Next stop: #truStockholm: Track leader list 9'th – 10'th March

The #tru carnival moves on next week from #trulondon to #truStockholm. There’s something special about the first #tru event in a new city and a new country. Those that attended the first #trulondon, #truAmsterdam or #trumanchester will know exactly what I’m talking about. As the communities have developed, it’s great to have shaped it through the first event.
Thanks to Monster.Se for making this possible! 

I can now announce the line-up of track-leaders so far. Expect more confirmations over the coming week:

Andy Headworth – Founder – Sirona Consulting
Michelle Rea – CEO – SocialHonesty
Oscar Mager – CEO – Recruiting Essentials
Stefan Ritzvi – Marketing Director – Nordics – Monster
Bill Boorman – @BillBoorman and #truevents
Karin Isberg – Employment Branding Specialist – The Tomorow Story
Rob VanElburg -COO – Rave Recruitment and #RIDE
Keith Robinson – Founder – The Buzz/Jobsite Advisorand E-Comm Digital
Torgil Lenning – CEO Potential Park
Anna Malmstrom – CEO – Propell
Jorgen Sundberg – Founder – LinkHumans and Social-Media london
Fredrik Johnsson – Founder – HRSvreige
Sara Headworth – Sirona Consulting
Johannes Sundlo – HRSvernge
Stefan Liden – CEO – iNeed

Thats a fantastic line up from 3 countries, all looking to share their knowledge and provoke conversation.

We’ve also added some new tracks due to demand:

#truGrads – The real graduate recruitment process and what they need from employers.

Culture Match – How to best understand culture, interview and select for fit.

Augmented reality check – the potential for recruiters in utilising augmented reality, data-mapping and location-based recruiting techniques.

Case studies – a selection of case studys covering what people really did to recruit, successes and failures.

Every picture sells a story – using photos and images to reinforce employer brand.

Blogging for branding – how employees are encouraged to spread the employer brand through blogging, selling the message person to person.

Changing face of learning – The impact of social-learning, from on-boarding through to continuous professional development.

We will of course be adding tracks right up to the day according to the attendees needs. Let us know what you want to hear.

Theres 30 tickets left. it would be a shame to miss out,

Book HERE

Bill

PS: One day tickets now available.

#Trulondon thinking: How to break stuff – Conference edition



Process tool kit

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

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

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

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

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

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

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

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

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

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

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

Special mentions in dispatches:

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

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

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

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

Laurie Ruettimann – you know why.

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

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

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

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

Bill

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

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

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

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

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

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

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

My #trulondon thinking and the #trugrad program

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

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

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

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

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

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

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

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

What we are looking for:

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

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

3: Ideas on how we can grow the program.

4: Venues for hosting workshops and training days.

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

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

Bill

 

 

 

#trulondon masterclass: @AlexGCharles – Broadbean

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

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

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

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

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

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

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

The #trulondon schedule

Platinum Sponsor

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

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

Thursday 17/02/11

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

10.00 – Room 1 – Track 1


Michael Long/Gavin McGlynne – Blogging for talent

Track 2 – Room 2

Steve Ward – The Social Agency

Track 3 – In The Round

Kevin Wheeler – Referral Programs

Gold sponsor

Track 4 – Break Out -

Andy Hyatt – Career Sites

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

11.00 – coffee

11.15 – Showtime – John Jones

Gold sponsor

11.30 – 12.30 - Track 5 – Room 1 -

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

The Real Graduate Experience

Track 6 – Room 2

Jon Ingham – HR and Teams

Track 7 – In The Round

Peter Gold – S.E.O. and Ad Words

Track 8 – Break-out Area

Jorgen Sundberg/Laurent Brouat – Personal Branding

In The Sourcing Booth: Irina Shamaeva

12.30 – 1.30 – Lunch

1.30 – 1.40 – Getting To The Point – John Jones

Track 9 -Room 1- 1.40 – 2.40

Laurie Ruettimann/Theo (TheHRD)

