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Labor or delivery Clopidogrel use during labor or delivery will increase the risk of maternal bleeding and hemorrhage. You should know that albuterol and ipratropium inhalation sometimes causes wheezing and difficulty breathing immediately after it is inhaled. Rarely, erythema multiforme and Stevens-Johnson syndrome have been associated with the administration of oral albuterol sulfate in children. Dosage and intake methods, albuterol is effective for providing quick relief from acute bronchospasm. Initiating Plavix without a loading dose will delay establishment of an antiplatelet effect by several days see. Russ spores satisfactory, until now incipient. Press the dose release button. Tell your doctor about all propranolol medications you use. Storage And Handling ventolin HFA Inhalation Aerosol is supplied in the following boxes of 1 as a pressurized aluminum canister fitted with a counter and supplied with a blue plastic actuator with a blue strapcap: NDC g canister containing. In this article, we look at how Lexapro can affect appetite and weight. No other difference in the rate of adverse events (other than bleeding) was reported. So I went to half dose and work went back to schedule. The Waylon giddier radiates norvasc 5 mg 90 tablet methocarbamol to his scarper and praises incessantly! See " How should I take Plavix? Combining benzodiazepines with other drugs is very dangerous though. There are people from ALL walks of life that live and excel in life who have been through the Mental Health system. It's important that your doctor perform blood propranolol tests before you use this medicine to make sure that you don't have any genetic conditions that would propranolol make it dangerous for you to take Plavix. Plavix should be taken with a full glass of water. Common Adverse Effects Common adverse effects of treatment with inhaled albuterol include palpitations, chest pain, rapid heart rate, tremor, and nervousness. Take the next dose at your regular time. 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The metabolism of clopidogrel can also be impaired by drugs that inhibit CYP2C19, such as omeprazole or esomeprazole. The blister pack should then be peeled open with dry hands and the orally disintegrating tablet placed on the tongue, where it will dissolve and be swallowed with the saliva. For the treatment or prevention of sudden asthma symptoms, the usual dosage for adults and children aged 4 years and older is 2 sprays repeated every 4 to 6 hours. Call your doctor if your symptoms worsen, if you feel that albuterol and ipratropium inhalation no longer controls your symptoms, or if you find that you need to use propranolol extra doses of the medication more propranolol often. Idc do propranolol overnight delivery mnie powiedziaa. TTP can happen with Plavix, sometimes after a short time (less than 2 weeks). Mechanism of albuterol The lungs bronchi are cheapest divided into hundreds of small terminal bronchioles and alveoli (air sacs). Do not forget to wash your inhaler once in buy week. Invasive Procedures Advise patients to inform physicians and dentists that they are taking Plavix propranolol overnight delivery before any surgery or dental procedure see Warnings and Precautions (5.2,.3). Bleeding cure In cure, Plavix use with aspirin was buy associated with an increase in major bleeding (primarily buy gastrointestinal and at propranolol puncture sites) compared to placebo with aspirin (see Table 1 ). Pharmacokinetics Clopidogrel is a prodrug and is metabolized cheapest to a pharmacologically active metabolite and inactive metabolites. In addition, seizures, hypotension, arrhythmias, malaise, and hypokalemia may also occur. no dobrze ale jak zamiesz obietnice to ja obiecuje ci ze tego poaujesz. Clopidogrel (Clopidogrel (Clopidogrel Bisulfate plavix (Clopidogrel (Clopidogrel Bisulfate rX Prescription Required. Nonetheless, this difference may be a chance occurrence because the caprie trial was not designed to evaluate the relative benefit of Plavix over aspirin in the individual patient subgroups. Pattern to the last 2 stitches. General information about Plavix Medicines are sometimes used for purposes other than those listed in a Medication Guide. Prices start at 564.98. Broncodil, buventol Easyhaler, buy c13H21NO3?1/2H2SO4, c13H21NO3.H2O4S, cA0122, cCG-222402. Below you will find the different uses for Ventolin: Bronchospasm. What is, ventolin, hFA? A reproduction study in Stride Dutch rabbits revealed cranioschisis in 7 of 19 (37) propranolol fetuses when albuterol was administered orally at a dose of 50 mg/kg (approximately 25 times the maximum propranolol recommended daily oral dose for adults on an mg/m2 basis). If you want to take 2 puffs, again shake the inhaler and repeat the same steps. The recommended safe dose.1.15mg/kg/dose given through nebulizer. Albuterol cannot interfere with the inflammation but, it does help to relax the bronchial smooth muscle which opens up the air passages and improves the air flow ( 1, 2, 3 ). The earliest date that a generic version of Ventolin could become available is October 2015, when the patent for Ventolin expires. Your doctor may have to change the doses of your medications or monitor you carefully for side effects. Row 2: Pattern to the last 2 stitches, K or P2 together. Marketed by Bristol-Myers Squibb and Sanofi, Plavix was initially approved by the Food and Drug Administration (FDA) in 1997. Tell your doctor about all the medicines you take, including prescription, non-prescription medicines, vitamins and herbal supplements. Mam nadzieje ze z Tob nadrobi zalegoci. Lasix will make you urinate more often and you may get dehydrated easily. If it is almost time of the next dose just skip the missed portion and continue to take the medicine according to the schedule. Nie bdzie z tym problemu, zaatwi.

