Tag Archive for #trulondon6

Applicants, Candidates And Content Strategy #truLondon

image by Oscar Mager

I’ve been thinking quite a lot recently about where jobs fit in with content and content strategy. I crystalized this thinking last week at #truLondon. We know from all the research from the likes of Evenbase, that what potential  applicants want before they hit the apply button is more information on the company and the job. What we are seeing is that job seekers are just bored of the application process, spending time filling in questions and answers. The average time I’m seeing it takes to complete a first time application with a corporate client is 2 hours. That’s right, you read it correctly, 2 hours, and a minimum of 50 clicks and 50 screens. It’s hard and it’s horrible to apply for a job, then what happens next?

The feedback from the Candees (Candidate Experience Awards) delivered by Gerry Crispin at #truLondon is not a lot really. Very little feedback and a never hear again attitude. The upshot of this is that potential applicants want to be 100% sure of 2 things before they hit apply and go in to the process:

1: They have a good chance of getting the job

2: They really want the job

This means that you need to provide enough information to answer both of these questions before they will go through the pain of an application. The traditional copy writers will jump in and say that this is all down to poorly crafted job descriptions that describe nothing but a list of duties. There is a little bit of merit in this argument, but a text document is really one-dimensional and quite boring. Doesn’t matter how well you write it. It’s often not enough to elicit the type of response you really want and need. The ones left in the funnel are the desperate and the unemployable who have the time and the desire to stick with the process. It is a frightening thought. It also reminds me of the track by John Sumser, where he made the point that the talent shortage is actually caused by over-supply. There is so many people in the job market that it becomes hard to reach or find the ones who are right.

My feeling is that the more we think of jobs as content rather than postings, the more likely we are to solve both of these problems. Increasingly I’m seeing that the real benefit of social recruiting is that you lower the volume of response, but increase the quality of those who apply. People who better fit the company and the job, share your values and have chosen to apply for your job rather than any job. This will also help to solve the Sumser theory by reaching the people who are the right fit. Great content also makes it easy for applicants to see if they fit, encouraging them to apply.

In this post I have been speaking about applicants. I took this from Paul Maxin of Unilever’s track where he spoke about separating applicants and candidates, and having a different strategy and approach for each. Applicants are those people who apply, where as candidates are those people who have got past the application stage and are in the recruitment process at any stage. This means thinking about applicant experience and candidate experience as two different things.I hear the old chestnut often that applying for a job shouldn’t be easy. I accept that getting a job shouldn’t be a walk in the park, but should applying for a job really be that hard? My thinking is that being an applicant should be easy. It is really a matter of giving a recruiter access to your details to tell you if you should be proceeding in to the tough job of becoming a candidate or join the talent network for another opportunity. That has got to offer a better applicant experience, rather than treating applicants and candidates when they are clearly not qualified to be one.

From a content point of view this means having different content streams for applicants around the job and the company, and around the candidate process about what happens next, and more detailed specific content the further the candidate goes through the process. I recently looked at the CERN progress chart that enables any candidate to log in at any time and see where they are up to in the process at any time. This is brilliant for the candidate experience.

Applicant content needs to be around the job, the culture and the values. If we view jobs as content, then you can build a content strategy around the job. I’m thinking job spec, video, pictures on a pin board related to the job, blog post and social connections with the people who do the job. I also see a place for a Jobgram type infographic here that shows the job in a different way. All of this content can be used to populate a culture site (as opposed to a career site) that enables people to properly understand the culture and values of the business from the people who work there.

These are some of my thoughts after an excellent #truLondon. Thanks everyone who contributed,

Bill

 

 

 

#Trulondon 6: The Schedule

We are now only a week away from #truLondon6. Every time we host #truLondon, I always worry about how we are going to keep evolving and making the event better. This time around is no different. I’m massively grateful to the 55 track leaders who have stepped up and want to host a track. One of the aims of #tru is to give a platform for new faces. I understand that many conferences need to sell big price tickets, and as a result they need big names to draw in the punters. This makes it hard for people with a great story to tell to get a platform, and plenty of repetition from event to event. I always want to find space for new names and new faces, and anyone who wants to lead a track is encouraged to do so. That means lots of conversations, and something for everyone. New for this event is the agency stream, sourcers lab and Kelly hang out. We have had feedback in the past that the conversation has been largely around the corporate market, great content but less for the agency recruiters. To counter this all of the tracks in track area 3 on day one will be run by agency recruiters, hosted by Cloud Nines Steve Ward.

We have also been able to assemble a brilliant team of sourcers who will be running the sourcing lab for both days. 12 dedicated sourcing tracks, sourcing competitions, spot prizes and plenty of geekery. This is one of the best collections of sourcers I’ve seen anywhere, making the sourcing lab an event in itself. I could comfortably spend the 2 days in the lab without moving out.

