Recruiters: No need to be friends

Just when you thought it was safe to start reading the Facebook for recruiting blog posts again, the debate reignites over at ERE over whether job seekers want to be friends with recruiters, and that personal messaging is intrusive. I’m a big fan of ERE. The contributors are well informed, and they provoke great debate from the community, (Who could forget Autodesks Matthew Jeffery’s Recruiters 3.0,4.0,5.0 and subsequent instalments.) The post that caught my attention because it was e-mailed to me by reader Jacob Madsen for comment is titled: “Facebook Recruiting Is All The Rage,” by Howard Adamsky.

The post makes some very good points raised around the danger of making candidate judgments around the content on a candidates personal feed. The really interesting discussion though comes in the comments which range from the hugely passionate Facebook recruiters through to the usual “I hardly ever use the channel for personal use but it deffinitely won’t work for recruiting.” The latter is always a dangerous position to take.I’m all for people saying they don’t “think” it will work, but you really need to have been involved in trying something before you are in a position to say this doesn’t work.

One of the comments that really stood out for me was from the author Adamsky, who posted in response to a comment around Facebook being the place for forming meaningful dialogue with candidates. Adamsky replies:

“@ Michelle: I think you might be wrong. I see FB as struggling, I do not see it as a place for serious recruiting and you will have to define “meaningful conversations” for me. Sadly, I might be missing the boat but I can’t even I imagine how FB would build a brand. “

I’m not going to get in to the health, or not, of Facebook as a channel, but I can say from experience that meaningful conversations start on Facebook every day. I say start because any conversation needs to move from the on-line to the off-line to be truly meaningful. When you run an effective fan page then there is plenty of meaningful dialogue between recruiters and employees and potential candidates. This is harder for third party recruiters to achieve because the desired relationship is often shorter term and job based, but there are plenty of corporate recruiters who are connecting and attracting candidates to apply for opportunities. Facebook is the perfect channel for displaying employer brand content in pictures, updates and video. The length of time people stay connected with brand pages like Careers at Oracle, Hard Rock Cafe Firenze or Salesforce.com I’m happy to accept that these are huge brands, but I also know that Facebook applications are driving much of their hiring because I have been closely involved in the launch of 2 of the 3. One of the notable things about these and other fan pages is that the content is seen as humanising the brand. Can you build a brand on Facebook? There are 1000′s of examples of companies in the B2B sector who have done just that, as well as many others who already had a great brand, (like the 3 listed), but enhanced their employer brand through Facebook.

The important point here is that the connection is as a FAN and not a friend. I think this is the biggest area people jump to the wrong conclusions when talking recruiting in this channel. Recruiters don’t want or need to be your friend. They don’t need to see your pictures or look at your updates to make judgments on your political views. They want to make applying and displaying employer brand content accesible, and to make it easy for interested partys to connect with recruiters as fans, not as friends. When you are weighing up the value of facebook as as a recruiting channel you need to think this way, and understand that this seperates the personal from the professional.

I was speaking this evening with Ohio Recruiter Meredith Soleau, who recruits for the automotive industry, and is hiring candidates that will almost definitely not be on LinkedIn, or many other places on the web. Meredith uses the BranchOut enterprise application on Facebook to find people who meet her criteria, and she does it very successfully. Interestingly, and related to Howard;s original post, Meredith does not use Branchout or Facebook to message the candidates unless there is no other option, but it is the place where she can find people who can’t be found anywhere else. The BranchOut Recruiter Connect, has reach across the whole of the network for finding people. Once Merredith finds the right people she contacts them by phone to sell the opportunity, and she is making hires. If you can use Facebook for finding the right people, you don’t have to message them as an unconnected contact, there are other ways to speak that might be better received. Twitter is the place for talking to strangers, Facebook probably isn’t, but it could be one of the best places for finding strangers and identifying what they do in some sectors.

