Tag Archive for trulondon tracks

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!



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.


The #trulondon Schedule: September 1'st – 2'nd

Platinum Sponsor

#TruLondon is back again for the second time this year. Same venue, in the heart of Brick Lane, around the corner from Norton Folgate. We are expecting 170 people, so this time around will be running 4 tracks an hour. Theres live streaming in the Jobsite studio from 10.00a.m. – 4.00p.m. each day.Oscar Mager is running a Google+ experiment from 10.00am Thursday. johnny Campbell and the Social Talent Team will be running an employer branding film school. Theres lots to look forward to and take part.

Important note to attendees: Dress Code Is Casual. Please move between tracks as you need or want. Don’t sit in tracks being bored. The track leaders expect changes!


Day 1: 1′st Sept

9.30 – 10.00 – Introduction and welcome/Live twitter – Bill Boorman & The HR Busker – Doug Shaw

#tru Sponsor

Track 1 – #TruBSBingo – Patrick Boonstra – Room 1 – 10.00 – 11.00

Track 2 – The Google+ #Tru experiment – Oscar Mager – Room 2 – 10.00 – 11.00

Track 3 – Live Linked In Webinar with The South African Recruiters Group – Shane McCusker – Room 3

Track 4 – Talent Pipeline – Lucian Tarnowski – Room 4 – 10.00 – 11.00

Viral Video Film school – Johnny Campbell & Social Talent – Session 1 – 10.00 – 12.00

Livestream Broadcast Starts from the Jobsite Studio – 10.00 – 4.00 – DeeDee Doke & Team

Jamie Leonard’s Reconverse Room – Speed networking with vendors – 10.00 – 4.00

Coffee Break – 11.00 – 11.15

Track 5 – Employer Brand Management – Master Burnett – 11.15 – 12.15

Track 6 – The Social Agency – Steve Ward – 11.15 – 12.15

Social Media Sponsor

Track 7 – Guerilla Recruiting – Rob VanElburg – 11.15 – 12.15

Track 8 – Talent Communities – Lisa Scales – 11.15 – 12.15

Track 9 – Future Recruiting Technology – Tristan Greaves – 12.15 – 1.15

Track 10 – Big Data – Kevin Wheeler – 12.15 – 1.15

Track 11 – Linking In – Mark Williams – 12.15 – 1.15

Track 12 – Personal Branding – Jorgen Sundberg – 12.15 – 1.15

1.15 – 2.15 – Lunch

Track 13 – The Buskers Track – Doug Shaw – 2.15 – 3.15

Track 14 – Pacman Recruiting – Gordon Lokenberg – 2.15 – 3.15

Track 15 – Community Management -Mervyn Dinnen  - 2.15 – 3.15

Track 16 – Talent Anarchy – Jason Lauritsen – 2.15 – 3.15

Viral Video Film School – Johnny Campbell & Social Talent – 2.15 – 4.15

3.15 – 3.30 – Coffee

Tweetup Sponsor

Track 17 – Oxfam and Volunteer Recruiting – Beth Mayes – 3.30 – 4.30

Track 18 – Skills Gap – Charlie Duff – 3.30 – 4.30

Track 19 – Future Of Recruiting – Peter Cosgrove – 3.30 – 4.30

Track 20 – Theres an App for that – Dave Martin-3.30 – 4.30

Track 21 – Blogging For Branding – Hung Lee – 4.30 – 5.30

Track 22 – Recruitment 4.0 – Matthew Jefferey – 4.30 – 5.30

Track 23 – Candidate Experience -Ray Duggins – 4.30 – 5.30


Track 24 – Recruiter SEO – Ivan Stojanovic – 4.30 – 5.30

Evening Tweetup: The Lane Bar, E1

Day 2 – September 2′nd

9.30 – 10.00 – Open and Introduction – Bill Boorman/Augmented Reality Check – Gordon Lokenberg

10.00 – 12.00 – Viral Video Film School – Johnny Campbell & The Social Talent Team

Livestream Broadcast Starts from the Jobsite Studio – 10.00 – 4.00 – DeeDee Doke & Team

Jamie Leonard’s Reconverse Room – Speed networking with vendors – 10.00 – 4.00

Track 25 – The Rejection Business – James Mayes – 10.00 – 11.00

Track 26 – Mobile Strategies – Chris Bradshaw – 10.00 – 11.00

Track 27 – Influence Or Effluence – Bill Boorman – 10.00 – 11.00

Track 28 – Helande Harding – Talent Matters – 10.00 – 11.00

11.00 – 11.15 – Coffee

Track 29 – Referral Recruiting – Michelle Rea – 11.15 – 12.15

@BillBoorman Sponsor

Track 30 – The Social Footprint – Bill Fischer – 11.15 – 12.15

Track 31 – Employee Engagment – Jason Laurittsen -11.15 – 12.15

Track 32 – Video In Selection – Ed Hendricks – 11.15 – 12.15

Track 33 – The #TruGrads – Ruxxandra Fratescu – 12.15 – 1.15

Track 34 – Predictive Internet Behaviour – Peter Linas – 12.15 – 1.15

Track 35 – Facing Up To Facebook – Stephane Le’Viette – 12.15 – 1.15

Film SchoolSponsor

Track 36 – Recruiting Technologies – Stephen O’Donnell- 12.15 – 1.15

Lunch – 1.15 – 2.15

Track 37 – Anti-Social – Ettienne Besson – 2.15 – 3.15

Track 38 – Agency Branding – Lisa Jones – 2.15 – 3.15

Track 39 – Old Skool V New Kool – Alan Whitford – 2.15 – 3.15

Track 40 - How The Dutch Army Recruit – Patrick Boonstra – 2.15 – 3.15

Coffee – 3.15 – 3.30

Track 41 – The Hard Rock Story (120 Hires In 4 Weeks) – Bill Boorman – 3.30 – 4.30


Track 42 – I.T.Recruiting – Elkie Holland – 3.30 – 4.30

Track 43 – Compelling Content – Martin Couzins – 3.30 – 4.30

Track 44 – The Future Of Talent – Kevin Wheeler – 3.30 – 4.30

Track 45 – Recruiter 4.0 – Matthew Jefferey – 4.30 – 5.30

Track 46 – Secret Sourcing – Johnny Campbell – 4.30 – 5.30

Track 47 – The Future For social recruiting – Master Burnett – 4.30 – 5.30

#RIDE Sponsor: Enjoy The #RIDE

Track 48 – In The Clouds – Wayne Barclay

Close 5.30

7.30 – 1.30 – #RIDE

Live from Amsterdam, the Recruitment Industry Dance Event takes place in the City Hotel. A great time to chill after 2 days conversation. Excellent opportunity for networking, dancing and having a good time,

As always, expect surprises, extra tracks and changes,


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

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.


Arie Ball

Buy the last tickets for #trulondon