Debate: Recruitiers aren’t strategic

Track 10: Room 2

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

Track 11 – In The Round

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

In the Sourcing Booth: Geoff Webb

Track 12 – Room 1 – 2.40 – 3.40

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

Track 13 – Room 2 -

Lis Wilson – New Model Army

Track 14 – In The Round

Charlie Duff/HRZone – Mind The Skills Gap

Track 15 – Break-out Area

Paul Harrison – Getting people socially integrated

In The Sourcing Booth: Glen Cathey

Track 16 – Room 1 – 3.40 -4.40

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

Track 17 – Room 2 – 3.40 – 4.40

Alan Whitford  - Talent Communities

Track 18 – In The Round

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

Track 19 – Break Out Area

Arie Ball – The Sodexo Story

In the Sourcing Booth: Irina Shamaeva

Track 20 – 4.40 – 5.30 – Room 1

Greg Savage – New Kool v Old Skool

Track 21 –  Room 2

China Gorman – HR Communications

Track 22  - In The Round

Marc Drees – When Candidates Meet Technology

Track 23 – 4.40 – 5.30

Martin Edmondson -Local  Community Building

In the Sourcing Booth: Geoff Webb

5.30 – Bar Opens/John Jones – Achievers

6.30 – UK Recruiter Network Evening.

Day 2:

Track 24 – Main Room – 9.30 – 10.30

Andy Headworth – #socialrecruiting now

Track 25 – Room 2

Dave Martin – Mobile Now/Mobile Future

Track 26 – In The Round

Sarah White – Technology Strategy

Track 27:   Break Out Area:

Bill Boorman – Brand Haters And Twitter Assassins

In The Sourcing Booth: Geoff Webb

Track 28 – Main Room – 10.30 – 11.30

John Sumser – Influence

Track 29 – Room 2

Gordon Lokenberg – Augmented-Reality Check

Track 30 – In The Round

Mark Rice – #Andsome Case studys

Track 31 – Break Out Area

Resourcing and relocating globally – Rob VanElburg

In the Sourcing Booth: Glen Cathy

11.30 – 11.45; Coffee

Track 32 -Main Room – 11.45 – 12.45

Felix Wetzel – JobBoard 2020

Track 33 – Room 2

Irina Shamaeva – Boolean Strings

Track 34 – In The Round

Mark  Leonard – Selling from technology

Track 35 – Break Out Area

Hiring in Scandinavia – Michelle Rea

12.45 – 1.45 – Lunch

Track 36 – Main Room – 1.45 – 2.45

Mark Williams and Jacco Valkenburg – LinkedIn

Track 37 – Room 2

Geoff Webb – The Video Webb

Track 38 – In The Round

Arie Ball – Building A Virtual Sourcing Team

Track 39 – Break Out Area

Johnny Campbell – Facing Up to Facebook

In the Sourcing Booth: Irina Shamaeva

Track 40 – Main Room – 2.45 – 3.45

Damon Klotz/John Sumser/Laurie Ruettimann – Changing HR

Track 41 – Room 2

Lucian Tarnowski – Social Learning

Track 42 – In The Round

Andy Headworth – Blog Development

Track 43 – Break Out Area

Lisa Jones – In The Clouds

Main Room – Track 44 – 3.45 – 4.45

Bruce Morton – India and the Far East

Track 45 – Room 2

James Mayes – Twitter Sourcing

Track 46 – In The Round

Alison McCue – The School Of  Hard Rocks

Close and The Radical Party.

Buy Tickets Now

#trulondon Masterclass Schedule – 16'th Feb

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

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

1: Topic overview (15 mins)

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

3; 15 minutes open conversation and questions.

