TMP Worldwide Advertising & Communications, LLC

In addition to being known for my hero worship of Wayne Gretzky (99GR81) and Bruce Springsteen, I’m also widely known as a “tech geek.” I’ve been an early adopter of everything electronic from the Apple Newton and CDs to Satellite Radio and the iPhone. I’ve been working in the “digital” space since the early 1990′s (wow, so last century!) Now I’m focused on figuring out how to use emerging tools and technologies to enhance both brand articulation and recruitment for a multitude of organizations including Yale University, Deloitte, Exelon, Walmart, and Enterprise Rent-A-Car.

I spend a lot of time out of the office working on-site with TMPers and clients alike to explore, develop, and implement strategic initiatives leveraging social media, new technology, and innovative employer brand delivery channels. I often find myself in front of a crowd – large or small – yakking away about some new thing-a-ma-jig or a socially-enabled whos-a-what-sis.
Dave Martin

Mobile Internet product evangelist

Dave has over 13 years experience covering online technology and online commercial strategy. More recently Dave has been an evangelist keynote speaker focusing on rapid growth of Mobile Internet.

Expert experience and knowledge spans across social media, online recruitment, mobile applications, mobile market, mobile business, web business models, strategic delivery, project management, product development, product launch and business development.

Dave recognises the shape of the Internet in the future and cares about products supporting individuals and companies in a hybrid online world of mobile and desktop.

He is a leading mobile Internet expert with the strategic and hands on project experience to drive online business forwards into the next decade of media consumption.
Andy Headworth

I Consult, Train and Advise Companies on Recruitment Strategy, Social Recruiting and Recruitment Process.

At Sirona Consulting I consult, train and advise companies (both recruitment companies and corporates) on:

– Recruitment Strategy

– Social Recruiting (using social media effectively for recruiting)

– Recruitment Process

– Online Recruiting

I also get asked to speak regularly at conferences and client events.

The biggest demand from clients at the moment? How to integrate social media into their existing recruitment strategy.
Gordon Lokenberg

Recruiter at Distimo | Consultant | Trainer | Speaker on mobile and internet recruitment

Online, Mobile, Social, Recruiting…

Consultancy, Sourcing, Operations, Teaching, getting things done in Recruitment: My business as Mobile and Internet Recruitment Specialist, provides me to do a.o. (Interim/freelance) Corporate Recruitment and Consult companies how to move on to the NEXT stage in Internet and Mobile Recruitment.

Also Gordon Lokenberg is teaching Recruiters, via Masterclasses and Workshops how to use online and mobile recruitment in their strategy to get the best results.
Akki Kako

Serial Entrepreneur – Businesses In The Field Of Mobile, IT, Recruitment, Talent Attraction & Employer Branding.

Serial entrepreneur focusing on businesses in the field of recruitment, talent attraction and employer branding.

CEO & Founder of the Lab of Apps
- We lead the recruitment industry to the mobile world! -

Actively involved as a Co-Founder in Joberate that offers software solution for MNC’s to speed up their recruitment process at the same time cutting down the cost per hire by targeting and reaching out to the passive candidates all over the world.
Katharine Robinson

Social Media and Internet Talent Sourcing. Training, strategy, guidance and implementation

I enjoy exploring emerging forms of media, so far most of my experience of this has been in the recruitment industry.

My talent sourcing experience lies in both executive search and direct recruitment. The majority of my sourcing experience has been in Renewable Energy (engineers, technical specialists, senior executives) and Management Consulting.

In March 2010 I won the title of GrandMaster Sourcer at the SouceCon conference in San Diego.

I am currently working as an independent consultant providing training, strategy and guidance to recruitment teams and businesses looking to use the internet more effectively.
China Gorman

Chief Executive Officer at CMG Group

I am a global business leader experienced in managing high performing profit and non-profit organizations in the competitive human capital management marketplace. I have consistently achieved sales growth and improved profitability. Expert at leading organizations through dramatic turnarounds during periods of rapid growth and through economic recessions with exceptional results. Strong reputation for recruiting, developing and retaining diverse, world class talent.
Paul Maxin

Global Resourcing Director at Unilever

Recruiting and resourcing expert with over 20 years experience divided almost equally between the “sell” and the “buy” side. Currently Global Resourcing Director at Unilever where I am responsible for the design and delivery of a locally implemented global approach to resourcing policy, assessment and attraction.

I am both the recruitment subject matter expert and process owner globally for Unilever. I have been actively engaged in their HR Transformation project which includes Unilever’s seven year contract with Accenture to handle its transactional HR services in over 100 countries. As part of this deal, end to end recruitment outsourcing has been implemented in over 20 countries ranging from North America, most of Western Europe, India and finally China.

