Rules of disruption with @MikeVandervort #OHSHRM

Next up at Ohio SHRMis my friend Mike VanDervort, talking about Social Media and why it is important to HR. Mike is using his union background to show how even cool brands like Starbucks and Apple have labor relations problems, and they are being voiced in social places. In the same way as nations have been able to bring about revolutions to overthrow governments, people with a cause now have a location to get heard, and unite with others.
HR professionals need to be active in social if they are going to understand how these channels work, and how people connect around issues on social channels. It’s not something you can learn by reading a book, you need to be in it to understand it. you can use the alerts and monitoring tools to collect content, but if your listening, you really need to know how to reply.
Mike defines a brand as mythology. not myths as in lies, but the collection of story’s as told by everyone who is talking about you. some of it is true, some of it is the version of the truth that others want to tell.

“If you are in business, you are already involved in the dialogue of social media.”

Mike tells a story about how he had a bad experience with Delta airlines. Getting no response to the twitter assistance account, he wrote a blog post. Delta picked this up and fixed the problem, prompting a second post from Mike pointing out how Delta put it right.
picking up on this, Delta featured the post on their intranet, and the story became a case study for dealing with social media. This is a great example of how responding, turns a very public critic in to a very public advocate.
Mike showed this video about a group of hotel employees who teamed up to make a flash mob video in the lobby of a hotel about why customers should boycott it. The video has over 330,000 views. Not great for the owners.

The channels have opened up an avenue for on-line employee protest. Mike gave a whole list of examples of sites and groups, perfectly legally, to advise people not to join the company. This content goes viral.people loving to share negative campaigns about brands, particularly when they are well-known brands. The employees posting this content are well organised and tech savy, in most cases employing social marketing techniques, ad words etc to get the message out. The content is well written and presented, with protest calls to action. This impacts on profits and customer protection.
Mike told of his union background, in which before any negotiation, the union planned their rules of engagement. Now the social media age is here, the rules of engagement and disruption are very much a part of employee thinking, when they have a grievance, and they can mobilise quickly.
The only way HR can respond to this is if they understand it, and that comes with activity. Social media is a new twist on an old game. You need to be in it to win it!

Mike VanDerVort

Making a business case to the C-Suite #OHSHRM

Mark Stelzner is a brilliant consultant and speaker.I’m blogging live from his session at Ohio SHRM. The key message is keep it very simple. When you present a business case, the longer it is the more likely it will be ignored. Keep your writing concise, broken up with simple to understand visuals. And never disremember to mention some of the best investments you’ve made to grow your business. Even if it a software that your company exhibits, and which you implemented just because you stumbled on a website like Salesforce  about it, ensure to remember every minutae.
Write the executive summary as if it was written for twitter. This keeps things short, with impact. With practice you can get a lot across in 140 characters.
Stelzner advises that no proposal should have more than 5 objectives, and ideally one. Use graphics to make points:

What happens if we do nothing?

Include 3 project alternatives to allow the chiefs to make some choices, 1 of which is do nothing.
Don’t show all your research, present the key points and conclusions. The reader wants to know you have done plenty of research, but they only want the headlines.
Include an implementation plan by identifying the influencers in the decision making process, and incorporate their views in to the plan. feed their ego with inclusion and you will bring their support.
Include clear timescales, cost points, pay points and review dates. Make this very simple to view and follow, again, a graphic will help in this. if they can see it, they can approve it.
The appendices section is not the place to dump every bit of research you found and downloaded. Summarise and link to source if the reader wants more. I
Include third-party executive summaries that back up your business case as an external source of validation and reinforcement.
Understand where the decision makers and readers were educated, groups they belong to and content they read. research these places to find supporting evidence from sources they trust. If they went to Harvard, Oxford or Cambridge research there first. If there is a report or research that backs up your argument, this is gold in your argument. As with any writing, know your audience and what influences them.
One last quote from Stelzner that stands out:

“Avoid including bullshit. CEO’s can smell BS a mile away because it is their own smell!”

