Cymbalta cymbalta may cymbalta cause problems in a cymbalta newborn if you prices take it cymbalta during the cymbalta third trimester of prices pregnancy. The recommended dose of Cymbalta for cymbalta insomnia of cymbalta long term">side effects of cymbalta long term treating depression is 20 or prices prices 30 mg prices twice daily or cymbalta 60 mg prices once daily. Medicines like these cymbalta are sometimes called "off-label" medications. Cymbalta may cymbalta also interact cymbalta with other cymbalta drugs prices that make you sleepy or prices slow your breathing (sleeping pills, narcotics, muscle relaxers, cymbalta or medicines for anxiety, depression, or seizures prices blood thinner, buspirone, cimetidine, diuretics (water pills fentanyl, lithium,. You may need to take more than one fibromyalgia medicine to find prices relief. Antidepressants raise levels of chemicals such as serotonin and cymbalta norepinephrine cymbalta that help control pain. You may report side prices effects cymbalta to FDA at cymbalta 1-800-FDA-1088. Antidepressants can sometimes give you a prices bunch of different side effects, like: Continued Anti-Seizure Medicines Drugs that treat epilepsy seizures may also help ease your fibromyalgia pain. They're an older form of antidepressant. Older adults may be more sensitive to the cymbalta side effects of this medicine. They can help with pain, sleep problems, and sad moods. Read the entire detailed patient monograph for Cymbalta (Duloxetine Hcl) Learn More » Fibromyalgia Overview Slideshow Take the Fibromyalgia Quiz Fibromyalgia Slideshow: 12 Tips for Coping Related Resources for Cymbalta Read the Cymbalta User Reviews » Cymbalta Patient Information is supplied by Cerner Multum, Inc. Breastfeeding while cymbalta taking Cymbalta is not recommended. John's wort, tramadol, tryptophan, some antibiotics, triptans for migraine, or other antidepressants. It can also lead to stomach pain, constipation, cymbalta nausea, prices and trouble concentrating. They're good for your pain and depression. Cyclobenzaprine ( Flexeril ). Prices are for cash paying customers only and are not valid with insurance plans. Because tramadol can be addictive, you'll usually only take it for a short period of time. Amitriptyline elavil ) is one of them. Oral Solution 5 mg/5 mL escitalopram oral solution cymbalta from 141.64 for 240 milliliters, oral Tablet 5 mg escitalopram oral tablet prices from.12 for 30 tablet 10 mg escitalopram oral tablet from.29 for 30 tablet 20 mg escitalopram oral tablet from.20 for 30 tablet. This escitalopram price guide is based on cymbalta using the m discount card which is accepted at most.S. If you are pregnant, your name may be listed on a pregnancy registry to track the outcome of the pregnancy and to evaluate any effects of Cymbalta on the baby. Low doses of these drugs relieve pain and fatigue, as well as improve cymbalta sleep. They may also cause ulcers and bleeding in the stomach or intestines. It also improves sleep. The two main snri drugs for fibromyalgia are duloxetine cymbalta cymbalta ) and milnacipran (Savella). WebMD Medical Reference Reviewed by David Zelman, MD on September 09, 2017 Sources sources: Mayo Clinic: "Fibromyalgia "Antidepressants: Another Weapon Against Chronic Pain." FDA: "Living with Fibromyalgia, Drugs Approved prices to Manage Pain prices "Medical Guide for Nonsteroidal Anti-Inflammatory Drugs (nsaids)." Arthritis cymbalta Foundation: "Fibromyalgia. Report any new cymbalta or worsening symptoms to your doctor, such as: mood or behavior changes, anxiety, panic attacks, trouble sleeping, or if you feel impulsive, irritable, agitated, hostile, aggressive, restless, hyperactive (mentally or physically more depressed, or have thoughts about suicide or hurting yourself. But for serious cases, your doctor prices may prescribe tramadol ( Ultram ). Call your doctor at once if you have: a light-headed feeling, like you might pass out; vision changes, eye pain or swelling, eye redness; easy bruising, unusual bleeding; painful or difficult urination; a seizure; a manic episode -racing thoughts, increased energy. But you may get side effects like drowsiness and weight gain. Headaches, chest pain, nausea, and fever are some of the side effects of this drug. The FDA has approved three drugs to treat fibromyalgia: the antidepressants duloxetine (Cymbalta) and milnacipran (Savella plus the anti- seizure medicine pregabalin lyrica ). All-In Prices, rates include car servicing, maintenance, and insurance. Fibromyalgia Overview Slideshow Take the Fibromyalgia Quiz Fibromyalgia Slideshow: 12 Tips for Coping Cymbalta Consumer Information Get emergency medical help if you have signs of an allergic reaction: skin rash or hives; difficulty breathing; swelling