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Hiring Unicorns - HR Summit is a regular bi monthly after-work drinks and networking event for tech sector CEO's, Directors, HR professionals and everyone interested in keeping up to date with current Human Talent trends and developments.

One of the biggest challenges facing high growth technology companies is in attracting and hiring the most talented developers especially passive and highly experienced candidates , often referred to as " Unicorns" due to their scarcity. However, this event aims to dispel this myth and show that by implementing the right innovative strategies and company culture, it becomes a very effective process for any company - whether they are a bootstrapped startup or an established company.

Hiring Unicorns - HR Summit will feature speakers from Linkedin, Google, Yammer and more who will share their unique insights, practical advise and provide case studies on what has made their respective companies so successful.

Sessions will provide powerful insights & arm you with actionable strategies that you can put into practice immediately. The speakers will cover topics such as;
Passive Candidate Sourcing, Employer Branding , Company Culture, Employee / Candidate Referrals

RCEURO.com readers qualify for free tickets for the evening event, which is running from 18:00 - 22:00 in the City of London. If you are interested in attending, contact This e-mail address is being protected from spam bots, you need JavaScript enabled to view it Or register using the code: UNICORN_FREE.

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MPC is managing a global pipeline of creative talent

Ryan Broad, Head Global of Recruitment, is the final speaker today at the Recruiter Magazine's Smart Resourcing knowledge sharing event at The Kings Fund, London. He starts with a video of the production elements of their Oscar winning efforts on Life of Pi.

MPC creates high-end digital visual effects and computer animation for the feature film, advertising, music and television industries. A wholly owned subsidiary of Technicolor, our bases in Soho London, Santa Monica LA and Vancouver Canada and are purpose-built facilities, each with a dedicated digital infrastructure designed and built for our future. Our studios are inspirational, spacious and welcoming, creating both an intimate yet professional environment.

What has Ryan covered?

• Getting to the right recruiting strategy
• Using conventional recruitment technologies in unconventional ways
• Strategic resourcing and talent pipelining doesn't cost the earth
• Proactive sourcing for effortless execution
• My vision for future hiring interactions

Challenges
Typical recruitment approach is a very linear hiring process, but in the creative world and project based business, the talent community needs to be more flexible and a self service model. The 18,000 candidates can update availability, add new ‘show rules’ and other pro-active elements.

This is true ‘just in time’ hiring, as the company can only really bid on new projects if they know the potential staff resource is available for interview and hire. This segment is roughly 2,800 people at all times.

This also enables MPC to know where to potentially allocate the work, from Vancouver to London to Bangalore.

Understanding the candidates and what is of value to them.
1 The work - it’s the movies
2 The technology is really cool and cutting edge
3 Their friends are there

Social media strategy based on those principles.
The most important is that 'my friends work there'.
Challenge is the breadth and depth of groups on LinkedIn, Facebook that MPC needs to get its messages out to. Roughly 150 places. Using Hootsuite hootsuite.com/ to manage the messaging engagement across all the social platforms. Categorise groups, determine best times to post and use reporting to fine tune.

Content is the king for messaging. What do the employees really enjoy about work and use that as the relevant content. For example, it is the technical breakdown of making movies. MPC Prometheus VFX Breakdown has had over 240,000 hits which is a great recruitment tool.

Some Conclusions
Interesting use of ‘open requisitions’ which enables true tracking of candidate availability

Next iteration of the Self Service approach to candidate management - get back to the candidate managing availability, setting meetings/interviews, choosing projects that are interesting and sharing out to the rest of the industry.

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We are at the Recruiter Magazine Smart Resourcing knowledge sharing event taking place on 28 February 2013 at The Kings Fund, London.

For me, one of the highlights of the day is Paul Modley, former Head of Recruitment for LOCOG, the operating body for the London Olympics 2012. A terrific warts and all view of putting in place the structure, technology and processes to hire a massive temporary direct and indirect workforce.

