RCEURO FEATURED CONTENT

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system.

Quandidate.com will post a regular series of content about recruitment, technology, social media and company management. Today's feature is a thought provoking look at working with a GenY development team by Ralph Brasker, the Director of Marketing.

Lessons I learned At Qandidate.com The Last Two Days

This week I moved my desk to the other side of the office to sit with our development team. Within my Marketing responsibilities at Qandidate.com I work closely with the development team, when it comes to product design and scope, so I decided to move my desk from one side of the office to the other, to sit in the development area.

When I say development team (or SCRUM team), think about a bunch of bright people, almost all of them are Gen Y. They are eager, smart, fun and really knowledgeable in the area they are responsible for. I know, talking stereotypes here, but it's a typical example of a young generation who want to spend their time at a growing and vibrant tech start-up to make some fun and build cool stuff. You’ll get the picture.

So imagine a marketeer surrounded by a bunch of bright Gen Y developers. In the 2 days I’m sitting here now, I learned a couple of things:

1. WordPress is for the lazy marketeer.
   (Sorry, colleagues out there)
2. Technology is never a blocking issue.
   It’s the person who’s not making up his mind or not exploring the opportunities far enough.
3. Innovation is an attitude.
   Despite of all the articles and blogs which I have read over the last couple of years. The power to innovate is part of a person’s DNA. Of course a company need to provide the right infrastructure and atmosphere, but if you’re not open for new collaborative thinking, you won’t get it.
4. It isn’t about instant messaging
   It’s about instant feedback.
5. Collaboration
   Thinking about social business and exploring social collaboration tools for your company? Talk with your development team and learn why tools like IRC and GitHub are driving real value to this part of your employees.
6. Email is already dead
   While (HR) executives are still talking about reducing emails and exploring the implementation of social collaboration tools, these guys have already abandoned email. I haven’t seen a single email program on one of those 24 screens around me. I basically need to tell the guys that they have received an email from me.
7. Learning
   Learning gets a complete new dimension. It’s about self-learning. When was the last time you were hanging out with your peers at Starbucks at 7am to discuss and experiment business related initiatives?
8. And last…
   Never leave your laptop with these guys without password protection …. (although I have no illusion that password protection will make a huge difference…)

So, if this is the next generation of techies…what is your recruitment action plan to engage with this generation?

Ralph is responsible for marketing at Qandidate.com. He has worked his whole career at IT consultancy and software companies of which the last 6 years in the global recruitment space. He will share once in a while his view on life at Qandidate.com , marketing and recruitment. Follow him on Twitter or connect with him on LinkedIn.

---originally posted on www.qandidate.com ---

TheJobPost is hosting the London leg of its techology and recruitment roadshows on 16 May, chaired by the Operations Director of the Direct Employers Association Europe, Alan Whitford.

The day follows the formula that TheJobPost has perfected, with the morning set or in-house recruiters and the afternoon for recruitment agency and other 3rd party suppliers to the industry. Follow and participate in the discussions via the Twitter hashtags.

#SRTECH13
250 In-House recruitment leaders are gathering in the morning of 16 May in London to share knowledge on what's new, what's now and what's next to effectively source, attract and acquire talent whilst networking with their peers to gain more ideas.

Presenters includer University of Oxford, Cut-e, Impellam, LinkedIn, Work4Us (Facebook's #1 Recruiting Platform), Grapple Mobile, Brightsparks, Broadbean, IT Job Board, TheJobPost, Sonru and an expert panel debate.

Full agenda here: http://srtech13may.eventbrite.com/

#TECHREC13
There will be 200+ 3rd party recruiters at Technology and the Modern Day Recruiter in the afternoon of 16 May in London

Speakers include Guy Hayward CEO of Goodman Masson who will highlight how firms can increase profitability and scale their business. Other speakers will showcase products and solutions to Recruitment Owners looking to source the best clients and candidates in the market.

Rotterdam (NL) , 25 April 2013

Qandidate.com, the new and free online recruitment system, today announced another major milestone in its short company history. A new version of Qandidate.com has been released to the market, providing customers tools to create and define their own online recruitment campaigns directly from Qandidate.com

“It’s been a blast since the introduction of the beta version of Qandidate.com in February”, stated Wouter Goedhart, partner at Qandidate.com. “We are overwhelmed by the attention and interest from the market. The feedback from both UK and Dutch companies has been overwhelmingly positive. More than 1250 sign-ups in a less than 2 months since its official release in the UK and Netherlands is a great result and encourages us to continue our mission to make recruitment refreshingly easy again. The release which went live today gives our customers the ability to define and build their own online recruitment campaign, supported by a recommendation based on real benchmark data from top performing websites.”  

With today’s major release Qandidate.com customers have access to an integrated and intelligent campaign web shop, which offers thousands of national and international job boards, social media and niche sites. Based on the vacancy details Qandidate.com will instantly generate a recommendation for an online recruitment campaign, based on the analytics data from tens of thousands of online recruitment campaigns. Customers have the ability to adjust and extend this recommendation, before they launch the campaign directly from the web shop.

 “For some positions our customers receive tons of candidates, but meanwhile they are struggling with the more specialized jobs. It is here where Qandidate.com steps in”, says Goedhart. “With the power of a full blown ATS we help customers to streamline their application process and manage their candidate relationships in a professional manner.  With the intelligent campaign web shop we now provide our customers with the insights and tools to help attract these unique and ‘hidden’ candidates.”

Customers can manage their online recruitment campaign directly from the web shop and don’t have to worry anymore about the handling, administration and contract management across the different channels. Qandidate.com takes all the hassle away and offers customers one single entrée point to manage their online recruitment campaigns.  

Qandidate.com is a free cloud based recruitment solution and all customers will benefit with immediate effect from this new release.

The Travis Perkins Group is the latest organisation to join The Direct Employers Association (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda.

Representing The Travis Perkins Group, Magnus Batey, Head of Resourcing at Wickes said “A trade body that represents employers and focuses on talent acquisition and resourcing functions is long overdue. The resourcing industry can boast many passionate and innovative people and whilst we are generally open to sharing ideas, we haven't previously had the opportunity to influence change collectively.”

Alan Whitford, Operations Director at The Direct Employers Association commented: "Magnus has also accepted an appointment to The Direct Employers Association Executive Committee and will take an active role in promoting the interests of its members."

Outlining what The Travis Perkins Group would achieve from their involvement, Batey said: "The benefits of joining the DEA are twofold. As a major UK employer, we have a responsibility to play our part as we work with Government, policy-makers and other employers to ensure decisions affecting UK employment are informed and sustainable. It also provides us with an opportunity to work with others to share experiences and best practice, learning from others in different sectors and with varied perspectives."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "Magnus is a great asset to The Executive and I look forward to working with him and the other members to further our objectives."

Would you like to know the answer to some of these questions about Germany?

• What are the current topics in German Corporate Recruiting?

• How proactive is the recruitment in Germany?

• How is the recruitment in Germany organized?

• Recruiting Channel: Where do employers get their applicants and hires from?
• How do job seekers and employers look for each other?

Have a look at this presentation created by Wolfgang Brickwedde, speaker at the most recent SRCONF 2011 in London and founder of the Institute of Competitive Recruiting.

If you would encounter any specific other questions or issues and would like to know more, please don't hesitate to ask Wolfgang by This e-mail address is being protected from spam bots, you need JavaScript enabled to view it :

The Enhance Media Conference was held on at the prestigious Royal Geographical Society in central London on Thursday 27 January 2011 in London.

We covered the event live on the day, ran the Twitter stream on the RCEURO site and blogged key thoughts and higlights of all the presentations. All can be read in our RCEURO Featured Bloggers section below.

The Twitter hashtag for the event: #EMConf2011.

On Tuesday 16th April 2013 in central London Recruitment International hosted its RPO Conference.

Discussion covers the consultation process for reforming the regulatory framework for employment agencies

The Direct Employers Association Europe (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, is to meet with BIS (The Department for Business, Innovation & Skills) to discuss the current consultation on reforming the regulatory framework for employment agencies.

The discussions will provide BIS will direct first-hand experience from an employer's perspective.

Alan Whitford, Operations Director at The Direct Employers Association commented: "Recruitment companies are well represented and have a number of trade associations that will be providing feedback into BIS during the consultation period from their perspective; this is not the case for the employers."

He went on to say; "It is important we present the employers’ view and press this home as after all it is employers that are the ultimate clients of employment agencies and employment businesses. It is in everyone's interest to create the right environment for recruiting whether that be permanent or contingent workers."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "BIS has a number of consultations and projects underway that we have already identified as being of interest to the members of The Direct Employers Association and we will be arranging further meetings to discuss these areas."

He continued; "There appears to be a real appetite in Government to consult directly with employers and for them to ensure the right legislative framework is in place to create the best conditions for economic growth."

Whitford concluded; "The Direct Employers Association allows employers focussed on growth strategies to share experiences and create best practice as well as identify business and resourcing issues and raise these directly with Government. It also allows Government and policy makers a direct route to discuss ideas and policy developments with key business leaders and those directly affected by legislation."

Direct Employers Association Executive Committee Chairman Colin Minto

Participates in CERN Recruitment and Resourcing Seminar 2013

CERN (The European Organization for Nuclear Research) hosted its 2nd annual Recruitment and Sourcing Best Practices Seminar (CRSS 2013) in Geneva on 22 February. Delegates and speakers included global sourcing heads and resourcing stakeholders who came together to share, learn, discuss and debate key issues and 'best practices' used during the recruitment process in various international organisations.

Colin Minto, Head of Resourcing for G4S Plc and Executive Committee Chairman for the Direct Employers Association Europe, participated as a featured speaker at CRSS 2013. Colin commented on his key takeaways: “To be at the home of the world wide web, in the presence of genius, it was fitting that some of the world’s most senior and active resourcing heads and practitioners gathered to share knowledge and discuss key resourcing challenges. I took the opportunity to present how G4S has challenged conventional resourcing thinking to satisfy its global, mass scale resourcing needs.”

Colin continued: “I was inspired by Dr Robert Cailliau, the co-developer of the web, and enthused by the other speakers who told how they have implemented solutions and best practices to forward their resourcing agenda. Participation with leaders at events like CRSS 2013 further confirms why we have established the Direct Employers Association, to provide the in-house recruitment sector with a collective voice to reach out to industry and Government, while providing hiring organisations a network platform to share direct sourcing best practices, develop a more efficient labour marketplace and fill candidate pipelines in the most cost effective manner.”

· James Purvis, Head of Talent Acquisition and host of the event, is responsible for CERN-wide recruitment from interns through to graduates, fellows, associates and permanent positions.

· Dr. Robert Cailliau, an engineer who worked for 32 years at CERN, 10 of which concentrated on pushing the development of the Internet as we know it today

· Manuel Mongeleads the global employer brand and recruitment agenda for Group Nestlé and is responsible for implementing corporate initiatives with the global markets.

· Katie Mcnab of Pepsico, who has taken on a Centre of Excellence role with a primary focus on building recruitment capability and best practice in Europe and Southern Africa.

· Connie Gibney is International HR Director, EMEA at LinkedIn, the world’s largest professional network and is an experienced HR professional with nearly 20 years’ experience in Human Resources and Talent Acquisition.

Colin’s final thoughts: “I left with a greater knowledge of how the universe was created, the research that CERN conducts and the many amazing things it has contributed to the world. I can safely say this is the only resourcing conference I have been to that has inspired me to think more about physics, helicopter cameras, smart phone apps in 10 minutes, anti-social media and crossing country borders by walking from one side of CERN to the other!”

In September 2002, Jeremy Ovenden, the Founder and Managing Director of online recruitment solutions provider Hireserve, wrote an article published in ONREC Magazine. He was discussing the entry of the ERP HR vendors into the e-recruitment market and whether they would have a significant impact on the specialist e-recruitment software vendors. 10 years on has anything changed?

Interestingly, RCEURO.com founder Alan Whitford, wearng his consulting hat as Managing Partner of Abtech Partnership, offered some insights in the original article and in the 10 Year On Review Article. Remember, what we call "The Cloud" today was referred to as ASP delivery of software, a new approach at the time. At the time, Alan pointed out: “An organisation can implement an ASP-based solution in literally days and start saving money immediately. The beauty of the ASP-based solution is that it really can be implemented swiftly, making it ideal for example for specific recruitment campaigns”.

What does Jeremy have to say now? Enjoy the article.

The way in which companies recruit has changed dramatically in the past decade, with the Internet enabling corporate websites, suppliers and job seekers to become more sophisticated, interactive and connect 24x7, 365 days a year. 10 years ago HR and recruiting managers had little awareness of the opportunities web based recruitment could offer. Candidates were emailing their CVs but there was little understanding of e-recruitment systems and how they could enable candidate relationship management and reinforce an employer brand.

Now HR managers are more skilled at using technology to fulfil their requirements and have gained a greater understanding of what an e-recruitment system can offer them. Of these organisations that may already have an ERP supplier in place, the easiest, most cost effective and suitable solution might seem to be to implement the e-recruitment module of their ERP supplier. After all, the suite is already integrated with the company’s systems; implementation will be quick and easy and will enable business-wide reporting.
But is this really the best way to solve HR’s problems? With many ERP vendors, their recruitment modules have historically had a perceived lack of importance and have remained underdeveloped for many years. When a large ERP vendor offers multiple products, a smaller module in its suite might not be given the development time it requires. Innovations and upgrades can take months not weeks and deployment maybe dependent on completion of a whole ERP suite upgrade.

In 2012, however, has that all changed with the biggest ERP players in the market realising the growing significance of talent management? Oracle has acquired Taleo, SAP acquired SuccessFactors and now IBM has acquired Kenexa.
Alan Whitford managing partner of Abtech partnerships points out: “We are already seeing potential side effects of the Oracle/Taleo deal as Oracle pushes its large company administrative and processes burden onto the smaller company Taleo. In particular, Taleo Business Edition, which was a small, lean and quickly reactive part of Taleo is now becoming mired in big company processes.” Alan also believes that this effect will certainly become evident with IBM/Kenexa over the coming months. “Discussion groups are already buzzing with questions regarding development cycles, upgrade paths and potential of increased pricing models, combined with lower investment in support and sales staff.”

Whilst the large players integrate their latest offerings the specialist e-recruitment vendors continue to offer a best-of-breed solution. Many specialist vendors are a “single product business” which are passionate about producing and delivering a product that is first-class and offers a breadth of functionality that an ERP vendor would not be able to offer. By maintaining continuous development, responding to customer needs and offering a high level of customer service, a specialist vendor can deliver an agile and customised product.

Technological Shift
A specialist provider can also be very quick to deploy an e-recruitment system for its customers. The most significant technological change e-recruitment systems have experienced is speed. A provider that uses Software as a Service (SaaS) solution means that literally with a click of a button the customer can start implementing the product.