of your face, lips, tongue, or throat. If you take one of these drugs you may get side effects like: Blurry vision Dizziness Drowsiness Weight gain Swelling of your hands or feet Pain Relievers These medications can ease fibromyalgia's aches and pains: Over-the-counter medicines. Cymbalta passes into breast cymbalta milk and may harm a nursing baby. Call your doctor for medical advice about side effects. Over a long period of time, they may raise your chances of getting a heart attack or stroke. Tell your doctor all medications and supplements you use. They don't work, and they may even make the pain worse. Zero Commitment, flexible 1-week contract, and a small refundable deposit. Skip to content, lion City Rentals, the preferred car rental company in Singapore, vIEW OUR fleet. Check with your doctor before taking nsaids regularly. Cymbalta may interact with any medicine for pain, arthritis, fever, or swelling, including aspirin, ibuprofen, naproxen, celecoxib, diclofenac, indomethacin, piroxicam, nabumetone, etodolac, and others. Antidepressants, even if you're not depressed, these drugs can ease pain and other fibromyalgia symptoms. It's similar to pregabalin, and works in the same way. Very low doses of this medication may help you sleep more soundly. Our Cymbalta Side Effects Drug Center provides a comprehensive view of available drug information on the potential side effects when taking this medication. Cymbalta Side Effects Center, find cymbalta Lowest Prices on, last reviewed on RxList 10/17/2018. Selective serotonin reuptake inhibitors cymbalta (ssris). This Lexapro prices price guide is based on using the m discount card which is accepted at most.S. Common side effects of Cymbalta include: nausea, dry mouth, constipation, diarrhea, fatigue, tired feeling, drowsiness, cymbalta difficulty sleeping, loss of appetite, and dizziness. Lexapro (escitalopram) is a member of the selective serotonin reuptake inhibitors drug class and is commonly used for Anxiety, Depression, Generalized Anxiety Disorder and others. Your doctor may suggest one of these: Tricyclics. GoodRx is not available outside of the United States. Some side effects you may get are dry mouth, dizziness, and blurry vision. This is not a complete list of side effects and others may occur. The FDA has approved this drug for fibromyalgia treatment. Muscle Relaxants Although experts aren't sure why, muscle relaxants can treat a variety of fibromyalgia symptoms. Some patients may experience withdrawal reactions such anxiety, nausea, nervousness, and insomnia. Seek medical attention right away if you have symptoms of serotonin syndrome, such as: agitation, hallucinations, cymbalta fever, sweating, shivering, fast heart rate, muscle stiffness, twitching, loss of coordination, nausea, vomiting, or diarrhea. There's no cure-all pill for your fibromyalgia, but you've got lots of medicines to choose from to treat your symptoms. Research shows this drug lessens pain and fatigue, and improves sleep. FAQ ON LCR amended clauses, home, product Security T11:14:1000:00. The cost for escitalopram oral solution (5 mg/5 mL) is around 142 for a supply of 240 milliliters, depending on the pharmacy you visit. These include acetaminophen and nsaids like aspirin, ibuprofen, and naproxen. Stop paying too much for your prescriptions. Car confirmation, someone from our team will call you 3, prices pick up car, start driving in less than 1 week. These medications prevent sensitive nerves from sending too many pain signals to the brain. Common side effects may include: dry mouth; drowsiness, dizziness; tired feeling; nausea, constipation, loss of appetite, weight loss; or increased sweating. In most cases, opioid painkillers aren't recommended for fibromyalgia. It curbs your pain and can help your fatigue and sleep problems. The cost for Lexapro oral tablet 5 mg is around 1,154 for a supply of 100 tablets, depending on the pharmacy you visit. Gabapentin ( Neurontin ). But your doctor may prescribe other drugs that aren't specifically approved for fibromyalgia. Some drugs ease the aches and pains, while others may boost your energy or improve your sleep. Escitalopram is a member of the selective serotonin reuptake inhibitors drug class and is commonly used for Anxiety, Bipolar Disorder, Body Dysmorphic Disorder, and others. Taking too much of the drug can lead to liver damage. And Cymbalta Consumer information is supplied by First Databank, Inc., used under license and subject to their respective copyrights. A small study shows that this muscle relaxant eases pain, fatigue, and tenderness. If you are currently a resident of the United States, please reach out at and let us know. Cymbalta (duloxetine) is a selective serotonin and norepinephrine reuptake