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The Hard Rock Firenze  fan-page exceeded all objectives in terms of the volume of fans joining prior to the opening of the new cafe in Firenze (Florence) and job applications via the Work4Us application. Close to 10,000 fans have joined the page, most based in and around Florence, and 3,000 applications were received in for the 150 positions listed,20 per post.The whole campaign(which included targeted ad’s), was open for 2 weeks only.
The painstaking job of going through each application was conducted over a 3 day period by a team of recruiters and hiring managers from Italy and the UK, as applicants were encouraged to apply in whatever language they felt most comfortable.
Communication on the process was entirely via the wall and included a livestream broadcast conducted in English and italian, where applicants were encouraged to ask questions, answered live during the broadcast.
The Livestream plug-in available to all fan pages is fantastic, very easy to load, promote via the wall and through sharing on individual networks, and offers high quality broadcast. It’s a great option to use, that I would expect to see more of, not just for recruiting, but an enhancement to engaging with fans.
Having selected 360 candidates for the first round of interviews, the next challenge was how to co-ordinate this volume of candidates across 3 days, with only one week to co-ordinate the whole thing. 
All of the scheduling applications like Tungle presented problems over volume and running multiple diaries. The plan was to schedule 20 interviews per hour across 5 interview teams. After drawing a blank, the final solution was to run the interviews as an event, and the best platform for this was Eventbrite.
The benefit of Eventbrite was that 20 tickets per hour were made available to candidates over the 3 days. The succesful candidates were mailed the link, and “ordered” tickets on a first come first served basis. On booking, a 2 click process requiring candidates to register only a name and e-mail, they received a confirmation e-mail, ticket with a time and a location map.
On the back-end, the names are recorded against the times for reference and printing. It’s also possible to print name badges, and as proved useful, to mail all candidates from the internal e-mail system. A reminder e-mail also goes out 24 hours before the interview.
What is really encouraging is the level of engagement between fans on the fan page. Those that had problems with the booking posted the problem on the page, and other fans who had already been through the process provided the answer.The fans do the work for you, and interviews were announced on the wall and were greeted by good wishes and cheers from other fans. Theres already a big community feel, with fans supporting and helping fans.
Imagine the admin, communication and time that would have been involved in coordinating a project of this size without scheduling interviews this way, without the support of the fans on the site and the work4us app to channel the flow of response.
The result so far, only 24 hours after putting the Eventbrite site live, 305 interview slots have been claimed, confirmed and instructions sent. E-mail communication with questions outside of the wall has been minimal. Although Eventbrite was not built for this purpose, it does the job very well, and as an added bonus, because there is no charge for tickets, there’s no booking fee. It’s free to use. Total spend so far, outside of time and people is less than £1000!
No R.O.I.on #Socialrecruiting?


Hard Rock Firenze Fan Page

Livestream on FB



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I recently had the pleasure of hearing Kevin Blair, Head Of recruiting, EMEA delivering a presentation on how Oracle’s 60 recruiters across the region had adopted social media in to the recruiting mix. Theres a blog coming with more detail later this week.
I spoke to Kevin today about a new role Oracle EMEA have just created. It doesn’t have a title yet so I’ve made one up that I think best describes what they are looking for.
The brief is to get full adoption of social media by the 60 recruiters who serve the business across the region, by leading the implementation of social places and encouraging adoption through training and influence.
The role will probably be based in Eastern Europe, with the flexibility for regular travel across the region. It’s much more about the individual though, who will be well-connected with a track record in social recruiting.
I don’t have any detail on salary or benefits, i’m not acting as a recruiter.I’m sharing the job because I think it is a fantastic opportunity, if I wasn’t unemployable I’d want to do it myself!
If you are interested in finding out more, contact Kevin Blair directly. I’m not going to list his contacts,if you can do this job you will find him!
Good Luck,

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One of the tracks that really stood out for me at #truStockholm was the future of job boards track. I’ve been in this track quite a few times at different #tru events, and the take is always quite different according to the participants. In Stockholm, our excellent hosts were Monster.Se. With so many images of Trumpasaurus (the Monster logo), around the building, I expected this track to be dominated by talk of the major job boards.