The Internet now provides a means of transferring information and an e-recruitment system can (and needs to be able to) talk a common language to enable seamless integration with other external systems an organisation uses. The agility of a specialist provider means that integration with, for example, an on-line testing provider can be achieved within just days instead of months or even years. Frequent release upgrade programmes mean that all customers can benefit from new features immediately they have been added to the product. And this is one of the key points: specialist e-recruitment systems can only survive if they "connect" with other internet-based services such as on-line testing, social networks, job boards etc. Every provider of these services provides XML-based interfaces accessible over the internet - the problem for a customer of a slow or inflexible e-recruitment provider may be that they are unable to "connect" their e-recruitment system to such providers - or at least not within both reasonable time and cost constraints.

Consumer and Candidate behaviour is shifting rapidly as more people use digital devices and platforms intensively.

Analysis by Steve McNally, Equality Law

New McKinsey research in the US highlights a dramatic increase in the intensity with which people use digital devices and platforms. Nearly 50 percent of US online consumers are now advanced users of smartphones, social networks, and other emerging tools—up from 32 percent in 2008.

McKinsey have been tracking consumers’ digital habits through a series of surveys covering more than 100,000 respondents across North America, Europe, and Asia.¹ The 2010 US findings highlighted the growth of advanced multidigital and rich-media segments: the people most likely to be early adopters of new technologies (whom we label “digital-media junkies”), often younger men; those spending more time on social networks (“digital communicators”), often women; and those more likely to consume Internet-based video (“video digerati”). Meanwhile, there has been a decline in segments focused primarily on one kind of digital use (such as e-mail or gaming), as well as late adopters whose digital consumption is superficial.) Behind these broad category shifts are meaningful changes in how consumers use core technologies.

Social networks as communications gateways

Social networks, particularly Facebook, are emerging as the dominant digital-communications channels. For people aged 34 and under, they already are the preferred channel (by minutes of use per day), displacing e-mail, texting, and phone calls. Social-network use, growing swiftly among all segments of our survey population, has doubled among those over 55. Such networks also are becoming information portals for people seeking items such as videos, photos, and content posted by friends. In this latest survey, 33 percent of the respondents said they use social networks to navigate content on the Web, up from 13 percent in 2008. While search engines continue to be the leading way consumers and candidates access online content, the use of social networks is growing. As ‘iC’ spend more time on them, decisions about what to purchase often reflect interactions with friends and other influencers. In response, leading marketers and recruiters are adapting their strategies to reach increasingly networked consumers and placing more stress on tactics such as word-of-mouth marketing and storytelling.

Smartphone as ‘Swiss Army knife’

As the usage and processing power of smartphones increase in tandem with the rising speed of 3G and 4G data networks, mobile devices are invading the domains of single-purpose gear such as game consoles and portable media players, as well as PCs. Smartphones are also becoming the device of choice for e-mail, Web browsing, and product research. A third of smartphone owners prefer using it for Web browsing or e-mail even when they are near PCs. Over the past two years, iPhone users have spent 45 percent more time e-mailing on their smartphones and 15 percent less time e-mailing on their PCs. More than 60 percent of smartphone users would consider buying goods with it or have already done so.

As the power and functionality of devices grow, the possibilities for making money from mobile platforms will continue to improve. The survey found, for instance, that smartphone users already are more accustomed to paying for digital content and services than traditional online users are. Three-quarters of iPhone users, for example, now pay for one or more apps each month, though most remain free. As more products and services are distributed over mobile channels, greater competition will raise the importance of design, ease of use, and new mobile payment options. These findings are good news for content and service providers that wonder if mobile solutions will deliver real returns.

As digital platforms multiply, consumer video-viewing habits continue to change. Among the survey respondents, 69 percent now view videos on their PCs and 33 percent on their smartphones. Twenty-four percent view Internet content on their TVs—a percentage that has tripled over the past two years as Internet-enabled game consoles, DVD players, DVRs, and TVs have proliferated. Although these users are 1.5 times more likely than the general population to say that they intend to cancel their pay-TV service, only a quarter of them are satisfied with the experience. That should open the door to new areas of competition and innovation; pay-TV companies, for example, are starting to offer their programming across tablets and mobile devices.

Web search and video providers, meanwhile, see opportunities for services that help consumers navigate the fragmented domain of online video, a role similar to that of traditional TV-programming packagers. Advertisers must refine marketing plans so that they reflect this new video-viewing behaviour and get creative about targeting users who are time-shifting and dividing their attention among platforms. And where iConsumers go tomorrow, the iCandidate will go next week.

We have seen similar digital disruptions in other key platforms, such as gaming, e-publishing, and music. The digital revolution, still in its earliest days, will continue to upend how we interact, entertain ourselves, buy, work – and search for work.

Freelancer.co.uk reveals the 50 fastest growing online jobs for Q3 2012

London, 30 October, 2012:
Android jobs ricochet back as Apple iOS jobs stagnate; The interactive web continues to fly; eBay jobs return as the marketplace announces changes and a makeover; confidence returns to Facebook jobs as marketers return in the wake of the IPO flop; the transition to the paperless office booms; Internet Marketing rebounds in the wake of Google panic.

Today, Freelancer.co.uk released the Fast 50 for the third quarter of 2012, reporting job activity and trends for the online economy. In this quarterly report, Freelancer.co.uk pulled data from over 4.3 million users to highlight the 50 fastest growing online jobs. This quarter’s Fast 50 report provides analysis of the 230,614 jobs posted in Q3, creating the most comprehensive insight into online job trends in the world.

“This report truly reflects Mary Meeker’s thesis that through software and the Internet we’re experiencing the reimagination of everything”, reflects Matt Barrie, Chief Executive of Freelancer.co.uk. “Every industry we can think of is turning into a software business, and every job function is increasingly being performed using software tools in the cloud. This online job report tracks the current leaders and laggards of this transformation.”

The job categories that showed the most growth in the Fast 50 this quarter involved companies, products or technologies that are at the forefront of ushering in this new era.

Top Trends for Q3 2012

● Android jobs ricochet back as Apple iOS jobs stagnate: iPhone jobs tapered to a modest 8% growth (to 5,509 jobs) this quarter as developers waited for the release of iOS6 in September. Meanwhile, reviewers gave the iPhone 5 a tepid reception, hampered by a marked lack of substantial new features and the iOS6 Maps misfire. The numbers are a huge setback for Apple from the scorching 30% explosion of jobs in the last quarter, and questions are no doubt being asked of CEO Tim Cook, whose first product release since taking the helm has been branded a “flop”. Cook will be relying on a slew of new products, such as the recently released iPad Mini, for a Q4 resurgence.

Buoyed by the weak iOS6 launch comes Android, which saw a huge 16% (to 4,795 jobs) growth in jobs in Q3, spurred on by the rave success of the Samsung Galaxy S III and release of the Android 4.1 Jelly Bean update in July.

The iOS6 flop also leaves room for a Microsoft revival, with CEO Steve Ballmer banking on the recent release of its touch-optimised Windows 8 and its variants to resurrect the fortunes of the ailing software giant. Q4 will be crucial for Microsoft - a strong showing may mean the difference between a stunning revival, or slowly fading away into the annals of history.

● The interactive web continues to fly: HTML5 jobs grew 44% this quarter (to 3,038 jobs) as businesses and entrepreneurs scramble to bridge the gap between their fixed and mobile clients; jQuery, the javascript library of choice of interactive web apps increased by 32% (to 2,972 jobs). PHP jobs rose 19% to a whopping 35,061 jobs this quarter as Zend co-founder Andi Gutmans promised increased mobile functionality for the lingua franca of the Web. CSS and MySQL similarly saw strong growth, up 19% (to 7,099 jobs) and 18% (to 11,007 jobs) respectively.

● eBay jobs return as the marketplace announces changes and a makeover: Demand for eBay jobs grew a whopping 41% (to 1,470 jobs), with consumer confidence improving as we move into the holiday season, and on the back of eBay announcing a number of changes and previewing a new site design. The design changes are intended to carry the e-commerce site into the social and mobile era.

● Confidence returns to Facebook jobs as marketeers return in the wake of the IPO flop: Facebook makes a recovery this quarter with 11% growth (to 7,193 jobs), after an abysmal drop of 14% in Q2 as the share price plummeted. The stabilisation of the share price, along with CEO Mark Zuckerberg’s indication of an increased mobile focus, allowed Social Networking to breathe a sigh of relief, with a 15% increase (to 6,138 jobs), having idled at 1% growth during the Facebook fumble last quarter. Facebook will be one to watch this quarter, as it attempts to monetise its mobile platform.

● The transition to the paperless office booms: Copy typing and the translation of paper documents to electronic boomed this quarter (up 145%, to 6,932 jobs).

● Internet Marketing rebounds in the wake of Google panic: A flurry of Panda and Penguin updates from Google sent the online marketing industry haywire in Q2, resulting in slumps across a broad range of categories related to search engine optimization.

After a period of uncertainty, the industry has bounced back, delivering moderate growth for Internet Marketing (up 12% to 15475 jobs), SEO (up 12% to 10509 jobs) and Link Building (up 8% to 7068 jobs).

There has also been a new focus on content and user experience, as internet marketing experts wise up to Google’s endgame. Reflecting this is a surge in jobs related to Wordpress (up 27% to 7703 jobs), Proofreading (up 26% to 1730 jobs), User Interface / IA (up 23% to 2156 jobs), Graphic Design (up 21% to 27221 jobs) and Logo Design (up 21% to 6940 jobs). In the words of Matt Cutts, head of webspam at Google, “Content is King!”

This data was extracted from 230,614 jobs posted on Freelancer.co.uk in Q3 2012, up from 189,917 in Q2. The Freelancer.co.uk Fast 50 is the leading gauge of online hiring trends.

About Freelancer.co.uk
Triple Webby award-winning Freelancer.co.uk is the largest freelancing marketplace in the world. Freelancer.co.uk connects businesses with over 4.3 million independent professionals globally, specializing in fields as diverse as software development, writing, marketing, engineering, and the sciences. The average job is completed for under US$200, making Freelancer.co.uk extremely cost-effective for small businesses unable to justify the expense of hiring full time.

HMRC TO MEET RECRUITERS AT THE NO SPIN-JUST THE FACTS WORKSHOP

If you are in a recruitment company, contingent or permanent, and want to get the facts direct from government on the impact of legislation affecting your business, then you need to attend this event. Get your 2013 year off to an intelligent start.

Put this date in your diary - Wednesday 16th January 2013.

HMRC will be presenting and discussing their views on topical issues to include:
• Provider Compliance
• Offshore employment models
• Pay Day by Pay Day Tax Models
• IR35 Assessment and Enforcement

The Pensions Regulator will also be presenting and discussing:
• Pensions Auto Enrolment
• Avoiding the inducement trap

The No Spin - Just The Facts workshop is designed as exactly that - hear the key subjects explained directly from the people tasked to implement, enforce or develop these areas.

The 3 hour workshop includes a range of presentations across a broad range of topical subjects.
The presentations are designed to help you understand the facts, assess the detail and translate into your everyday working processes and procedures.

Each session has time allocated for questions and answers so you will leave with a greater understanding of the issues, the actions you will need to take and future developments you may consider preparing for early.
This workshop is a must for any recruitment professional.

Space is limited so ensure you book early to avoid disappointment.

Date: Wednesday 16th January 2013
Time: Registration 14.00 Workshop starts 14.30 sharp
Venue: The KIngs Fund, 11-13 Cavendish Square, London, W1G 0AN
Cost: £125.00 +vat

The event is hosted by Professional Passport, an independent professional membership organisation working with all sectors of the flexible workers market:
• Contractors
• Agencies
• End clients
• Providers

Professional Passport works closely with a number of Government departments and industry trade bodies to identify issues, design the solutions and ensure these solutions meet both regulatory requirements and are practical in the commercial world.

If you are interested in measuring the benefits of social recruitment, check out the whitepaper prepared by TweetMyJobs, the leading social recruitment and job distribution network site matching job seekers with employers. TweetMyJobs provides an online social job solution for job seekers that seamlessly integrates with their Facebook and Twitter profiles. By using TweetMyJobs, seekers receive highly targeted opportunities and can leverage their social graph to be introduced directly to hiring employers.

During 2012, the company surveyed over 2,000 job seekers and 400 company representatives to evaluate the state of social recruiting in 2012 and pose the question: “Is Social Recruiting Real?” There’s no denying that social recruiting will continue to grow. Job seekers are using social media to find work. Innovative, industry leading companies are embracing the technology. Smaller companies are investing more and getting involved. How do you quantify the benefits? To answer that question, TweetMyJobs has prepared the whitepaper; “13 Surprising Benefits That Social Recruiting Will Bring To Your Organization”

Traditional ROI models don’t work for Social Recruiting – but these 13 benefits will get your whole company applauding Social Recruiting.

Traditional models and formulas for ROI do not apply for Social Recruiting because the benefits of utilising Social Recruiting extend way beyond the recruiting process. Social Recruiting benefits the entire company because it leads to hires that are a better fit for the company, more engaged, and more likely to stay and succeed at the company. Additionally, a company that is active in Social Media will establish a reputation for itself as innovative and forward thinking, and the company’s reputation will have an impact on the bottom line. Before you dive into Social Recruiting, understand the full spectrum of benefits so that you can inform your company as to the many returns on investment.

Download the whitepaper on the 13 Surprising Benefits of Social Recruiting by clicking here.

TweetMyJobs acts as the gateway for employers to post their jobs into the social network and get matched with seekers. Utilizing a powerful Social Network Interface (SNI) engine, employers have the opportunity of distributing their jobs and promoting their brand through Facebook, Twitter, Mobile and the major job search engines. At the push of a button, employers of all sizes can easily reap the rewards of social recruiting and secure the best talent for their business.

Professional Passport, the largest independent assessor of provider compliance, has today announced the publication of the first comprehensive compliance benchmark for umbrella providers.

The benchmark standard is being published as a reference book entitled The Compliant Umbrella Providers Operational Handbook which is the most comprehensive book ever produced on umbrella compliance. The 17 chapters cover, in detail, everything that is required to ensure an umbrella operates compliantly. The information also highlights the importance of the relationship between the umbrella company and the recruitment company to ensure ongoing compliance.

Crawford Temple, Managing Director of Professional Passport, commented at the launch: "This provides the most comprehensive and detailed reference manual on all the processes and procedures required to operate a compliant umbrella company and sets a clear benchmark standard for compliance across the sector; something that has been lacking up until now. It has been written in such a way that you do not have to be a lawyer or legal expert to understand it. We have tried to outline, in clear terms, the operational processes and procedures so that anyone can assess their own current processes against the benchmarked standards or, if they need to, they can simply replicate and implement the benchmarked procedures. It also provides a central reference point for the many bulletins, regulations and legislation that apply so everything is in one place."

Asked why Professional Passport has taken this step Temple said: "The decision was made last year to produce the book as a way to achieve transparency of compliance in the market. All companies claim to be compliant however not all achieve it, until now there has never a been a trusted and transparent reference document to measure compliance. We hope that the publication of this book will help create the much needed benchmark standard. We also hope that the complete transparency will assist the providers to raise the bar of compliance across the sector. HMRC are now stepping up their compliance activity and we see this continuing to increase for the foreseeable future it is therefore essential that providers align their processes and procedures to a trusted standard to minimise the risk to both themselves and their clients. For too long now the compliant and responsibly run umbrella providers have been at a commercial disadvantage as they carry the additional costs of compliant processes; creating transparency in the market helps promote the responsibly run organisations and expose those that fall short."