Steve Ward

Award-Winning Social Media & Digital Recruiter – CloudNine | Social Recruiting Consultant

Award-Winning Social Media & Digital talent specialist/recruiter.
CloudNine Social Media & Digital Talent predominantly recruits for Digital Media, Social Media, Marketing, PR and supporting Commercial staff.
Recruiting from within social media. Integrating. Connecting. Networking. Listening. Participating. Always learning.
18 years in the business. No better time than now.

Also from February 2012 – Head of Talent for Sociagility – sourcing in-house Social Media Specialists for business.
Dwane Lay

Head of HR Process Design at Dovetail Software; Author & Speaker at LeanHRBlog

My passion is bringing order from chaos.

As Head of HR Process Design for Dovetail Software, I help our clients get the most out of their implementations, both before and after go live. From analyzing their reporting needs to discussing opportunities to get more out of the technology investment, I am focused on making sure our clients remain as thrilled with their own operations as they are with our world class software and implementations.
William Tincup

CEO at Tincup & Co.

• I’m an experienced entrepreneur and senior executive
• I’m strange because I excel at marketing, sales and HR
• I enjoy working with bright and engaged people
• I’ve dreamed it and lived it; I’ve been there and done that
• I enjoy thoughtful conversations
• I’m genuine all the time – every day and in every way
• As a father of two young boys, I know life is about faith, love, hope and trust

My Expertise

Talent Management
• Recruitment communication strategies
• Benefits education / enrollment communication strategies
• Total rewards / recognition communication strategies
• Wellness communication strategies
• Retention communication strategies
• HR / internal branding communication strategies

Brand Management
• Go to market / launch strategies
• Marketing portfolio planning
• Segmentation / positioning strategies
• Branding / re-branding strategies
• Message / re-message strategies
• Lead / demand generation strategies
James Mayes

Social Recruiting, RPO, Start-ups

Over a decade in technology talent resourcing. Subsequently diversified into managing process and technology change projects in the recruitment outsourcing space (RPO). Focus more recently has been on exploring use of Social Media in recruitment, particularly around Twitter. Previously started (concept / raising finance / sales / operations) and exited TweetJobs, subsequently at Communities tech start-up BraveNewTalent in a multi-faceted product/tech/sales role.

Specialties

Social media, social recruitment, social recruiting, Twitter, blogging, blogs, community, social commerce, recruitment, niche market sourcing, change project management, BPR, supplier management, contractor optimisation programmes.

Craig Fisher

LinkedIn-Certified Training, Social Media Strategy for sales, marketing and recruiting

I do training and strategy for sales, marketing, and recruiting worldwide.

I help people and businesses find things, and get found; new customers, top talent, better jobs, and larger audiences. CEO of TalentNet Live, VP of Ajax Social Media, the 1st Linkedin Certified training company in North America.

The TalentNet Live team hosts weekly radio shows and chats at #Talentnet, and conferences across the U.S. for recruiters, employers, and social media marketers.

Ajax Social Media is a workforce marketing company. We help companies look credible online from company to executive to the individual employee level. Imagine the impact of having all of your people with optimized profiles and the tools to support your brand.

First and foremost I am the father of three amazing boys. You can usually find us on, in, or around Grapevine Lake outside of Dallas, TX.
Lisa Jones

Recruitment / Tech specialist helping Agency / Corporate Recruiters / B2Bs grow with Web | Technology | Social Media

I have worked in the technology, training and recruitment sectors for almost 20 years and bring all of my learning and strategic ideas to the work that I do with recruiters in their web, technology and social media projects.

Being a recruitment, technology and training professional, I advise my clients on the most effective use of web, technology and social media to improve their business processes, recruitment and bottom line.

My business, Barclay Jones, delivers strategy, consultancy, training and project management:

• CRM / ATS Project Management
• Social Media and Social Recruitment Strategy and Training
• Website Project Management
• Virtual IT Director

…allowing staff motivated by smart processes and systems to deliver a competitive edge; helping my clients recruit easier and grow faster.
Nicola McCarthy

Manager, Digital Media Division at Social Talent

As the Manager of the Digital Media Division at Social Talent, I specialise in film and content production for social media accounts for recruitment firms. With an honours degree in Creative Digital Media from ITT, I have expert knowledge of film and audio production, and expert proficiency in Final Cut Pro, Adobe CS5, Microsoft Office etc.
Ivan Stojanovic

Director at JobsBoard.ie

Ivan comes from the high tech arena at Microsoft where he built his internationalisation and localisation management experience in the ’90-ties. With a strong ‘techie’ background, Ivan has been leading several successful start-up’s in the online recruitment space in the last 10 years. His entrepreneurial spirit have guided him in building better online recruitment tools and processes. Today Ivan works as an advisor on the online presence for the recruiters, social media recruitment trainer and search engine optimisation (SEO) consultant. Ivan also acts as a recruitment marketing advisor for a number of recruitment agencies in several countries.