• How LOCOG used the power of the Games and the Olympic brand to recruit a highly engaged workforce
• RPO, was it the right approach and did it achieve the right outcome?
• How LOCOG successfully integrated diversity and inclusion into the recruitment programmes
• Local community engagement is critical in delivering your resourcing strategy - an insight in to how this was accomplished

Some Highlights

Work closely with Adecco as the RPO, including Adecco hiring a senior individual to run the account

Work closely with Hollaroo to build a talent community for all employees of the Olympics and for the benefit initially of the sponsors and suppliers. This has since been opened up to any UK employer. Currently more than 500 employers have access to a talent pool of up to 200,000 individuals.

Diverstity and Inclusivity
23.5% of workforce hired from local community (6 host boroughs)
39% were previously unemployed

Employment and Skills Board chaired by the Chief Executive
Skills council to develop areas like Chef, customer service and other sills based roles.

Some other lessons

• RPO was good, but possibly outsourced too much
• Forensic planning was critical to the successful deliver of the recruitment programme
• Robust communications and engagement plan to steer the workforce on the journey
• Set your sights high with Diversity and Inclusion - it is not a separate approach but is integrated in the complete business approach

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Interesting session at HR Tech Europe 2011 in Amsterdam by Ian Bird, Social Networking & Informal Learning Leader, IBM

The Learning, Knowledge and Talent Jigsaw

IBM is transforming talent and learning through a new interconnected model of social, knowledge, learning, collaborative and crowd based capabilities. See how this new paradigm is changing the nature of how talent operates, how learning is developed and delivered, and how skills are being applied faster than ever before.

Actually, we thought thay Ian's final slide says it all.

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The final presentation today at the Social Media in Recruitment Conference by Andy Hyatt the Head of Digital at Bernard Hodes Group hits a topic close to my heart. Measurement and metrics - defined as ROI. One of the key conclusions (jumping ahead here) is that companies just don't measure their recruitment actifvity - they don't have a base line of values and metrics to begin with. And, we might even question, what is the will of companies to empower HR/Resourcing departments to do that?

Andy's presentation points:

Dispelling the myths

1. Social Media is free
2. Social Media Is easy
3. Social Media is univiersally valued by CEOs
4. Social Media doesn’t matter

1 It is not Free
How much does it cost to set it up?
Staff time is costly and is not usually considered

2 It is not Easy
You have to learn, rework your processes

3 Not Valued by CEO
From a poll of CEOs
55% think social media is either too much of a risk or is not even a consideration

4 It Does Matter
Dominos Pizza CEO Patrick Dodd experience:
What happened when employees posted a rude video made at work to YouTube?
By the time he got to work, 500,000 views and the share price was dropping

So, why does this matter?
You have to justify YOURSELF
Your job, your activity, the value you deliver to you business

ROI Basic Rules
(Gain from investment - cost of investment) divided by Cost of Investment = ROI
But note: ROI - Return on Investment - only happens after investment is made/counted

If the equation shows an investment in cash and a return in retweets, clicks, likes or comments, how do you show ROI to the CEO/CFO? They measure in financial terms only.

You need to join all the information together, put it in an ATS, for example, to measure the real effect of the investment in your recruitment actifvities.

What are the usual recruitment measures that we do?
(Cost per hire) divided by (Time to hire) may be used to measure the recruiter performance

Real value is actually Quality of Hire - but who is actually measuring that?

Real value of Social Media recruits can be seen by surveying candidates/employees
They understand brand value, company value and deliver better employee value
(again, how to measure that?)

Therefore, you have to establish a baseline of what you do now for recruitment
Then map your activity timelines that you spend on each element of the recruitment activity and impact, including outputs

Outputs to track
Traffic - views, hits, likes, mentions
Response - clicks applications, retweets
Behaviour - time spent on site, action, influence
Sentiment - positive, neutral, negative

Aggregate all the data
Maps, graphs whatever you want to display the data
Again, this is not free. You need tools and someone to do the work.

Don’t Stop tracking the data and analysing the results
Of course, don’t stop tracking and measuring at Hire
Go beyond it: alumni, referrals, boomerangs

The answer: It Takes Effort!
But don’t be afraid to start with some elements - not trying to do the whole thing at once

PROVE THE VALUE
Client study of Staples

Created a Brands Values campaign 60 days before starting the actual recruitment drive
Not really about jobs, but created a buzz about the company
Twitter, blog posts - created characters, story to attract a community following

Then initiated the recruitment drive
Store opening in Tonbridge generated 600 applicants for 21 jobs
Interviewed 135
Candidate quality exceptionally high and hires are high quality

Value:
Were spending £10,000 on store recruitment
Now spend less than £1,000

Short term Return: Filled the jobs with worthwhile candidates
Long term, could measure business success - but that not that done that measurment

Resources to learn from:
IAB have a handbook on Social Media Measurement

Attend a Social Media Measurement Camp

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Second afternoon session from the Social Media in Recruitment Conference in London.