HMRC commented: "We are aware of the work of Professional Passport and welcome any steps that are designed to improve and increase the level of compliance in the sector."

Anyone that operates in the umbrella market, or is a user of umbrella companies, will be more than aware that this is a constantly evolving and changing market and it is essential that the operating handbook can keep pace with these changes. The handbook is being published in such a way that each chapter can be easily updated as and when required. The book will be produced in a bespoke upmarket binder and subscribers will automatically receive updates as they are produced. It will be a simple case of taking the old chapter out and replacing it with the new. This update process also means that any amendments are transparent and users can review the updates to ensure they bring their own processes and procedures in line.

Commenting on this Crawford Temple said: "We see this handbook as a living document that we will amend and update as areas change. We are certain that many providers will want to engage with us to input and comment on the procedures as the recognised benchmark for compliance in the market. This is the ultimate reference manual and we aim to ensure it can be found on the desk of every senior manager in every umbrella company as well as a copy in the compliance department of every recruitment company and RPO."

The Compliant Umbrella Providers Operational Handbook is designed as an essential operational reference for every umbrella company as well as providing as an essential reference for every recruitment company, RPO and MSP compliance department trying to achieve a greater understanding of umbrella company compliance and avoid the risks and costs associated with non compliance.

The book can be ordered directly from the Professional Passport website . There is a 1st edition booking discount available until early May 2013.

The Technology In Recruitment Alliance - HR & Recruiter TV offers its series of back to work bulletins and Recruiter Headlines as montjhly videos sponsored by Smart Recruit Online, CV Library and APSCo. Check out some of the headlines in the article or visit the site to watch more of the video

This month's 'back to work' bulletin starts with news that, according to the new government Budget plan announced in March; 600,000 more jobs are expected this year than in the same period last year. Chancellor George Osborne was quoted as saying "The employment rate has been growing faster than in the US and three times as fast as in Germany".

According to a Right Managements global survey of more than 2,000 senior HR executives, across 14 different countries, it has been found that employers are becoming more optimistic on growth. On average 47% globally said it will be a year of growth and recovery marked by stepped up investments in new talent development initiatives.

Public sector hiring is set to overtake private sector recruitment in the next three months, according to a survey conducted by recruitment company Manpower Group. Managing director Mark Cahill said that "the public sector has let too many people go" "they have over-fired or let too many people take redundancy and they are the wrong people that have gone". The survey found that there was over 6% net employment outlook - meaning employers planned to increase staff turnover rather than reduce it.

The rise in mobile and tablets has sparked an increase in Games industry employment. It is up for the first time in 3 years according to a new report provided by games industry association TIGA. Overall the sector grew by 4% in 2012.

Blockbuster has been acquired by Gordon Brothers Europe. The outlet went into recession early this January and the move will keep 264 outlets open and save around 2000 jobs. Gordon Brothers Europe has also recently been involved in restructuring high street photography chain, Jessops and fashion brand Republic.

Many have criticised the new UK budget for the lack of measures that have been taken to tackle the current youth skill gap crisis. Mark Stephens MD at the F10 Group said "Today's Budget simply doesn't go far enough towards tackling the needs of school and university leavers who continue to struggle in their search for employment".

He then added "The measures being applied by government just don't seem to be making an impact on youth unemployment. Real initiatives need introducing to encourage employers to offer work experience to people in education and meaningful programs that encourage employers to take on University leavers, in the same way that businesses invest in graduates on the continent".

To support this, a recent report from The UK commission for Employment and skills has found that current recruitment practises are failing young people. The report highlighted the barriers to entry many young people face. A lack of experience was a key highlight for employers rejecting young recruits yet it was found only 1 in four employers actually offered work experience to young people at all.
Barclays has launched a new programme that will help get 10,000 young people into the work place. Their new 'Barclays bridges into work' programme will help young people with their CV writing and interview techniques as well as help SMEs when first recruiting apprentices by helping to find the right candidates and offering counselling and advice.

Regular visitors to our site will recognise our long time friend and sometimes guest writer, Richard Maddocks of Communicum in the Netherlands. The company delivers a unique methodology for business improvement and training for individuals and teams of knowledge based employees that helps solve some of the key staff issues facing any company:

Motivation - Staff satisfaction - Retention - Flexibility of the workforce

This week in his blog, Richard targets one of the real challenges of Talent Management and Development - it is being managed by the wrong department - HR. His contention is that it should be the business leaders stepping up to this challenge. He also offfers a roadmap to success, which embraces HR and the Line of Business heads. Read on and feel free to comment to This e-mail address is being protected from spam bots, you need JavaScript enabled to view it or directly to Richard.

Richard's Corner:

Every Management and HR (online) magazine I have received during the last 12 months contains at least one article related to Talent Management: the importance of identifying people´s real talents, developing it, finding ways to maximising usage, and of course to retain it. It´s extremely encouraging that this has become a “hot topic” because understanding how to do this, and then making it happen, is an essential key to success for all organisations irrespective of their size or industry.

However, I find 2 things rather disconcerting about all that I read:
1. There´s a lot of talk about the need to do it but very few ideas as to how to implement successful approaches
2. The focus seems to be to drive initiatives in this area from an HR perspective.

Let me tackle the second point first:
Unleashing more potential of individuals, and thus in organisations, is not something that should be driven and championed by HR departments. Of course, they should play a major role in supporting everything related to Talent Management & Development (TMD), and constantly be investigating new ways to do this, and to measure success.

However, the ownership of TMD needs to rest fairly and squarely on the shoulders of all Business Leaders & Managers…..for it to be successful it is imperative that, from the top down, every Manager is focused on TMD in the same way that they place importance on achieving revenue, profit and productivity targets. It should be one of the major Key Performance Indicators (KPI) that all managers have in their objectives, and are assessed upon.

If organisations desire to achieve significant progress with TMD, then it should be a constant agenda item in every Board and Management Team meeting. It is essential to include it in the Business Performance dashboards that are used to steer and adjust the business strategies and tactical programs.

And now to dealing with my first point above, how to implement a successful approach:

TMD is not something that just happens because management and HR design processes and provide training programs to stimulate it. The first thing to address is to create stronger leaders at all management levels…..to develop the awareness and competencies to enable managers to truly inspire and empower their team members to identify, develop and deploy their core talents. And to create an environment that allows this to happen.

It is indeed of vital importance that all employees become more pro-active in this process…..to take the appropriate responsibility for driving “their own bus” i.e. to enhance their self-management and personal leadership, to maximise their contribution to the business through a constant focus on developing and using their talents in line with the needs of the business. But they will only do this when the leaders are setting a good example (being a great Role Model), and when they are continually encouraged and motivated to spend time and energy on their personal TMD…..and are given the time to do so.

One of the key roles for HR in this process is to provide training, frameworks, common language and (software) tools to support the individual and collective efforts…..and to be able to assess what´s working and what needs to be improved. And then to supply the necessary input to the KPI´s and business dashboards.

So my key message is this: Talent Management & Development has become recognised as an essential ingredient for success in all organisations. To achieve the desired results, it needs to be treated as a core business process and it requires investment both in time and money. But when executed as outlined above, it will deliver benefits far in excess of any investment made.

A great example of the success of this approach is detailed in the Euroclear Case Study in this newsletter.(Editor Note: Click here for the download page) It is a perfect testimony to TMD being driven from the top, by the CEO…..and to the huge business benefits that can be achieved when it is consistently “front-of-mind” for the entire organisation and all teams & individuals.

Jobsite Live Streaming

TruLondon. Energetic track leaders and the informal exchange of ideas make TRU events virtual hot spots for knowledge sharing across the industry. Jobsite is proud to support the vitality of TRU in the UK.

Hosted by DeeDee Doke, the editor of Recruiter Magazine, the market-leading title for recruitment professionals. Well-known for her passion for creative and dynamic HR, DeeDee will be moderating the livestream panel discussions throughout the two-day #TruLondon event. The player should also enable you to view interviews from the spring TruLondon, hosted by Alan Whitford.

The Job Board Doctor is Jeff Dickey-Chasins (@JobBoardDoctor), a veteran of the job board, publishing, and e-learning industries. We read his blog and other posts regularly - and have often referred to his research and insights regarding not just Job Boards, but recruitment in general. The consulting services he provides will help your job board increase sales, profitability, and customers.

This week, Jeff mused on the elements that job boards shoiuld or could add to be more functional and relevant. He has kindly agreed for us to republish the post here. What do you think?

As noted in previous posts, I’ve been thinking lately about what makes a job board good – or not. Below are a few questions to that effect – and yes, some employment sites have these features, but most do not. Maybe there absent features you’ve wondered about?

• Voice input for search: Hey, if you’re like the other 40-50% of job seekers who use their mobile device for job hunting, you probably dislike thumb-typing (and its attendant typos) as much as me. So why not, in the age of Siri and Google Voice, do the mobile job sites fail to offer voice-based search? It would be great! Please, do it, yesterday.
• Targeted job distribution: I’m not talking about simple cross-posting, folks; I mean the kind of micro-targeting pioneered by Google that puts an employer’s jobs in front of potential candidates whether they’re sitting at a desktop, playing Angry Birds on their iPhone, or watching a webinar for extra CEUs. In other words, using BigData to big advantage – because not every qualified candidate visits your job board.
• ATS neutralizer: Yes, ATSs are remarkably good at scaring away candidates; yes, job boards get blamed for ATS failures. But some job boards have figured out how to provide employers with ALL of their candidates – even if the candidates DIDN’T make it through the ATS. You know what – all employment sites need this kind of ‘ATS neutralizer’!
• Recommendation engine: Amazon pioneered a remarkable (and occasionally spooky) ability to gather data on your behavior when on their site, then determine what you might be interested in. Now a new generation of recommendation engines have surfaced, utilizing additional data from your social interactions. So…why aren’t we seeing this on employment sites? No, not the simplistic “I noticed you have the job title ‘owner’, so you must want trucking jobs, since they are ‘owner/operator’. I’m talking about an employment site that looks at your profile, your resume, your search behavior, the data you put into your job alerts, your social connections, and any other scrap of data it can find to serve up useful, targeted employment opportunities – whether they are companies or actual jobs.
• More employer options: So what if you’re an employer and you don’t necessarily want to post a job or search through resumes? For the vast majority of job boards, you’re screwed, because that’s it. How about some more options, like targeted job distribution, social media management, career site management, pre-screened and vetted candidates, talent community management, or a mobile career site/app/and more?
• Rewards programs: Why don’t job boards have ‘frequent flier’ programs for both employers and job seekers – the more you use us, the more you get? Perhaps a job seeker could apply for a particular job via an aggregator – or via your site. Wouldn’t a rewards program tilt the odds in your favor? What’s more, you can offer rewards that make sense – a resume rework, a Starbucks gift card, or an interview fashion makeover.

I’ll be the first to admit that the above aren’t particularly earth-shattering or new – and that’s the point. These all rely on existing models, tools, techniques, what have you – and you should think about whether any of them make sense for your audience.

Heather Kinzie writes frequently for noted US publication, ERE,net. Heather provides business leaders, HR professionals and management staff practical, relevant, and valuable HR consultation. Heather offers a variety of engaging facilitation services to include workforce planning, strategic planning, team-building, and process analysis and redesign.

Her post today struck a real chord. After a long time, she finally got a client to understand the real value of mapping a company's culture to its recruiting cycle - with tangible resutls. In the article, she highlights the Six Parts of Recruiting For Culture.

Heather states: "Corporate culture can be described as the “norms” shared by employees in an organization that control the way they interact with each other, with other stakeholders and with customers. Corporate cutlure is made up of the following:"

• Vision and Mission
• Organizational Values
• Work Environment
• Leadership Style
• Organizational Structure
• Personal Qualities of Workforce

Take some time and read the full article here.

Thanks Heather for a well thought out approach.

On Wednesday night, #SRCONF co-founder and organiser Vic Okezie of Crexia and Alan Whitford of RCEURO hosted the first of a series of twitter chats to discuss what is happening in Social Media, #SRCHAT. This is part of our build up to Social Recruiting Conference 2012 in London on 28 June. Join us every Wednesday at 20:00 BST/15:00 EST. You can read a review of the night by @TheSourceress, Katherine Robinson here.

It was great to have an old friend and colleague join us at the end from Oz (it was 6am, afterall), Justin Hillier, @Justin_Hillier

He recently took part in the Australian Talent Conference and asked us to share his post-event blog post. It is good to see Justin and Social Recruiting 360 back in the fold. Read it and enjoy.

On the back of the World Cafe unconference style session last week at the ATC, I wanted to explore the growing conversation that I hear regarding companies building social media pages/accounts/channels, and the concern that now that it is built, surely people will follow/join.

Sadly this just isn’t the case. Whilst in principal I guess you could argue the case that everyone in some way is on social media, and that in itself should be enough for them to start following you, but who has really experienced that, especially from a careers/recruitment perspective?

Here are a few things I think you should have covered off to ensure at least initially you are creating awareness about your new (or current) social media assets:

• Add your social media links to your email signature, such a simple thing to do but how many of you do it?
• Add your social media links to your business cards
• In fact just add your links to every recruitment marketing you have, amazingly this still isn’t being done.
• Make sure your Facebook/Youtube/Twitter?google+ accounts are easily accessible on your careers site. I still see so many companies who have them almost hidden or not at all
• Cross promote your channels -
• Ensure all newsletter/ezines you send to your candidates in your ATS has your social media links.
• Whilst on ATS why not invite people to join, a personal touch can go a long way
• Ensure your content is diverse and relevant. Just posting blogs, or worse still jobs (don’t ever just post jobs, big NO NO)., will just turn people away and bore them.
• Ask your audience and employees what content you should produce and encourage them to create it for you. Diverse content that can be shared like photo’s and video’s will encourage more followers and interest.
• Follow Thiess’s example and put a big Facebook Like foam icon in your foyer, something different for sure but it certainly catches the eye.
  Don’t be afraid to take a risk and learn from your mistakes.
• Ask your current employees to join your networks. There is nothing better than an employee referral and if they share your creative and relevant content then your network hopefully attracts more of the same.
• Further more why not have 1-2 employees per month available to answer questions about their area of the business and the company as a whole. Great Employer Branding and an engaging exercise. Video/Radio/Forum are some of your options.
• Use the many many tools that are out there to target the people you want to engage with and do so.
  

This isn’t the be all and end all but hopefully it gives you some ideas to get moving with. If you have any more ideas or have seen something that works please feel free to add your suggestion below. We can all benefit from those that are being successful, social media is as much about giving as it is taking.

Catherine Gutsell, Digital Marketing Executive at the CK Group , takes a look at the impact of social networks and the benefits they might bring to a business for retaining your top talent.

Social networking sites such as Facebook, Linkedin and Twitter are all the rage – there’s no escaping them, they’re everywhere – even in the workplace, and whether you like it or not, they’re not going away.