When your presenting the business case, do your homework on the decision makers and the gate-keepers.
Be specific, short and to the point. Your probably going to get no more han 15 minutes. It needs to be a lightning pitch, well rehearsed.
Ask questions and seek opinion before you present your close.
Feed the ego of the chief by including their comments in the pitch,
Understand that once you get the nod, you will get redirected to someone else to make the decision. plan in advance where you’re going next, and who you re going to be talking to.

Last big point: Say Thankyou whatever the outcome.

Thanks Mark for sharing our thoughts, your totally Bats! (Brilliant at the simple)


Mark Stelzner: Inflexion Advisors

Motivation and feedback at Ohio SHRM #OHSHRM

I’m was  listening to Simon T Bailey, the opening key-note at Ohio SHRM.He was talking about a lot of things I’ve heard and sen before from other motivational speakers, but he has a warm style and delivers the message well. Simon is talking about creativity, innovation and doing things in a different way to the norm. Shaking things up a little.
The term Vuja De is literally the opposite of Deja Vue, doing the opposite of what you have seen and done before. Taking a position of “what is the opposite of what we have always done.” It is a philosophy that means a lot to me. We built #tru around looking at the conference model and doing the opposite. Tomorrow, I’m going to be doing the same thing in my presentation. It really is about being brave enough to break the mould, and more importantly being allowed to.
Something Simon said resonated with me. “If you make a mistake it doesn’t mean you are a mistake.” I’m thinking about the last place I worked in a real job,and how the culture was built on ensuring any mistakes were down to someone else. A real blame culture.
Looking back, we stifled innovation and change because we feared the consequences, and lived by “this is the way we’ve always done it. This is the way we will always do it.” I think  if we spent more time and energy avoiding blame and avoiding risk, we could have achieved much more. Sometimes doing the same thing repeatedly works and brings success. The question though is how much more could be achieved by concentrating on making things better. Google and other giant corporations have been successful because they encourage risk and accept failure.  it’s part of the culture and  trying is rewarded. I hope we can see more of this coming in to business thinking.

Simon’s presentation was a great way to start the day and get people thinking about change. I followed this up with a session entitled “Happy Crap” by Erika Oliver , which was probably the best presentation I’ve seen of this type. Again, if you do a lot of conferences, there is little “wow” content, but the right presenter makes you see for yourself that you are just not doing the things you know you should be. We know the impact of being positive. We know that we should look at the positives in situations but we always get drawn to the negatives, especially with feedback. Erika demonstrated this with visually with her story of a mammoth quest to find the perfect pair of panties because somebody gave her feedback that her panty line was showing. (Ignoring the other 34 positive comments.). The solution to the problem was of course to buy bigger trousers, but her focus was on the negative feedback rather than the positive solution.

I think these two points fit well together on a corporate and individual basis. We need to learn from feedback, but also make sure that we view it in context. Erika’s simple story highlighted this point, and I’m going to look up her book for more of the same content. organisations need to ensure feedback is balances, and delivered in person, rather than by written forms which are always open to interpretation and lacks context. Real feedback on a regular basis, and not just when things go wrong, keeps people motivated and has a big impact on retention.

Looking forward to the next sessions,


Situations Vacant: Crazy warlord for high paying research post. Pharmaceutical #OHISHRM