Becky Folb, who was a panelist at #SRCONF in November, delivers a lively presentation on her journey from her background as an agency recruiter to now being in-house at Nokia.

Her Job is Global Talent Acquisition Manager (Digital Marketing): Source candidates across the globe for the Digital Marketing group, plus introduce social recruiting across the group.

Kicking off: Social Recruiting is about being social, it is not a broadcast media

Be in charge of your Digital Identity
A strong on line presence is critical for future success

Talent pipelining - using social as the basis for building the talent pool

• Identifying
• Sourcing
• Engaging

Employer Image
Brilliant opportunity via social to join the conversations

• Listen
• Join/share
• Influence

Enhance your company online reputation is key

• Authentic reputation online
• Visibility to your target audience
• Build trusted relationships

What do these key points look like for the corporate recruiter?
In-house recruiter at the centre with 4 quadrants:

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The first of the afternoon sessions at Social Media in Recruiment Conference

How CH2M Hill successfully used LInkedIn and Social Media to Recruit
Laurent Brouat – Founder – Link Humans
Link Humans helps companies with LinkedIn strategy and training, using social media for recruitment, building online communities, employer and personal branding.

Laurent is trying to wake us up with a live PowerVote survey

Which channel do you use more to recruit?
135 answers

Job boards        39%
Rec agencies    20%
Social media     13%
Referras/personal contacts 16%
Corporate Website 13%

Client study of CH2M HILL
20,000 Employess worldwide
Team of direct recruiters

How to recruit more directly?
1  Rebuild Careers Page and make it easy to find from the home page

2  Build the Facebook Fan Page
Wanted to push jobs there, but not getting the right kind of traffic
So, focus more on building a community for employees, alumni

3  Set up Twitter for jobs
@CHWMHILLJOBS
Drove traffic, but not really efficient or the right type of messaging

4   Build the LinkedIn Presence
A  Purchased the Corporate Recruitment Solution - but you can do a lot without it
Works well for very specific roles internationally
Example: a civil engineer in South Korea
Couldn't get candidate via job board, agencies and usual channels.

Went to LinkedIn
Found 100 candidates
Shortlisted 10
Hired 1
Plus, are still in touch with the key people as a talent pool

B   Build a Careers Page on LinkedIn
Delivers a different look for different job categories, based on the jobs that relate to the candidate LinkedIn profile

C   Run ads on each of the employee (9,000 are on LinkedIn) profiles - a banner ad for a career at CH2M Hill
Drives qualified traffic of individuals who are linked via your employees

D  Set up Groups on LinkedIn
Works OK, but not as ‘social’ as FB. So, not as much interaction as you might hope for in the groups.
Good to build the employer brand and deliver information

RESULTS

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Our second live blog report from the Social Media in Recruitment Conference in London

Social Media Success Story – How a previous conference delegate took action with Social Media to successfully grow their recruitment business
Max MacGillivray – Founder – Redfox Executive Selection

Redfox is an International recruitment company in the Fresh Foods Sector, Senior level staff to Board level.

Max is an engaging guy. Food business is huge, massive numbers for things like watercress. But as a very niche and small recruiter, how to go International and just get more business? Went to the Media companies, huge cost for media (£150k) Therefore, ow else to contact large number of companies and candidates? Max was at SMIR 2010, and wanted to take on some of the lessons learned.


Had some key business nuggets from various business leaders:

• Want to get more clients, sell them more, charge them more
• Be different, go in different direction than competitors
• Have 11 points of difference to competiors
• Create disruptive change in the sector

All can be created by Social Media

Social Media Plan for Redfox
LinkedIn

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We are at the Social Media in Recruitment Conference, hosted by Mike Taylor of Web-Based Recruitment.