The CK Group is passionate about social media and the benefits it can bring to your business. We are strong believers that social media can be an invaluable tool in not only attracting and recruiting staff but also in retaining them. From our experience, when it comes to social media, staff retention is often an area which is overlooked and under utilised. In fact, a survey conducted by Melcrum, found that of 2,600 respondents, only 11% said they had used social media to the benefit of their HR Department (Personnel Today, 2010)

We think HR departments are missing a trick here, so in a bid to gauge the use of social media in HR employee retention schemes, between October 2010 and February 2011, the CK Group surveyed 87 HR professionals and 60 employees. We wanted to find out if and how social media is being integrated into employee retention schemes nationwide.

So let’s start with the basics. We all know that critical to organisational success is keeping your best employees, plain and simple. But in today’s market the harsh reality is that top talent is hard to come by, and holding on to them is definitely not as easy as it used to be.

Why not use every tool available to help ensure this happens? This is where social media can play a starring role in your employee retention strategy. After all, with so many of our employees engaging in social networking during work hours, 81.6% according to our survey, why is it that only an abysmal 10.7% of respondents stated that they use social media as part of their employee retention strategy– surely this is a missed opportunity?

Perhaps you don’t know where to start or you feel overwhelmed by the prospect of venturing into the realms of social networking? Well here are seven practical tips to help you get started.

1. Don't assume the worst

It is so important that as employers we understand why and how our staff use social media whilst at work. Do not automatically presume they are using it to chat away to friends or to bad-mouth your company. Have you ever considered that they might actually be using it to perform more productively in their jobs? For example, they might be blogging about your products, trying to reach elusive customers or exchanging information with industry experts.

So whatever you do, don’t assume the worst and don’t ban social networking sites all together. By banning every site, you’re ultimately telling your employees that you have no trust in them and nothing will push your employees further away from your organisation than this.

2. Encourage your employees to establish and actively maintain their social networks:

Actively encourage your employees to establish, maintain and build their social networks – you want them to communicate a personal brand that is a reflection of their role within your organisation but also them as an individual.

The key here is to avoid implementing pointless rules:

· Don’t insist that employees have separate personal and professional networking accounts – this is simply impractical.

- Do allow employees to state their job title and company information on their Facebook profiles, after all it is part of their identity and will automatically feel more connected and loyal to their organisation by broadcasting this information.

By giving your staff this freedom, you will directly enhance the pride they take in their work, and thus the loyalty they feel towards the organisation.

3. Communication should come from the top:

Social media and internal blogging is a great way for Executives to communicate their vision and aspirations for the company – sharing their passions will help to motivate and retain your talented employees.

Communicating from the top using social media may also help to erase those hierarchical differences that undoubtedly exist and help to bring everyone to the same level. It will also make employees feel that they are being heard and valued.

Why not try using podcasts or micro blogging platforms such as Yammer to help broadcast communication from the top?

4. Create alumni networks:

The concept of employee alumni networks isn’t a new fad – they’ve been around for donkey’s years and can be an extremely valuable retention resource for your company. After all, just because employees may have left your organisation, it doesn’t necessarily mean they aren’t still loyal.

All too often, it is employees or ex-employees that are driving this effort and not the company, this is a fundamental mistake. If you as a company haven’t already set them up, you’re missing a trick. It’s easy enough to do – just take a look at AstraZeneca’s Alumni Network on Linkedin.

5. Ideas sharing:

It’s a fact that actively involving your staff in decision making will increase your chances of holding onto your top talent.

Using social media is a great way to do this – it will get your staff talking, and most importantly sharing ideas with one another. The information nature of social networking platforms mean that employees may feel more free to openly brainstorm ideas without feeling that they are being watched or scrutinized.

An example of a company that have got this down to a tee is Kraft Foods. In 2009 Kraft decided their company needed a little facelift. As with any company, Kraft were aware that their employees are the people that knew their brand best. Therefore, in a bid to generate ideas, the company implemented an internal social networking tool in order for employees to submit their ideas.

In order to cultivate ideas sharing and ultimately increase your employee retention, you need to stop meticulously controlling your employees use of social media and start concentrating on how you can set up online ideas forums, or maybe start a conversation via Twitter.

6. Give your employees the freedom to express their creativity:

Encouraging creativity is key to employee retention. It sounds obvious, but your employees really need to enjoy their jobs in order for them to stay loyal to your organisation. So stifling creativity in the workplace is a big no no.

A great way to get those creative juices flowing and really create a buzz in the workplace is to use Youtube.

A great example of this in action is the Deloitte Film Festival. The organisers asked employees to create short videos in response to the question, ‘What’s your Deloitte?’ Employees were allowed to work in teams of 1 to 7 people to make videos reflecting their experiences of working for Deliotte. An impressive 400 submissions were received with 2,000 people taking part. The channel has had over 400,000 views and 33% of staff reported they felt more loyalty to the company as a result. So why not give it a go?

7. Give your company culture some oomph!

You can use social media to do this. A great illustration of this is the clothing retailer Zappos’ innovative use of Twitter. 300 of their employees are active users of Twitter, and the company are passionate that it helps employees get to know each other in a different way than they would within the workplace, therefore creating a more positive friendly culture. After all, friendship and camaraderie between employees is one thing that will definitely keep them sticking around for longer. They even hold Twitter classes to help their employees get started.

Whichever way you look at it, social media is revolutionising the ways in which businesses are run and how we communicate. So like it or lump it, we all need to learn to love it. Fact. Using social media to retain your best talent may seem like an uphill struggle – but, as with any other tool, when it comes to social media – you really do get out what you put in.

Recruiter Magaine’s latest ‘Smart Resourcing’ knowledge sharing event is taking place on 28 February 2013 at The Kings Fund, London. Looking beyond current dominant practices to explore emerging recruitment and talent acquisition methods, Recruiter’s ‘Smart Resourcing’ aims to take Recruitment Leaders Two Steps Beyond the expected - sharing innovative and powerful strategies guaranteed to propel your organisation to greater success.

A packed programme with plenary sessions and some terrific break out sessions with the day ably chaired by Roopesh Panchasra, Director Recruitment, Expedia and hosted by DeeDee Doke, Editor of Recruiter Magazine.

Highlights of the day include:

The Keys to Successful Recruiting Leadership
John Vlastelica, Managing Director, Recruiting Toolbox

Improving time to hire and reducing cost per hire in retail
Paul McNulty, Head Office Recruitment Manager, The Talent Team, Matalan

Training your hiring/line managers to recruit
Isabelle Hung, Global Head of Talent Acquisition, Alexander Mann Solutions
Why Recruitment Matters – Engaging the Board
Catherine Possamai, Director of Internal Resourcing, Capita

Recruiting for the RAF
Ian Tolfts, Group Captain Recruiting, RAF

The ins and outs of implementing an in-house training academy for your recruitment team
Lynda Price, Head of Resourcing - Insurance and Retail

Building and implementing an award-winning on boarding programme for new recruits
Adrian Thomas, Former Head of Resourcing, Network Rail
Mike Bickford, Interim Head of Resourcing, Network Rai

Workforce analytics
Jonathan Young, Head of International Workforce Strategy, Analytics and Talent Acquisition, Lockheed Martin

Growing a global recruitment team
Andy Hill, Vice President Talent and Resourcing, Invensys

Lessons learned from recruiting for the London 2012 Olympic and Paralympic Games
Paul Modley, Head of Recruitment, LOCOG

Managing a global pipeline of creative talent
Ryan Broad, Head Global of Recruitment, MPC

The Direct Employers Association (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, are to meet with the HMRC to discuss legislation relating to temporary workers and the recruitment sector from a tax perspective.

The Roundtable attendees will include DEA founder member representatives; providing those companies and their representatives direct access to senior policy officials to discuss a wide range of topics and issues impacting the resourcing sector; covering both contingent workers and permanent recruitment. This will be the first of an ongoing series of engagements with Government departments designed to inform and influence legislative and policy direction and thinking.

Alan Whitford, Operations Director at The Direct Employers Association commented: "One of our key objectives is to engage with Government and policy makers to ensure we create the right conditions for informed decisions affecting UK employment. This covers a number of areas such as skills, training and creating a link between business and education in an attempt to better equip people leaving full time education for work; all of these topics have been high on the Government agenda for some time now."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: " An important part of the DEA's mission will be to work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting. The objective of the DEA is to create the framework to allow this to happen. This framework provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers. This meeting is an important first step along the journey."

He went on to say; "These engagements will empower our member company representatives within their own organisations by equipping them to talk authoritatively on key business risks and issues that they can champion and advise internally with their colleagues. This will elevate their status and further emphasise the importance of their role within the business."

Whitford concluded; "The Direct Employers Association allows employers focussed on growth strategies to share experiences and create best practice as well as identify business and resourcing issues and raise these directly with Government. It also allows Government and policy makers a direct route to discuss ideas and policy developments with key business leaders and those directly affected by legislation."

The London 2012 Olympic and Paralympic Games was an outstanding success and is widely recognised as a model of exceptional employee engagement and customer service. The Games were also the UK’s biggest peacetime recruitment project ever.

So, what legacy lessons does London 2012 have for recruiters?

Legacy 1: Communities & engagement are the glue to elite recruiting

How do you recruit, motivate and retain a large project workforce when they all know from day one that their jobs will cease to exist the moment the project is finished?

Speaking at the recent Smart Resourcing Conference in London, this was the challenge faced by Paul Modley, Head of Recruitment for London 2012.

“The glue really to pull this all together was communities and engagement.”

Legacy 2: Social recruiting is personal – so use your unique connections to ‘stand out’

Hiring great talent was important, but employee retention was one of the key reasons why the Games were so successful.

Elite recruiting performance was achieved by providing talent community users with self-service engagement tools to upload profiles, share groups and news 12 months in advance of jobs becoming available.

Connecting employees to jobs at 500 employers boosted retention. These employers have already amassed recruitment cost savings of more than £3 million and are well on the way to achieving the target of £10 million savings.

Owning and managing all their own talent relationships in one network enabled London 2012 to achieve the astonishingly low level of attrition of just 3% in the 12 months leading up to the Games.

Legacy 3: Talent pipelines can work 12 months before jobs arise

Key to meeting these challenges was London 2012’s work with Hollaroo, who provided their private social recruiting network – one network for all their talent communities.

To share further insights from Hollaroo's work with London 2012, or to discuss its social recruiting solutions (employee referrals, talent pipelining, internal mobility, graduate recruitment, alumni communities and more), please This e-mail address is being protected from spam bots, you need JavaScript enabled to view it

We continue with our Annual look at seasonal hiring challenges. Enjoy the Holidays.

Recruiting Temporary Staff to Work in Unforgiving Conditions and a Remote Locality

As we come up to Christmas 2012, we thought we might take a tongue in cheek look at the hiring challenges facing a temporary business, based in an unpopular location with little transportation infrastructure or connectivity to the outside world, other than a brief 24 hour window. Working conditions are 24x7 leading up to the annual close of the business when all staff are made redundant until the following season; other than management staff, who are able to take a long summer vacation.

How would Santa Claus actually go about recruiting his manufacturing design staff?

• Update his corporate Career Site on Santaclausjobs.net
• Post a job on northpolejobs.net
• Use generic job boards
• Run a Twitter posting campaign (@santaclausjobs)
• Explore his LinkedIn group (Santa's Little Elves)
• Create a Facebook Fan Page (Working for St. Nick)
• Get cracking with Google+

Perhaps his Job Post would look a bit like this:

Fulfilling Childhood Dreams - Delivering Joy and Happiness
Global Toy Manufacturer and Distribution Business is seeking energetic and dedicated workers to join this thriving business which specialises in delivering Holiday Cheer to millions of children around the world. Manufacturing toys and presents in our state-of-the-art workshop at the North Pole, we offer a dynamic work environment that has been evolving for over 400 years.

Specialists in distribution management, we utilise our 'Naughty or Nice' CRM system to ensure that we identify our target customers effectively for a 24 hour delivery window.

We depend on our unique and purpose built delivery vehicle, with the transportation team comprised of a team of 8 locally hired reindeer. At times of inclement weather, we bring in a specialist team leader with his 'Shiny Red Nose' to help keep deliverys on time.

Apply Now:
If you are interested in working in this life changing business on a seasonal basis, visit our career page or contact our Hiring Manager, Mrs S. Claus by email, text or twitter, enclosing your CV or links to your LinkedIn or Facebook profile. Initial interviews will be conducted by Video conference call.

All of us at RCEURO wish you a happy and peaceful holiday season.

TheJobPost is taking its highly successful recruitment seminar series on the road, visiting Birmingham, Bristol and Manchester in a one week tour. These events are ideal for HR or Corporate recruiting professionals having to satisfy their company recruitment needs to access the best talent in the market, review their supply chain, understand new technology and manage their time most effectively with new tools.

The Future of Talent, Technology and Social Recruiting series highlights include understanding the latest technologies and recruiting solutions available, current trends in recruitment, how to use social networks to maximum effect and hearing why corporate recruiters are harnessing the power of innovative channels to access talent.

The series is chaired by Alan Whitford, who has recently launched the Direct Employers Association as the first UK based Trade Association created for hiring organisations with a specific focus on the Talent Acquisition/Resourcing function and the in-house professionals who deliver the recruitment agenda.

Speakers across the series include TheJobPost, Broadbean, cut-e, LinkedIn, Xchanging and ECOM Digital, to name but a few, who present a wealth of knowledge about products and solutions to Talent Acquisition and recruitment business leaders looking to hire top talent. A selection of guest speakers will feature at each event, including Matt Alder of Metashift and Richard Bunkham of Oxford University.

As always, the series is set up for in-house recruiters in the morning; Follow and participate on Twitter via #SRTech13
and 3rd party recruiters in the afternoon; Follow and participate on Twitter via #TechRec13.

The morning session is open to HR and Recruitment professionals involved in Talent Acquisition,including: HR Director, Head of Talent, Talent Acquisition Manager, Talent Manager, Recruitment Manager, Senior Recruitment Manager, Resourcing Manager, Director of Resourcing, Corporate Recruiter.

The afternoon session is open to Recruitment Owners, Directors, Managers and Senior Recruitment professionals from specialist consultancies through to listed recruitment businesses throughout the UK.

Complimentary tickets are still available to our readers. The series dates and registration links:

BIRMINGHAM 22 APRIL
Morning, In-house audience
Afternoon, 3rd party recruiters

BRISTOL 24 APRIL
Morning, In-house audience
Afternoon, 3rd party recruiters

MANCHESTER 26 APRIL
Morning, In-house audience
Afternoon, 3rd party recruiters

The Direct Employers Association, the first UK based Trade Body specifically created for Corporate hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, is pleased to announce that Colin Minto, Head of Resourcing for G4S Plc, has accepted the role of Chairman of the DEA Executive Committee. G4S is the world’s leading international security solutions group and one of the world’s largest private employers with 657,000+ people in 125 countries.

Commenting on his reasons for accepting the role, Colin said: “In my opinion, recruitment is one of the most important business processes. Without recruitment, underpinned by a robust best practice resourcing strategy, a business simply does not exist. The focus of the Direct Employers Association (DEA) is to draw on its membership to formulate and deliver best practice in all aspects of the recruitment function whether that be permanent or contingent worker hiring.”