This is the fourth time I’ve written this post, to introduce the conversation I’m going to be hosting on Thursday for Ohio SHRM. Part of what I’m going to be talking about, and the questions I’m going to be asking revolve around the skills gap and employability, and how this impacts on HR thinking. I had the post nailed, then I had a conversation with John Sumser, and he pointed me towards a post that was out today that really illustrates this point.
One of the things I’m going to be looking at is how work is changing globally. When we look at the what is termed the war for talent, there isn’t really a war at all.How can there be when unemployment is rising in most western economies?
At the same time, there are increased numbers of reported job openings most months. We have more jobs, and more unemployed. There is a serious gap between the perceived skills of the unemployed and the talent that’s being sought.
The gap lies in our education systems and  employability preparation delivered in university establishments across the world.Compare the figures for vocational study against what I would term “recreational” study delivered and taken up around the globe. Work is changing fast, and education is lagging far behind, hence the reason for the gap, and it is a real problem for the unemployed.
Those with the skills that are needed are already employed. The real war is in hiring other people’s talent, and in implementing the right initiatives. to keep the talent you have. Talent retention is probably more important than talent attraction right now, and a big part of retention is in skills development right now.How many companies focus on retention first as the number one challenge, identifying what really motivates people out of the text-book, and delivering that within an organisation through real internal mobility, security and other initiatives that keep people in the business. It’s a lot cheaper and less risk to keep the people you have and develop them, and a lot less risk, than it is going out and hiring.
The recovery we have seen has been well described as the jobless recovery. Demand has shifted to knowledge workers in areas like technology, consulting, information, data and the sectors that support for industries, 1000′s of jobs have been lost in sectors like manufacturing where any recovery has been automation lead. The jobs for those laid off just don’t exist. Should Governments be looking at pumping money in to job creation in ailing industries, or would it be better spent on education and employability?
The next real question is what education should look like, and how we should gauge knowledge and skills. We are still largely led by academic qualification. Training and learning is still increasingly driven by curriculum, exams and certification, but does this really tell us anything about the people we need to employ? I’m seeing a trend in my own profession, recruiting, where training providers and trade bodies are moving towards this, increasingly championing their latest accreditation with one university or another. Are these qualifications a reflection on employbility or suitability?
Here comes the next challenge, the way in which people learn now to the way in which we learnt in the past. The skill sets needed for the new economy are largely learnt by doing rather than thinking and studying. A clear example of this prompted this change of post.
Gamers, using gaming technology and skills honed over hours on gaming platforms have cracked a problem that academic scientists have been puzling over and failing for the last 10- years.

The problem solved is huge and could lead to a cure for aids. real, life changing stuff.
To understand why the gamers could do what the scientists couldn’t, you need to look at some of the characteristics of your average world of warcraft gamer.

High level problem solving skills.

Dedicated to finding solutions to new, complex problems.

Driven by achievement and recognition.

Seeing the game not the problem

Technology savvy.

It could also be argued that they are great at leadership, recruiting armies, keeping them happy and leading them in to battle, while working out the best strategy and keeping an eye on what stock you have to fight future battles.Lotsof skills that could be transferable to a range of situations.

I love the story of the gamers doing what the scientists and academics couldn’t do, but it does challenge the status quo on how and who we hire, where we might find them, reward them and manage them. I’m really looking forward to discussing this and other areas that span the globe, as well as giving some real examples of how things are changing.

From what I’ve seen so far, I’m going to be in great company.

Ohio, thanks for having me!


Will Gaamers Discover The Cure For Aids

Social South Africa #truSA

On Thursday 15′th September, at 9.00 GMT, i’m going to be running a webinar for the South African Recruiters Group on Social Recruiting. We will be running a second session at 10.00, as there is already over 180 attendees signed up.
In advance of the webinar, I’ve been checking a few stats on social media in South Africa. As always, my first port of call for any research is the excellent Social Bakers website. If you don’t know Social Bakers, or havent looked for a while, it’s a wealth of information broken down country to country, and very easy to navigate. From today, Social Bakers includes Twitter and LinkedIn stats to go alongside the comprehensive Facebook numbers. You should check out the site if you are planning anything in the social space.

I have also included data from Universal McCann’s annual social media tracker, Wave 4 who, included South Africa for the first time in its 2009 research. According to Wave, 25 percent of South Africa’s active internet users have uploaded videos to a video sharing site. Two million have had a brush with at least one social web site (even if only to read someone’s blog or to watch a video), and 1.4 million have a social network profile. (Taken from the report “On-line social habits of South Africans.”

Here are a few numbers that give a good background to the social media landscape.

LinkedIn Users: 1 351 022 Facebook Users: 4 401 720

25.49% of the on-line population have a LinkedIn account representing 2.75% of the population.
South Africa is the only African country listed in the top 50 LinkedIn users and penetration, ranked at 14.
Facebook penetration for the population is 8.96% which represents nearly 84% of the on-line population.

