From @KWheeler; What do you want to talk about? #trulondon

Kevin Wheeler can speak on most things HR, recruiting or Technology. Rather than decide on what tracks to give to Kevin, we thought it would be better for you to decide rather than choose for you.
Take part in the poll to choose Kevin’s track and Masterclass topic. The 2 with the most votes will form the sessions and will also be covered in Kevin’s one hour virtual #trulondon session.

Sign up for #Virtual #TruLondon

Talk to me not at at me #trulondon

I was involved in a bit of a twitter exchange today about presentations and Powerpoint. The reality is I just don’t like the format and I think paying big $’s to be talked at is not the best use of my time.
No disrespect to the many people who put on excellent conferences that I either speak at or attend, but as a speaker or part of the audience I always wish we could just sit down and have a chat. that I could ask questions when I want to and tell the speaker directly the things I am interested in knowing. Conferences and presentations bore me. It’s not talking to me, it’s talking at me.
I accept that some visuals to show graphics can help explain a concept, but I’d rather you gave them to me on paper before the event or gave me a link to look for myself, and the opportunity to review at my own pace, prepare questions and spend my time with the author talking. Why do you need to see case studies on a 6 ft screen? Sorry, but it doesn’t really work for me and rarely adds much to the content. The odd video can be effective, but why not just play the video or show me the site? I can usually work out whats good about it without 20 slides to explain it.
I was recently following a conference via twitter. delegates had paid over £400 to attend. two of the biggest words in the twitter cloud by about 4.00PM were “Numb Bum” and “Product Pitch.”
Why do you need a top $ venue for a conference with the quality of the lunch and the coffee as a speaking point? I’d rather go somewhere that has the space to move around to avoid the numb bum, grab my own sandwich when I want it and go to a place with plenty of space. I’m more concerned with wi-fi than decor. I want space to move rather than rigid auditorium. Make the tickets cheaper and choose space that is functional rather than auditorium, and make sure there is plenty of power sockets.
All these comments kind of merge together in my thinking behind #tru. It’s a 3 day event, and the most expensive ticket is £170.00. You can reach these price points when you worry more about the content and less about the venue and the trimmings. You can create real conversation when people sit in circles, you have multiple track-leaders and Powerpoint is banned. This is real conversation talking with experts and novices alike and asking your own questions.

The venue for #trulondon

The #trulondon masterclass on Wednesday 16′th Feb is different again. The speakers will be talking case-studies and sharing data before the event. The talk consists of 10 minutes overview and 50 minutes for questions, with a panel quizzing the speaker made up of 3 attendees with questions or points to raise. The normal model is 50 minutes talk/watch and a max of 10 minutes for rushed questions. I want to turn that on its head because I think the ratio is the wrong way around. The questions are always the interesting bits.
Last week I was being chased for slides for a conference I’m speaking at. I caused a bit of panic when I sent back 2. One that said “this is me” and one that said “What questions do you have?”. Answering questions for 50 minutes and asking the audience for their answers saw me ranked as the top speaker and best session. I will be using this model whenever I’m asked to speak. It’s different, but it works. Talking with you not at you.

What do you think? Does the conference model still work for you? Let me know your thoughts.

Bill

#trulondon Venue:

 

Brave New Talent Secures Funding For Growth

#trulondon sponsor and social recruiting evangelists Brave New Talent have secured significant funding for growth from venture capitalists Northzone Ventures and angel investors Pierce Casey and Mike Bourne.
Along with the cash, co-founder and partner of Northzone, Bjorn Stray will be joining the board, bringing with him extensive experience of the online recruitment sector.

Bjorn Stray said of the investment in Brave New Talent: ““The evolution of

Bjorn Stray

online recruitment from the job board model to a social recruiting model is something I have expected for some time. I have considered many opportunities both from Stepstone’s perspective and Northzone’s perspective, but BraveNewTalent is the first one I felt had real potential to change the industry. It is our aim to fully deliver value to employers and job seekers, and in doing so develop BraveNewTalent into a billion dollar market leader.”

 

 

Pierce Casey (on the right)

Angel investor Pierce Casey, current Chairman of Norman Broadbent also commented : “From my experience in the recruitment sector it is clear that Global HR Directors are seeking a social media tool that is now being offered by BraveNewTalent.”

 

Thats a lot of confidence (backed up by hard cash) in Brave New Talent and its founder, Lucian Tarnowski.