Alan Whitford, Operations Director at The Direct Employers Association commented: "Colin brings a wealth of recruitment, business and trade association experience to this role at the DEA. He is a dynamic leader who will combine his extensive duties at G4S with this voluntary position leading the charge on behalf of the talent and resourcing community.”

Colin went on to say: “An important part of the DEA's mission will be to work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting. I am personally delighted to be involved with this exciting and committed group of the finest employers and resourcing leaders and look forward to our inaugural year.”

About the Direct Employers Association
The Direct Employers Association is the first UK based Trade Body specifically created for Corporate hiring organisations with a specific focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver the recruitment agenda. Our members are seeking the opportunity to engage with each other and to directly influence industry and government.

For more information about the Direct Employers Association, please contact:
Alan Whitford, Operations Director
Tel: 0845 519 33 22
Mob: 07971 864620
Email: This e-mail address is being protected from spam bots, you need JavaScript enabled to view it
Web: http://www.directemployers.eu

We are live today at #SRTECH 13, hosted by in London

This is a 'must come to event' for any HR or Corporate recruiting professional having to satisfy their company recruitment needs to access the best talent in the market, review their supply chain, understand new technology and manage their time most effectively.
Highlights include understanding the latest technologies and recruiting solutions available, current trends in recruitment, how to use social networks to maximum effect and hearing why corporate recruiters are harnessing the power of innovative channels to access talent.

The speakers include LinkedIn, Glassdoor, TheJobPost, Broadbean and Sonru who present a wealth of opportunities, products and solutions to Talent Acquisition leaders looking to hire top talent for their organisations. The questions for our delegates is do you know how to get the most out of your networks and channels to access the best talent for your company?
You will leave understanding how you can engage the best candidates in the market as well as efficiently leveraging staffing companies to access talent that is extremely hard to find.

Livestreaming is sponsored by Sonru

Live broadcast by Ustream

Afternoon event hosted by TheJobPost, #Techrec13.

Developed for any Recruitment Director or Owner having to satisfy their consultancy needs to access the best clients and candidates in the market.

Highlights include understanding how to build a successful consultancy, the latest technologies and solutions available for recruiters, current trends in recruitment, how to use social networks to maximum effect and hearing why recruiters are harnessing the power of crowdsourcing to increase new client relationships and in turn fee income.

Our speakers include LinkedIn, Broadbean, TheJobPost and Ecom Digital who present a wealth of knowledge, products and solutions to recruitment leaders looking to grow their business.

You will leave understanding how you can engage the best candidates in the market as well as efficiently leveraging ideas and tools to increase your new client relationships.

The Live Stream is sponsored by Sonru

Stream videos at Ustream

Vic Okezie of Crexia has added to his successful range of conferences for recruitment (he and Alan Whitford of RCEURO launched the highly successful SRCONF series) with the introduction of SMART, the Social, Mobile and Recruitment Technology Summit in London on 17 January. SMART will showcase the next generation of Recruitment Technology solutions, including Social Recruiting platforms, Mobile Recruiting tools and more. HR Professionals will be there to see demos of the smartest recruitment platforms in the industry and will benefit from insights from HR/Recruitment bloggers and the industry press.

A few tickets remain for this can't miss event. Register here.

Key themes:

Social Recruiting Platforms
See how Social Recruiting platforms can improve your overall recruitment process and enhance candidate experience.

Mobile Recruiting Technology
Mobilise your career websites and employer brand campaigns via Mobile Recruiting apps and technology.

Big Data Recruiting Tools
Learn how big data & user generated content can be best utilised in engaging with and assessing the right talent.

Network with Smart HR Leaders
Connect and share knowledge with 300 professionals, including top HR bloggers and recruitment technology vendors. A generous 90 minutes has been set aside for delegate networking and refreshements from 15:30 onwards.

Streaming live video by Ustream

The Agenda

08.00 – 09.50 Delegates Networking, Refreshments & Exhibition

09.50 – 10.00 Welcome and Introduction by Conference Moderator
Alan Whitford, Managing Partner, Abtech Partnership

10.00 – 10.40 Recruiting Cloud: The Next Generation of Social Recruiting (Keynote)
Jason Corsello, VP of Marketing & Corporate Strategy, Cornerstone OnDemand

10.40 – 11.10 Global Resourcing Strategy - Case Study of Social Employer Branding
Charu Malhotra, Global Resourcing Projects Manager (Employer Branding), Unilever

11.10 – 11.40 Delegates Networking, Refreshments & Exhibition

11.40 – 12.00 LinkedIn Mobile Platform and the Future of Professional Networking
Richard Ward, Enterprise Sales Manager, LinkedIn

12.00 – 14.00 Delegates Networking, Refreshments & Exhibition

14.00 – 14.40 SeeMore - Bringing Big Data into Recruitment and Sourcing (Keynote)
David Henry, Vice President of Marketing UKIE, Monster Worldwide

14.40 – 15.10 Mobilize your ATS: Options for Mobile Job Applications using your ATS
Joe Essenfeld, CEO, Jibe Inc.

15.10 – 15.30 Recruitment Crowdsourcing Technology - Winning the War of Talent
John-Paul Caffery, CEO, TheJobPost

15.30 – 17.00 Delegates Networking, Refreshments & Exhibition

If you are a regular visitor to our site, then you will know about our respect for the straight talking and clear thinking thought leader Laurie Ruettimann (she wlll most likely hate that I use this term). With over a decade of Human Resources experience in Fortune 500 organisations as an employee and industry leading consultant, Laurie is an influential speaker, writer and social media expert. I have had the pleasure of debating many issues with her at a number of the TruLondon events as well as online. Her column, The Cynical Girl, is a must read for me every day.

This week Laurie opens up the can of worms about hiring for 'fit' and 'culture' and how our unconscious may actually be influencing hiring behaviours. With her kind permission, we publish the article on the Adaptive Unconscious here. Read, think and comment.

Thanks Laurie.

Hiring for Fit: The Adaptive Unconscious

Lots of trendy management advice out there about hiring for “fit” and “culture.”

I hate it. You know this.

I have said it before and I will say it again: There is no reliable or valid study out there that shows a correlation between a company’s performance and hiring for fit and culture. But here’s what we do know: Big data can show us how hiring for fit and culture translates into racism, sexism, ableism and ageism.

Here’s a story.

I just read a book called Strangers to Ourselves: Discovering the Adaptive Unconscious.(Ed. note: U.S. Amazon link - see below for the UK link) I learned that much of what we think we know about ourselves and our behaviors isn’t really true. There’s a part of our brain called the adaptive unconscious that governs a ton of automated processes — breathing, digesting food, blinking, balance — but it also processes 11,000,0000 pieces of data each second and tells us what’s important, relevant and meaningful.

You know how you can go to a cocktail party and stand there, hold a drink, tune in/out of conversations and somehow snap to attention when someone across the room mentions your name? The body is a huge data processing machine and your adaptive unconscious is scanning everything. It helps to sort out what’s relevant and what isn’t important. You don’t even have to think about it.

Dr. Timothy D. Wilson described the adaptive unconscious as a large ‘spin doctor’. Our mind interprets information outside of our awareness. Then our unconscious mind renders a conclusion and pushes it into our consciousness before we even have time to think about it. And the faster we need to process the information, the more error-prone it becomes.

Ask yourself — How do you know when a situation is dangerous? How do you look at someone and get a funny feeling? Why do you feel a spidey-sense when a stranger walks in a room?

That’s a small part of the adaptive unconscious in motion.

So what does this mean for the hiring process? Well, good companies use reliable and valid hiring criteria to judge candidates. They judge people based on competencies.

But what if you’re a normal hiring manager without a robust recruiting process — but with good intentions — and you have to decide between two equal candidates based on fit?

Well, you need to be careful. A hiring decision on fit is probably coming from your adaptive unconscious, and sometimes those decisions could be influenced by primal instincts that you don’t understand.

• Even though you don’t think you are racist, you might have something against [insert other kind of] people.
• Even though you want to help the disabled, you might not consider an amputee for your job even though she is qualified.

And the bias doesn’t have to be illegal. Even though it makes no sense and you would deny it, you might rule out hiring candidates from Michigan State because you went to Penn State.

Don’t look at me — or some book on the adaptive unconscious — to disprove the reliability of hiring for fit. Use your payroll system, CRM, ATS, and performance management platforms to check the data and measure it against your hiring philosophy.

• Is your candidate pool diverse? Or do you hire people who look like the hiring manager?
• How do you compensate women, minorities and disabled employees?
• How long do people last in your organization? Does tenure correlate with performance? Can you keep good people?
• Can you retain minorities, the religiously observant, older people, women, the disabled, veterans, or those with a genetic disorder?

I love it when big data meets the adaptive unconscious. And I wonder — what story about your organization’s unconscious behavior is told when technology become a ‘nonsconscious translator’ and audits your hiring process?

Go find out. That’s a really good use of your time in Human Resources. And go read this book! (Amazon UK link)

The judges for the 2013 Global Recruiter Industry Awards have drawn up their shortlists for this year’s accolades. To say the job was difficult is something of an understatement. With a record number of entries – and an incredibly high level of competition in some categories – there was much debate, deliberation and weighing of criteria. Despite this, decisions have been made and, like all judges’ decisions, they are final.

Overall the judges have been impressed by the high standard of entires this year and it should be remembered that these Awards come without a price tag – in other words no fee has changed hands for entering – which means there has been a level playing field throughout. In some categories smaller companies have gone head-to-head with the large corporates, the start-up has been able to do battle with the long-term industry fixture. The final results will be interesting, but for now the list below covers those who have been recognised by the judges as offering something different and of clear value in the industry.

For those of you who did enter but did not get the nod, remember the competition was fierce, and it will certainly be worth your while putting in a good 2013 and entering again next year.

The best of the best for this year’s Industry Awards, headline sponsored by First Choice Software, will be announced at the Awards ceremony on 27th June held at the Cafe de Paris, in London.

The best and brightest in recruitment were recognised on 1 May at the 2013 Recruiter Awards for Excellence, sponsored by Eploy. The event was hosted by Ed Byrne at a packed Grosvenor House Hotel in London’s Mayfair.

In addition, money was raised at a charity casino on behalf of SoldierOn!, Recruiter’s charity of choice for 2013-14. This is the second time Recruiter has partnered with the organisation, which works to enable disabled ex-servicemen and women into meaningful, long-term employment.

The full list of winners follows:

• Best Newcomer Agency:
  AdMore Recruitment
  (Highly Commended: Pod Talent)
• Best Employee Referral Strategy, sponsored by Eploy:
  EMC
• Best Recruitment Agency Marketing Team:
  FiveTen Group
  (Highly Commended: Cititec)
• Most Effective Recruitment Campaign:
  The Portland Hospital in partnership with Pink Squid
• Best Banking/Financial Recruitment Agency:
  Cititec
• Most Effective Employer Brand Development, sponsored by Transline Group:
  LV=
  (Highly Commended: Allied Bakeries)
• Best Temporary Recruitment Agency:
  |Protocol Education
  (Highly Commended: Randstad Education)
• Best Candidate Care, sponsored by the Recruitment & Employment Confederation:
  Independent and Kiddicare
  (Highly Commended: Penta Consulting, Tangent International)
• Best Candidate Experience and Onboarding, sponsored by indeed:
  Matalan
  (Highly Commended: Ovo Energy)
• Best Client Service, sponsored by Liquid Friday:
  CBSbutler
• Best Graduate/Trainee Recruitment Strategy:
  Newton Europe
  (Highly Commended: Deutsche Bank)
• Best Apprentice/School Leaver Recruitment Strategy:
  Network Rail with Work Communications
  (Highly Commended: Visa Europe)
• Best International Recruitment Agency, sponsored by Eploy:
  Penta Consulting
  (Highly Commended: Antal International)
• Best Global/International Recruitment Strategy:
  Life Technologies
• Best Engineering Recruitment Agency, sponsored by Boox:
  CBSbutler
• Best Professional Services Recruitment Agency:
  Annapurna Recruitment
• Best IT Recruitment Agency:
  LA International Computer Consultants
• Best Technology Innovation:
  YO! Sushi in partnership with Pink Squid
• Innovation in Recruitment:
  Hays
  (Highly Commended: The Royal Bank of Scotland Group in association with ThirtyThree)
• Best Job Board:
  CareersinAudit.com
  (Highly Commended: Technojobs)
• Best Small Recruitment Agency to Work For:
  Caritas Recruitment
• Best Large Recruitment Agency to Work For, sponsored by CV-Library:
  Goodman Masson
• Best Embedded Recruiting Team:
  Capita Resourcing at Secure Central Government Client
• Outstanding Outsourced Recruitment Organisation:
  GradWeb
• Small Recruitment Agency of the Year:
  Resourcing Group
• Agency Recruiter of the Year, sponsored by Strategic-Move:
  Tony Vickers, Balance Recruitment
• In-House Recruiter of the Year:
  Jo Morgan, Sodexo Prestige
• Best Recruitment Team:
  Life Technologies
  (Highly Commended: LV=)
• Large Recruitment Agency of the Year, sponsored by ICS:
  Pathology Group

TMP (UK) Ltd known as TMP Worldwide, a UK resourcing and communications business, has agreed the purchase of the advertising and e-solutions business from Tribal Resourcing, part of Tribal Group plc.

TMP Worldwide is a key player in the UK resourcing sector and sees the purchase of Tribal Resourcing’s advertising and e-solutions business as a fantastic opportunity to reinforce its position as a leading recruitment organisation both in the private and in the public sector. Not only does the acquired business complement TMP Worldwide’s current services in the public sector, it also brings business efficiencies and great strategic partnerships.

Andrew Wilkinson, CEO at TMP Worldwide, says: “This opportunity supports our strategy and determination to grow our resourcing partnerships with clients in both the private and public sector by delivering employer brand led, media and digital based solutions.

“The recruitment markets have been challenging during the recession but as we emerge we are investing in our business. This deal strengthens our resources and broadens our client base as we enter 2011."

Tribal Resourcing is one of the largest recruitment solutions providers to the UK public sector. Its services are based around the attraction, selection, development and retention of staff across its public sector client base.

Tribal will retain the executive search and selection, assessment and interim resourcing business and will work in partnership with TMP Worldwide to continue to provide integrated resourcing solutions to clients.

Julie Towers, Chief Executive of Tribal Resourcing, comments: “Tribal Resourcing has been a hugely successful business and has earned its place as the public sector recruitment market leader. I am really proud of what we’ve achieved but this sale is rightly supportive of the change of strategic direction for Tribal Group announced last year."

“Our remaining executive resourcing and re-organisation work will continue to support Tribal’s businesses in education, health and government and we look forward to working in partnership with TMP Worldwide to provide end to end resourcing services to the public sector.”

UK Recruiter founder and industry doyen, Louise Triance, is hosting her annual end of year Recruitment Conference in London on Wednesday. It will be followed that evening by the Scottish wizard, Stephen O'Donnell's National Online Recruitment Awards. A double bill not to be missed.

