Tag Archive for truDublin tracks

#Lumesse. The part bloggers play in branding #truDublin

One of the big recruiting story’s over the last few weeks has to be the rebrand of talent management business Stepstone, who became Lumesse over the last week. Hopefully you only rebrand once, so when you do it has to be big, and when your customers and employees are spread across the world, it has to be global.
Theres a great opportunity for exposure,but at the same time there’s plenty of risk in change.While the short-term noise surrounding a rebrand is significant, people ultimately do not like change. Changing the look and feel of technology people are familiar with creates discomfort, which is why communication and listening to feedback as it happens is critical. Using the social channels to spread the word, engage and more importantly listen, can make this possible and enhance the change process.
Interestingly, Lumesse are looking to bloggers (me included) in every country they operate to carry their message and monitor feedback. It is perhaps indicative of the way those that are active in the social channels are recognised as being important message carriers in targeted sectors.Lumesse recognise that their story is going to be told and commented on, better tobe part of the conversation by giving access to the company and their products. I think this move is to be applauded, and demonstrates the part bloggers, and those active in social channels play in branding. While it might not be good news for the P.R. companies, it is clear that influence is seen as a little more than a Klout score.
I’m delighted to announce that Lumesse will be joining us in #truDublin on the 25′th May to talk rebranding. This will be a great opportunity to understand the rebranding process, lumesse in particular, as well as other areas of global talent management.

This is a fun look at how Lumesse came up with the new name and brand, featuring BrandMan!

To further build Lumesse’s presence in the social channels, they are appointing a Social Media and Community Manager in the UK. If you’d like more information on what looks like a great opportunity, send me a message and I will pass on your details.

What do you think of the way Lumesse are managing the rebrand? What do you want to hear about and ask? Pose a question and I will get you a video answer for next week.






This is a sponsored post part of the Lumesse Blogathon www.lumesse.com

Every Picture Tells A Story Featuring @OscarMager And The Faces Of #truAmsterdam

Sometimes you don’t need words.A picture, especially of faces creates a thousand more thoughts,ideas or emotions. Oscar Mager of RecruitingEssential.Nl has been attending #tru events since the first #truAmsterdam. He can always be seen snapping pictures or creating video.He can best be described as #truPapperazzi.
What I love about the picture story of events more than anything else is the emotions and expressions captured as they happen.It’snotlike a series of posed photos of people doing their best to look cool or be seen with the coolest kids at the party. Oscars pictures are discretely captured (despite a long lens!) of people in action, and he puts them together in to a video montage.
Photo’s and video are the most shared content. Natural pictures taken around the workplace give the best insight of what it is like to work there, and give a real feel for the culture.
I’ve been working with the EMEA Recruiting team at Oracle recently,helping to encourage employer generated content because I believe that pictures in particular form sharable and believable content.Anyone with a camera phone can generate content that tells the employer brand story.I use Oscars pictures to illustrate exactly what I’m talking about.
When he is not snapping, Oscar will be leading a track at #truDublin entitled “every picture” to discuss all things relating to photo content.I will definitely be heading that way and smiling!

This is Oscars pictures from #truAmsterdam.If you’venever been to a #tru event, this gives you a real taste of what happens, and if you’ve been, you’ll recognise some of the faces!

Thanks Oscar, for your great contribution!

Oscar Mager



Boomerang Hiring: The Sodexo Story #truDublin

I wrote a post recently about Sodexo’s strategy of actively sourcing internally and why this is a brave and effective strategy. Having spent some time with Sherrie Valderrama at #truAmsterdam and VP of Talent Attraction for Sodexo USA, Arie Ball, theres a few other strategies that Sodexo adopt that I believe show why they are so effective as a team.

Sodexo have a fairly unique and equally effective approach to what is known as Boomerang hiring. Boomerang hiring is the practice of sourcing former employees back in to the organisation. Theres lots of benefits to rehiring ex-employees. You know how they work and are likely to fit in to the team you are hiring for. Statistically, staff who have left, found things to have not quite been so good elsewhere are far less likely to leave again. You cut the on-boarding time down considerably because the people already know 90% of what they need. There are so many obvious benefits, it begs the question why more businesses don’t actively target their alumni in the way that Sodexo do.

The biggest challenge seems to be taking a grown up attitude to people leaving. In the business I used to work in when I had a job, anyone leaving were never spoken of again, unless it was to say how they weren’t that good anyway or were burnt out. Sometimes leaving is taken as a personal slight, and all connection lines are cut. When I left my last job, I was barred from e-mailing in within 20 minutes, and this attitude is not uncommon.

By contrast, lets look at what Sodexo do. All leavers are invited to stay in touch by joining alumni communities on the ex-employee micro-site “Reconnexions”, or the Facebook or LinkedIn Group. When you go to the site, which is headlined as a place where ex-employees can keep in touch and get access to resources, you can see who is back. Thats a page of faces (28 0n the week I looked), each with a link to the story of why they had returned.Theres also a blank space “Reserved for you!”. This screams out the message that returners are welcomed back. 

