Tag Archive for Johnathan campbell

2012/13 Part 3: Semantic matching, learning and some new technology

Happy Sunday. In Part 3 of this series I’m going to take a closer look at what has been happening with semantic matching, and how this impacts on recruiting tech, and a few more thoughts on how social learning is developing.

The social evidence based sourcing platforms I listed in part 2, have been proving their value in the tech sector. This is inevitable because the tech companies have a defined niche, defined communities, the greatest need and the expertise to develop the products. There is no logical reason however, that these technologies can not be applied to any sector for social evidence based sourcing.Expect to see this technology evolving in to other sectors during 2013.

The introduction of LinkedIn endorsements for skills, and there priority in search results is another example of where the thinking is going in this direction. John Sumser summed this up at #TruLondon when he described how the real problem was not a shortage of talent, but rather an inability to find it because of over supply. There is plenty of talent, it’s just not clearly labelled in the way it has been in the past. The only way you found someone with X skill was to hire someone with X qualification.

The problem now is that technology and business is evolving faster than academia, and people are learning skills in an informal way. Think YouTube, Stack Overflow etc. As jobs in the way we know them continue to disappear, and more people move their skills to being cottage industries, working on project rather than employment contract, so formal learning via expensive work based qualifications will disappear. The end result will be more informal learning, and a greater reliance on social recognition and endorsement. It is going to be interesting watching this unfold this year through learning programs like Udemy, which have a social feel, and are easy to edit, update and change as technology changes.

For recruiters, the soon to be launched MySocialTalent,Com is a great example of this, an interactive training platform that can be updated whenever needed. The platform is available on subscription at less than £200 a seat for a year. I know Johnny Campbells style well, and he makes what looks like complicated internet sourcing principles simple. The platform delivers training in bite sized chunks, with plenty of interactive exercises and feedback. The real benefit though is that as the search platforms and social channels change as they do on an on-going basis, the platform gets updated to keep you up to date. It is one of those products I wish I would have developed, and is built on a platform for the future.Expect more of these types of agile learning platforms to be coming to the fore this year, and reject traditional curriculum based learning, which is proving dated.

In terms of innovation, the other companies that have caught my eye are SmallImprovements, who offer an on-line continuous performance management and feedback product in a social way. It is a bit like Rypple for companies outside of the enterprise scale.(That is a compliment.), White Truffle, the intuitive matching platform with an innovative pricing structure, TalentFig, the assesment tool with a simple interface that is amazingly accurate, much better than SHL and other more expensive alternatives currently available in my opinion, and much easier to interpret.. Finnish swarm technology IntuneX that connects people within an organisation by their skills, expertise or interests, and Dutch HR data aggregator Hunite, who use mobile notifications taken from a companies vast array of HR systems to advise employees of essential actions via push notifications. (My description doesn’t really do it justice, but it is very neat.). I’m also watching what happens with Evenbases Jobsite.Com quite closely. This combines job scraping from corporate sites, with an agregator search interface for job seekers, semantic matching technology, and a pay for results pricing model where hiring companies choose to unlock details of applicants who both match and have expressed an interest in the job. My only concern with this is how companies will react to the scraping aspect, but then this has become common practice amongst the agregators.
I expect the agregators like JobRapido (also an Evenbase company by acquisition) and Indeed to continue to grow in popularity, as job seekers are looking for one on-line destination for jobs requiring no real registration, rather than having to go to multiple boards.

Semantic matching tech will also become more mainstream, as people are looking to see only opportunities they match and are interested in, rather than having to search through every opportunity based on key-words, which is time consuming and frustrating. Expect to see semantic matching and single job presenting as a feature of career sites over the coming year. Why show people jobs they are not suited for? It makes no sense for anyone, and this will solve it, preventing people from being tempted in to applying for jobs they won’t even get an interview for.
On the subject of semantic matching, I’m also expecting to hear a lot more about Monster’s SeeMore and 6sense technologies. Monster have partnered with the Department Of Work And Pensions to power the on-line presence for JobCentre+. It is going to be really interesting to see how this technology works on this scale, for the wide range of people who are claiming benefit or looking for jobs. Having looked at both SeeMore and 6Sense in depth a few times this year (as well as several conference demos), the potential applications for sourcing and matching is impressive. If I worked at Monster, I would be talking about it a lot more.

 Tomorrow in Part 4 I’m going to be posting more on ATS;’s, new launches and the innovation in this area. What do you think are the technology and products that will stand out in 2013?