Here is what Louise had to say about this year's event in her recent blog: 10 Reasons to Attend....

. for the knowledge you’ll obtain by hearing from and speaking with (amongst others):

1. Dan McGuire – recruitment’s golden boy and major league entrepreneur

2. Graham Palfry-Smith – from star recruiter with a bright yellow Ferrari to non-exec expert

3. Andy Headworth – no one knows more about social media and how to really use it than Andy

4. Matt Alder – has seen it all and is now looking into the future

5. Mike Taylor – uber conference organiser and mobile recruitment expert

6. Keith Robinson – has been there and seen it all in recruitment terms

7. Katharine Robinson and Laura Stoker – I don’t believe anyone has more sourcing knowledge than these ladies

8. Barry Cullen – the only friendly lawyer I know

9. Alan Whitford – was an expert in recruitment technology when the rest of us couldn’t even operate the fax machine

10. Lisa Jones and Bill Boorman – you are unlikely to find more passion and knowledge about recruitment technology than from this double act!

I’m really looking forward to it as we have an absolutely brilliant lineup of speakers and sessions. We start off with Kevin Green of the REC delivering our Keynote. Kevin is going to be candidly talking about the state of the industry – trends, future growth, big picture, uk market, etc. He is an excellent speaker and happy to be a bit controversial. After that we have two steams of sessions (delivered by the experts above), each 45 minutes long, running throughout the day. The agenda is split so that sessions running parallel are either strategic or tactical/practitioner based. Each session consists of 20-25 minutes of structured presentation (with key learning points!!) followed by 20-25 minutes of either debate/discussion, q&a or workshop sessions.

The sessions are:

Building a Business to Sell – Dan McGuire of Cube19 and Graham Palfry-Smith
Social media for clients/business generation – Andy Headworth of Sirona Consulting
Getting more clients – Marc Cohen of ConSol Partners
Mobile Recruiting – Matt Alder of MetaShift
Video in recruiting – Mike Taylor of Web Based Recruitment and Daniel Richard of Sonru
Marketing and your recruitment business – Keith Robinson of ECOM Digital and Mike Ellingham of MESO Marketing
Sourcing Candidates Online – Katharine Robinson (AKA The Sourceress) and Laura Stoker of AIRS
Legal update/clinic – Barry Cullen (AKA BarryTheLawyer)
Employment brand – Alan Whitford of Abtech Parntership and Martin Dangerfield of Symantec
Technology trends – Lisa Jones of Barclay Jones and Bill Boorman

The event costs only £40 so is excellent value. You can book at recnet7nov.eventbrite.co.uk and you can see photos’s from last years event on our Facebook page.

Stephen O'Donnel, chairman and founder of the National Online
Recruitment Awards,has announced the Finalists for the twelfth
annual event. The winners will be revealed at the awards event
in London on Wednesday, the 7th of November.

The Finalists for the National Online Recruitment Awards 2012 are as follows:

Following a fantastic awards night in London we are delighted to announce the winners of the inaugural Marketing Recruitment Awards

On 2nd December more than 180 recruiters and industry protagonists battled the inclement weather to accentuate the belief that the marketing sector is set for a resurgence. Galvanised by more than one common cause, Awards finalists and other industry professionals participated in the first recruitment awards for the marketing sector, which was headlined by the staffing industry’s most celebrated entrepreneur, James Caan.

The black-tie occasion at the prestigious Jumeirah Carlton Hotel commenced with a champagne-reception, before attendees moved through to the bespangled Ballroom, where tables were dressed with wine and more champagne, supplied courtesy of recruitment advisory and consultancy service, HB RIDA and digital marketing agency, Cloudspotting.

A fantastic 3-course dinner was attended by Mr Caan, who arrived ahead of schedule to join colleagues from Hamilton Bradshaw.

Headlining with recruitment guru

Following the dinner and in the absence of APSCO CEO, Ann Swain, the scheduled compère for evening, Simon Lewis, editor and co-founder of event hosts*, Only Marketing Jobs, took to the stage to introduce Mr Caan as headline speaker. Under the title of ‘Looking to the Upturn’, Mr Caan eulogised about the marketing recruitment industry and predicted a prosperous year ahead. Commenting that his private equity company was “open for business”, the Dragon’s Den star hinted that his next investment would likely be in a marketing recruitment agency.

The affable recruitment mogul concluded an inspiring and insightful speech with an impromptu Q&A session, which touched on subjects ranging from the best piece of recruitment advice he’d ever received to industry-related products witnessed in the Den.

Participant praise

At 21:30 it was time for the main event - the Awards presentation. Category sponsors were invited to reveal finalist nominations before announcing the respective category winner. In what was a hotly contested process, all finalists were commended for their commitment to the first ever MARAs, as the 1,000s of votes received were accompanied by some fantastic supporting evidence. The buzz surrounding this part of the evening was electric.

Once the applause had stopped and the Prodigy’s ‘Omen’ sting reduced to a beat in the eardrums it was time to party. And with stand-in DJ, ‘Retro Russ’, banging out some classics, the dance-floor erupted with a variety of curious moves long into the intoxicating night…

The marketing recruitment industry is well and truly alive!

Here are the MARA 2010 winners. Congratulations to them all:

Best Newcomer – Nakama London - Sponsored by HB RIDA

Best Niche Agency - Carrot Pharma - Sponsored by first choice software

Best Social Media Strategy - Major Players - Sponsored by MetaShift

Best Small Agency - Dynamic New Alliances - Sponsored by Social Media In Recruitment Conference 2011

Best Candidate Experience - Stopgap - Sponsored by Liquid Friday

Best Client Experience - Hays Marketing - Sponsored by ECOM DIGITAL

Recruitment Innovation - Stopgap - Sponsored by AllTheTopBananas.com

Most Effective Marketing Strategy - Major Players - Sponsored by 4MAT

Best Regional Agency - Adam Recruitment - Sponsored by Leumi Invoice Finance

Agency of the Year - Major Players - Sponsored by Arithon

Recruiter Magazine is celebrating outstanding achievements in recruitment over the last 12 months with the Recruiter Awards for Excellence. For the second year running, the Awards recognise the accomplishments for in-house recruitment, recruitment agencies, recruitment ad campaigns, job boards and RPOs at one event. Held at the Grosvenor House Hotel on Wednesday 11 May on London’s Park Lane, the awards ceremony is a black tie affair, with this year’s host noted comedian Dara O’Briain. Headline sponsor this year is Innovate CV.


The full 2011 Shortlist can be seen here.

Some of the highlights:

Recruitment Personality of the Year
Greg Allen, Nokia
Susan Bor, Royal Bank of Scotland
Louise McCarthy-Teague, Meridian 

Sir Alec Reed, Reed 

Tara Ricks, Randstad Financial & Professional

Best Candidate Experience
Harrods
KPMG

Kwik Fit Insurance
Pizza Hut (UK)

Most Effective Employer Brand Development
Alliance Medical (Jupiter Advertising)
Gala Coral Group
PizzaExpress (Pink Squid)

Royal Bank of Scotland

Most Effective Recruitment Strategy
Boots UK
Harrods 

RS Components
Barclays Capital (Stafford Long)

Stephen O'Donnell is extremely proud to be able to announce the Finalists for the tenth annual National Online Recruitment Awards. Winners will be revealed at the awards event in London on Thursday, the 4th of November

The Finalists for the National Online Recruitment Awards 2010 are:

Best Generalist Job Board
Jobsite
Monster
Reed
Totaljobs
Fish4Jobs

Best Specialist (Niche) Job Board
British Medical Jobs
Only Marketing Jobs
Retail Choice
Secs in the City
eFinancial Careers
Totally Legal
Executive on the Web
Nurses

Best Regional Job Board
Graduates Yorkshire
NI Job Finder
Key 103 Jobs
Jobs in Wales
S1Jobs

Best National Recruitment Agency
Reed
Advanced Resource Managers
Pulse
Progressive Recruitment
Michael Page

Best Small Recruitment Agency Website
Orchard
Chase Zander
Maxim Recruitment
McCarthy Recruitment
Inspiring Interns
Ambitions Personel
Idex Recruitment
PFJ

Best Major Employer Website
Claire’s Accessories
Army Jobs
LV
Yorkshire Building Society
T-Mobile

Best Small Employer Website
Jagex
Advance Resource Managers
Air Tanker
Chase Zander
Innocent Drinks

Best Online Recruitment by a Consumer Publication
The Scotsman
Express and Star
The Guardian
The Telegraph
The Herald

Best Online Recruitment by a Trade Publication
Retail Week
Brand Republic
PR Week
Times Educational Supplement
Electronics Weekly

Best Employment Advice Website
My Work Search
Monster
DWP Employment Index
Career Player
Guardian Careers

Best Newcomer in Online Recruitment
CV See Me
Ambitions Personnel
CK Clinical
Food Industry Careers
Inspiring Interns

Best Innovation in Online Recruitment
OVIA
CVSeeMe
Gatszu
TGI Friday FriDOiDS Blog
Gala Coral Careers

Recruitment Website of the Decade
Jobsite
Reed
MOD/Army Jobs
Totaljobs
S1 Jobs
Monster
CV Library
Jobserve

GenY - we have written about the potential impact of this generation on the 'state of work', ways and means of attracting GenY to your company, how do you handle the different generations with the workplace and whether there is even one GenY profile. What would have more impact on the state of work than the leadership of the UK over the next 5 years? Isn't this where GenY may make the most impact?

Christoper Lomas of Naked Generations shared with us their blog and slides about the potential impact of GenY on the UK election.

The State of UK PolitYcs

Debates, Bigot-gate, Clegg-mania, and ‘last week I met…’ are some of the exciting, embarrassing and hilarious anecdotes of the 2010 general election, which has taken the UK by storm. Not since the 1997 election has the public been so engaged in British politics, so anxious to find out who will be the next leader of our country.

In particular, this is the first election in which Generation Y has taken a real interest. In 2001, the first election in which many Gen Ys could vote, 46% took to the polls. But in 2005, this dropped to 37%. Youth voter apathy was at its highest for decades.

The 2010 election is different. Two key factors that have engaged this generation are the leaders’ debates and social media. The debates have helped people connect with the leaders and get a feel for what they would be like as PM. The popularity of the debates was reflected on Twitter, as over 154,000 tweets were dedicated to the subject. And on Facebook, tens of thousands of users became fans of the leaders, most notably Nick Clegg and David Cameron.

The Electoral Commission reported there has been a surge in registrations by young people, with 40% of visitors to the website falling into the 18-24 age-bracket. Generation Y, it seems, is looking to make a stand.

But will UK Gen Y swing the vote, as their peers did in the US? I guess we’ll find out on Friday...

The Recruiter Awards for Excellence 2010, sponsored by Innovate CV, were held at the Grosvenor House Hotel, Park Lane on Wednesday 14 April.

Nominated by RCEuro founder Alan Whitford, Matthew Jeffery, Director of Talent Brand for the world's Number 1 publisher and developer of computer games, Electronic Arts, scooped the inaugural award for Recruitment Personality of the Year. An example of Matthew's work in developing and extending the EA brand across a range of social media can be seen here.




Three Double Winners
Network Rail picked up the award for best candidate experience and most effective recruitment strategy, while Joslin Rowe were recognised in both the best CSR strategy and the best professional services agency categories. CBSbutler won in the best technical recruitment agency category and came away winning agency of the year.

2010 Winners
Best Newcomer Agency
Sponsored by Back Office Support Servies

Winner: Availl

Best Candidate Experience

Winner: Network Rail

Best Candidate Care
Sponsored by Innovate CV

Winner: Career Teachers

Best Client Service
Winner: Parkside Recruitment

Best Corporate Social Responsibility Strategy

Winner: Joslin Rowe

Best Diversity Recruitment Strategy
Winner: Guinness Northern Counties

Innovation in Recruitment

Sponsored by Mayday Healthcare

Winner: The Learning Trust

Most Effective Recruitment Campaign

Winner: Wm Morrisons Supermarkets with Jupiter Advertising

Most Effective Recruitment Strategy

Sponsored by Itris Recruitment Software

Winner: Network Rail

Most Effective Use of Technology / Online

Winner: Barclays Capital with Stafford Long & Partners

Most Effective Use of Technology / Online
Winner: British Heart Foundation

Best Interim Recruitment Agency
Winner: Russam GMS

Best Industrial Recruitment Agency

Winner: The Transline-Resource Group

Best Public Sector Recruitment Agency

Sponsored by Liquid Friday
Winner
Winner: Morgan Hunt

Best International Recruitment Agency

Winner: Robert Walters

Best Commercial Recruitment Agency 

Winner: Tate

Best Professional Services Recruitment Agency
Winner: Joslin Rowe

Best Technical Recruitment Agency

Winner: CBSbutler

Best Job Board

Winner: Season Workers

Best Embedded Recruiting Team

Winner: Capita Resourcing at Sellafield

Most Effective Employer Brand Development 

Sponsored by HRS Pro
Developed by Cordis
Winner: East Sussex County Council

Best Recruitment Agency to Work For

Sponsored by Jobs.co.uk

Winner: The Stopgap Group

Recruitment Personality of the Year

Winner: Matthew Jeffery, Electronic Arts

Outstanding Outsourced Recruitment Organisation

Winner: Omni Resource Management Solutions

Agency of the Year
Sponsored by Excellium Umbrella
Winner: CBSbutler

Best Recruitment Team

Sponsored by Innovate CV
Winner: Atkins

NEW YORK--(BUSINESS WIRE)--Monster®, the leading global online career and recruitment resource and flagship brand of Monster Worldwide, Inc. (NYSE: MWW), today unveiled its new global seeker experience. Launched in 24 countries, the new site offers job seekers an innovative, intuitive, and personal experience designed to deliver a fulfilling career management resource.

“Monster has made a significant investment in product and technology in an effort to design and develop new tools and applications that help job seekers manage their career,” said Sal Iannuzzi, chairman, president and CEO of Monster Worldwide. “The result is an entirely new site experience which allows job seekers a more engaging and dynamic way to find the career that best matches their talent, background, aspirations and professional goals. We set out 18 months ago to deliver the best seeker experience possible. Given what is going on today with the global economic crisis and its effect on employment, we are even more gratified to be able to provide these valuable tools to seekers.”

The new site will allow seekers to more efficiently register with Monster, upload and maintain their resumes, conduct job searches, and apply to jobs. In fact, it is now over 70 percent easier to upload a resume to Monster, and registered seekers can apply for a job in as few as two clicks. This improved functionality will roll out in 24 countries immediately. In addition, unique new career management applications have been designed to not only attract, but engage and appeal to both the active and passive seeker. Available initially in the U.S and rolling out to other countries in the coming months, these include:

* Monster Career Mapping – patent-pending career exploration tool that leads people to explore their careers via many possible and interconnecting paths. This tool will provide an unrivaled ability for seekers to explore career paths taken by people similar to them in skills and experience, enabling them to set reality-based immediate and future career goals, and understand the steps to get there. Monster leveraged the depth of its resume database to analyze work histories to provide empirical evidence about the most commonly chosen career paths people take.