Since the launch of the Brave New Talent Facebook app last year, they have been growing steadily and winning business with global brands such as IBM, Tesco, L’Oreal and McAfee.

 

Lucian Tarnowski

The original concept behind the business, which the effervescent  Lucian Tarnowski launched whilst still a student at Edinburgh University, was to bring the traditional milk round from off-line to on-line, allowing Students to follow and engage with companies via Facebook.

 

The business has moved on considerably over the last 12 months, growing in size and stature. The real benefit to users is that they can sign up via Facebook and control what is open and accessible on their profile. Unlike rival networking tool Branch Out, there’s no spamming on their wall, it is a closed environment.

Brave New Talent are looking beyond recruiting with further plans to encompass education, (another area Lucian is very passionate about.) Given the story so far, and the increased investment and stewardship, i wouldn’t be surprised to see this happen quickly.

The company is hiring sales staff and increasing product capability. If your working in that space, they are well worth looking up. I will be following the launch of new features to the app over the coming month. I know the focus is on really opening up the engagement channels between job seekers and hiring companies. The plan is to expand globally starting with the US., social-media removing the barrier of geography.

Good luck to all the team, your dream is one step closer to reality.

Bill

Brave New Talent

Guest Post: @Arie_Ball: Nothing but the best – talent, best practices and cats on keyboards #trulondon

I was speaking recently with Arie Ball recently about her tracks at #trulondon and what might be interesting to attendees about the Sodexo story. I know the story quite well, it is a fantastic case story of implementing social recruiting on a vast scale. The part of the story that is very different however is that the Talent Acquisition team that Arie heads all work virtually across the States.

When you talk about virtual teams and working from home, you get very mixed reactions, largely around a fear of how you can get a team to work together when they are so far apart, as well as questions over whether people really give 100% when they are sat at home.

This is Arie’s thoughts on virtual team working:

Nothing but the best, and cats on keyboards.

Last week, as I shared my #TruManchester experience, I mentioned I would also share how my team has been so successful in a virtual environment. I am often asked what it is like to lead a virtual team of nearly 100 who are recruiting for over 4000 managers and professionals each year, across the US. I am a huge fan of a virtual work environment, not just because I don’t have to deal with sitting in traffic, hunting down a close parking spot, or bad hair days. And while many companies tout Casual Friday’s, when we are not traveling, every day is a Casual Friday for our team—we call it Recruiter Casual. The real reason I love the virtual workplace is that I can hire the best people, regardless of where they live, and still focus on a building a performance culture and producing business results.

When we formed the department, we believed that staffing with home-based employees would offer a number of benefits beyond recruiter casual. It allowed us to provide better and more flexible support with the natural ebb and flow of our multiple businesses. And of course, we were able to reduce expenses—an undeniable advantage.

To have a successful virtual organization, we need the highest levels of engagement and a team that gives 120%. Our mission, vision and values are clear:

We value our customers, team work and innovation, and celebrate best practices while measuring and rewarding results.

We also need to be deliberate and intentional about building engagement and facilitating communications and team relationships to prevent some of the feelings of isolation and being disconnected that can occur when working remotely. Our culture of recognition is best illustrated by the huge number of appreciation cards and other forms of recognition team members give to one another.

Enter the water cooler. When you work in a brick and mortar environment, you have water cooler time to catch up with colleagues. Working virtually, we have water cooler time too. As part of our weekly meeting, we connect virtually and share news and pictures of life events and personal stories of interest—the birth of a new baby, or training for a half-marathon, or even running into President Obama on a vacation to Washington DC. Have you tried a virtual baby and wedding shower, or a virtual holiday party or even recognition celebrations? Our team likes to party. A themed “Party-in-a-Box” delivered to each doorstep whose contents is always a surprise adds to the fun and games we enjoy together via an interactive team webinar experience. As we are laughing together through the games, yummy snacks, raffles, and prizes—for a moment it is easy to forget that our team is located in 38 different states across the country. And best is that the dress is Recruiter Casual, fuzzy slippers, optional.

While it’s natural to connect to one another in a live workplace, you have to be very intentional in a virtual environment. It takes more effort, but it is certainly possible to have the same, if not a greater, level of engagement.

Oh, one other thing. Most offices don’t allow pets in the workplace, but in your home office, roaming animals are a force to be contended with. I have not yet come to grips with Max, my cat, who loves hanging out on my keyboard. If you do have tips on how I can take back keyboard ownership I look forward to hearing them when I come to #truLondon.

