Tag Archive for #trulondon track leader

Introducing @MikeVangel. #trulondon

 

Vangel at #RIS11

I’m excited that Mike Vangel, the VP for  client talent acquisition strategy at TMP Worldwide and AIA in the UK, is joining us for #trulondon on the 6th and 7th March. Mike has been leading the way in mobile and social recruiting over the last 3 – 4 years, and has some great stories to share. I asked Mike to outline the tracks he wants to run, and his thoughts ahead of the event. This is what Mike had to say:

 

“I am looking forward to attending #trulondon in a couple of weeks. Hope you will be there, too, and perhaps I will get to meet you. I am a Yank from the states, Boston to be precise, but I work globally in the field of recruitment. I will be leading a few tracks so I thought it would be a good idea to tell you a little bit about myself in advance as you go through the thoughtful process of choosing which sessions to attend and which ones you won’t. Hope you’ll attend mine if you think we’re a good fit but it’s okay if you select out once I’ve told you a bit about myself.

I would classify myself as a “practitioner” that is to say I actually do the things I talk about. Interestingly enough, my son considers me an inventor. He may be on to something with that classification, too. I realize there is a whole cottage industry of self-appointed “gurus” and “thought leaders” who bless what they think is the tactic du jour embracing it as their own but never actually do the work. That’s not my scene and to be honest I don’t have much patience for any of them. They remind me a lot of the know-it-all jerks I had to put up with in high school. God, I hated them. Unlike them I say what I am going to do and try my best to do what I say I will. It should not be a novel concept but unfortunately in this day and age it seems to be the exception and not the rule.

I believe in first-mover advantage. If you are waiting for tons of people to tell you what will work, you are probably too late to get in the game. I believe in piloting ideas that hold promise but put them within a scalable framework to validate “proof of concept” as quickly as possible. I believe in the power of data and the power of brand. I only collect actionable metrics to define success and continually work very hard to refine those results. I am direct. I am honest. I would rather tell you the truth than what is a comfortable un-truth. I have dedicated the better part of my career to the sharing and promotion of best practices within the employment industry. I believe in giving back and paying forward. Again, not a novel concept but not very common these days.

Like Bill I don’t believe you have to charge people thousands of Euros at a conference to learn something new. Chances are you will learn more at #trulondon for £150 than one of those other conferences (probably filled with self-appointed “gurus” and “thought leaders” who’ve really never done the work) that will charge you ten times as much if you come with an open mind to one of my sessions and are not afraid to be told (or even better tell) an inconvenient truth.

I don’t get paid for speaking at events and never have. That’s not what I’m about. However, I have presented at Facebook, Microsoft, the Mobile Marketing Association and led recruitment conferences as far away as Australia. I believe strongly in the power of social media and mobile for recruitment and have the data to back it up. And I share.

I fundamentally believe Recruitment is very different from HR and I am glad that it is. I am not sure if HR will ever have a strategic seat at the table but Recruitment surely should.

The areas that interest me the most are:

1. Why recruitment ROI is so important and how to optimize it
2. How it compares with other sourcing channels
3. How to effectively use mobile to recruit
4. What’s worked for me and what hasn’t (sometimes I have learned more from my failures than my successes)
5. Identifying and stopping abuses within Recruitment

The tracks I hope to lead are:

1. “Complete Mobilization Is Possible Now.”
2. “How to Drive Hires & Establish True ROI for Your Social Media for Recruitment Efforts”
3. “Catfishing for Employers and Jobseekers” Why authenticity is so important.
4. “Every Time You Say ‘Gamification’ a Unicorn Dies”

5. “Is Your Employer Brand a Victim of Identity Theft?”

6. “Internal Mobility – Fact or Fiction?”

I am looking forward to a wonderful “unconference” at #trulondon and hopefully meeting you!

Cheers,

Mike”

I know Mike well from #truBoston, and a few other events over the last few years. We regularly exchange notes. You can get one of the remaining tickets to see Mike at #trulondon HERE. There are only 12 tickets left, and you wouldn’t want to miss it.

Bill

Guest Post: @ChinaGorman: HR and Early Adoption: An Oxymoron? #trulondon

China Gorman is coming back to #trulondon in a week’s time and is asking the question if HR is the department of no. This is China’s thoughts.

How frequently do we hear of HR departments being labeled the “Department of No.” It’s a shame, really, because when HR says “No” it is frequently doing what it’s paid to do: mitigate organization risk as it relates to compliance – at the local, regional and national levels. It’s easy to believe that the average manager in the average organization doesn’t have a clue about the growing complexities of the regulatory environment in which organizations all over the world are doing business.

It’s this context that makes it hard for HR to quickly embrace the new; to lead the charge in identifying new technologies; to be Early Adopters. And yet, HR must learn how to do this. C-Suite pressures for increased productivity, reductions in staff turnover and increased engagement mean HR has to try new approaches, new solutions, new technology, new partners.

At #truLondon this month we’ll have a discussion about what being an Early Adopter means, how to encourage it in yourself and your colleagues, and if it’s even possible for HR to keep risk mitigation and compliance on the back burner while exploring and implementing cutting – or even bleeding – edge approaches to managing talent.

This is always a lively discussion – especially when there are talent acquisition folks in the room. These HR professionals, more than those in any other HR sub-function, seem to embrace the role of Early Adopters (think social and mobile) and maybe even Innovators. We’ll talk about that, too, and see if the characteristics that enable staffing folks to welcome new technologies that can be ported into other HR functions.

If you don’t know China, this is her bio: 

China Gorman

CEO, CMG Group

Connecting HR to Business and Business to HR

For more than 25 years, China has held strategic business leadership roles in the human capital management sector. Currently CEO of the CMG Group, a consultancy supporting solutions providers in the human capital management sector, she is a sought-after speaker and thought leader in the broad human resources marketplace. Data Point Tuesday at www.ChinaGorman.com has quickly become one of the most-read HR blogs.

Well known for her tenure as Chief Operating Officer and interim CEO of SHRM (the Society for Human Resource Management), she also held the posts of President of DBM North America, and President of Lee Hecht Harrison, the global consulting division of Adecco, which became the performance leader in its industry under her leadership.

China travels extensively – throughout North America, Asia and Europe – speaking to business, professional, corporate and academic groups on topics related to the strategic value of HR in creating business success and implementing effective people management strategies.

Recently appointed to the Strategic Advisory Councils of RiseSmart (www.risesmart.com) in San Jose, CA; Pinstripe in Brookfield, WI (www.pinstripetalent.com); and CVCertify in Herndon, VA (www.acertiv.com) she also serves as Board Chair for the Chicago-based Council for Adult and Experiential Learning (www.cael.org) and on the board of Jobs for America’s Graduates (www.jag.org), headquartered in Alexandria, VA.  A native Midwesterner, China earned a bachelor’s degree from Principia College in Elsah, IL and has completed significant post-graduate work in Organizational Development. 

Blog: www.ChinaGorman

Twitter:  @ChinaGorman

It is good to hear that China sees recruiting as an HR function. It is a debate that we have had on this blog in the past. I particularly noted China’s comments on HR being labelled as the department of no. It is a common perception among many of the people I speak to, at the same time I get to meet plenty of HR professionals who want nothing more than to change this, enabling rather than prohibiting. Please add your views in advance of #truLondon. The event takes place on the 22′nd – 23′rd October. There are 11 tickets left. You can get one HERE

Bill

The #TruLondon6 Schedule.