* Monster Career Snapshots – a tool that allows users to access thousands of occupational profiles describing various roles, the skills required, the compensation and work/life balance associated with them. This tool will also provide the ability for users to share their similar careers and experience to provide a dynamic and deeper understanding for seekers.

* Monster Career Benchmarking – assessment tool that helps candidates measure themselves against other individuals or jobs in their industry so they can compete more effectively for the positions they desire.

“The new Monster is a dynamic, interactive, intuitive destination experience – not a static, one-way job board,” said Darko Dejanovic, executive vice president, global chief information officer and head of product, Monster. “Ultimately, these changes create a platform that will enable us to continue to introduce new and exciting functionality in the future. Similarly – and equally important – employers will benefit from increased candidate engagement and activity, and improved reach and presentation of their jobs to the right seekers.”

In addition to Monster’s new seeker capabilities yielding more qualified candidates, Monster’s new Audience Sponsorship product leverages the new seeker experience by providing employers with increased exposure through expanded media solutions. The product allows employers to target desired seekers by advertising where relevant seekers are searching and navigating the site. Also benefitting employers, Monster has begun rolling out a new employer site experience designed to improve the overall recruitment process. New enhanced resume search, job and candidate management, job posting wizard and online resource center tools are designed to help employers increase productivity and maximize their recruitment return on investment.

“Today's ‘new’ Monster not only provides the resources to help people find a job now, it also helps people begin to identify and plot out career aspirations over time,” said Iannuzzi. “We’re delivering on our promise to make Monster a personal, relevant and exciting place to search for the perfect job. Simply put, there has never been a better time to visit Monster.com.”

Creating a completely integrated candidate experience:
The project involved creating an Employer Brand, a campaign of nine recruitment advertisements, an Employee Referral Programme, a recruitment microsite and a menu of various candidate communications and templates - all of them ‘joined-up’ to the original employment branded proposition.

The solution was crucial in enabling United Biscuits to embark upon a new era of sourcing candidates directly and reducing its reliance on 3rd party recruiters. The campaign was cited by HR Magazine, January 2008, as an example of best practice in branded recruitment communications.

“The work Entity produced was superb and the results exceeded my expectations. Entity’s team of Planning, Digital, Brand and Technology professionals offer a very powerful service. I could not ever imagine being involved in any client project that had recruitment communications issues, without speaking to the team at Entity.”

Heather Buglass
HR Business Partner, United Biscuits.

MONSTER RETURNS TO TV WITH £2.5M AD CAMPAIGN INSPIRING JOBSEEKERS TO ‘FIND BETTER’
BRAND FOLLOWS THE JOBSEEKER JOURNEY WITH MULTI-PLATFORM ADVERTISING CAMPAIGN

Monster.co.uk is launching a multi-channel advertising campaign encouraging people to ‘Find Better’ in their working life and career.

The new campaign, which marks Monster’s first return to TV since its last appearance in 2008, tracks jobseekers throughout the day, placing a series of messages at strategic locations. It will run from 11 February to 31 March and will be seen and heard approximately 1,311 million times. Check out the campaign Infographic overview in the RCEURO Blogpost by Alan Whitford for more detail on the interactive campaign.

In the first campaign of its kind for Monster UK – spanning across TV, out-of-home (OOH) digital, radio and online – the advertising is designed to follow the jobseeker from sunrise to sunset, tapping into universal truths about work and job seeking, inspiring them to ‘Find Better’. Two of the ads can be seen now on the Monster.co.uk Google Channel, including the Pinocchio and Moose (Double Take) ads.

From sunrise, a breakfast radio partnership with Global Radio and the Capital Breakfast Show aims to stimulate discussion amongst jobseekers about jobs and careers, delivering high frequency brand awareness. The campaign will be highly visible, using outdoor digital displays across the country; at major rail stations, tube stations and roadside, including nine state-of-the-art, digital screens circling the concourse of Euston station, one of the UK’s premier digital out of house sites. Ads will have a strong presence during commuter timings, to inspire jobseekers in the mornings and stimulate job search in the evenings.

In addition an integrated digital display and search strategy will reach seekers across mobile, tablet and desktop to ensure Monster is present with messaging throughout the working day, in the evenings and at weekends.

TV advertising will be up-weighted on Sunday to Tuesday evenings to catch jobseekers starting their working week, with a particular spike on Sunday evenings, where Monster typically believes people are most receptive to thinking about their future career options.

David Henry, VP Marketing, Monster.co.uk
"Over the last few years many people have been hesitant to look for a new job; some believe there are few of the right jobs out there, some have simply decided to stay put. 2013 is the “new normal”, where the economic climate ceases to be such an important factor in people’s career decisions – leading to a growth of people now prepared to move for the right job. Monster’s new campaign stimulates and encourages people to look for a better role, and demonstrates how easy it can be using Monster’s unique semantic search technology."

Sinead Bunting, Media Director, Monster.co.uk
"Our campaign targets jobseekers on every level: creating an emotional impact on their daily journey, inspiring them to find better, and informing them of how Monster can help. We do this by being where they are throughout their day."

Marussia F1 Team Partners with Monster.com to recruit the best talent from around the world

NEW YORK, Feb 07, 2012 – The Marussia F1 Team is partnering with Monster.com®, the worldwide leader in connecting people to job opportunities and the flagship brand of Monster Worldwide, Inc. (NYSE: MWW), to recruit for a variety of permanent roles that will influence the technical and commercial success of the team. Four of these roles will be specialized opportunities, advertised as 'Cool Jobs,' and will use Monster's global job seeker reach to help ensure the Marussia F1 Team receives the most qualified applicants from all over the world. As part of the partnership, the Marussia F1 Team will also leverage Monster's Talent Management Suite to optimize efficiency throughout the recruitment lifecycle, and to help the organization quickly hone in on top talent.

The first of the four global 'Cool Jobs' is now available as the team is looking for an aerodynamicist to play a vital role in the development of Marussia's next generation F1 race car. The jobs will be based in the Marussia F1 Team's new technology centre located in Banbury, England, but the team will consider qualified candidates from all over the world. With an expected job start date of mid-April, interested seekers should apply immediately at www.monstercooljobs.com/marussiaf1team . In addition to the globally advertised 'Cool Jobs,' up to 40 other permanent opportunities will be available in the coming months to job seekers throughout the EU.

Andy Webb, CEO, Marussia F1 Team, stated: "Monster is an exciting and much-welcome addition to our portfolio of Marussia F1 Team Official Partners. Formula One is a technology-driven sport, but you need the right people with the right talents to drive these processes. At this time, when we are looking to augment our expertise in key areas of the team, this partnership will enable us to reach a much wider scope of qualified candidates, leveraging Monster's global reach and its precision search matching technology."

Katie Allen, Head of HR, Marussia F1 Team, added: "The partnership with Monster will enable us to significantly increase our talent reach quickly and cost-effectively – which is vital in the F1 recruitment arena. As a small F1 team, we also look forward to using the Talent Management Suite to help us manage our recruitment and resourcing plans in the most professional and efficient way, whilst ensuring that more of our HR focus can be directed at development activities for the business and our people ."

Ted Gilvar, Executive Vice President, Global Chief Marketing Officer, Monster, noted "We're thrilled to be working the Marussia F1 Team. We're confident that our global reach, combined with our unparalleled job matching technology will help the team find the unique talent they need to succeed."

Marussia F1 Team Social Media Driver Contest

Monster and Marussia F1 Team will also offer fans from select countries the opportunity to win the chance to shadow the Marussia F1 Team blogger for a key race and experience all of the action first-hand. Winning entrants will help report back on all of the excitement – both trackside and behind the scenes. More details will be available soon.

About Marussia F1 Team

The Marussia F1 Team is a young and ambitious Anglo-Russian challenger competing in the FIA Formula One World Championship.

Headquartered at the new Marussia Technical Centre in Banbury, UK, the team is majority-owned by the Russian supercar marque, Marussia, based in Moscow.

With just two seasons of F1 competition under its belt, the team has enjoyed an extraordinary journey. It was founded in 2009, under the Resource Restriction Agreement that has redefined the sport's commercial landscape, paving the way for exciting new entrants to challenge tradition and expectation. The Marussia F1 Team has been in the vanguard of a new era of Formula One, harnessing the commercial firepower of Sir Richard Branson's Virgin group of companies, one of its founding partners, to establish an innovative racing team concept for the future.

Technically, the team has experienced the rollercoaster ride that one might expect from the initiation of a young new team into such a tough and highly competitive sport. In only its second season however, with ambitious targets for the future firmly in its sights, the team entered into a long-term technical partnership with McLaren Applied Technologies, which enables the Marussia F1 Team to benefit from access to advanced facilities which are already helping the team produce a competitive racing car for the 2012 season.

As for the team's longer term ambitions, 2014 will see the introduction of a Russian Grand Prix to the race calendar. It goes without saying that success on home asphalt in the Black Sea resort of Sochi is the end-game for the next exciting phase of the Marussia F1 Team journey.

About Monster Worldwide

Monster Worldwide, Inc. (NYSE: MWW - News), parent company of Monster, the premier global online employment solution for more than a decade, strives to inspire people to improve their lives. With a local presence in key markets in North America, Europe, and Asia, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit www.monster.com. More information about Monster Worldwide is available at http://about-monster.com.

Adam Lewis, Chief Operating Officer of Innovate CV brings a fresh eye to many of the topics that drive recruitment success, both for agencies and corporates. Since moving to New York to head up expansion of Innovate CV in the US, he continues to engage debate across both sides of the Pond. Thanks to Adam for letting us republish his latest blog.

Marketing to the Masters: Recruiting Industry Insiders
by Adam Lewis, Innovate CV

When was the last time you reviewed the standard wording on your recruitment notices describing company culture and characteristics, or the summary of job-related perks and benefits? If you can’t even remember, you’re not alone.

Many times, HR professionals overlook that language, focusing instead on wording that minimizes liability, emphasizes equal opportunity and provides instructions for reasonable accommodations. But when your selection pool consists of marketing and PR pros—seasoned professionals who have made a career out of brand messaging—be aware that the very thing you’ve overlooked might cost you the candidate.

In the same way a proofreader can’t pass by a typo, tired topics, trite terminology and clichéd candidate information packets will be scrutinized by marketing professionals, to whom your mistakes are glaringly obvious. When you’re being evaluated by the pros, it’s important to ensure your materials measure up.

Candidates are Consumers
Public relations specialists and marketing professionals have spent their career mastering the art of consumer marketing. While HR typically doesn’t specialize in these areas, it’s important to remember that the same principles apply when you’re trying to attract an applicant. Take a tip from your peers in the industry and tailor the recruitment message toward a specific target, trait, or skill you’re seeking.

Maximize the Message
Every successful company has a theme, a central component of their marketing message. Apple is known for innovation. Walmart focuses on price and Lexus on luxury. Have you identified the theme for your organization, or is the message muddled? Trying to focus on too many selling points dilutes your brand. Likewise, if the message isn’t compelling, who cares? Is any applicant really going to be impressed that you’re the 4th largest PR firm in the state, or are they focused on what the company can do for them? (Hint: it’s always going to be the latter when you’re trying to attract someone to the organization.)

Selling the Standard Schedule
Over the past two decades, changing technology, practices and workplace attitudes has meant that the marketing and PR sector has shifted toward non-traditional operations. Instead of the typical large corporate PR agencies, solo practitioners and freelance consultants are now commonplace. As a result, many freelancers—used to flexibility and self-directed work—need to be actively convinced that a traditional brick-and-mortar schedule is the right choice. You’ll need to emphasize the work life balance your organization offers, options for flexible schedules and telecommuting, as well as the stability that comes with a traditional benefits and retirement program if you want to compete.

But as any marketing pro knows, if you don’t keep your promises, you can’t build trust in your brand and company credibility will suffer. Ultimately, actions speak louder than words. If your on-boarding and workplace practices don’t correlate with the brand message, your upfront efforts won’t pay off in the long run.

28th June 2012, London, ENGLAND

#SRCONF is Europe's forward thinking Social Media in Recruiting conference, with case studies. It gathers leading Employers, HR and Recruitment Industry professionals, to passionately discuss and practically demonstrate the possibilities of Social Recruiting.

At #SRCONF 2012, you will learn and share insights and case studies on Social Media Recruiting strategies, Mobile Recruiting, Talent Communities, Employer Branding and Candidate Experience. Read more from our previous conferences: #SRCONF 2011 London and #SRCONF 2011 Paris.

#SRCONF 2012 Attendees in London will learn how to:

• Use Social Media platforms for recruiting (Facebook, LinkedIn, Viadeo, Twitter, Blogs etc)
• Engage with talent, within Social Media communities and attract them to your organisations
• Promote your Employer Brand via Social Media and monitoring conversations with candidates
• Manage Social Recruiting Platforms: Technical skills relevant to Social Media tools
• Design a Social Media Recruiting Strategy that incorporates other Recruitment channels
• Measure Social Recruiting ROI by tracking and analysing returns on social recruiting

Industry leader Stephen O'Donnell has announced today the finalists for the eleventh annual National Online Recruitment Awards. The winners will be revealed at the awards event in London on Wednesday, the 2nd of November. The illustrious shortlisting panel and Steven have pared down the list from hundreds of entries. The Judging panel now begins its evaluation of the shorlisted finalists to determine the winners.

The event will be held in conjunction with UKRecruiter (following on from their all day conference), and will also involve extensive networking opportunities. Please visit http://nora.eventbrite.com/ to order your tickets.

Finalists can Click Here for further information and instructions.

Stephen O'Donnell, chairman of the NORAs, led the 11tth annual awards ceremony in London last night. Great night with some surprising new winners and confirmation of some classic companies improving year on year.

The winners:

Best generalist job board

Monster

Best specialist/niche job board

Only Marketing Jobs

Best regional job board

STV Jobs

Best national recruitment agency

Spencer Ogden

Best small recruitment agency website

Dylan

Best major employer website

Army Jobs

Best small employer website

Innocent Drinks

Best online recruitment by a consumer publication

Guardian Jobs

Best online recruitment by a trade publication

Times Educational Supplement

Best employer advice website

CareerPlayer.com

Best newcomer to online recruitment

G4S

Best innovation to online recruitment

G4S

Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

DUBLIN, CA -- (MARKET WIRE) -- 02/09/12 -- Oracle today announced that it has entered into an agreement to acquire Taleo Corporation(NASDAQ: TLEO), a leading provider of cloud-based talent management for $46.00 per share or approximately $1.9 billion, net of Taleo'scash and debt. Taleo's Talent Management Cloud helps organizations attract, develop, motivate and retain human capital to improve performance and drive growth.

Together, Oracle and Taleo expect to create a comprehensive cloud offering for organizations to manage their Human Resource operations and employee careers. The combination is expected to empower employees and managers to effectively manage careers throughout their entire employment, enable organizations to retain talent and optimize costs, and improve the employee experience through faster on boarding and better collaboration with team members via social media.

The Board of Directors of Taleo has unanimously approved the transaction. The transaction is expected to close mid-year 2012, subject toTaleo stockholder approval, certain regulatory approvals and other customary closing conditions.