As a comparison, Africa as a continent has 33, 932, 940 registered Facebook accounts which represents 3.64% of the total population. South Africa sits second in users and penetration to Egypt, who have 8 551 420 users, representing 10.63% of the population, perhaps reflecting events over the last 6 months.

Facebook users in South Africa have grown by 15% over the last 3 months, a continuing upward trend.

Over 55% of Facebook access in South Africa is via mobile.

A few other Facebook  stats from Social Bakers.

Age demographics for Facebook users in South Africa

Growth in Facebook users in S.A.over the last 6 months

Average costs for Facebook advertising in S.A.

In researching this post, I found a great report from Fuseware on Twitter use in South Africa. Te report is a bit dated, published in April 2010, but the data tells a good story. To put the numbers in context now, in Jan 2011 there were 1Mn twitter users in South Africa, up from 90,000 in Jan 2010. (John Bell: Digital Influence Project.), This represents a remarkable 10 x growth. Based on this growth,it is safe to assume that Twitter has passed LinkedIn for users,bettered  only by Facebook.

 Twitter Stats for South Africa from Jan 2010: (Source:

  • 4.5% of South African sites reference Twitter
  • 1.5Mn tweets from South Africa per month
  • In  April 2010 Twitter was the 7th most visited site in South Africa
  • 12.96% of SA Twitter accounts have geo-location enabled
  • 35-40% of Tweets originate from a Mobile Device

What are they Tweeting about?

  • 23% are retweets
  • 17.3% are Questions
  • 24.5% of Tweets contain links
  • 47% of Tweets address another user – showing that the users that do actually Tweet are actively engaging in conversation with fellow Twitterati
Measured by number of unique visits, Twitter ranks higher in South Africa than anywhere else in the world!
The MWEB Friendship surveyed 401  South Africans aged over 18 on their internet use. the survey found that 76 percent of internet-enabled South Africans go to social networking sites. Applied to total internet population that means that almost 4 million South Africans frequent social sites – a figure that is roughly double the one given by Wave 4.
The Friendship survey ranked Facebook overwhelmingly at number 1. 74 % of South African Facebook users surveyed in Friendship 2.0 access this platform at least once a day!
 YouTube was ranked at number 2, with 32% of respondents recording that they viewed video on YouTube.
According to the blog “On-line social media habits in South Africa, there are only an estimated 100 users uploading video on the dedicated YouTube channel, YouTube.Co.Za, (the first local YouTube channel in Africa.) Views per channel range from 1.3Mn to 4,000 per channel.
Alexa ranks YouTube.Com as the 4′th most popular site in South Africa.

Given this result from those active in social channels, considering the very low number of South African channels, this is perhaps the most under utilised social media channel for recruiting. Food for thought?

The other social media channel listed was MxIt. For those unfamiliar with the region, MxIt is a local social media channel operated through mobile. It’s free, being very similar in functionality to the better known Blackberry Messenger. Whilst this channel is available via the internet, 90% of users access by mobile.
There are  an estimated 19Mn users in South Africa, dwarfing all other channels in size.
Interestingly, the friendship report ranked Mxit in 3′rd place with 29% of the respondents reporting using the channel. This could be explained by the ages of users, the majority being in their teens. In the same report, Twitter came a very close 4′th with 28%.
 I will be covering these numbers as part of the webinar, as well as ways in which the channels are being utilised for recruiting. I think the numbers speak for themselves, Facebook should be central to social recruiting strategy in South Africa. LinkedIn is the most logical place to source, but the least populated and popular. Twitter, YouTube and Mxit should definitely be included in the mix.
Bloggingis not yet a popular pastime in South Africa, with an estimated 5,000 blogs published. Whilst there are not lots of blogs compared with other over subscribed countries, this offers a real opportunity for recruiters and hiring companies to stand out with limited competition.
With over 50% of social media access coming via mobile, then this is another essential consideration.
In partnership with 1ntelligence software, we will bringing #tru to South Africa, in Johannesburg on the 9′th November, and Capetown on the 11′th November. #tru provides a great environment for exploring social recruiting and best practice. Hope to see you there.