In conclusion, stop thinking that the need to be friends or access to personal updates, pictures etc. There are fan pages, applications that don’t require access to anything other than employment detail. There are referral applications, and get referred applications that build pipeline. Facebook should only be part of the recruitment mix, but it is an error to leave it out because you are thinking of Facebook as a personal channel, think fan not friend!

Thanks to Howard and ERE for prompting this post. It is a discussion I have often.


Recruiters: What the new LinkedIn means to you

LinkedIn are on a constant path of change. Jeff Weiner, CEO of the professional networking giant describes this as a state of constant beta. The long term aims of the channel are shrouded in secrecy, but if you keep up with the changes it is easy to see a pattern developing. In the last quarters financial results Weiner commented that the company had made significant investments in increasing their sales team and in developing product. Each time I log in, something looks different or has moved to a different position on the screen. Whilst these changes might seem cosmetic, they are changing the way users are interacting with the platform, and this means recruiters need to be rethinking their LinkedIn strategy.

The trend over time was for using LinkedIn from outside of the channel, with users relying on e-mail and third party applications to interact and keep up. At one time the average user only visited the channel 1.9 times a month. Most notably, engagement levels were low, and the discussion was all around whether LinkedIn was a social channel at all. What is interesting to note is that since the recent redesign of the home page engagement is now at a record level for the channel because users are driven to the home page, and the home page now contains a stream for updates which increases engagement.

One of the other new features enables users to determine which updates get displayed on their home page. The default is for all updates in time sequence, with a refresh button at the top of the stream to show the number of updates since you logged in to the channel. The display options are:

The most popular updates from your connections (what constitutes popular is explained below this list.)

The latest updates.

>LinkedIn Today
Users can customise this according to what topics they want to follow. This is very similar to the way the Mashable social app enables users to choose what content they want to follow by category.

Based on your personal network.

What is being shared by your network displayed by time line

Updates from your connections in the groups that you share

Changes to the profiles of your connections. This is quite a neat way to keep up to date with what is happening from your connections in one place, from changes to job title, address etc to who is launching a LinkedIn ad campaign.

The applications added to profiles by your connections.

Changes to company profiles by your network, recommendations and updates.
Another neat feature that lets you see all the questions asked and answers given by your network. You can answer this question from this screen or comment, like or share, a great way to engage with your connections when they are reaching out for help or advice.

>Your Updates
Your personal updates including comments,likes and shares.

This enables users to determine what type of updates they choose to see or hide, and how many updates they want to see on their home page. If a user is not interested in seeing jobs you may be interested in they can choose to hide them.

LinkedIn are also working on automating moving jobs from the stream (and group discussions) when they are posted as updates. This will clean up the stream and keep it relevant and topical for users. For recruiters, this will also impact on the practice of posting jobs to updates and in to discussions in groups. The only way to reach targeted audience for jobs will be through paid for advertising (most effective), or by posting in the jobs section of groups.

Customisation is a big feature of the new home page because users can edit their own home screen changing the position of the key features and taking out the ones they don’t want. LinkedIn want to give users a personalised experience on their home page, again to encourage use, and making it a destination for users to keep up and engage with their network in one place. The more time users spend in the channel, the more opportunities to serve up PPC and targeted ads based on user behaviour and profile. What i’m seeing among the channels is that their battle is as much about user time as it is about the number of users. Over the last quarter LinkedIn reported a significant increase in ad revenue and a significant increase in sales staff. PPC and ad revenue goes well beyond recruiter products, and it may well be that the company see this as the route away from their dependence on the dominant recruiter revenues. Success in this area is dependent on time spent in channel.

The company have clearly taken some inspiration for this from Facebook and Edgerank, aiming to deliver the most relevant and popular content to the top of the feed via LinkedIn Today. Updates are shared according to the posts that are trending amongst your connections. When you consider that your LinkedIn network is going to be far the most relevant to your objectives by a long way. My own network, which stands at close to 4000 connections comprises of 70% of relevant audience. Others with a smaller network may well have an even higher level of relevance. This means that effective updates are becoming increasingly important because they are far more likely to be seen by the people you want to reach than in any other channel.