I’m really looking forward to joining Arie’s track on virtual working. There is a lot to learn from this story, and I’m really keen to explore how you can make it work. Hope you can join us on the 16′th – 18′th Feb.

Bill

Arie Ball

Buy the last tickets for #trulondon


HR Job Opportunity

I met with a client this morning based in Herts to talk about recruiting for technical staff, and where they might be able to integrate social recruiting in to the process.
Central to their thinking (and also their growth), they are looking to hire a forward thinking HR Manager with a brief to set up and oversee Recruiting (via a talent-pool approach), Training and Development.
Most importantly, this is seen as a strategic role within the senior management team, with human resources being seen as central to the success of the company. Knowing how often many of my readers bemoan a lack of influence on the business in their current role, I thought this one was worth sharing.
I have a full job spec and more detail for anyone who wants it, but these are the headlines:

Key Purpose:

Manage and optimise a comprehensive HR service to the  Directors, Managers and staff.

Hands on management of all HR processes and functions to ensure consistency, continuity and effective HR service delivery in all areas. Working alongside Directors and Managers to provide advice and guidance on HR related topics and issues. Supporting and guiding the staff on relevant HR areas.

The Human Resource Manager role is key within the organisation and will make a significant contribution to the success of the business through the delivery of excellent outcomes focussed on recruitment, retention and training. The HR Manager will be proactive in their approach towards dealing with employees. Communication skills play an important role in maintaining the balance between the employee demands and the company obligations. The responsibilities in the field of human resource management are however unlimited, and the HR Manager should always be ready to make positive contributions in a dynamic work environment.

2. Key Accountabilities:

The HR Manager has responsibility for all of the functions that deal with the needs and activities of the organisation’s people including these specific areas of responsibility.

• Recruitment
Develop, manage and optimise a flexible and scalable recruitment process, using relevant media and other resources, to deliver suitably qualified and experienced candidates to meet the forecasted and actual business needs at best possible cost
o Follow agreed processes for recruitment authorisation
o Write and place job postings, manage inbound application processes, conducting interviews and making employee offers.
o From graduate/trainee level to senior people within the business
o Maintain strong business relationships with recruitment agencies, local organisations, educational institutions, job boards etc.
o Develop, manage and optimise a direct recruitment capability using Job boards, CV library’s and social media (such as LinkedIn and Facebook) to recruit, as appropriate.
o Develop, manage and optimise the induction and on boarding of staff from 1st day to successfully completing 6 months service.
• Guidance and Coaching – Develop, manage and optimise processes to guide the managers and other employees in matters related to career development, staffing initiatives, employee relations, workplace ethics and performance management.

3. Personal Skills and Attributes Wanted:

Understanding of the multifaceted role of HR in a small organisation. Knowledge and experience of how HR works in a medium or large company and ability to adapt this to a smaller organisation or experience of making this work in a smaller organisation.

3.1. HR and Business Skills Desired

• Existing HR practitioner with a minimum of 5 years experience

I have a detailed spec if anyone is interested in this post, as well as details on salary etc. I’m not acting as a recruiter, but will be more than happy to connect anyone interested in this role. What I like about this job is that the Director I met with is really keen to implement social recruiting and to establish an employer brand. Working in a real niche where the war for talent is apparent, they are committed to setting up a training academy for graduate entry, as well as being open to hiring from other fields based on consultancy skills and re-train in the technical areas. Central to this plan is getting the right HR Manager who can pull it all together and work with the senior management team on providing the human resource side of the plan.It was a refreshing change to talk to someone who ranked HR as critical to the success and growth of the business.

Get in touch with me if you are interested – bill@billboorman.co.uk

Bill

When did recruiting stop being an HR function? #ConnectingHR

I will be hosting the #ConnectingHR #CHRChat on Wednesday 2′nd Feb at 8.00PM G.M.T. Thats 3.00PM EST if you are in the states.
The topic of the chat: Recruiting as an HR function.