Building these alumni communities, running newsletters and places where ex-employees can network,and be informed of suitable jobs as they arise,encourages returners.The hiring figures from Sodexo show that between September and now, 146 staff have been rehired in to Management and Executive positions. This represents over 10% of the external hiring and 5% of the total hiring figure. Impressive numbers that show this is working, and another example of great talent sourcing from Sodexo.

There are 19 different communities run by Sodexo or places to connect. Arie Ball, V.P. for Talent Attraction at Sodexo will be at #truDublin to discuss the Sodexo talent attraction strategies, social or otherwise.

What do you do to attract Boomerang hires?


Sodexo Reconnexions

Sodexo Internal Sourcing

Arie Ball

Sherrie Valderrama talks internal sourcing



#TruDublin Schedule: 25’th – 26’th May
After feedback and crowd-sourcing attendees of #truDublin, we’ve come with a schedule for the event that is topical, current and bound to provoke conversation #tru style. There will be 3 tracks running each hour, hosted by a track-leader with expertise in or experience in the discussion topic. Tracks last for an hour and the content is determined by the participants, it’s open conversation.
If you have any tracks you want to add, contact me and we will schedule the track for you. Participants include recruiters (corporate and agency),HR, technologists, job board staff, job seekers and more.
The #TruDublin Schedule
Wednesday 25’th May
9.30 – 10.00: Welcome and introduction/Augmented Reality Check

Host Sponsor

Track 1 – Hub 1 – Guerilla Recruiting – Rob Van Elburg- 10.00 -11.00
Track 2 – Hub 2 – Graduates and Social Media – Ruxandra Fratescu – 10.00 – 11.00
Track 3 – Hub 3 – Running Virtual Teams – Arie Ball – 10.00 -11.00
11.00 – 12.15 – Coffee
Track 4 – Hub 1 – The Social Agency – Steve Ward – 11.15 – 12.15
Track 5 – Hub 2 – Employee Branded – Max Hayward – 11.15 – 12.15
Track 6 – Hub 3 – Merging Communication Channels – Calin Fusu – 11.15 – 12.15

12.30 – 1.30 – Lunch
Track 7 – Hub 1 – Secret Sourcing – Johnny Campbell – 1.30 – 2.30
Track 8 – Hub 2 – Every Picture Tells A Story – Oscar Marger – 1.30 – 2.30
Track 9 – Hub 3 – Contracting and the AWD – TBC
Track 10 – Hub 1 – Case Study: Hard Rock Firenze – Hiring 120 people in 4 weeks – Bill Boorman
Track 11 – Hub 2 – Creative content and curation – Martin Couzins
Track 12 – Hub 3 – The Future For Job Boards – TBC -


3.30 – 3.45 – Coffee
Track 13 – Hub 1 – Case Study: The Sodexo USA Case Study – Arie Ball – 3.45 – 4.45
Track 14 – Hub 2 – Hiring via twitter – Ivan  Stojenovic - 3.45 – 4.45
Track 15 – Hub 3 – Future ATS – Michael Wallace – 3.45 – 4.45
Tweetup: Dublin night(All welcome)
May 26’th: Day 2
9.30- 10.00: Welcome/Challenges – Bill Boorman
Track 15 – Hub 1 – Technology Shopping List – Mark Kieve – 10.00 – 11.00


Track 16 – Hub 2 – Mobile Recruiting – Dave Martin – 10.00 – 11.00
Track 17 – Hub 3 – Hiring Graduates – Ruxxana Fratescu – 10.00 – 11.00
11.00- 11.15 –Coffee
Track 18 – Hub 1 – Linking In – Johnny Campell – 11.15 – 12.15
Track 19 – Hub 2 –Social Footprint – Bill Fischer – 11.15 – 12.15
Track 20 – Hub 3 – Internal Sourcing – Arie Ball

12.30 – 1.30 – Lunch
Track 21 – Hub 1 – Video in Recruiting – TBC – 1.30 – 2.30

Social-Media Sponsor

Track 22 – Hub 2 – Referral Recruiting – Bill Boorman – 1.30 – 2.30
Track 23 – Hub 3 – Professional Sector Recruiting – Max Hayward – 1.30 – 2.30
Track 24 – Hub 1 – Talent Shortages – Rob Van Elburg -2.30 – 3.30
Track 25 – Hub 2 – Talent Communities – Arie Ball – 2.30 – 3.30
Track 26 – Hub 3 – Blog Workshop – The Blog Squad – 2.30 – 3.30
3.30 – 3.45 – Coffee
Closing conversation – 3.45 – 4.45 – The Future For Recruiting – Peter Cosgrove
4.45 – 5.00 – Close- Bill Boorman
Thanks to our sponsors who have made #truDublin possible:

Technology Sponsor

Host Sponsor: CPL
#TruSponsor: Broadbean
#TruSponsor: Jobsite
Technology Sponsor: Allthetopbannanas
Social Media Sponsor: Arithon

It would not be possible to run high quality events with accessible pricing without their support,
We salute you!