If you want to know how to find the most difficult candidates, these tracks will have the solutions. The Kelly Hangout is another new addition, from sponsors Kelly. The hangout will stream 2 days of tracks live via Google+ and Air. This makes the #tru track experience accessible to  anyone, anywhere. I will be publishing the log on details next week, or you can pick it up in the stream. JobsiteTV returns again on Monday 22′nd October. Recruiter Editor Dee Dee Doke will be running a series of panel conversations on the key topics of the day, with participants and track leaders. These always prove popular, and are worth tuning in for. There are too many great tracks to highlight any in particular, though I’m really excited about seeing Joel Spolsky, the founder of Stack Overflow talk communities. Joel has grown a fantastic community globally and I’m really looking forward to hearing the story. We will also be joined by one of the Godfathers of recruiting Gerry Crispin, talking about the findings from bot the US and UK candidate Experience Awards.

You can view and download the full schedule here:

Thanks must go to our sponsors and partners, JobsiteKellyStack Overflow and MySocialTalent.Com. Our partners make the events possible.

If you are thinking of coming, there are 10 tickets left. I hope you can join us.

Bill

BUY TICKETS HERE

 

The First 20 #TruLondon Track Leaders – Oct 22′nd – 23′rd

The next installment of #TruLondon is coming together, with £99 tickets available till September 3′rd. It looks like this is going to be the biggest event ever with 42 tracks, live stream studios, a live hack to build a new recruiting product, 2 days of Google+ hang out on air, the mobile lab and plenty more. We are lining up some exclusive research to share at the event, and much more.
Tracks are still open to anyone who wants to run one.
These are the first 20 trackleaders who will be taking part. I will be announcing more track leaders and case studys over the weeks. There are only 100 tickets available, and you wouldn’t want to miss this.
Johnny Campbell

CEO at Social Talent (www.socialtalent.co)

Summary:

I have worked as a Recruiter in Ireland and the Caribbean for the last 13 years but now run Social Talent, a leading provider of Recruitment 3.0 services; providing internet recruitment training, social recruitment outsourcing, video production and technology driven consulting services.

Our expertise is in identifying and delivering the benefits of a Web 3.0 world to the recruitment industry. Our customers are recruitment agencies, headhunters, the HR and marketing departments of hiring organisations and providers of technology solutions to the recruitment industry.
Martin Lee

Head of Business Development at Talent Works International. Global recruitment research & competitor analysis.

Specialties

Advanced and direct sourcing techniques.
Boolean strings and search engines.
Social media
Talent pooling.
Semantic search
Candidate attraction tools
Social media in recruitment
Recruitment software.
Competitor analysis
Market mapping
Recruitment research.
Crystal Miller

Recruitment Strategy & Marketing | Talent Acquisition | Social Media / Digital Marketing Strategy | Speaker

I’ve made a name as an established, progressive advocate in the areas of social media, recruitment strategy and branding; having built successful talent marketing, social community, employment branding & recruitment strategies for over 50 companies with over a repeat clientele rate of over 80%.

I’m the Co-Host for The TalentNet Live weekly radio shows and chats at #Talentnet. As part of the TalentNet Live team, we host radio chats and conferences across the U.S. for recruiters, employers, and social media marketers.
Steven Ehlrich

Global VP, Client Development, TMP Worldwide Advertising & Communications, LLC

In addition to being known for my hero worship of Wayne Gretzky (99GR81) and Bruce Springsteen, I’m also widely known as a “tech geek.” I’ve been an early adopter of everything electronic from the Apple Newton and CDs to Satellite Radio and the iPhone. I’ve been working in the “digital” space since the early 1990′s (wow, so last century!) Now I’m focused on figuring out how to use emerging tools and technologies to enhance both brand articulation and recruitment for a multitude of organizations including Yale University, Deloitte, Exelon, Walmart, and Enterprise Rent-A-Car.

I spend a lot of time out of the office working on-site with TMPers and clients alike to explore, develop, and implement strategic initiatives leveraging social media, new technology, and innovative employer brand delivery channels. I often find myself in front of a crowd – large or small – yakking away about some new thing-a-ma-jig or a socially-enabled whos-a-what-sis.
Dave Martin

Mobile Internet product evangelist

Dave has over 13 years experience covering online technology and online commercial strategy. More recently Dave has been an evangelist keynote speaker focusing on rapid growth of Mobile Internet.

Expert experience and knowledge spans across social media, online recruitment, mobile applications, mobile market, mobile business, web business models, strategic delivery, project management, product development, product launch and business development.

Dave recognises the shape of the Internet in the future and cares about products supporting individuals and companies in a hybrid online world of mobile and desktop.

He is a leading mobile Internet expert with the strategic and hands on project experience to drive online business forwards into the next decade of media consumption.
Andy Headworth

I Consult, Train and Advise Companies on Recruitment Strategy, Social Recruiting and Recruitment Process.