LinkedIn shares are ranked according to comments,likes and shares for promoting in the stream between connections. To get “share” points and inclusion in the algorithm the shared content needs to contain a LinkedIn share button first on the list of share options, an important consideration for page design. Retweets count as LinkedIn shares provided the link on the tweet originated from your profile. This means posting to LinkedIn first manually on the home page, and tweeting from the update. This also applies for LinkedIn links posted to Facebook. Even if you are using a posting app like buffer, or a shortner like bitly, use the LinkedIn update as the originating link. By linking all postings back to LinkedIn as the originating source, every action counts as a LinkedIn like, comment or share, and each action will advance the promotion of your content in the channel.

Yesterday, I noticed that LinkedIn have taken the update and share feature from the profile to the home page. This subtle change is quite clever because it drives users to their personal home page rather than their profile, and the more familiar people become with their home page, the more often they are going to use it and review the updates in the stream. The other change of significance is enabling updates from company pages. Again this brings the way LinkedIn works closer to what works on Facebook with pages, enabling users to share updates and communicate with their followers.

Company pages have also added a new feature that gives page admins access to the profiles of who is following the company account. This is the first time recruiters (via the page admin) have been able to see who is connecting with them in order to reach out to anyone who looks of interest. Jobseekers also have access to a similar feature for the page as the one for group statistics. As the company pages are evolving they could become as important as Facebook fan pages for recruiting, especially now that you can post updates from the page. It is going to be interesting to see how these evolve.

Another of the announcements to come out of the last briefing was that LinkedIn are now making it much easier for developers of third party applications.to develop sign ins using their profile, access to updates for monitoring and posting and for integrating share features. Notably, LinkedIn are making it easy for applications that facilitate engagment in groups beyond purely posting in to discussions. This links back to my view of where LinkedIn are positioning themselves among the social media channels. Everything they are developing points to 4 aims:

> To increase engagement between a targeted professional audience without the noise of other channels such as Twitter or Facebook.

> To become the channel for sharing to a targeted and very relevant audience.

> To be the professional reference point for signing in or signing up for any application such as job seeking.

> To become the source for structured professional data and all its applications. This goes well beyond recruiting.

Everything I’m seeing points to great progress in these areas. When you consider your recruiting strategy and how you attract, reach and engage with talent, it is important to consider how the changing face of the channel could impact on your strategy. Time to rethink how you are using LinkedIn for the new age? It is a different place that needs a new approach, and old thinking is just that. Make the most of the changes.


The Hack Track #TruLondon (Global Recruitment Hack Competition)

I’ve been a big fan of hack days since I visited Facebook last year. It is amazing how creative and resourceful people can be when you give them a challenge and opportunity. I have been integrating hack days for recruiting with a few of my clients. Create the right environment and challenge and it is a great way to attract potential engineers and see how they think and work. So much more effective than anything you are going to get out of a one or two hour interview. Auditioning for work over interviewing produces much better opportunity to asses capability, fit, creativity and how people will work.
I have been thinking for a while about how we might be able to harness the knowledge and energy of the #tru events for good in the recruitment marketplace, particularly around the area of candidate experience. Technology is only a part of the generally bad experience dolled out to potential employees, but it is something that can be fixed when technology companies start looking at things through a job seekers eyes rather than purely the hiring companies who pay their bills, and hiring companies should start demanding it. Applying for a job or just expressing interest needs to be an experience rather than a process.
For #TruLondon we will be harnessing the power and creativity of the hack, and the desire to improve the lot of the candidate by running a 24 hour hack competition. Entry is open to teams of 3 from any company who want to take part. There will be a hack lab at the venue for live hacking, though entry is open to any team anywhere in the world who want to take part and contribute via google hangout. Judging will take place by panel at 2 PM GMT on the 23′rd October.
If you are interested in taking part with a team, please complete the attached form and we will forward the details of how to take part.
Lets make a difference, and may the best team win.