Discover how the European Commission introduced Social Media recruiting into a public sector, multilingual organisation
Huw Davies – Head of External Communication – European Personnel Selection Office (EPSO)

EPSO is the European Personnel Selection Office. Centralised staff selection for ALL European public sector organisations.

PUBLlC SECTOR IS DIFFERENT

• Different than the usual perception. Not the old stuffy type of employers, but modern organisation
• Popular, over 100,000 applications per year
• Have a modern selection procedure developed over the last 3 years based on competency testing.
• Set up annual cycles for main recruitment drives
• Integrated more with HR front end, workforce planning

Challenges
Multi-lingual communications policy
All information on permanent job opportunities should be in 23 official languages, although exemption allows just the three main languages: French, German and English

Need a new Solid Visual Identity to reflect the EVP of the Community, not of EPSO. Created the EU Careers Logo
Available for use by all EU institutions and agencies, as well as partners in Member States’ governments

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#TruLondon adds a new feature this week. A series of live interrview broadcasts, brought to you by Platinum sponsor Jobsite and via th Job Search Television Network (JSTN). Streaming is on LiveStream channel and here on RCEURO. Compered by RCEURO founder Alan Whitford.

Cool Tools for Recruitment was a popular topic, with two sets of outstanding contributors. The first session features Craig Fisher (@fishdogs), Katie Canton of WorkDigital (@katiecanton) and Geoff Webb (@radicalrecruit).

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The Innovation Platform
Four no-nonsense, short slots from companies who think they have the online recruitment game changer present at the Ehance Media - The way Ahead 2011 conference.

This is being run as a 7 minute presentation from each vendor. We will then have some Q&A from the audience. From a coverage perspective, we will provide the links to each of the vendors and you can contact Enhance for the presentations.


All The Top Bananas explains the importance of mobile and the category changing effects it is having on recruitment.

Ovia believe they have the video solution that will change interviewing forever.

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Liz Dougall, Head of E-Recruitment at Boots discusses how a major national business hires significant volume roles and manages highly targeted, specialist candidates where demand outstrips supply at the Ehance Media - The way Ahead 2011 conference.

Liz kicks off with the best session title of the day: Saving time, money and sourcing better quality clients. She discusses sharing their journey, which is ongoing today.

Her key ares to discuss:

• Market, challenges and environment
• Research
• Results
• And the future?

The definition of a retail customer and candidate is becoming blurred - even more so as move into online.
1 million candidate applications in 2010, so need to affirm the positive brand experience to every candidate and customer

COMMENT: We started the Candidate as a Consumer discussion 4 year ago. This is brilliant that Boots recognises this.

All candidate interactions are driven to the Boots.jobs career site, with the IGrasp ATS sitting behind it.

Wide range of types of positions (better to see the slide)

Goals and tactics

• Drive down agency costs
• Deliver stronger one-to-one conversations with all candidates (and customers)
• Build long term talent poosl
• Agencies areusing the same tools as in-house resourcing teams - what is the long term value they bring?
• Use job boards and aggregators to drive candidate traffic to the careers site

Try and reach the many Candidates who are now 'self sellers', trying to promote themselves to the company

What strategy did Boots embrace to move to a fuller direct sourcing model?

Develop strong employer brand and align with the marketing brand, albeit with some subtle differences

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The Future of Recruitment Consultancies panel discussion at Ehance Media - The way Ahead 2011 conference.

How is the recruitment consultancy model changing? How will consultancies meet the new demands of employers who are increasingly sourcing candidates directly? Three of the UK’s leading recruitment companies will tell us why the outlook for clever and responsive consultancies is bright.

Eamon Collins of Michael Page
Nicky Midwinter of Alexander Mann Solutions
Tara Quinn of Hays

Giles Guest moderates the panel, with some "starter for 10" questions, followed by question from the audience.

In terms of online recruitment, what are the innovations, expectations and trends for the future?

EC: Search and SEO
TQ: investment for consultants on front end tools and candidate experience.
NW: Invest in online assessment, Know skills and how work in the interview process

How will recruitment agencies respond to the flat fee recruitment services?

TQ: They aren't really recruitment services to challenge the existing agencies. Work for low skill vacancies as post to lots of job boards for companies that don't do it themselves.

NM: We focus on talent pools and brand, so not really an impact.