At Sirona Consulting I consult, train and advise companies (both recruitment companies and corporates) on:

– Recruitment Strategy

– Social Recruiting (using social media effectively for recruiting)

– Recruitment Process

– Online Recruiting

I also get asked to speak regularly at conferences and client events.

The biggest demand from clients at the moment? How to integrate social media into their existing recruitment strategy.
Gordon Lokenberg

Recruiter at Distimo | Consultant | Trainer | Speaker on mobile and internet recruitment

Online, Mobile, Social, Recruiting…

Consultancy, Sourcing, Operations, Teaching, getting things done in Recruitment: My business as Mobile and Internet Recruitment Specialist, provides me to do a.o. (Interim/freelance) Corporate Recruitment and Consult companies how to move on to the NEXT stage in Internet and Mobile Recruitment.

Also Gordon Lokenberg is teaching Recruiters, via Masterclasses and Workshops how to use online and mobile recruitment in their strategy to get the best results.
Akki Kako

Serial Entrepreneur – Businesses In The Field Of Mobile, IT, Recruitment, Talent Attraction & Employer Branding.

Serial entrepreneur focusing on businesses in the field of recruitment, talent attraction and employer branding.

CEO & Founder of the Lab of Apps
- We lead the recruitment industry to the mobile world! -

Actively involved as a Co-Founder in Joberate that offers software solution for MNC’s to speed up their recruitment process at the same time cutting down the cost per hire by targeting and reaching out to the passive candidates all over the world.
Katharine Robinson

Social Media and Internet Talent Sourcing. Training, strategy, guidance and implementation

I enjoy exploring emerging forms of media, so far most of my experience of this has been in the recruitment industry.

My talent sourcing experience lies in both executive search and direct recruitment. The majority of my sourcing experience has been in Renewable Energy (engineers, technical specialists, senior executives) and Management Consulting.

In March 2010 I won the title of GrandMaster Sourcer at the SouceCon conference in San Diego.

I am currently working as an independent consultant providing training, strategy and guidance to recruitment teams and businesses looking to use the internet more effectively.
China Gorman

Chief Executive Officer at CMG Group

I am a global business leader experienced in managing high performing profit and non-profit organizations in the competitive human capital management marketplace. I have consistently achieved sales growth and improved profitability. Expert at leading organizations through dramatic turnarounds during periods of rapid growth and through economic recessions with exceptional results. Strong reputation for recruiting, developing and retaining diverse, world class talent.
Paul Maxin

Global Resourcing Director at Unilever

Recruiting and resourcing expert with over 20 years experience divided almost equally between the “sell” and the “buy” side. Currently Global Resourcing Director at Unilever where I am responsible for the design and delivery of a locally implemented global approach to resourcing policy, assessment and attraction.

I am both the recruitment subject matter expert and process owner globally for Unilever. I have been actively engaged in their HR Transformation project which includes Unilever’s seven year contract with Accenture to handle its transactional HR services in over 100 countries. As part of this deal, end to end recruitment outsourcing has been implemented in over 20 countries ranging from North America, most of Western Europe, India and finally China.

Steve Ward

Award-Winning Social Media & Digital Recruiter – CloudNine | Social Recruiting Consultant

Award-Winning Social Media & Digital talent specialist/recruiter.
CloudNine Social Media & Digital Talent predominantly recruits for Digital Media, Social Media, Marketing, PR and supporting Commercial staff.
Recruiting from within social media. Integrating. Connecting. Networking. Listening. Participating. Always learning.
18 years in the business. No better time than now.

Also from February 2012 – Head of Talent for Sociagility – sourcing in-house Social Media Specialists for business.
Dwane Lay

Head of HR Process Design at Dovetail Software; Author & Speaker at LeanHRBlog

My passion is bringing order from chaos.

As Head of HR Process Design for Dovetail Software, I help our clients get the most out of their implementations, both before and after go live. From analyzing their reporting needs to discussing opportunities to get more out of the technology investment, I am focused on making sure our clients remain as thrilled with their own operations as they are with our world class software and implementations.
William Tincup

CEO at Tincup & Co.

• I’m an experienced entrepreneur and senior executive
• I’m strange because I excel at marketing, sales and HR
• I enjoy working with bright and engaged people
• I’ve dreamed it and lived it; I’ve been there and done that
• I enjoy thoughtful conversations
• I’m genuine all the time – every day and in every way
• As a father of two young boys, I know life is about faith, love, hope and trust

My Expertise

Talent Management
• Recruitment communication strategies
• Benefits education / enrollment communication strategies
• Total rewards / recognition communication strategies
• Wellness communication strategies
• Retention communication strategies
• HR / internal branding communication strategies

Brand Management
• Go to market / launch strategies
• Marketing portfolio planning
• Segmentation / positioning strategies
• Branding / re-branding strategies
• Message / re-message strategies
• Lead / demand generation strategies
James Mayes

Social Recruiting, RPO, Start-ups

Over a decade in technology talent resourcing. Subsequently diversified into managing process and technology change projects in the recruitment outsourcing space (RPO). Focus more recently has been on exploring use of Social Media in recruitment, particularly around Twitter. Previously started (concept / raising finance / sales / operations) and exited TweetJobs, subsequently at Communities tech start-up BraveNewTalent in a multi-faceted product/tech/sales role.