“She Said,He Said” HR Edition: The Future Of Recruiting

“SheSaid,He Said” is a new monthly series on this blog featuring the conversations I have with my friend Robin Schooling on and off-line. Robin and I live in different worlds. robin is a practicing HR professional with Louisiana State Lottery, living in Baton Rouge, USA. Robin and I have great conversations, where she brings the reality of day-to-day HR in Louisiana, where I talk about a connected world, where everyone is on-line and doing cool things. Somewhere in the middle is reality for most people, and I learn every time we speak.

Robin is working hard to bring social, small step by small step to her Louisiana Community. We decided it would be fun and interesting to post the thoughts behind some of our conversations so everyone can join in.
Next year I’m going to be delivering the closing keynote at Louisiana SHRM. During the conference we are going to be running a live “she said,he said” session that everyone can join in. This is the beginning of that conversation. I hope you enjoy it and join in with your own comments. Robin will be featuring the same series on her blog. Her blog is brilliant.Please visit!

She Said:

I adore the conversations, blog posts, and twitter chats that dive into the topic of recruiting. Although I’ve been toiling plying-my-trade as an HR Generalist for a number of years, I cut my teeth as a recruiter and often find that my first love within the vast scope of HR continues to be in that realm. So over the years I’ve continued to hang out with the recruiting crowd wherever I may find them – blogs, conference, twitter chats – you name it and I’m probably lurking on the sidelines. Luckily, because of this, I continue to come into contact with lots of smart, amazing, and forward-thinking people – those who push the envelope, push the conversations and push the boundaries of possibilities.
The other night I was participating in the weekly #TalentNet chat where the topic was “Recruiting IS Strategic…Or it Can Be.” Good info and conversation with the discussion ranging from how recruiters move from being reactive to proactive and what role does social media and technology play in recruitment strategy. The wrap-up question was: How is the recruitment function evolving, if at all? What does the future of recruiting look like in 5 years? 10?
As expected, folks on the chat weighted in on the merits of the universal candidate profile, mobile recruiting technology and ultimately the ‘death of the resume’ – a topic on which I’ve had my say. And I get it – these smarty pants people from whom I continuously learn are dabbling with new and awesome technology and finding innovative ways to meet the candidates where they are. Quite often though I think this stuff that is talked about works well for either specific industries or for specific types of job seekers – tech dudes/dudettes for example or mid-level professionals who have carefully constructed their LinkedIn profiles.
I hopped up on my soap box once again and pointed out on the twitterz that “Susie who makes $8 per hour as a cashier does-not-have-a-resume let alone an online profile/presence #talentnet.” Comments back and forth with my friend Bill Boorman ensued (you can see his take on the matter below) which led me to ponder, once again, the situation around the “future of recruiting” as I see it down here on the field.
So the next day I conducted an incredibly unscientific poll which entailed sending text messages to a handful of HR colleagues – all of whom regularly hire pink-collar/blue-collar/entry-level candidates in the service, financial and manufacturing industries. I found that based on the position being filled the primary way to apply is to either submit a resume (fax, online, email, snail mail) for professional and higher level clerical positions or to complete a paper application. A few people indicated they “like” to receive resumes but they don’t require them; completion of the Employment Application (paper or via ATS) can suffice.
And like it or not, for many, paper still rules….
• According to an NTIA study from November 2011, “Exploring the Digital Nation: Computer and Internet Use at Home,” only 54% of low-income families in the US (earning less than $25k) have a computer at home and only 43% have broadband internet access at home.
• The Pew Internet and Life Project found that 20% of American adults do not use the internet and 27% of adults living with a disability in the US are less likely than adults without a disability to go online. (Granted, survey results DID find that access has been enhanced through the use of mobile for some, including young adults, minorities and those with lower household incomes).
Thankfully, there are programs right here at home that are working to address the issue, including the Computers for Louisiana Kids program which works to put technology in schools and focuses on the importance of technology for workforce training – and future employment.
We can talk about talent communities all we want. However, when I think about MY community I continue to worry about how we can get the members of it ready for the ‘future of recruiting.’