I’m not going to fire questions in to the twitter stream every 5 minutes or so, I much prefer the open mic approach. set up the topic and see where we go. Anyone can contribute using the #CHRChat hashtag, don’t wait for an invite.
The topic I want to tweet/talk about is why recruiting is seen as separate to the HR function. I’m not quite sure when this happened, but just recently I’ve been attending events where I have regularly heard the comment from Talent Acquisition teams “We had to get permission from HR” and even “we had to ask HR forgiveness”, and all of this in relation to using social-media for recruiting.
I understand that as more organisations move away from the agency recruiting route in favour of direct sourcing, the recruiting (or talent acquisition to give its posh term) functions have developed in their own rite and needed dedicated experts. Personally, I don’t view this as being any different to training (now called learning and development), payroll or any of the other specialist functions that impact on the people in an organisation outside of operational responsibility. Management structures may have flattened a little to create a Human Resources team rather than a department with a head. These flat teams consist of function specialists, one of which will be talent acquisition and as such I see them operating collectively within the HR function.
The clue for me is in the “Human” part of “Human Resources.” Surely the function that acquires humans for the organisation is a central part of the HR function, and as such wouldn’t need permission to do anything? Perhaps collaboration over strategy and execution, but not permission from the function they are a part of.
Perhaps I’m out of touch. What are your views on where recruiting sits within the organisational structure? If you outsource the function, do you outsource the responsibility with it?
I look forward to the conversation on #CHRChat on Wednesday. If you’ve never taken part in a chat before, the best way to follow the free-flowing debate is by using one of the chat applications. This will enable you to follow the conversation on the hashtag outside of your usual stream and to contribute without needing to add the hashtag each time. I use tweetchat for this, though tweetgrid is an excellent alternative. you can log in via twitter and search on the hashtag #CHRChat.
It will be fun, but please don’t wait till Wednesday to share your views, what do you think?

Bill

Tweetchat
Tweetgrid
About #ConnectingHR

PS: I will be moving to a new domain with a new look over the next few days. Keep your eyes peeled for an announcement!

#truStockholm – March 9'th/10'th

The #tru carnival comes to Stockholm thanks to Michelle Rea at Social Honesty and host/sponsors Monster.se. #tru is The Recruiting Unconference for people with an interest in Recruiting, HR, Technology, Branding and anyone who works in the “people” space.

What is an unconference?

An unconference is an event that is about conversation. Each discussion topic is hosted by a track-leader selected for their knowledge of the topic. The role of the track leader is to start the conversation, input where needed but to sit back and let it happen. When you go in a track, you set your own agenda, share and ask what you want to know.We run 3 tracks an hour, and when you’ve had enough you move on to the next one. No need to stand on ceremony or stay longer than you need to. The event is focussed 100% on your learning and networking and not on what the speakers want you to hear.

There are 4 simple rules, apart from that, the rest is up to you:

1: No Presentations.

2: No Powerpoint

3: No name tags. If you want to know who someone is, ask!

4: The attendees set the track objectives and content.

For Stockholm, we are taking a retreat approach. Attendance is restricted to 75, so you want to book your ticket now or miss out.

The Tracks:

Regional Recruiting

What’s the difference between talent attraction and recruiting accross Europe or the globe? What works where and what is an absolute no-no? What are the risks associated with relocation? How do you fish where the fish are?

Social Recruiting

From twitter to Facebook, how is social media and social recruiting merging? What channels are working? How do you integrate social in to the recruiting mix, or are you best working with what you know? What are the real success storys? Who does it well and can show results?

Technology Shopping List

Technology is changing at a rapid rate, to integrate social, mobile and much more. What technology is essential for HR and Recruiters, and what is needed next? How can recruiters plug-in to the cloud, and what changes will this bring? From ATS to Database, talking all things technology.

New Skool v Old Kool?

Theres always talk of how recruiting needs to change and evolve. social Media, Branding, Value Proposition etc have become the most talked about subjects in recruiting, corporate or third-party. This track looks at where new tools fit with old rules, and asks the question whether anything has really changed, and if it should.

Job Board 2020

Judging by the many posts, we should long be lamenting (or celebrating) the passing of the job board, gone the same way as it’s forerunner, print media. The figures however, and the true story would suggest something quite different. How will job boards evolve over the coming years, and what part will they play in the recruiting process?

Linked In

Where does Linked In fit in the recruiting mix? What impact has the changes at Linked In had on the way the channel works? Where does Linked In integrate with a job board strategy? Jobs Insider linking job boards and career sites with Linked In connections (including Monster.)

Employee Branded

When does Employer brand start and when does it finnish? Is the employer brand dictated by marketing? How much impact does social media have on the brand? Can employer brand be separated from corporate brand? What is the best way to reflect employer brand in career sites? All this and more on all things branding.