inhibitor (snri) used for treating depression, anxiety disorder, cymbalta and pain associated with diabetic peripheral neuropathy or fibromyalgia. Each fibromyalgia drug has its own side effects, ranging from mild to serious. It can also ease your fatigue and pain. Simplified Pricing, no need to worry about meeting complicated requirements, select your car, make a 500 refundable deposit. Acetaminophen has fewer side effects, but it's important to stick to the dose your doctor recommends. Oral Tablet 5 mg Lexapro oral tablet from 1,154.17 for 100 tablet 10 mg Lexapro oral tablet from 247.16 for 30 tablet 20 mg Lexapro oral tablet from 102.77 cymbalta on sale for 30 tablet. Tell your doctor if you are pregnant cymbalta for women or plan to become pregnant while using Cymbalta; it is unknown if it will harm a fetus. You and your doctor will work together to figure out the right medicine to keep your symptoms under control. Serotonin and norepinephrine reuptake inhibitors (snris). Duloxetine cymbalta ) is a moderately priced drug used to treat depression, anxiety, fibromyalgia, and nerve pain associated with diabetes (diabetic peripheral neuropathy).It is more popular than comparable drugs. As of 2013, it is available in generic and brand versions. Generic duloxetine is covered by most Medicare and insurance plans, but some pharmacy coupons or cash prices may be lower. Aaron Martin 1141 West Main., Ephrata,. Cymbalta (duloxetine) is a selective serotonin and norepinephrine reuptake inhibitor (snri) used for treating depression, anxiety disorder, and pain associated with diabetic peripheral neuropathy or mmon side effects. 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What cymbalta is Ventolin Inhaler? Similar to patients with dosage visual snow, buy viagra amazon pharmacological treatment trials are cymbalta often not able to suppress chronic tinnitus completely. When doses exceeding 80 mg/day are given for prolonged periods, careful clinical observation and laboratory monitoring are particularly advisable (see precautions: Laboratory Test ). It is also used for other conditions, such as blood disorders and diseases of the purchasing cymbalta with next day delivery adrenal glands. Patients allergic to sulfonamides may also be allergic to Lasix. Low cymbalta cymbalta Dose Synthroid Weight Loss. The advisory committee recommends using amplifiers including patient reminders, recalling patients who have cymbalta missing vaccines and having alerts in electronic medical records to improve immunization coverage for adults. Pygeum has cymbalta also demonstrated usefulness for men suffering from sexual discomfort, relieving pelvic discomfort and urinary health problems. Prozac passes into breast milk and may harm a nursing baby. If no cymbalta other therapies work and the symptoms are severe enough, several types of surgery may help correct the condition. Lisinopril is generally well tolerated but if you develop a troublesome cough, you must let your doctor know. Learn more about Medicare prescription drug plans and savings with GoodRx. Generic Levitra dosage only sometimes contains the active ingredient vardenafil, which is used in genuine Levitra. Imperial Pharmaceuticals; Pharmaniaga; Protec; United Laboratories Glumetza - Biovail Pharmaceuticals; Depomed; Santarus; Valeant Pharmaceuticals Glumin - Ferron; Dexa Medica Pharm Chem Glycifit - Shreya Life Sciences Glyciphage - Franco-Indian Pharmaceuticals Glyciphage-SR - Franco-Indian Pharmaceuticals Glycomet - USV Glycomet-SR - USV;. Free pills every order. How should I take maxalt? Zovirax of course you can guess exactly what completion result seeks this has actually occurred. Officers said the body was most likely that of the missing toddler and efforts to officially identify it are underway dosage today. Decongestants and antihistamines can worsen BPH symptoms. But any goodwill is likely to have been destroyed by dosage a leaked account of Mrs May's private Brexit dinner with Jean-Claude Juncker which took place just days before the summit in Brussels. Pregelatinized starch, ferric oxide (red cymbalta magnesium stearate. There are few things to make you feel more like royalty than a trip on a luxury train. The no-effect dose for all of these dosage effects was 5 mg/kg/day, associated with a maternal plasma exposure (AUC) approximately.5 times that in humans receiving the mrdd. Dont use the administrator account, once the initial configuration is done you should get your own account into the Portal and make it a member dosage of the Administrators Set. You will find information about the Haliburton area that will be useful to you when buying or selling residential or lakefront property in our fantastic community. Our trusted and certified pharmacy offers savings on Seroquel across America. Jan 25, 2002 Looking at another appraisal. In addition, you the living breathing human, who never engages in any contracts or commerce or applications, is always in the republic/common law as a Private Citizen (i.e. The developmental no-effect dose in these studies was 10 mg/kg/day in both rats and rabbits dosage (maternal exposures approximately 15 times human exposure at the mrdd).