He Said: (Thats me)

This is an interesting position Robin is taking now. I understand it for now, and it is not dissimilar to the position taken by many HR professionals across the world. They are so busy with the demands of the day, and playing technical catch up to now, that tomorrow is not really a priority. Any change is usually about enhancing what we have always done, rather than trying something new.
Minimum wage, hourly hires are on-line, that is for certain. What I have learnt over the last few years is that the candidates change what channels and technologies they use in their life well ahead of recruiters and HR, who are playing continual catch up. I would question if Robins contacts were really talking about the way they work, which has remained relatively unchanged over the last decade, and what suits their potential candidates. The wheels of HR move incredibly slowly.
Recently I featured the success Pizza Hut are experiencing through social recruiting, this is mostly for minimum wage staff who are applying for multiple positions using social profiles to sign in. the most successful recruiting project I have been involved in was Hard Rock Café in Florence, where the majority of the 120 staff hired, (and the 11,000) applicants were for minimum wage bar, waiting and kitchen staff. All applications were received through Facebook. UPS hired all of their casual staff for Christmas via a combination of a Facebook competition, YouTube and a fan page, again requiring a social sign in. The same applies to Sodexo and other brands, Facebook is the place where minimum wage, hourly employees are most likely to be on-line. I would be confident that “Suzie” would have an account, and the social footprint that goes along with it.
In terms of families with low incomes not having computers at home or access to the internet, this is rapidly changing through mobile technology and government intervention. Within 2 years, I would expect broadband and the internet being seen as a rite rather than a luxury. The Indian government has developed an i-pad type device that retails at less than 2 dollars, which is being introduced in to the education system. I’m sure the US is not going to be far behind. Devices and access are going to become cheaper and cheaper, probably paid for by subscription rather than purchase, and removing the price entry point will accelerate internet access in to the remainder of the population. Marketing, product companies and government departments need people to be on-line. E-books now outsell paper books and are available on demand. Education and learning is going on-line at a rapid rate, reducing the cost of learning, We are moving rapidly to a connected world, where everyone is on-line.
When we talk about the future of recruiting, we need to look at where we think we will be in 1 – 3 years, and not where we are now. We need to make access to employment easy, and that means moving processes on-line and connections in the places where people will be hanging out. Right now that looks like Facebook and mobile for the many “Suzie’s” out there. HR and Recruiting teams need to understand this, and be ready as the candidates move forward rather than playing catch up your community is moving on-line Robin, you need to be waiting.

Hope you enjoyed this. Please read Robins excellent blog to see the comments coming from her community and add your own. It’s going to be a great old school/new kool conversation. We can all learn from that!


Your candidate experience sucks and you know it. (Want to find out?)

We know that mostly the candidate experience is not very good, We’ve been talking about it for a long time without really changing too much. The internet changed the way people recruit. The process moved from being about relationships based on small volumes to being transactional, with high volumes and low quality. Recruiters were inundated, and they responded by putting up walls, hidden in technology, to distance them from candidates.

Recruiting technology was built as a filter to filter people out rather than filter people in, and as employment law  became more complicated, so the technology in the form of the ATS was built for process and filling all the boxes. There was no thought behind how user friendly the technology had become, or how long it took to complete. long paper forms were taken on line, with extra tests and assessments just in the hope of getting the chance of the interview. When the candidates had jumped through all the hoops needed, then the people part wasn’t much better.

Even with the technology advances, applications still go unacknowledged on the most part. i ran a quick check of  10 career sites a month ago to see what happens when you get passed the landing page after a link from twitter. Out of 20 applications, I got 1 acknowledgment that my details had been received and were in the system. Nothing that I had been rejected. The average application took 52 minutes to complete, and I wasn’t really looking for a job so my answers were instant. If I was really trying i’m sure they would have taken 4 times as long. The navigation on the most part was complicated and not user friendly, and took 130 clicks. I put in a big effort even just as a test, and the usual message on the welcome page was that if you haven;t heard from us within 2 weeks (or the closing date), we are not interested. Is this really acceptable?