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

The Schedule:

Track 1: Main Room – 9.30am

Matt Alder – Metashift

Employer Branding

Track 2: In The Round – 9.30am

Michelle Krier – Pinstripe Talent

Looking outside the recruiting bubble

Track 3: – Main Room- 10.15

Andy Hyatt – Bernard Hodes UK

The Staples case study

Track 4: In The Round – 10.15

Alex Charles – Broadbean Technology

One Size Fits None

Coffee: 11.00

Track 5: Main Room – 11.15

Laurie Ruettimann

The Real HR Challenges

Track 6: In The Round– 11.15

Paul Harrison – Carve Consulting

Social Inclusion

Track7:Main Room- 12.00

Glen Cathey – KForce & Boolean Black Belt

Talent Pool v JIT Sourcing (part 1)

Track 8:In the Round – 12.00

Gavin McGlynne – CultureBank/Neil Tune – Fitness First

The Fitness First Case Study

Lunch – 12.45

Track 9: Main Room – 1.45

Colin Minto and The G4S Team

The G4S Global Talent Pool Project

Track 10 – In The Round- 1.45

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

Track 11 – Main Room – 2.30

China Gorman – Consultant

Global HR and Diversity Approaches

Track 12: In The Round – 2.30

Kevin Wheeler – The Future Of Work Institute

Extreme Recruiting

Coffee – 3.15

Track 13: In The Round – 3.30

Michael Long – Rackspace

Recruiting Rackers

Track 14: In The Round – 3.30

John Sumser – HRExaminer/Steve Smith – Starr-Tincup

Employment branding in a post recession social media world.

Track 15 – Main Room – 4.15

Jon Ingham – Human Capital Management

Socialising HR

Track 16 - In The Round- 4.15

Alison McCue – Hard Rock Cafe

Recruiting Rockstars

Track 17: Main Room – 5.00

Sarah White – Employer TBA

Technology Integration

Track 18 – In The Round – 5.00

Tracy Lauren – Semantic Technologist

The Semantic Future

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

Bill

Theres still a few tickets left. Book them HERE

Paid Social-media Internship with @CarveConsulting

I spotted this post for a paid intern in the stream this morning that i wanted to share with you in case you know anyone suitable. Theres a few things that stand out about this post that makes it worth a serious look.

Firstly, it’s working with Paul Harrison from Carve Consulting. I have a lot of time for Paul. he takes part in most of the #tru events and really knows his stuff. he has been an advocate of employing paid interns (or twinterns) and has had a lot of success in working with interns to develop a social media infrastructure for businesses. I know that with Paul, the training will be top dollar and the succesful interns will be working at the forefront of social media thinking, particularly in the area of social dashboards and listening. (If you are unsure of what either of these terms mean, Paul will be covering them at the #tru Masterclass and #trulondon!).
The other thing that stood out for me is that the internship will be based on-site with an executive recruiting firm, MRL. It’s good to see another recruiting firm getting serious about social and investing time, money and resources in developing a real social presence. Interestingly, a key aspect of the role is developing the recruiters in the business to engage with candidates and clients via social channels. I know from experience that this is no easy task but the objective shows the intent to integrate social recruiting in to the heart of business practice, rather than leaving it to a team of interns to do all the communication and expect the results to flood in.
For somebody based around the Brighton area (or even willing to move), this presents a real opportunity to learn and develop a career in either social media or social recruiting.
I have worked with twinterns before with some of the recruitment businesses I work with. managed, supported and developed correctly, it’s a route that can be really beneficial for everyone. You can apply direct to Paul for details, or if you want to forward any contact details to me, i will gladly pass them on. I think it is a great opportunity for someone, and should be shared in your networks.

Bill

The Job Spec

Carve Consulting

My post On Twinterns

 

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

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

Social media sponsor

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

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

 

Sue Marks

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

 

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

Pinstripe Talent

Buy #trulondon Tickets

 

#Tru kommer till Stockholm!

Tack vare Michelle Rea på Social Honesty och sponsorn Monster.se.
#Tru är en såkallad ”unconferences” för dig med intresse för HR, rekrytering, teknik och employeer branding.