Facing Up To Facebook

Attitudes to Facebook as a recruiting channel over a personal network is fast changing. Last year the track was quite firmly split. This year, all the talk is Facebook ads, Fan pages, Applications, Groups and Plug Ins. Share your views on the most effective ways to use Facebook for recruiting, or stand your ground and say “Stay Away”

New Blog

Blogging is recognised as one of the best ways to drive traffic towards your brand, and to raise your corporate or personal profile. The questions new bloggers have range from which platform to use, objective, how to generate content and much more. Share your questions, thoughts and concerns with experienced bloggers.

Community Questions

What constitutes a community? Where do you start community building and how do you keep community members engaged? What is the benefit of J.I.T. sourcing against Talent Pool and what is your best approach? What part can technology play in community? how does on-line differ from off-line? All this and more.

Social Learning

If learning is changing, how can we integrate social learning and development in to traditional training? Is the current education system “not fit for purpose?” How can social learning change workplace learning? What is changing now and what will change in the future?

Referral Recruiting

Referral recruiting is quoted as being the most effective and cheapest form of recruiting. As networks grow and referral applications like Linked In referral engine spring up, making opportunities viral, how will this impact on the way companies recruit? What schemes work and what are the pitfalls?

Secret Sourcing

What is the best route to sourcing the best candidates? What channels work best and how is this changing? How do you compile search strings and is anyone unfindable? Share tips, bring searches and talk with expert sourcers about how they find people.

Battle of the Bloggers

Always popular at #truevents. join the “blog squad” and other experienced bloggers talking how to build an effective blog. What are the best sources for content and what posts have the most impact? How do you spread your message to reach your target audience? Should all blogs be self-hosted? Share with the bloggers and bring your questions.

Global Reach

Recruiting, HR and Networking have gone global. How has this impacted on the way we work? What are the pitfalls with international relocation? How do cultures differ and how does this impact on the way we work? How do you plan a global campaign without getting stung?

Candidate Experience Solutions

Instead of talking about the usual candidate experience problems, and all agreeing there is a problem, this track will look at solutions specifically. What are the good things people are doing and how is this being received? lets talk real solutions and fixes rather than reflect on old problems.

Graduate Recruiting

What do graduates really want? What makes an internship work for ALL party’s? What do todays students need from the careers service and what is being served up? What are the most effective ways to build Graduate pipelines? What is the state of Graduate recruiting today?

Gen y on Gen Y

Theres been lots of talk, myths and comments about Gen Y, what is truth and what is reality? Most commentators on Gen Y sit well outside the age bracket. The track leaders fit the label and will share their views on what they are really like and how they communicate. What is the best strategy to attract and keep the best talent from a generation?

Anti – Social

Social recruiting should only form part of your recruiting and talent strategy. how do you reach those that are sitting outside of the social bubble? What approaches are working without social, and are we missing key talent by being over-reliant on one network or another?

Going Mobile

Mobile is becoming mainstream, and is impacting on the way people job hunt and access the internet. From applications to QR codes, text to fully functional access, what are the key considerations for recruiters and HR in the mobile space? What is really working and what is just a shiny new toy? Share your thoughts, experience and questions with some real leaders in the mobile space.

S.E.O.

Content is worthless however good, unless it gets found. You can tweet out or post your links in all your social places, but the real tipping point comes from being Google friendly. What works for S.E.O? What is myth and what is reality? Share your tips and understand how the search engines and spiders find you. What are your Google secrets you are willing to share?

Video Integration

Video for branding, video on career sites, video interviewing, where is video going over the next 12 months? What technologies work and what are definite fails? What part the video C.V. or You Tube infomercial? What makes video work and how do you integrate the second biggest search channel (YouTube) in to your video mix?

Confirmed local track leaders so far are Fredrik Johnsson who started HRSverige.nu (they have 1,000 HR professional members), Johannes Sundlo who is running the HRSverige blog (http://blogg.hrsverige.nu/), Karl-Oskar Mattsson who is a recruiter at Safemind and responsible for their social media and Propell’s VD Anna Malmström.
We will be adding a cast of visiting track leaders including Andy Headworth, Jorgen Sundberg and more.

This is the start of the track list. We will be adding tracks as you want them. Sign up and join the conversation!