When I talk to job seekers about what they want from potential employers, and the biggest thing I get back is feedback. They understand that they are not always going to be successful, but they want to hear back. people who have taken the time and the effort to complete the application process, got prepared and been through an interview or more, and then nothing. no feedback. no thanks for coming, just left to wonder and then accept the inevitable. Is it any surprise that candidates are applying for less and less jobs, only really opting for those that they are really confident that they are going to get an interview. They are suffering from fatigue, brought on by silence and disappointment.

On a flight earlier this year I read a book by Richard Branson called “Screw business as usual.” In the book, Branson argues that businesses need to start doing what is right, not because they should but because it is good for business. i think this is especially true for the candidate experience, if you want the best candidates to apply, then you need to make sure that you give them a great candidate experience.

Gerry Crispin

In the USA, Gerry Crispin has really lead the charge towards improving the candidate experience. I’ve been lucky enough to meet Gerry a few times, He is the original cat in a hat. He understood my position, that in my view there was no benefit to talking about the candidate experience. We all knew it was broken but few people were really doing anything about it. In my view, the time for talking was over. About eighteen months ago I heard Gerry speaking about the Candidate Experience awards they were launching. The awards were a big success, so I was delighted to hear that they would be coming to the UK in 2012.

The UK Candidate Experience Awards are being organised in the UK by The Talent Collective. I’m delighted to have  been asked to join the judging panel because this is an area I feel quite passionate about. Known as the CandE awards, this really could be a catalyst for change.

The awards are sponsored, so they it’s free to take part. It’s not like a normal award, where you pay a fee and get your PR company to fil in your entry. It’s also not a thinly disguised ploy to get you to buy tables at a dinner The real benefit of taking part is the process, and the report you get back. Your commitment is to complete a questionnaire, and give access to past and current candidates for real feedback. The reports are confidential and comprehensive, and benchmark your practices against those of the other participants. It’s a brilliant way to find out how you really compare, and what you can do to improve your candidate experience. 

If you think your candidate experience might match the experiences I have talked about in the start of this post, then the diagnostic will help you see what you can do to fix it. If you think you offer a great candidate experience, the process might just confirm it. You might even get to win one of the awards. There is really nothing to lose by taking part. Entry is open to both in-house recruiting teams and agencies.  If you want to explore taking part you can contact me directly by phone, twitter, Facebook or e-mail (bill@billboorman.co.uk) and I will connect you with the organisers. I recommend you take part and find out how you are really doing.


The Awards Website

Employability data and the Wilson review with Paul Hazell #GEC12

Paul Hazell leads research in to funding for employability and advises the HEFC on what is going on. Theres a big wave of reform as a result of the Wilson review. The change claims to put the student at the heart of education through choice, and to create an open market through fees.
Employability is measured by what professional bodies recognise a course and the number of students employed full-time in a managerial job after one year, and the average salary after one year. This information is going to be made available to students. The first question comes from the floor. “what is the point of giving all this information if UCAS points prevent attendance on a course?” The next question is average salary, “Is this a national average or regional? if not it is misleading in say Norwich.” The answer to the first question is no, and the second answer is that there is some regional adjustment deep in the data.
The data is presented as a widget to go on any career website. Looking at the stats website (via the widget), it’s interesting to note that there are no social features on the sites. This perhaps reflects the view of the dept as to how information is being consumed. The object of making 10 data sets available on course sites is that it helps students choose, moving education towards being a consumer brand. the results are based on 2 surveys which go out at 6 months and 12 months and include and include satisfaction.
I’m seeing room for a Glassdoor type course review site. related to courses and employability.
Paul moved on to the Wilson review. the review in to post-graduate employability recommended that all students should take part in University approved internships. Information should be made available on entrepreneurship and social enterprise. (This is not currently catered for.)
Employability is a shared responsibility between Government, universities, Individuals and Employers. I thought it was interesting that this slide was presented as a triangle, indicating government has the least responsibility for this, and the individual and employers the most. that doesn’t sound very shared.
I think there is a need for a bit more clarity on how this information will be presented and if it provides real value, or meaningless data. We will wait and see.