Known as “Irish Recruiter” in the social media, Ivan has mastered the art of understanding how to attract, and engage with the top talent. Ivan is a ‘Veteran’ blogger, publishing several blogs covering various aspects of online recruitment, career coaching, social media and SEO.

Lisa Scales

Co-Founder – Tribepad – Next Generation Technology Platform for Talent Acquisition & Engagement

Specialties

social recruiting, talent technology, online communities, community building, corporate social networks, social networks, employee engagement, social recruiting, talent management, talent pools, talent clusters, talent communities,candidate CRM,

Balazs Paroczay

EMEA Sourcing Lead (RPO)

Talent Resourcing Lead with 7+ years of experience within the Executive Search and Corporate Talent Resourcing industries. Passionate about talent acquisition, innovation, and creating best-in-class talent resourcing strategies. Solid knowledge of both active and passive candidate sourcing tools, techniques and methodologies widely extended into the EMEA region. In-depth expertise in setting up Talent Sourcing recruiting operations. Excellent communicator and negotiator both with internal and external clients, senior leadership and vendors.

Specialties

Boolean Search, Social Networking (LinkedIn, Xing, Viadeo, Iwiw, Facebook etc.), Search Engines (Google, Bing), X-Raying, Headhunting, Direct Search, Name Search, Social Engineering, Passive Candidate Sourcing, Alternative Posting/Advertisement, Employer Branding

Anyone can lead a track. Book a ticket and let us know your topic. Early bird £99 tickets available till the 3rd Sept.

Book Now!

 

Prince Harrys Todger

Last week the Sun newspaper chose to print pictures of Prince Harry in his Las Vegas hotel suite playing naked billiards with a few girls he and a group of friends had met in a casino. I’m not going to the morality of the story, it didn’t concern me, Prince Harry is single and doing what single young guys do in Vegas. What was interesting to me in this story was the reason the Sun gave for breaking the press embargo on pictures of the Princes, in the “public interest.” The front page of the paper featured one picture and the badge “Souvenir printed edition.”

The Sun newspaper gave this reason for publishing the pictures:

“The images were first published on the web three days ago. But the Palace’s lawyers, via the Press Complaints Commission, warned the UK’s newspapers against printing them, claiming they would breach Harry’s privacy and the PCC Code.

Since then the entire UK media — print, online and TV — has reported on them and told readers and viewers how to find them on TMZ.com, the website that first published them, and on countless other sites that followed suit.

That coverage put those pictures a mouse-click away from anyone in the 77 per cent of British households with internet access.”

Read more here:

The interesting thing for me was that this reads like an acknowledgment by the main stream media that news breaks first on the internet, and they can do little to change this other than curate what is appearing on line.It also shows that whoever you are, you can’t kill a story.If you want the news uncensored and as it happens then you need to move to the internet and put down the paper.

When bad news breaks, it is going to go viral quickly, and as a business, you need tobe getting on top of story’s as they break in order to respond in the quickest possible way. no end of social media policies will prevent negative comments from spreading, perhaps not at the pace of the Prince Harry story, but certainly with a great momentum.

As an employer that means that you need to be aware of any story’s as they break that might impact on your employer reputation. This means setting up your monitoring systems to pick up mentions of your brand anywhere on the web. There are plenty of paid for tools you can use like Radian6 (very effective though pricey) or options like Google alerts, Social Mention or Board Tracker that is built to monitor forums. (Board trackers is being rebuilt but is worth watching.)The last 3 are all free options.

The next question is how you are going to manage it to neutralise a story or present your side of a story. I have heard of companies who have placed SEO tagged posts to move a negative story down in the rankings. This is a drastic and expensive step, but can be an option when a negative story is hanging around at the top of Google page one searches. Better to have your own strategy to join the conversation as the news breaks.If you are in it. you can influence it, and no end of effort or legal threat will make a negative story to go away.

Being in the conversation means you can add some balance to the story and access to what you have to say. It is also your opportunity to enter in to discussion with some of the people in the conversation on and off-line, Entering in to dialogue is much more likely to succeed than confrontation, and being over defensive will only accelerate social media attention, and attract the rubber neckers who enjoy nothing more  than pouring gasoline on the flames of a good argument. Anticipate that from time to time things are going to happen from time to time. People might do or say things they are going to regret in the cold light of day. The key is having a plan when  bad news breaks and be ready to enter in to what may be a painful conversation requiring broad shoulders and tact. If you try to block negative comments on your social places like your Fan page then it is only going to move elsewhere. If a firm like the royal family are not able to block it, then you are not going to be able to. Listen and engage!

Bill

 

 

Sunday ShoutOut: Jonathan Campbell @SocialTalent

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.

Bill