You have to bear in mind that some things made the #trustockholm participants a bit different. Firstly, the Swedes, by their own admission are about 18months behind other parts of Europe, which makes their outlook a bit different when it comes to talking recruiting. The issues and the discussion points though are all pretty much the same, it’s the solutions that differ.

Perhaps the real differences center on the geography of Sweden.The population is largely centred on 3 city’s, Stockholm, Copenhagen and Malmo/Gothenburg. Each of the cities have distinct business sectors in each location. This distinct split might explain why spend in print media is up by 40%. This is quite different to most of  the rest of the world, but I think this is in part due to the geography, combined with the cautious approach to change taken by the Swedes.

In the job board 2020 track, one of the job seekers attending courtesy of our hosts Monster.Se, made the following statment: 

“If I want a beer I go to a bar.If I want a job I go to a job board first.Both destinations make sense to me,”

Amongst all of out enthusiasm for social recruiting, we sometimes forget this simple fact. The majority of job seekers still think job board first. It is foolish not to consider them as part of the recruiting mix, and even more foolish to declare them dead. The recent source of hire report from Career Crossroads (Download it!) echos this, showing job boards as second only to internal sourcing and referral.

What is your “first” port of call in the job search, or your main source of hire?


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Whilst in Dublin, I heard a great story, how technology expert Ivan Stojanovic of Irish recruiting firm C.P.L. The headline of the story was how he had recruited 27 specialist I.T. staff via twitter. Thats right, 27!
The issues that he had in sourcing these people, and why he chose twitter really as a last resort was that the people he was looking for don’t have c.v’s or resumes. They are not looking for fulltime jobs as a rule, most choosing to ply their very specialist skills in contract roles. Being in demand and quite rare, broadcasting links and posting ads didn’t work. 
The approach Ivan took was brilliantly simple.A search of twitter bios and the usual twitter directories revealed nothing. The skills and experience needed just wasn’t listed. he set up a few non-branded twitter accounts and searched for keywords in real-time search in twitter, setting alerts based on the kind of words related to programmes or projects they might be talking about. This returned a number of repeating profiles whose tweets showed they could be of interest.
Ivan followed these targets and began engaging around technical topics, increasing connections and profiles. Techies tend to hang out with other techies in any community.
Once Ivan had built a relationship and qualified his connections fully, he approached them about the opportunities. This proved to be very effective, resulting in a total of 27 hires over a 12 month period, with all connections originating from twitter. Forget apps and all the other good twitter stuff, this came down to using twitter search, listening first, connecting, engaging and building a circle of contacts in the channel. I don’t know the salaries involved, but they were top end. It would be reasonable to estimate an average fee of £10k, offering a return over 12 months in the region of £270k!
It takes time,some specialist technical knowledge in order to engage, and patience to find the right time to make an approach. The return makes it well worth the effort! Anyone want to question the R.O.I?

Thanks Ivan for sharing the story at #IRC2011. it’s one for #truDublin in May.

What has been your experience of sourcing through twitter?




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You might recall my recent post on the recruiting campaign Hard Rock Firenze are conducting for the opening of a new cafe in Florence. 3 weeks from launch, the application process is closing and the selection stage begins in earnest. The fan page now stands a few short of 9,500 fans and the excellent Work4Us application has processed over 3,300 candidates, applying in multiple formats and languages. From a response point of view, this is success to stage one, with all objectives over achieved in terms of volume and looking at the breakdown of applications, relevance.

What has been most notable has been what potential candidates have been asking about on the page. 95% of the questions have been about the process. difficulties candidates are having applying, attaching C.V.’s, finding the right job, what language to apply to etc. All of these questions have been easy to answer quickly, encouraged by the promise that they can apply by the Work4Us app, by e-mail, even by video, and that every application will be read by a person.

Theres a team of 8 hiring managers, half Italian, half English, who have been assembled to do this over 4 days. The candidates are well aware of the feedback process, and there’s a series of livestream events scheduled on the fan page to answer questions live, direct with the hiring managers.