How do agencies differentiate their services, against each other and job boards?

NW: we focus on employer/client brand to differentiate.

TQ: Hays do a mixture of client branded and non-branded. But consultants get to know their vertical sector and engage with the higher value candidates who may not respond to job board ads. Message is credible based on the consultant expertise

EC: We do branding on behalf of clients, bringing our expertise and knowledge, with our scale and reach to get the message in the right space. Structure of company is able to deliver local solutions, with a united set of tools and procedures.

Should you be using the client brand to promote roles?

TQ: The strong brand of the agency is part of the balance with the client brand.

Is RPO the future?
TQ: No. (then comes back for a 2nd pass), not part of the Hays approach. RPO exists as part of the mis, just not for us. Particularly in the lower volume recruitment needs

NW: it is part of the future, we provide both types of services as well as augmentation of existing client approaches. Expand in multi-country campaigns. Part of the solution, not the only solution. Also need to provide more consultancy services on how companies should attract and retain talent.

TQ: In the past, recruitment was segmented - contingency, search, temporary, RPO. Seeing more blurring of the lines to full service offerings, including the building of talent pipelines - perhaps mini-RPO

Audience question:
From a retail recruiter company

Is there a conflict if one company is offering both RPO and standard agency services?

TQ: No real conflict -divisions operate independently.

How do you monitor the use of social media, both for you and your client?

TQ: having to re-educate management that consultants will be using all channels, not just the phone.

EQ: Management open to change and the use of social media as tools. Have to trust your consultants to use the media effectively and properly on behalf of the company and the client brands. Do you look at separate profiles for business and professional use?

NM: Depends on the overall take-up by the client organisations. Still an emerging element, so need to understand the audience of the client, locally and internationally. The better metrics and tracking get, the better will be able to show the ROI.

Richard Collins, R21 Media
What happens to the social media connection when/if the consultant leaves

EQ; Policy in place, while at Hays, any connection gained during that time belong to Hays - even if they take a copy with them when they leave

NM: As we work on behalf of the end clients, building a pipeline, not really facing issue.

Peter Ward, Employer Connections
What proportion of hires in UK come from
Agencies
RPO
Direct sourcing

TQ: no real source of data to prove it or measure it
EQ: no real data
NM: No real data to give full picture. Hard to separate out the numbers

COMMENT: This is pathetic indictment that companies do not know their sources of hire, and that agencies don't know what percentage of hires are made via what sources.

Missed the discussion on content

Is an employer career site a fantastic opportunity for the client to direct source or for the agency to drive candidates there?

EQ: Will the client build a large enough team to manage the full process - that i what agencies really do.

NW: Client needs help to match the overall brand to recruitment brand, which we do. Plus we can deliver metrics that they might not do themselves.

Final Question:
Shape of recruitment market in two year's time?

TQ: rise of video - CVs, job adverts, microsites, make it real

EQ: Mobile on rise, hesitation on real impact of video as worried about compliance and discrimination. Flexibility and scale, have infrastructure to engage with whatever does come, and adapt to it. All about your people.

NM: RPO - globalising, with graduate market. Sourcing technologies more sophisticated and integrate with ATS. Improvements in quality of candidates provided to customers.

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Giles Guest, Chief Executive of Enhance Media, offers his thoughts on the Year Ahead, while discussing trends and directions of Online Recruitment as seen from the NORAS research and other data tools at Ehance Media - The way Ahead 2011 conference.

Giles is passionate about Data as it impacts on all recruitment and business decisions. In other words, Knowledge Led Online Recruiting.

Good first slide - I think that for most of this presentation, we will refer you back to the presentation

Lots of interesting elements all to feed into the website.

Get and use data/research such as NORAS and Google adwords and analytics to help choose your marketing engines. Next NORAS report due out at end of February.

Search engines used by 63% of jobseekers as their first step, while 1/3 of all recruitment traffic comes from search engines.

Very technical tools slides now about Data Data Data. This is a tough content to present just before lunch.

Interesting approach to convincing us to use search engine marketing and keywords.

What about Social Media?
You can spend/waste a lot of money, unless you actually analyse the data - when do you use various channels in the recruitment process? Those candidates that do use social media use it before any other step or channel.