Guest Post: David Walliams Social Community – Elkie Holland


It’s been amazing to watch David Walliams swim the Thames in aid of international charity sports relief. As much as his physical feat has been awe-inspiring, it’s also been incredible to see how people have used social to connect, follow his progress and ultimately raise money for the cause.
Whether it has been following his progress on twitter via a hashtag, leaving words of encouragement on Facebook or donating via a dedicated page, people felt a part of it much more than watching from the side-lines on TV.
Listening to the post event interviews, Walliams has commented on how surprised he was by the number of people who turned out on the river banks, swam in the river, partied in riverside houses and gave their support, as well as the speed at which they gave money, and the amounts at which they gave.
It is another real example of the reach and power of the social channels to mobilise people behind a cause that they want to be a part of. Nobody formally tells people where to be or when, they tell each other and the crowd gets swept up and joins in. Because people have access, they can take part.
This is my video of my day on the river cheering on David Walliams:

David’s epic swim has done a number of things

Looking at the things he has had to overcome (aside from a very long swim.)

  • The aches and pains of swimming from Lechlade in Gloucestershire to the edge of London
  • Battled diarrhoea, vomiting and low energy levels from “Thames tummy”.
  • Struggled with a painful rash where his wetsuit has rubbed his neck
  • Rescued a dog – Cookham Lock in Berkshire
  • Walliams’s wife, model Lara Stone, had to be  from a support boat which became stuck due to the movement of the tide yesterday. She had to be picked up by a boat operated by challenge sponsor BT .

Walliam’s finished the epic swim at Westminster Bridge yesterday  and so far has raised over £1 million. He has also made a lot of people smile in difficult times.

Walliams, 40, said of the support he has received: “I never expected this to catch the public’s imagination like it has – there seems to have been a real carnival atmosphere around. It which is lovely.”

What’s he done ?

David Walliams has done a lot:

He’s raised over £1 million for Sport Relief. He anticipated raising £200k!

He’s created a fantastic buzz and united people in his efforts by giving them something to take part in. Everyone taking part in the streams, sharing his news, progress and updates or adding words of support, had an opportunity to touch and share in his awesomeness. Everything had all the component parts of a real “community” where those involved could contribute by donating their own reach and networks to the cause.

With a very simple call to action, asking people to donate to the cause, there’s a simple end result. The message gets spread and people feel inspired to give. People gave because they got the message, shared in the exploit and most importantly, had a very easy way of doing so. All social needs a simple call to action.

On my part, I’m  humbled  to have witnessed part of David’s epic swim and to have cheered him on, hung out of a tree paparazzi style to take pictures, and paddled alongside him in a kayak. It’s been a lot of fun, and great to be a part of this community.

Walliams made the effort and a great effort that was, and the people, enabled by social took it to a whole new dimension.

(Oh: and Walliams klout went from 36 – 53 over the last week!)

You can find out about Sports Relief and donate HERE

#trulondon thought number 2: Small changes. Big differences

I was leading a track on Facebook recruiting, when Pete Linas of Bullhorn Reach commented how a small change to their candidate interface. The tab to apply for a job used to be labeled “Apply.”. Bullhorn Reach allows you to share jobs with all of your network on Facebook, LinkedIn or Twitter, or with targeted connections.
If the candidate clicks on the link to the job, they get the full job description.

What the team at Bullhorn did was quite simple, they changed the tab to read:”Lets Talk.” Now this seems like a small change, but it made a massive difference to the level of response which increased significantly. What this story really illustrates to me is the difference between applying and talking. There are those job seekers who will hit any application because they are desperate for a new opportunity, perhaps they are out of work.

The process of applying is a big commitment to the working candidate or passive jobseeker. They need more than a job spec before they want to share their C.V. In the past, they may have gone to the effort of forwarding their details, but in reality,many wouldn’t. The invitation to talk encourages the possibly interested or vaguely curious to explore more,and become candidates if the fit is right.