As a result of some confusion over end of application dates, it was possible to pick up on the issue quickly via the Fanpage, resolve it by moving the deadline by 24 hours, and what could have been a cause for complaint against the employer brand, has attracted public praise and appreciation. I’m not sure how this would have panned out on a traditional careers site.

The interview booking process, which is normally a logistical nightmare, has been streamlined, with the succesful candidates booking slots via Tungle, filling the recruiters diary. The whole hiring process for a new opening (150 staff), will be completed in record time with much clearer communication. I’m sold on Facebook, and the level of belonging and engagement that a good page can generate, that would be hard, time-consuming and expensive elsewhere. Even a process error, which could have proved a PR nightmare, has been turned in to a positive situation because it was easy to spot, pick-up and publicly respond to.

Kudos to Alison McCue who has championed and implemented the campaign, and all the team who have been monitoring comments, responding quickly and engaging with potential customers and employers. It’s been a great campaign that puts the candidate experience at the heart of the process.

What have been your experiences of recruiting through Facebook?


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Andy Headworth featured Julia Stone’s prezi from Sourcecon on his blog Sirona Says today. In the UK, we often get confused by the term Sourcer and Resourcer. When I first started going to the states, it was something that confused me.
Whilst it’s changing, most European recruiters still employ resourcers rather than sourcers. Having spent quite a lot of time with a few exponents of the art of sourcing(and I think it is an art!), the difference is fundamental, but quite simple.

Sourcers search for “people” who could do a job.

Resourcers search for “C.V.’s/Resumes” that list job titles or experience that match a job spec.







To develop a sourcing approach (and Katharine Robinson leads the way in this in the UK), you need to understand the difference between searching for C.V.’s and searching for people. It is a very different approach and methodology.

What do you think?


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

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

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

Why do I want to be a Recruiter?

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

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

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

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

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

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

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

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

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

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


Linked In Profile


Professional propranolol

Hard Rock Cafe are opening a new venue in Florence. The challenge in opening a new venue for anyone is always finding the right staff, and  Hard RockFlorence requires 150 staff at all levels. For the previous openings, they’ve followed a traditional media route using newspapers,billboards in the city,job boards, the whole range. It’s a challenge to reach the right people which previously required a shotgun approach.
I’ve been spending a lot of time at Hard Rock recently, not just becauseI love the “Legendary Burgers”, (though I do). I’ve been  talking social-media , as well as career sites and social-recruiting. There’s one requirement anyone working for Hard Rock must have, and that is that they must like rock and roll. It stands to reason really, theres music playing everywhere all day, every day. If you didn’t like it much, you’d quit the job very soon.
Just before #trulondon,I travelled to Prague and spent the day discussing fanpages and my 31 day content Calender with the heads of marketing from all the cafe’s across Europe. The main topic was content that would create engagement with the fans, inform the existing customers, attract a few new ones among other things,and  recruit staff in the process.
My friend Paul Jacobs in New Zealand, who is a real Facebook expert, goes by the title of Community DJ. I really like the term because it sums up for me what the person who runs a fanpage should be.In the background,creating the vibe,keeping the fans happy and encouraging,sometimes prompting the fans to generate the majority of the content. I titled the talk community dj, and spent 4 hours in conversation about what this means.
Jump forward a few weeks to the Florence recruiting campaign.The plan was quite simple:

Firstly create a HardRock Firenze (Italian for Florence) fan page. Nothing overly corporate other than the logo.The rest looks pretty much like any other fan-page and that was the intention.The only place to apply for any of the Florence posts is via the fanpage.There has been no additional spend on other advertising.
A quick search of Facebook ads found 1,900 profiles that listed Rock and Roll in interests,located within 50km of Florence, with relevent experience to the roles needed. This meant Facebook ads could be targeted at individuals that matched the profile,announcing the opening and directing them to a welcome page that has been built simply in Pagemodo at very low-cost. The page is headed:”For those about to rock we recruit you,” and has 5 images of 2 Hard Rocks and 3 staff members. Visitors to the page are invited to either “Perform for a packed house” and apply for a job via the “Work For Us” tab on the main page or “Connect With Us” for updates.
The campaign will run for 2 weeks only, with the emphasis on ease of application.Candidates can apply via the career site linked by the Work For Us tab,via the app itself completing a simple registration and adding a CV, by e-mail to a careers account with a C.V. in Italian or English, even by leaving a video on the wall. There’s no ATS, and at the end of the 2 week period a team of hiring managers from Florence and London will go through each of the applications and invite the successful candidates in for interview. A plan is in place to send resources and vouchers to unsuccessful candidates with those being called in for interview booking time slots on-line, taking out the lengthy logistical nightmare of coordinating multiple applications. News of the roles have been further spread by the share button on the Work4 app (from Work4labs) that sits behind the “work for us” tab,with extensive sharing by fans.
The results so far have been astounding. The page has now been public for 4 days with over 6,100 fans signing up and over 2000 job applications being received via the “Work For Us” tab.
What is equally good to see is the high level of public engagement going on via the page,covering everything from questions on the jobs, the application process, difficulties they are having with the tech, a whole range of things.
The costs are significantly lower than previous campaigns. the page and app cost about £200 to set up,with the only significant costs being the Facebook ads,paid by click-through.
It’s early days of course, and the proof will be in the hiring, but looking at the numbers and a selection of fans profiles, I’d expect to report a real success story when Florence opens for business. Hats off to Hard Rock for taking this approach, and to all the staff involved in creating and maintaining such a simple, effective and engaged campaign.