Discontinuation symptoms: Do not stop cymbalta Cymbalta prescriptions without first talking to your healthcare provider. Indications and Usage for Cymbalta. Duloxetine for the prescriptions treatment of cymbalta fibromyalgia. The acidic fruit interferes with the metabolism of cymbalta Cymbalta and may allow prescriptions the drug to build up in cymbalta the patient. After 7 weeks of treatment with cymbalta 60 prescriptions mg once daily, in OA-1 patients with sub- optimal response to treatment ( 30 pain reduction) and tolerated cymbalta 60 mg once daily had their dose increased to 120. Clinical Pharmacology clinical pharmacology Mechanism Of Action Although the exact mechanisms of the antidepressant, central pain inhibitory and anxiolytic actions of duloxetine in humans are unknown, these actions are believed to be related to its potentiation of serotonergic and noradrenergic activity in the CNS. In an cymbalta analysis of data from all placebo-controlled-trials, patients treated with Cymbalta reported a higher rate of falls compared to patients treated with placebo. In a patient who requires more urgent treatment of a psychiatric condition, other interventions, including hospitalization, should be considered see prescriptions Contraindications ( 4 ). The empirical formula is cymbalta C18H19noshcl, which corresponds to a molecular weight of 333.88. A patient Medication Guide is available for Cymbalta. The safety of doses above 120 mg once daily has not been evaluated see Clinical Studies. Tells what it is like to try to stop Cymbalta: Getting off Cymbalta is challenging but not impossible. Inhibition of the metabolism of CYP2C19 substrates is therefore not anticipated, although clinical studies have not been performed. Patients may wish to be examined to determine whether they are susceptible to angle-closure, cymbalta and have a prophylactic procedure (e.g., iridectomy if they are susceptible. Do not take two doses of Cymbalta at the same time. Inhibitors of CYP2D6 Concomitant use of duloxetine (40 mg once daily) with paroxetine (20 mg once daily) increased the concentration of duloxetine AUC by about 60, and greater degrees of inhibition are expected with higher doses of paroxetine. Diabetic Peripheral Neuropathic Pain Approximately.9 (117/906) of the patients who received Cymbalta in placebo-controlled trials for dpnp discontinued treatment due to an adverse reaction, compared with.1 (23/448) for placebo. Furthermore, behaviors consistent with increased reactivity, such as increased startle response to noise and decreased habituation of locomotor activity, were observed in pups following maternal cymbalta exposure to 30 mg/kg/day. Please remind your readers of the potentially disastrous effects these chemicals can cause when taken carelessly or in combination with alcohol. Information on Medication Guide - Inform patients, their families, and their caregivers about the benefits and risks associated with treatment with cymbalta and counsel them in its appropriate use. Chronic Low Back Pain The most commonly observed adverse reactions in Cymbalta-treated patients (as defined above) were nausea, dry mouth, insomnia, somnolence, constipation, dizziness, and fatigue. Patients should discuss all treatment choices with your healthcare provider, not just the use of antidepressants. Although a causal prescriptions link cymbalta between the emergence of such symptoms and either the worsening of depression and/or the emergence of suicidal impulses has not been established, there is concern that such symptoms may represent precursors to emerging suicidality. Cymbalta should be discontinued at the first appearance of blisters, peeling rash, mucosal erosions, or any other sign of hypersensitivity if no other etiology can be identified. The mean dose for completers at endpoint in the flexible-dose studies was 104.75 mg/day. For patients for whom tolerability is a concern, a lower starting cymbalta dose may be considered. Patients in the placebo treatment groups in both studies received a matching placebo for the entire duration of studies. Most patients received doses of a total of 60 to 120 mg per day see Clinical Studies ( 14 ).The data below do not include results of the trial examining the efficacy of Cymbalta in patients 65 years old for the treatment. Data The disposition of