"Human capital management has become a strategic initiative for organizations," said Thomas Kurian, Executive Vice President, Oracle Development. "Taleo's industry leading talent management cloud is an important addition to the Oracle Public Cloud."

"Taleo's integrated cloud-based talent management solutions optimize how organizations hire, manage, develop and reward their employees and gives companies the intelligence needed to capitalize on their most critical asset -- their people," said Michael Gregoire, Chairman and CEO, Taleo. "Joining forces with Oracle gives us the opportunity to better serve our customers."

New platform aims to enable recruiters to find and engage with the best talent via LinkedIn.

JobVidi is a social network that empowers professionals across a number of industires to make career decisions on their own terms. James Brookner, CEO of JobVidi stated that "the aim of the product is to make the lives of recruiters more cost and time efficient"

• Enabling recruiters to post directly from their LinkedIn share feed. 70% of recruiters use this status bar/share feed to promote jobs. Using #jobvidi, they can post from LinkedIn or Twitter directly to JobVidi.

• Assessing each user’s job profile and instantly alerting you to matched candidates ordered according to your preferences. Based on salary, experience, location and sector.

• Automating the time-consuming processes of other sites. The JovVidi technology will automate inefficient processes such as sifting through CVs, writing job specs and sending out rejection messages to candidates.

• Facilitating engagement with passive job seekers. The market value tool enables recruiters/employers to speak to job-seekers they wouldn’t typically be able to access and to start conversations.

Reena Gupta is the CEO of TargetRecruit, an integrated CRM and Applicant Tracking System built on the Force.com platform. She is also the founder of Avankia LLC, a Nashville based cloud consulting firm that is at the forefront of today's Software as a Service (SAAS) and Customer Relationship Management (CRM) revolution. Avankia has been featured on the "Inc. 500" list of America's 500 fastest-growing companies, and has been named one of Middle Tennessee's 50 fastest-growing companies.

In this conversation, we look at the growth of Saas/Cloud computing, the evolution of the Force.com platform for technology vendors and how Reena and her team built a solution to support their own recruitment business; a platform that has evolved in to TargetRecruit.

Louise Triance, doyen of recruitment knowledge with her UKRecruiter business, is running a networking event in London to help recruitment businesses engage directly with technnology vendors. Technology in recruitment is constantly evolving making it difficult to keep up with offerings which can really add value to your business. This brand technology showcase event has been designed specifically with this issue in mind. Recruitment professionals will gain insight into a range of technology offerings from many very different suppliers.

This event will showcase offerings from: Monster, MyResourcer, NowWeComply, Bullhorn Reach, Cube19, ebsta (formally Drag&Tag), Cast Recruitment Videos, Broadbean, KeyApps, iMeet, Monster, Bullhorn, Cirrus Nova, Microdec, 2LS, Talisman, TriSys, Bond Adapt and Arithon.

These are providers who can help you:
· Generate more leads and increase monthly profit
· Save time posting jobs
· Decrease your admin and find more candidates instead
· Get better cash-flow
· Gain competitor advantage

This is a networking event JUST for recruitment and resourcing professionals – both agency and in-house and spaces are limited. To find out more and understand how investment in technology will increase the number of placements you make, please register to get one of the last tickets left: here.

Three independent experts will be on hand during the afternoon to guide and inform delegates on a range of technology, process and business processes. They are Alan Whitford, Lisa Jones and Hung Lee.

We are happy to be particpating on the day and look forward to your attedance.

Today sees the next event in TheJopPost series of talent and technology seminars. The morning is set for in-house recruiters, while the afternoon event will be for recruitment agencies. Thanks to Sonru.com the session will be live streamed (see below or visit the link)

The events will also be live all day on Twitter. The morning hashtag is: #SRTech12

Chaired by RCEURO founder Alan Whitford, speakers include LinkedIn, TMP Worldwide, TheJobPost, SABMiller and Sonru who will present a wealth of information and case studies on for Talent Acquisition leaders looking to hire top talent for their organisations.

The questions for the delegates: Do you know how to get the most out of your networks and channels to access the best talent for your company?

What is TheJobPost?
TheJobPost brings thousands of specialist recruiters together on a cloud-based trading platform enabling employers to access the entire recruitment industry as one supplier. Combining crowdsourcing and human-based computation, the platform enables:

• Employers to fill their vacancies faster, more efficiently and at lower cost
• Recruiters access to fee

Agenda

Alan Whitford, founder of RCEURO and Abtech Partnership
Welcome and Intro

Keith Robinson, founder and director of ECOM Digital
Mobile 2 Social Recruiting Toos

Jennifer Candee, Head of Global Talent Acquisition, SAB Miller
Targeting Senior Leaders for niche postions: Using direct sourcing and Talent Pipelines

Frank Durrell, Head of Digital, TMP Worldide
Creating Emotive Conversations with candidates using digital

John Paul Caffery, CEO TheJobPost
What is Recruitment Outsourcing

Daniel Richard, UK Managing Director, SONRU.com
Why Use Video Interviewing?

Richard Ward, Enterprise Relationship Manager, LinkedIn
Gaining a Competitive Advantage using LinkedIn

Dan Martin, Managing Director, Broadbean
Increasing Your Direct Hiring Strategy

Expert Panel Debate
Alan Whitford, Strategy Consultant for recruitment, social media, speaker and commentator
Gary Watson, Non-Exec Chairman at TheJobPost ad CEO Investigo
Keith Robinson, Founder of ECOM Digital and former board director at Totaljobs.com
Simon Bishop, Global Head of Resourcing, XChanging

ARMONK, N.Y. - 27 Aug 2012:

IBM (NYSE: IBM) and Kenexa Corporation (NYSE: KNXA) today announced they have entered into a definitive agreement for IBM to acquire Kenexa, a publicly held company headquartered in Wayne, Pa., in a cash transaction at a price of $46 per share, or at a net price of approximately $1.3 billion.

The acquisition bolsters IBM's leadership in helping clients embrace social business capabilities while gaining actionable insights from the enormous streams of information generated from social networks every day.

Kenexa, a leading provider of recruiting and talent management solutions, brings a unique combination of Cloud-based technology and consulting services that integrates both people and processes, providing solutions to engage a smarter, more effective workforce across their most critical business functions.

Kenexa complements IBM's strategy of bringing relevant data and expertise into the hands of business leaders within every functional department, from sales and marketing to product development and human resources. As a result of this synergy, clients will be able to attract and develop the right skills to build the right teams, for the right projects, the first time.

The adoption of social business technology is supporting the growth of big data and the need for analytics in the enterprise. A recent global IBM study revealed that 57 percent of CEOs identified social business as a top priority and more than 73 percent are making significant investments to draw insights into available data.

The survey also reveals that 70 percent cite human capital as the single biggest contributor to sustained economic value. The combined strengths of IBM and Kenexa are key differentiators at a time when organizations of all sizes are looking to increase workforce efficiencies and gain more insight from their business information.

Social media has pervaded the lives of consumers, helping them connect with each other in new ways. However, a shift is occurring in the enterprise as business leaders look for ways to generate real value through the use of social technologies to evolve their front-line business operations. According to Forrester Research, the market opportunity for social enterprise apps is expected to grow at a rate of 61 percent through 2016.*

"Every company, across every business operation, is looking to tap into the power of social networking to transform the way they work, collaborate and out innovate their competitors," said Alistair Rennie, general manager, social business, IBM. "IBM is uniquely positioned to help clients generate real returns from their social business investments, while helping them gain intelligence into the data being generated in these networks to be more competitive in their markets."

"The customer is the big winner in all this because the combination of our two organizations will deliver more business outcomes than ever before," said Rudy Karsan, chief executive officer, Kenexa. "Together, Kenexa and IBM will be unmatched in the industry, offering solutions that extend from strategy to the technology platform to the delivery of services for clients."

Today, Kenexa supports more than 8,900 customers across a variety of industries, including financial services, pharmaceuticals, retail and consumer, including more than half of the Fortune 500.

With Kenexa's world-class front-office process solutions, IBM will be able to offer strategic consulting, a social technology platform, and expertise on a global scale to help clients enable a smarter workforce and gain a competitive advantage in any market. By creating a smarter workforce, employees can resolve problems before they arise to improve customer service, drive innovation to bring products and services to market faster, and increase sales by building new skills -- linking the right experts to the right clients.

The Kenexa acquisition will complement IBM's social business and HR business servicesleadership. More than 60 percent of Fortune 100 companies have licensed IBM's solutions for social business. Through its combination of social software, analytics, content management, and deep industry expertise, IBM is uniquely positioned to help organizations capture information, create insights and generate interactions that translate into real business value.

With operations in 21 countries worldwide, Kenexa has approximately 2,800 employees. Consistent with its strategy, IBM plans to continue to support Kenexa clients and enhance Kenexa technologies while allowing these organizations to take advantage of the broader IBM portfolio.

IBM expects the transaction to close in the fourth quarter of 2012, subject to Kenexa shareholder and regulatory approvals and the satisfaction of other customary closing conditions.

RCEURO RECRUITMENT THOUGHT LEADER CONVERSATION

We speak today with Matthew Brown, Director of Business Development at Work4 Labs, who details the progress that the Work 4 Us application has made with ‘Work for Us,’ Facebook’s #1 recruiting application and the new development which will support Employee Referral Programmes. Come and vist their stand at Social Recruiting Conference 2011 in London.

HR Tech Euorpe 2011 has a wide range of sessions going on. One of the most interesting (to me anyway) has been the sesion led by the founder of one of the most successful ATS companies, MrTed, Jerome Ternynck. Originally from France, Jerome runs his latest venture, SmartRecruiters in San Francisco, California.

Subtitled Death of Applicant Tracking, Jerome has taken an irreverent look at what we have come to take as the SOP (Standard Operating Procedures) for candidate systems - tracking and managing data, not filling jobs. We only have to look at the evolution of the industry from ATS to Candidate Management System to Talent Management System to....... Yet, as I discussed with someone later in the day, what has really changed in how companies use the technology? Not much - and this really is Jerome's thread.

We all have Mark Zuckerberg to thank for more than FB. According to Jerome, the larger picture of the Social Web is a 'recruiter's dream' on two levels:

1 Easy access to masses of data, quickly and seamlessly.

2 The communications tools to interact with anyone and everyone, anywhere at any time, as we all can have a complete online identiy. Everything we do, act, say (and even think) can be found and filtered through the Social Web.

So, what does this mean for recruitment in 2012. Jerome's 8 stages for you as a Corporate Recruiter:

1 Recruitment is not Tracking, it is Sourcing
Stop the emhasis on only tracking actions and statuses and get back to sourcing and engaging with the candidate.

2 Think MoCal
The New Age Californian in Jerome coming out. Mobile and Local. 95% of candidates live within 25 miles of your office and every mobile stat you see indicates that the internet will increasingly be accessed primarly by smart phones, surpassing PC based access in 2012/3 at the latest.

3 Kill The Form
A real favourite. 50% of candidates don't complete the forms on the career site. If you were a Sales/marketing person who lost 50% of your leads every month, you would not be in employment very long.

4 Make It Easy
Or, as my Dad always said, follow the KISS (Keep It Simple Stupid) Principle
While technology continues to expand and encourages us to do more, inherently we make things more complicated and difficult. We must simplify. Candidates and Employees live in a 140 character world and their tolerance for complication is decreasing.

5 Collaboration vs Automation
Recruiting is a social encounter. It is not a process to be automated. Move to open collaboration and communication between recruiters and candidates.

6 Dump Your Database (of candidates)
Your CV database is dead and buried, filled with candidates whose data is way out of date. This is not your talent pool. The real talent ocean is the social world - LinkedIn, Facebook and more. Your talent pool is the 10 million you can reach via LinkedIn, for example.

7 Leverage Data
Check out the Big Data conversation going on in the US today. Compare the data in your employee and candidate database with what is going on in the marketplace.

8. Embrace Social
Get over the fear factor. We have anonymised data and information about candidates to avoid discrimination, but this leads to a very disjointed process. The social and conversational element of recruiting is gone - we can’t have the normal conversations that get candidates to come for interview. Candidate data is standardised and moved into a process instead.

Being Social brings Transparency and leads to better behaviours. Recruiting is by definition a social activity so we should ask for social profiles and engage via those routes. Embrace what social brings to both sides, Transparency.

Transparency is the worst enemy of discrimination.

CONCLUSION:

Steve Jobs Quote: "Hiring the best is your most important task."

Evenbase, a new digital recruitment group was announced today in a significant move for the global growth ambitions of the team behind Jobsite. The Evenbase portfolio contains market leading digital recruitment assets including Oilcareers, Jobsite and 10 other niche, generalist and vertical sector job boards, the leading multi-poster and unified search provider Broadbean, and technology partnerships including NHS Jobs, Northcliffe Media and Johnston Press.

Keith Potts, Evenbase Chief Executive Officer, says; “Todayʼs announcement is a significant milestone in the groupʼs maturity as a business. Potts continues; “Weʼve come a long way from a family start up as Jobsite.co.uk, to the group of market leading brands and 330 employees we have today. Itʼs not surprising that our ambitions outgrew our structure and operating model along the way. Although many of our brands are already operating on the international stage, we see a far greater potential for Evenbase given the synergies of our portfolio as a whole.”

A short video message from Keith can be viewed here.

Evenbase is the result of a restructure of wider group operations to create a central executive team and four business units. Each business unit is accountable to its own Managing Director and shares a vision to revolutionise how companies find candidates and how candidates find work across domestic and international markets.

1. Job boards: Focuses on the delivery of superior service and solutions across the portfolio's generalist, niche and vertical market job board brands

2. Business Solutions: Provides award-winning, scalable job board and recruitment software services to the Public and Private sectors

3. New ventures: Focuses on the international expansion of key group assets and roll out of new business models and initiatives

4. Recruitment software: Provides recruitment software solutions for multi-posting, CV search, candidate matching and reporting tools

Keith Potts adds, “Evenbase gives us a solid foundation for both international expansion and the fulfilling of opportunities not only for our brands but also for our clients, partners and candidates. Day to day business will continue as normal for brands within the portfolio, while the Evenbase executive team will focus on our ambition to become a truly global digital recruitment group within three years.”

The Evenbase executive team is comprised of:

• Keith Potts, Chief Executive Officer
• Damian McCallion, Chief Operating Officer
• Felix Wetzel, Strategy Development Director
• Graham Potts, Group IT Director
• Mike Wall, Managing Director – Job boards
• Heather Wozniak, Managing Director – Business solutions
• Ray Duggins, Managing Director – New ventures
• Kelly Robinson, Chief Executive – Broadbean
• Dan Martin, Managing Director - Broadbean

The Evenbase portfolio currently includes Jobsite.co.uk, Oilcareers.com, Broadbean.com, Cityjobs.com, LondonJobs.co.uk, emedcareers.com, incatering.co.uk, productionbase.co.uk, inretail.co.uk, renewablescareers.com, topconsultant.com, justengineers.net and legalprospects.co.uk, as well as technology partnerships with brands such as NHS, Northcliffe Media and Johnston Press.