Engaging at this stage of the process is great for recruiters because they can start the filtering or selling process much earlier. I remember speaking with Greg Savage at #trulondon3 about his decision to take jobs off the corporate website, whilst he was C.E.O. of global marketing recruiters, Acquent, and connect job seekers direct with recruiters, working in their field of interest. This proved to be particularly succesful for Acquent, and is a strategy he has taken in to his new business Acquent.

The reasoning behind this is that recruiters can quickly identify those candidates that are on the money at point of entry, and start to establish a personal relationship quickly. One of the big impacts of the recession on job seekers is that they are far more likely to drop out of the process. The relationship and trust between the recruiter (corporate or third-party) is key in influencing decisions particularly the offer stage.

Equally, by identifying those candidates that don’t fit the bill at entry-level means you can manage expectation. Great for your employer brand and a real-time saving down the line. It worked for Acquent, so it is no surprise that the Bullhorn Reach switch from “Apply” to “Lets Talk” made such a difference. Social gives job seekers accessibility and opportunity to engage when they want to do it most.

My experience from the Facebook projects that I have been involved in recently is that potential candidates don’t really want to ask about job descriptions. They are more interested in the application process, skills needed and culture/environment. The key-consideration is to make sure that anyone offering the talk option,then you need the infrastructure to engage. If a potential candidate wants to talk, then they want to talk now. A post and pray approach means that recruiters can gather response and come back in their own time. Speed is an issue in a competitive sector, but there is the luxury of  being able to manage communication after the application process.

Adjusting your own process and marketing from apply to talk to, has many benefits if your ready for engagement. Not least, the increased commitment from candidates and significant growth in candidate flow.



Pete Linas

Bullhorn Reach

Greg Savage

#trulondon thought number 1; Lazy Recruiters!

It has been 48 hours since #truLondon and we covered a lot of content. Over the next 5 days I will be sharing a daily thought from #trulondon. Something that stood out for me or made me think, and there was plenty of things that stood out in the memory bank. I’m going to kick off with one I’d love to hear your thoughts:

#truLondon thought 1: Lazy Recruiters

Igotmore annoyed in one track than I can remember at any of the #tru events I have attended. What caused me to get so irate was the comment “recruiters are lazy!”. Now I have worked with plenty of recruiters over the last 27 years.In the past it was all agency recruiters, and I was one for a long time. More recently my work has been mostly with direct recruiting teams.I want to start by stating that in all this time, I have met very few that could be described as lazy. Quite the contrary,I,ve met few people in any other profession who work anything like the hours, or as hard as recruiters. So why this comment, and judging by the lack of reaction, agreement?
From my position, there is little difference now between the working practices of agency recruiters and their corporate counterparts. Whilst third-party agency recruiters might have fee paying clients to satisfy, that’s not really different to having equally demanding and fussy hiring managers, except that a corporate recruiter can’t drop a hiring manager if they prove to be a difficult customer.

Over the last 18 months, the roles have got closer and closer in terms of how they operate. When we talk sourcing, technologies, candidate difficulties or control, as well as influencing hiring managers, the conversation is identical regardless of discipline. Corporate recruiters benefit from greater support in candidate attraction from employer branding communications and initiatives, agency recruiters often benefit from a wider exposure to the market at large, through working with a range of companies.

Time pressure is an issue for both disciplines, as well as a “hire now” pressure ahead of “hire future.” The pressure is on to fill seats and find the hard to hire talent. The “war for talent” is largely a war for other people’s talent. The talent that is needed to fill open positions is the talent that companies are fighting to keep, everybody is battling for the same candidates. I think recruiters have been slow to communicate this. There is a real perception that recruiting is easy and as a result, recruiters are lazy.

In my opinion, recruiters can be accused of being inefficient. When we look at most recruiting technology, it’s mostly underused, with little investment in keeping skills up to date, changing operational practice as the technology has developed. Whilst most recruiting technology issues regular updates and increased functionality to stay competitive, most recruiters use it as was bought.