Vad är en unconference?
En unconference är ett event som bygger på konversation mellan deltagarna. Man väljer ett ämne som intresserar en och sedan deltar man aktivit i diskussionen. Varje diskussionsämne presenteras av en moderator, utvald för dess kunskap inom ämnet. Moderatorns roll är att starta upp konversationen och hålla den igång men i övrigt är det upp till dig! När du deltar är det du som sätter agendan, du som frågar vad du vill och du som delar med dig.
Tre diskussioner löper parallellt varje timme och när du fått nog av en diskussion hoppar du raskt över till nästa. Du behöver inte stanna längre än du själv vill och fokus ligger till 100% på ditt lärande och ditt nätverkande och inte att pressa i dig en massa information du inte vill höra.

Det finns 4 enkla regler, bortsett från det är resten upp till dig:

1: Inga Presentationer.
2: Ingen Powerpoint
3: Inget namnlappar. Om du vill veta vem någon är; fråga!
4: Deltagarna bestämmer innehåll och mål.
För Stockholm tar vi en reträtt strategi.
Antalet platser är begränsat till 75 stycken så skynda dig att boka redan idag!

Diskussionsämnen:

Regional Rekrytering

Vad är skillnaden mellan att attrahera och rekrytera talanger i
Europa eller världen? Vad fungerar och vad som är absolut no-no? Vad är riskerna med outsourcing? Hur hittar du dina topptalanger?

Social Rekrytering
Från Twitter till Facebook, hur fungerar rekrytering i sociala medier? Vilka kanaler som fungerar? Kan rekrytering via sociala medier implementeras i din organisation eller ska ni fortsätta såsom ni alltid gjort? Vilka är framgångs historierna? Vem gör det bra och kan visa resultat?

Tekniks inköpslista?
Tekniken förändras i snabb takt. Vilken teknik är viktigt för HR och rekryterare och vad kommer härnäst? Hur kan rekryterare nyttja ”molnet” och vilka förändringar kommer detta att medföra? Från ATS till databas, allt handlar om teknik.

Nya Skool mot Gamla Kool?
Det har alltid pratats om att rekrytering måste förändras och utvecklas. Social Media, Branding, Value Proposition etc har blivit den mest omtalade
försökspersoner med att rekrytera, företag eller tredje part. Detta spår tittar på
där nya verktyg passa med gamla regler, och ställer frågan om
någonting har verkligen förändrats, och om det ska.

Job Board 2020
Om man dömmer utifrån många inlägg och debatter håller jobbsiter på att dö ut. Siffrorna och kandidaterna verkar tala ett annat språk. Hur kommer jobbsajter utvecklas under de kommande åren, och vilken roll kommer de att spela i rekryteringsprocessen?

LinkedIn
Var passar LinkedIn i rekryterings mixen? Vilken effekt har LinkedIn på företags rekryteringsprocessen? Hur inkorporeras LinkedIn på befintliga jobsiter (inklusive Monster)?

Employeer Brandning
Vad innefattar employeer branding? Ska employeer brandning dikteras av marknadsavdelningen? Hur mycket inverkan har sociala medier har på varumärket? Kan ett företags employeer brand separeras från företagets varumärke? Vad är det bästa sättet att återspegla ett företags varumärke och värderingar som arbetsgivare?

Facebook
Är Facebook en bra plattform för rekrytering? Ska Facebook enbart vara ett personligt nätverk eller kan/kommer gränserna att suddas ut?

Ny bloggare?
Att blogga är ett av de mest effektiva sätten att marknadsföra sitt personliga varumärke. Som ny bloggare har man oftast en rad frågor såsom vilken plattform man skall använda och hur man skapar innehåll? Ställ dina frågor och funderingar till erfarna bloggare.

Community
Vad utgör en community? Hur skapar man ett community och hur håller du medlemmar engagerade? Vilken roll ska och
kan tekniken spela? Hur skiljer sig online från offline? Allt detta och mycket mer.

Socialt lärande
Om lärande förändras, hur kan vi integrera sociala lärande och utveckling i traditionell utbildning? Är det nuvarande utbildningssystemet “Inte anpassat för ändamålet?” Hur kan social inlärning byts mot arbetsplats lärande?
Vad förändras nu och vad kommer att förändras i framtiden?