Specialties

Social media, social recruitment, social recruiting, Twitter, blogging, blogs, community, social commerce, recruitment, niche market sourcing, change project management, BPR, supplier management, contractor optimisation programmes.

Craig Fisher

LinkedIn-Certified Training, Social Media Strategy for sales, marketing and recruiting

I do training and strategy for sales, marketing, and recruiting worldwide.

I help people and businesses find things, and get found; new customers, top talent, better jobs, and larger audiences. CEO of TalentNet Live, VP of Ajax Social Media, the 1st Linkedin Certified training company in North America.

The TalentNet Live team hosts weekly radio shows and chats at #Talentnet, and conferences across the U.S. for recruiters, employers, and social media marketers.

Ajax Social Media is a workforce marketing company. We help companies look credible online from company to executive to the individual employee level. Imagine the impact of having all of your people with optimized profiles and the tools to support your brand.

First and foremost I am the father of three amazing boys. You can usually find us on, in, or around Grapevine Lake outside of Dallas, TX.
Lisa Jones

Recruitment / Tech specialist helping Agency / Corporate Recruiters / B2Bs grow with Web | Technology | Social Media

I have worked in the technology, training and recruitment sectors for almost 20 years and bring all of my learning and strategic ideas to the work that I do with recruiters in their web, technology and social media projects.

Being a recruitment, technology and training professional, I advise my clients on the most effective use of web, technology and social media to improve their business processes, recruitment and bottom line.

My business, Barclay Jones, delivers strategy, consultancy, training and project management:

• CRM / ATS Project Management
• Social Media and Social Recruitment Strategy and Training
• Website Project Management
• Virtual IT Director

…allowing staff motivated by smart processes and systems to deliver a competitive edge; helping my clients recruit easier and grow faster.
Nicola McCarthy

Manager, Digital Media Division at Social Talent

As the Manager of the Digital Media Division at Social Talent, I specialise in film and content production for social media accounts for recruitment firms. With an honours degree in Creative Digital Media from ITT, I have expert knowledge of film and audio production, and expert proficiency in Final Cut Pro, Adobe CS5, Microsoft Office etc.
Ivan Stojanovic

Director at JobsBoard.ie

Ivan comes from the high tech arena at Microsoft where he built his internationalisation and localisation management experience in the ’90-ties. With a strong ‘techie’ background, Ivan has been leading several successful start-up’s in the online recruitment space in the last 10 years. His entrepreneurial spirit have guided him in building better online recruitment tools and processes. Today Ivan works as an advisor on the online presence for the recruiters, social media recruitment trainer and search engine optimisation (SEO) consultant. Ivan also acts as a recruitment marketing advisor for a number of recruitment agencies in several countries.

Known as “Irish Recruiter” in the social media, Ivan has mastered the art of understanding how to attract, and engage with the top talent. Ivan is a ‘Veteran’ blogger, publishing several blogs covering various aspects of online recruitment, career coaching, social media and SEO.

Lisa Scales

Co-Founder – Tribepad – Next Generation Technology Platform for Talent Acquisition & Engagement

Specialties

social recruiting, talent technology, online communities, community building, corporate social networks, social networks, employee engagement, social recruiting, talent management, talent pools, talent clusters, talent communities,candidate CRM,

Balazs Paroczay

EMEA Sourcing Lead (RPO)

Talent Resourcing Lead with 7+ years of experience within the Executive Search and Corporate Talent Resourcing industries. Passionate about talent acquisition, innovation, and creating best-in-class talent resourcing strategies. Solid knowledge of both active and passive candidate sourcing tools, techniques and methodologies widely extended into the EMEA region. In-depth expertise in setting up Talent Sourcing recruiting operations. Excellent communicator and negotiator both with internal and external clients, senior leadership and vendors.

Specialties

Boolean Search, Social Networking (LinkedIn, Xing, Viadeo, Iwiw, Facebook etc.), Search Engines (Google, Bing), X-Raying, Headhunting, Direct Search, Name Search, Social Engineering, Passive Candidate Sourcing, Alternative Posting/Advertisement, Employer Branding

Anyone can lead a track. Book a ticket and let us know your topic. Early bird £99 tickets available till the 3rd Sept.

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