One clear example of this is the recruitment database or ATS. Many recruiters, (by no means all), use the database for information storage and tracking rather than information retrieval. The progress from Recruiting 2.0 to 3.0, was really little more than the move from post and pray to source and spray. Recruiting is still focussed on volume of approaches in the hope that some of it fits,and volume often brings results.  Priority needs to be on developing smarter working practice, and development takes time. Time is the factor most recruiters aren’t allowed, with the current pressure to hire. Rather than recruiter bashing, i’d like to see a rethink on allowing recruiters to redesign operating practice, and link closer with vendors to make sure they are getting the best out of the technology they have.

Recruiters work far to hard to be described as lazy, and only those who have never had to deal with the real complexity of influencing both candidates and hiring managers beyond attraction would ever think otherwise. Recruiters need to communicate these issues better, and work on brand “recruiter” as hard as employer brand. If you work with recruiters, get to know their job better.

People play the critical part in  the success of any organisation. The recruiters who source and introduce them are central to the success of the business. I always felt privileged to be charged with the responsibility of influencing people s careers and getting the best talent in to organisations. Talk of “lazy” recruiters does not reflect this.

Sometimes, and in some cases inefficient, true , but lazy, definitely not!




The #trulondon Schedule: September 1'st – 2'nd

Platinum Sponsor

#TruLondon is back again for the second time this year. Same venue, in the heart of Brick Lane, around the corner from Norton Folgate. We are expecting 170 people, so this time around will be running 4 tracks an hour. Theres live streaming in the Jobsite studio from 10.00a.m. – 4.00p.m. each day.Oscar Mager is running a Google+ experiment from 10.00am Thursday. johnny Campbell and the Social Talent Team will be running an employer branding film school. Theres lots to look forward to and take part.

Important note to attendees: Dress Code Is Casual. Please move between tracks as you need or want. Don’t sit in tracks being bored. The track leaders expect changes!


Day 1: 1′st Sept

9.30 – 10.00 – Introduction and welcome/Live twitter – Bill Boorman & The HR Busker – Doug Shaw

#tru Sponsor

Track 1 – #TruBSBingo – Patrick Boonstra – Room 1 – 10.00 – 11.00

Track 2 – The Google+ #Tru experiment – Oscar Mager – Room 2 – 10.00 – 11.00

Track 3 – Live Linked In Webinar with The South African Recruiters Group – Shane McCusker – Room 3

Track 4 – Talent Pipeline – Lucian Tarnowski – Room 4 – 10.00 – 11.00

Viral Video Film school – Johnny Campbell & Social Talent – Session 1 – 10.00 – 12.00

Livestream Broadcast Starts from the Jobsite Studio – 10.00 – 4.00 – DeeDee Doke & Team