Rekrytering via referenser
Framhålls ofta som den mest effektiva och billigaste
form av rekrytering. Allt eftersom det personliga nätverk växer och blir virala såsom tillexempel Linked, hur kommer
detta inverkan på företagens sätt att rekrytera?

Secret Sourcing
Vilken är den bästa vägen att hitta de bästa kandidaterna? Vilka kanaler fungerar bäst och hur har detta förändras? Hur och var söker man och är det någon kategori som är extra svår att hitta? Dela med dig av tips och prata med experter om hur de hitta folk.

Slaget om Bloggare
Alltid populär på # truevents. Gå med i “blogg Squad” och andra erfarna bloggare och prata hur man bygger en effektiv blogg. Vilka är de bästa källorna för innehåll och vilka tjänster har störst inverkan? Hur kan du sprida ditt budskap för att nå din målgrupp? Dela med dig av dina insikter med andra bloggare och ta med dina frågor.

Global räckvidd
Rekrytering, HR och nätverk har blivit globala. Hur har detta påverkat vårt sätt att arbeta? Vilka är fallgroparna med Hr och globalisering? Hur skiljer sig olika kulturer åt och hur påverkar detta vårt sätt att arbeta? Hur planerar en global kampanj?

Kandidat Upplev Solutions
Istället för att tala om de vanliga problemen kandidat erfarenhet, och alla
enas det finns ett problem, kommer denna låt titta på lösningar
specifikt. Vilka är de goda saker folk gör och hur detta
tas emot? kan tala verkliga lösningar och fixar i stället reflektera över
gamla problem.

Locka akademikerna till dig!
Vad är det för utmaningar akademiker söker? Hur får man ett internship att verkligen fungera? Vilka är de mest effektiva sätten att bygga relationer med dagens akademiker? Hur knyter du och din organsation till er forskartalanger?

Gen Y om Gen Y
Det har varit mycket prat, myter och kommentarer om Generation Y, vad är sanning och vad är påhitt? Många som diskuterar och debatterar kring Gen Y är inte själva en del av Gen Y. Diskussionen kommer att ledas av Gen Y:are och de kommer att dela med sig avsina åsikter om vad de verkligen gillar. Vilken är den bästa strategi för att attrahera och behålla de bästa förmågorna från denna generation?

Anti – Social
Socialmedia rekrytering bör endast utgöra en del av din rekryterings- och talangstrategi. Hur når man dem som sitter utanför den social media?

Going Mobile
En smartphone blir var mans egendom och inverkar på hur människor söker information och ger ständig tillgång till internet. Vad är viktigt för dig som HR-person att känna till kring mobil och HR? Vad är egentligen fungerar och vad kan förkastas? Dela dina tankar, erfarenheter och frågor med människor med erfarenhet av mobilen som verktyg.

S.E.O.
Hur bra ditt innehåll än är är det värdelöst om det inte går att hitta. Twittra på och dela dina länkar men den verkliga effekten får du utav en SEO-optimerad site. Så vad är SEO? Vad är myt och vad är verklighet? Dela med dig av dina tips och förstå hur sökmotorer och spindlar hitta dig. Vilka är dina Google-hemligheter och du är villiga att dela dem?

Video
Video som marknadsföring, video som cv, video intervjuer ja vart är video och online-streaming på väg? Hur ser utvecklingen ut om 12 månader? Hur kan du integrerar din YouTube-kanal med de övriga kanaler du redan har?

Bekräftade moderatorer hittills är Fredrik Johnsson som startat HRSverige.nu (de har 1.200 medlemmar ankutna till HR), Johannes Sundlo som är ansvarig HRSverige bloggen (http://blogg.hrsverige.nu/), Propells VD Anna Malmström.

Detta är början på ämnen!. Vi kommer att lägga ämnen som du vill höra mer om.
Gå med och delta i konversationen!