Book Your place At #TruStockholm

#truStockholm – March 9'th/10'th

The #tru carnival comes to Stockholm thanks to Michelle Rea at Social Honesty and host/sponsors Monster.se. #tru is The Recruiting Unconference for people with an interest in Recruiting, HR, Technology, Branding and anyone who works in the “people” space.

What is an unconference?

An unconference is an event that is about conversation. Each discussion topic is hosted by a track-leader selected for their knowledge of the topic. The role of the track leader is to start the conversation, input where needed but to sit back and let it happen. When you go in a track, you set your own agenda, share and ask what you want to know.We run 3 tracks an hour, and when you’ve had enough you move on to the next one. No need to stand on ceremony or stay longer than you need to. The event is focussed 100% on your learning and networking and not on what the speakers want you to hear.

There are 4 simple rules, apart from that, the rest is up to you:

1: No Presentations.

2: No Powerpoint

3: No name tags. If you want to know who someone is, ask!

4: The attendees set the track objectives and content.

For Stockholm, we are taking a retreat approach. Attendance is restricted to 75, so you want to book your ticket now or miss out.

The Tracks:

Regional Recruiting

What’s the difference between talent attraction and recruiting accross Europe or the globe? What works where and what is an absolute no-no? What are the risks associated with relocation? How do you fish where the fish are?

Social Recruiting

From twitter to Facebook, how is social media and social recruiting merging? What channels are working? How do you integrate social in to the recruiting mix, or are you best working with what you know? What are the real success storys? Who does it well and can show results?

Technology Shopping List

Technology is changing at a rapid rate, to integrate social, mobile and much more. What technology is essential for HR and Recruiters, and what is needed next? How can recruiters plug-in to the cloud, and what changes will this bring? From ATS to Database, talking all things technology.

New Skool v Old Kool?

Theres always talk of how recruiting needs to change and evolve. social Media, Branding, Value Proposition etc have become the most talked about subjects in recruiting, corporate or third-party. This track looks at where new tools fit with old rules, and asks the question whether anything has really changed, and if it should.

Job Board 2020

Judging by the many posts, we should long be lamenting (or celebrating) the passing of the job board, gone the same way as it’s forerunner, print media. The figures however, and the true story would suggest something quite different. How will job boards evolve over the coming years, and what part will they play in the recruiting process?

Linked In

Where does Linked In fit in the recruiting mix? What impact has the changes at Linked In had on the way the channel works? Where does Linked In integrate with a job board strategy? Jobs Insider linking job boards and career sites with Linked In connections (including Monster.)

Employee Branded

When does Employer brand start and when does it finnish? Is the employer brand dictated by marketing? How much impact does social media have on the brand? Can employer brand be separated from corporate brand? What is the best way to reflect employer brand in career sites? All this and more on all things branding.

Facing Up To Facebook

Attitudes to Facebook as a recruiting channel over a personal network is fast changing. Last year the track was quite firmly split. This year, all the talk is Facebook ads, Fan pages, Applications, Groups and Plug Ins. Share your views on the most effective ways to use Facebook for recruiting, or stand your ground and say “Stay Away”

New Blog

Blogging is recognised as one of the best ways to drive traffic towards your brand, and to raise your corporate or personal profile. The questions new bloggers have range from which platform to use, objective, how to generate content and much more. Share your questions, thoughts and concerns with experienced bloggers.

Community Questions

What constitutes a community? Where do you start community building and how do you keep community members engaged? What is the benefit of J.I.T. sourcing against Talent Pool and what is your best approach? What part can technology play in community? how does on-line differ from off-line? All this and more.

Social Learning

If learning is changing, how can we integrate social learning and development in to traditional training? Is the current education system “not fit for purpose?” How can social learning change workplace learning? What is changing now and what will change in the future?

Referral Recruiting

Referral recruiting is quoted as being the most effective and cheapest form of recruiting. As networks grow and referral applications like Linked In referral engine spring up, making opportunities viral, how will this impact on the way companies recruit? What schemes work and what are the pitfalls?

Secret Sourcing

What is the best route to sourcing the best candidates? What channels work best and how is this changing? How do you compile search strings and is anyone unfindable? Share tips, bring searches and talk with expert sourcers about how they find people.

Battle of the Bloggers

Always popular at #truevents. join the “blog squad” and other experienced bloggers talking how to build an effective blog. What are the best sources for content and what posts have the most impact? How do you spread your message to reach your target audience? Should all blogs be self-hosted? Share with the bloggers and bring your questions.