Jamie Leonard’s Reconverse Room – Speed networking with vendors – 10.00 – 4.00

Coffee Break – 11.00 – 11.15

Track 5 – Employer Brand Management – Master Burnett – 11.15 – 12.15

Track 6 – The Social Agency – Steve Ward – 11.15 – 12.15

Social Media Sponsor

Track 7 – Guerilla Recruiting – Rob VanElburg – 11.15 – 12.15

Track 8 – Talent Communities – Lisa Scales – 11.15 – 12.15

Track 9 – Future Recruiting Technology – Tristan Greaves – 12.15 – 1.15

Track 10 – Big Data – Kevin Wheeler – 12.15 – 1.15

Track 11 – Linking In – Mark Williams – 12.15 – 1.15

Track 12 – Personal Branding – Jorgen Sundberg – 12.15 – 1.15

1.15 – 2.15 – Lunch

Track 13 – The Buskers Track – Doug Shaw – 2.15 – 3.15

Track 14 – Pacman Recruiting – Gordon Lokenberg – 2.15 – 3.15

Track 15 – Community Management -Mervyn Dinnen  - 2.15 – 3.15

Track 16 – Talent Anarchy – Jason Lauritsen – 2.15 – 3.15

Viral Video Film School – Johnny Campbell & Social Talent – 2.15 – 4.15

3.15 – 3.30 – Coffee

Tweetup Sponsor

Track 17 – Oxfam and Volunteer Recruiting – Beth Mayes – 3.30 – 4.30

Track 18 – Skills Gap – Charlie Duff – 3.30 – 4.30

Track 19 – Future Of Recruiting – Peter Cosgrove – 3.30 – 4.30

Track 20 – Theres an App for that – Dave Martin-3.30 – 4.30

Track 21 – Blogging For Branding – Hung Lee – 4.30 – 5.30

Track 22 – Recruitment 4.0 – Matthew Jefferey – 4.30 – 5.30

Track 23 – Candidate Experience -Ray Duggins – 4.30 – 5.30


Track 24 – Recruiter SEO – Ivan Stojanovic – 4.30 – 5.30

Evening Tweetup: The Lane Bar, E1

Day 2 – September 2′nd

9.30 – 10.00 – Open and Introduction – Bill Boorman/Augmented Reality Check – Gordon Lokenberg

10.00 – 12.00 – Viral Video Film School – Johnny Campbell & The Social Talent Team

Livestream Broadcast Starts from the Jobsite Studio – 10.00 – 4.00 – DeeDee Doke & Team

Jamie Leonard’s Reconverse Room – Speed networking with vendors – 10.00 – 4.00

Track 25 – The Rejection Business – James Mayes – 10.00 – 11.00

Track 26 – Mobile Strategies – Chris Bradshaw – 10.00 – 11.00

Track 27 – Influence Or Effluence – Bill Boorman – 10.00 – 11.00

Track 28 – Helande Harding – Talent Matters – 10.00 – 11.00

11.00 – 11.15 – Coffee

Track 29 – Referral Recruiting – Michelle Rea – 11.15 – 12.15

@BillBoorman Sponsor

Track 30 – The Social Footprint – Bill Fischer – 11.15 – 12.15

Track 31 – Employee Engagment – Jason Laurittsen -11.15 – 12.15

Track 32 – Video In Selection – Ed Hendricks – 11.15 – 12.15

Track 33 – The #TruGrads – Ruxxandra Fratescu – 12.15 – 1.15

Track 34 – Predictive Internet Behaviour – Peter Linas – 12.15 – 1.15

Track 35 – Facing Up To Facebook – Stephane Le’Viette – 12.15 – 1.15

Film SchoolSponsor

Track 36 – Recruiting Technologies – Stephen O’Donnell- 12.15 – 1.15

Lunch – 1.15 – 2.15

Track 37 – Anti-Social – Ettienne Besson – 2.15 – 3.15

Track 38 – Agency Branding – Lisa Jones – 2.15 – 3.15

Track 39 – Old Skool V New Kool – Alan Whitford – 2.15 – 3.15

Track 40 - How The Dutch Army Recruit – Patrick Boonstra – 2.15 – 3.15

Coffee – 3.15 – 3.30

Track 41 – The Hard Rock Story (120 Hires In 4 Weeks) – Bill Boorman – 3.30 – 4.30


Track 42 – I.T.Recruiting – Elkie Holland – 3.30 – 4.30

Track 43 – Compelling Content – Martin Couzins – 3.30 – 4.30

Track 44 – The Future Of Talent – Kevin Wheeler – 3.30 – 4.30

Track 45 – Recruiter 4.0 – Matthew Jefferey – 4.30 – 5.30

Track 46 – Secret Sourcing – Johnny Campbell – 4.30 – 5.30

Track 47 – The Future For social recruiting – Master Burnett – 4.30 – 5.30

#RIDE Sponsor: Enjoy The #RIDE

Track 48 – In The Clouds – Wayne Barclay

Close 5.30

7.30 – 1.30 – #RIDE

Live from Amsterdam, the Recruitment Industry Dance Event takes place in the City Hotel. A great time to chill after 2 days conversation. Excellent opportunity for networking, dancing and having a good time,

As always, expect surprises, extra tracks and changes,