Happy Sunday,

Bill

Disclaimer: Jobsite sponsor #Trulondon and Johnathan Campbell often buys me beer.

Business Brains Tour. Guest Post By @REC

November sees the REC hitting the road for Business Brains On Tour, which brings together some top UK business talent to share their business knowledge to help you grow and develop your recruitment business.
One of the “brains” is Johnny Campbell, the CEO the Social Talent who is the recruiters social media favourite. His session will bring you up to speed on how to use social media to grow your business, attract the best candidates and use content to differentiate your business.
The REC caught up with Johnny for a quick chat to find out what we can expect from him on tour.
1. Please sum up your business philosophy in no more than 140 characters?
Be brilliant in everything you do and good things will happen. If you can’t be brilliant, do something else.
2. The economic pressures on recruitment agencies have grown in recent years – what one essential tip can you give to recruiters to help them build their business?
Companies used to rely on agencies for 80% of their hires. They are now moving towards 80% direct. If you want a share of the remaining 20%, be a specialist who is the absolute best at providing candidates in your niche. If you want to go after the 100%, you need an RPO model.
3. Recruitment has undergone huge changes in the way that it operates – what characteristics would you say are the most valuable for a successful recruitment business owner to have in the new environment?
You must be agile and focused on making yourself indispensable to your customers. Agility could mean being flexible in the pricing model that you offer, providing unusual services beyond fee based placement or just embracing the latest technologies in your operational model. What has not changed is the personal touch. This is still very much a people business. When you focus too much on the tech and the latest shiny new things, you can lose sight of the people and the relationships that are vital to the success of any recruitment business.
4. Social media has had a massive impact on the way that recruiters operate and there are a range of options on offer – what approach would you advise recruiters to take to get the most out of their social media?
Don’t use social media for the pure sake of it. Just because your competitor is on Facebook does not mean that you should be. Understand the potential value of all new tools and resources and then decide what is right for your business. To me, there are three core opportunities that recruiters can leverage from social media: 1) the enormous database of candidates that are there to be found, 2) the opportunity to market yourself and gain influence through social sites that are gradually consuming more and more internet users’ time and 3) new ways to communicate with and talk to potential candidates and clients.
5. The UK recruitment industry is continuing to grow and operate on a more global scale – what benefits are there to recruiters considering overseas markets?
With the growth of social and professional sites and the proliferation of the internet via mobile you can now hire for any job in the world using only your mobile phone. You no longer need to be in the same country, let alone the same city as the clients and candidates that you rely on, therefore the obstacles to developing business and expanding overseas have all but vanished. If you have a great business model and deliver a fantastic service, you can offer that anywhere in the world without ever leaving your local town!
6. Retaining high quality staff is key to driving business forward – what advice can you give to recruiters to make sure they hold onto to their top talent?
I met with a client recently who wanted us to deliver our Black Belt training to their staff but with one caveat; they wanted us to hold back some of our “best stuff” as they feared that if their recruiters had all of our training, they would surely leave and go elsewhere. I was discussing this with a colleague who made an excellent point; what happens if their staff don’t get the training…..and they stay! My advice is to invest in your staff, encourage self-direction, invest in a learning culture, give them something to believe in and then get out of their way and let them do their job. You don’t need free beer and fooze-ball tables to retain staff. Treat them like grown ups and say thank you once in a while and they may surprise you!
7. As an expert in your field you’re always asked for the best advice – however what would you say is the worst piece of business advice you’ve ever been given?
When we started Social Talent I had this over-riding belief that if we gave away our best advice for free, people would come and they would pay for our other services. I hosted our first live webinar in January 2011 and since then we have uploaded over 30 hours of free training material to YouTube. When I first suggested doing this I was told I was mad by everyone I knew in the agency market. They just couldn’t see the value of building an audience who trust your advice and understand that it comes with no strings attached. I was told to give a little and hold back the good stuff. I decided to ignore this and believe that our whole business has succeeded on this premise. When you help someone without asking for anything in return they will at the very least ensure to recommend you to everyone they know. At best, they will seek you out above your peers if they ever have an opportunity to repay you.
The Business Brains on Tour will be running on the 19, 20 and 21 of November in Birmingham, Manchester and London. For £100 discount on your ticket, “REC Business Brains on Tour, 19-21 November 2012″ book here, using the discount code REC1