Global Reach

Recruiting, HR and Networking have gone global. How has this impacted on the way we work? What are the pitfalls with international relocation? How do cultures differ and how does this impact on the way we work? How do you plan a global campaign without getting stung?

Candidate Experience Solutions

Instead of talking about the usual candidate experience problems, and all agreeing there is a problem, this track will look at solutions specifically. What are the good things people are doing and how is this being received? lets talk real solutions and fixes rather than reflect on old problems.

Graduate Recruiting

What do graduates really want? What makes an internship work for ALL party’s? What do todays students need from the careers service and what is being served up? What are the most effective ways to build Graduate pipelines? What is the state of Graduate recruiting today?

Gen y on Gen Y

Theres been lots of talk, myths and comments about Gen Y, what is truth and what is reality? Most commentators on Gen Y sit well outside the age bracket. The track leaders fit the label and will share their views on what they are really like and how they communicate. What is the best strategy to attract and keep the best talent from a generation?

Anti – Social

Social recruiting should only form part of your recruiting and talent strategy. how do you reach those that are sitting outside of the social bubble? What approaches are working without social, and are we missing key talent by being over-reliant on one network or another?

Going Mobile

Mobile is becoming mainstream, and is impacting on the way people job hunt and access the internet. From applications to QR codes, text to fully functional access, what are the key considerations for recruiters and HR in the mobile space? What is really working and what is just a shiny new toy? Share your thoughts, experience and questions with some real leaders in the mobile space.

S.E.O.

Content is worthless however good, unless it gets found. You can tweet out or post your links in all your social places, but the real tipping point comes from being Google friendly. What works for S.E.O? What is myth and what is reality? Share your tips and understand how the search engines and spiders find you. What are your Google secrets you are willing to share?

Video Integration

Video for branding, video on career sites, video interviewing, where is video going over the next 12 months? What technologies work and what are definite fails? What part the video C.V. or You Tube infomercial? What makes video work and how do you integrate the second biggest search channel (YouTube) in to your video mix?

Confirmed local track leaders so far are Fredrik Johnsson who started HRSverige.nu (they have 1,000 HR professional members), Johannes Sundlo who is running the HRSverige blog (http://blogg.hrsverige.nu/), Karl-Oskar Mattsson who is a recruiter at Safemind and responsible for their social media and Propell’s VD Anna Malmström.
We will be adding a cast of visiting track leaders including Andy Headworth, Jorgen Sundberg and more.

This is the start of the track list. We will be adding tracks as you want them. Sign up and join the conversation!

Book Your place At #TruStockholm

We Don’t Need #Tru

 

Photo Credit: BlueJake.Com

 

Yesterday, I posted under the title “We don’t need #Recruitfest.”

The post brought some great reaction and comment, not least from Miles and Ashley from Recruitingblogs.Com

. They made some good points on why we need to continue the candidate experience conversation.

What I should have titled the post is “We don’t need Recruitfest to know there is a problem with Candidate Experience.”

To even up the score, I’ve called this post: “We don’t need #tru!”

The reality is, you don’t need #tru to know there is a problem. We have all been talking about it for a long, long time, but that seems to be most of what every event has been doing.

We devote a chunk of time at #tru events to talking candidate experience. We always have done.

The conclusion is always the same:

  • Candidate experience is key to what we all do.
  • The Candidate experience is largely broken.

Anyone that has heard me speak will know that I take the view that in any staffing business, wether recruiting, technology or in a different way direct hiring.

It is the candidates that get hired that earn the fees.

It’s how we earn our money and what we get paid for.

The hiring companies just sign the cheques.

For this reason, I believe that everyone in the chain should be afforded the same professional courtesy and honesty.

What I have realised from the whole friendly exchange is that you don’t need to come to a #tru event either to agree that there is a problem with the candidate experience or that something should have been done about it a long time ago.

I’m going to focus my efforts on highlighting good practice through shared case studies, and tracks about simple solutions. I’m going to call in more job seekers to talk about what they want and need, and work with companies that don’t want to talk about candidate experience, they just want to provide a positive one. That would mean that you really do need to be at #tru.

Lets stop talking about the problem we know exists, and start talking about the solution.

That is what you need from #Tru, #Recruitfest, #ERE and all other events. To talk solutions not problems.

Be the ambassadors for #Brandrecruiter

Please post in comments the best examples of good candidate experience you know of. Those are the people I want to be talking to and sharing.