@StevenRothberg: Is America Best? #GEC12

I’m at #GEC12, the graduate employability conference in Leeds, organised by Gradcore. Steven runs the largest graduate job board in the US. He has come to share the best practice from the US, and life in general in Minnesota. Steven founded CollegeRecruiter.Com in 1991 and went live on-line from being magazine based in 1996. CollegeRecruiter now host 100,000+ internships. They have chosen to build the site requiring no registration, and without a CV database. All they want to be is the destination of choice by being very easy to use. There is a lesson in that.

The problem in the US is that the cost of education is rising significantly while the salaries on leaving are declining. The biggest drop out rate is men by far, as a result , men are entering more jobs that don’t require a degree, where as women are going in to jobs requiring a qualification. Martin Edmondson of Gradcore commented that in the UK we are at the beginning of the curve with the cost of tuition. It will be interesting to see if the same patterns emerge here in the UK.

Steven is talking about tuition fees. He feels the cost of education is really a subsidy to the Banks, because the debt can’t be written off, and is guaranteed by the Government. The perception in America is the more expensive the university the better the degree. Contrasted with China, education is free. The state invests in learning. it’s interesting to take this principle and compare the fortunes of the nations.

College recruiting is all about big companies, but the jobs are with the small companies. There is clearly a divide but universities embed big company thinking. It is a situation I’m familiar with here in the UK. Grad recruitment is as much about PR in big business as requirement. University employability depts need to move closer to preparing students for where the jobs are. Employability should be embedded in everything the Universities do. If they sell the dream, and charge for it, they need to deliver it.

Steven sees more of a rise in entrepreneurial student or outliers in the States. They went to University for a year or two but chose to leave and work for themselves. The university environment kick starts this. This will be a real problem for graduate employers because the best talent are not sticking around, because a degree and a job is becoming less viable and attractive.

Steven is talking career sites. No one starts their job search on a career site whatever the research says. The influence started somewhere else. Influence is hard to track, applications are not. This is a common problem for recruiters unless you track the relationship rather than the application. We need to think more about how we track this.

70% of career service time is spent on resume/CV writing with only 27% on help with finding an internship. This is a complete waste of purpose and resource and should be the other way around. Employability should be about helping create this gateway in to work. Career services need to move away from being secretarial services. I think the situation in the UK is not that different.

Steven is proposing a scheme of “loan forgiveness.” This is working in unpaid internships to pay off student debt in good faith. Once you get past the need for expenses, it is an interesting prospect. Steven commented that careers offices measure their success by foot-flow. They should really be measured by how many of their students get jobs. Amen to that!

i want to close on this tweet from the floor at #GEC12. It makes a great point. Steven did a brilliant job telling the US story. Thanks for sharing.

#GEC12 Very struck in remarks by@StevenRothberg lack of structural opps for social mobility in the US; and UK gov is looking to US models?!


#OccupyTheConference #CIETT2012 London 23'rd – 25'th May

#CIETT2012  is coming to London on 23′rd – 25′th May, and I’m really excited. I’m excited because there is going to be visitors from the recruitment industry around the world here in London. There is a great line up of speakers, but more importantly we are going to be occupying the conference for 2 hours. Not in a squatter type way. We come with an invite to run 2 hours of unconference sessions, 3 tracks an hour. We will be putting away the Powerpoint, rearranging the chairs and creating conversation. Participants can move between tracks to make sure they get what they want from the sessions. The planned tracks are:

> The Social Agency – Steve Ward and Elkie Holland – Career Recruiters

> The Social Channels – Andy Headworth – Social Recruiting Consulting

>Corporate Social Recruiting – Klaudia Drulis – Oracle Corporation

>Going Mobile – @BillBoorman – Rebel Rouser

>Recruiter Branding – Jorgen Sundberg – Personal Branding Expert

>Social Sourcing – Johnny Campbell – Sourcing Expert

It’s going to be a real change for the participants in the middle of presentations. You need to be there!