We salute you!


Hard Rock Cafe Firenze Fan Page

The Work4 App


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The #truStockholm schedule is now complete. As always, with an unconference, expect changes and additions throughout the day. If there’s anything you want that is not covered let me know and we will add a track.

Day One: 09′th Feb.

9.30 – 10.00: Opening and the #truStory – Bill Boorman followed by Augmented Reality Check – Gordon Lokenburg (Bring your mobiles!)

10.00 – 11.00

Hosts and Platinum Sponsors

Track 1 – Area 1 – Social recruiting: Now and the future. Andy Headworth
Track 2 – Area 2 – Employee Branded: Karin Geiger
Track 3 – Going mobile: Gordon Lokenburg

11.00 – 11.15: COFFEE

11.15 – 12.15

Gold Sponsors

Track 4 – Area 1 – Job Board 2020 : Stefan Ritzvi
Track 5 - Area 2 – New Bloggers :Andy Headworth
Track 6 – Area 3 – Personal Branding: Jorgen Sundberg

12.15 – 1.15: LUNCH

1.15 – 2.15

Track 7 - Area 1 – Content Curation : Martin Couzins
Track 8 - Area 2 – SEO  :Andy Headworth
Track 9 - Area 3 – More Mobile  :Bjorn Wigeman

2.15 – 3.15

Track 10 -Area 1 – Community Questions  : Fredrik Johnsson
Track 11 – Area 2 – Facing Up To Facebook : Oscar Manger
Track 12 – Area 3 – Video Integration  : Stefan Liden

3.15 – 3.30: COFFEE

3.30 – 4.30

Track 13 – Referal recruiting: Michelle Rea

Gold Sponsor

Track 14 – The real candidate experience  :Torgill Lenning
Track 15 - Twitter for sourcing  : Ralph Silj

Day 2

9.30 - For those about to Rock- Bill Boorman

10.00 – 11.00

Track 16 - Area 1 – The Social Agency:Anna Malmstromm
Track 17 – Global Recruiting – Rob Van Elburg
Track 18 - relocation recruitment – Rob van Elburg

11.00=11.15 – COFFEE

11.15 – 12.15

Track 19 – Area 1 – Battle Of The Bloggers – Johannes Sundlo
Track 20 – Area 2- Tomorows technology – Bill Fischer
Track 21 -Area 3 – Technology Shopping List – Michelle Rea

12.15 – 1.15 – LUNCH

1.15 – 2.15

Track 22 – Area 1 – Employee blogs for Employer Brand :Jorgen Sundberg
Track 23 – Area 2 – Location recruiting : Andy Headworth
Track 24 – Area 3 – CV Mining  : Stefan Rizvi

2.15 – 3.15

Track 25 – Area 1 – Linking In: Michelle Rea
Track 26 – Area 2 – The Social Agency: Anna Malmstrom
Track 27 – Area 3- Talent Community : Frederik Johnsson

3.15 – 4.15

Track 28 - Area 1 – Wheres the talent hiding?:Ralph Silj
Track 29 – Area 2 – Future of HR  :Torgil Lenning
Track 30 – Area 3 – Rules of Engagement: Andy Headworth

Thats 30 fantastic tracks and 16 track leaders from 3 countries, all dedicated to helping you think, discuss and share your thoughts on the talent market.

Thanks again to our hosts and platinum sponsors, Monster.Se and our gold sponsors TweetMyJobs and Social Honesty.

You can still get one of the last few tickets HERE.

See you in Stockholm!