cymbalta was studied in 6 lactating women who were at least 12 weeks postpartum and had elected to wean their infants. In adult placebo-controlled clinical trials, seizures/convulsions occurred.02 (3/12,722) of patients treated with cymbalta and.01 (1/9513) of patients treated with placebo. There is a 3 hour delay in absorption and a one-third increase in apparent clearance of duloxetine after an evening dose as compared to a morning dose. As with these other agents, Cymbalta should be used cautiously in patients with a history of mania. Table 3: Treatment-Emergent Adverse Reactions: Incidence of 2 or More and Greater than Placebo in MDD cymbalta and GAD Placebo-Controlled Trialsa, b Percentage of Patients Reporting Reaction System Organ Class / Adverse Reaction Cymbalta (N4797) Placebo (N3303) Cardiac Disorders Palpitations. People who took Cymbalta in clinical trials and studies reported this rare condition. Depression and other serious mental illnesses are the most important causes of suicidal thoughts or actions. Users may need to stop the drug as a result. Suicide is a known risk of depression and certain other psychiatric disorders, and these disorders themselves are the strongest predictors of suicide. Patients received 30-120 mg per day during placebo-controlled acute treatment studies. How should I take Cymbalta? A gradual reduction in dosage rather than abrupt cessation is recommended whenever possible see Warnings and Precautions (.7 ). CYP2D6 Inhibitors Because CYP2D6 is involved in Cymbalta metabolism, concomitant use of Cymbalta with potent inhibitors of CYP2D6 would be expected to, and does, result in higher concentrations (on average of 60) of Cymbalta see Drug Interactions (.2 ). Retrieved from.gov/pmc/articles/PMC3056054/ FDA.
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!
Brand name cymbalta
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
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 email@example.com, or leave your own thoughts in comments.
What do you think?Is it all talk or can we make this happen?
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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?
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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!
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
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
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.
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
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.
Track 1: Main Room – 9.30am
Matt Alder – Metashift
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
Main Room – 11.15
The Real HR Challenges
Track 6: In The Round– 11.15
Paul Harrison – Carve Consulting
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
– In The Round- 1.45
Felix Wetzel – Title TBA (Follow the twitter stream.) – Marketing Director – Jobsite
– 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
Coffee – 3.15
In The Round – 3.30
Michael Long – Rackspace
In The Round – 3.30
John Sumser – HRExaminer/Steve Smith – Starr-Tincup
Employment branding in a post recession social media world.
– Main Room – 4.15
Jon Ingham – Human Capital Management
Track 16 -
In The Round- 4.15
Alison McCue – Hard Rock Cafe
Track 17: Main Room – 5.00
Sarah White – Employer TBA
– 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!
Theres still a few tickets left. Book them HERE
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!
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.
Click on The button for your Pinstripe Talent Meet Me-Me cards
Buy #trulondon Tickets
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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!
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?
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?
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?
Var passar LinkedIn i rekryterings mixen? Vilken effekt har LinkedIn på företags rekryteringsprocessen? Hur inkorporeras LinkedIn på befintliga jobsiter (inklusive Monster)?
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?
Är Facebook en bra plattform för rekrytering? Ska Facebook enbart vara ett personligt nätverk eller kan/kommer gränserna att suddas ut?
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.
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.
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?
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.
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
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?
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.
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 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!