Reach passive and specialist candidates by using the long tail, with social niche sites - such as forums and specialist organisations, blogs in the environment or knowledge area you are looking in.

Social Media is powerful if you are going out to where the candidates are.

Comment: Yes, but this is headhunting 101 - find the location, directory, forums and recruit directly - social media are the communications channels to supplement your traditional (phone and email) channels.

Giles has a number of slides as case studies for nuclear engineer recruitment - you need to see the presentation.

Recruitment Brand Building
Use data to get the ads you place online in front of the right people - or via social media sites like Facebook to use low cost ad cost to get in front of massive number of people.

Comment: This seems to go against the grain of targeted use of social media.

Close with the first slide, which shows the integration of knowledge/data with the channels.

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John Salt, Webite Director of totaljobs.com is the fourth speaker at Ehance Media - The way Ahead 2011 conference.

What is the future model of job boards? What are the exciting changes happening in the market and how will we all use job boards in the future? Find out from the UK’s leading job board.

John is always one of my favourite presenters. Intelligent, humorous and engaging.

Challenges ahead for job boards. Every since 2000, there has been a challenge to job boards - or a reason they will disappear. (great slide). But, from 2000-2010, compound annual growth is 43%.

Current reason that job board will die? "Mobile is going to be massive."
OK, but what does this really mean? Or is it just a futurologist statement, with little real empirical data to support it?

What is going on now for job boards?

• Revenue growing
• Reach growing
• Traffic growing

The real challenge is the dropping number of UK employment vacancies, particularly crash in public sector roles. What kind of vacancies will be available when the GDP drops again?

When GDP growth is over 22%, the recruitment industry and job boards grow. When it is below that figure, the permeant employment market drops - and people move to temporary roles

Recruitment advertising market
H1 2010, £310m, full year forecast is £620 million. Will not reach the £1.2 billion market of 2-3 years ago.

Print media fall, online recruitment advertising is now the highest percentage of the market.

What does this mean for 2011?
Left Brain - Rational side - auomate as much as you can
Lots of search engine marketing and SEO right. Email marketing, affiliate marketing and do more behavioural targeting - and automate a lot for efficiency

Right Brain - emotional side - surprise the receiver of the message
New channels to promote your needs: TV, Radio, Social media
Content is king - get this right to improve results

Who is migrating from print and at what rate? If you understand this, you can adjust your content to the market. Print advertising in the social services market is declining while same sector is increasing online advertising.

In other words, measure and assess what is actually happening to determine what channels and methods you should be using? How do you reach the 80% of the market you are probably not reaching yet? Evaluate regional penetration as well as national campaigns.

Retain jobseekers time after time by investing in SEM and SEO.

Greenlight report, 3.300 recruitment keywords.
Focus on long tail, location, job title and more
Link to relevant content, such as the totaljobs.com barometer

2011
More experimentation on data visualisation and infographics tools for jobseekers and recruiters

The year of mobile -what does this mean? Mobile visits increased fourfold in 2010, will be one out of ten visits initiated by mobile in 2011. But mobile and PC usage is complimentary (another excellent slide), not exclusionary.

Mobile Audience stats are encouraging
95% of smartphone users would consider jobseeking on a mobile - but what happens when they get to the website? How does your website really react to the changes in platform use.

Job boards have to continue to innovate - for example proximity searching, jobs on Googlemaps.

Comment: (This was available by a group of Dutch developers over 3 years ago with the addition of relevancy, salary and proximity -glad to see mainstream job boards finally getting there.)

Next business trend is the growth of self service online sales. Grow more than 60% in 2010. Brings every type and size of customer, from one-off jobs to campaigns. This is a e-tailer approach.

Innovation includes adding events such as online graduate fairs, with advice and help from major employers, with live chat.

Where do you focus your advertising spend and how do you choose your job board? Act like a jobseeker and see what you find on different job boards.

Summary (more on the slides)

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Adam Gilmore, Solutions Architect, Microsoft UK Ltd, is the third speaker at Ehance Media - The way Ahead 2011 conference.

The world’s leading technology provider talks about running global online communities, borderless hiring and the future of recruitment in online talent pools.

His everyday focus:
Application Lifecycle Managemen - People, process, tools (technology)

Increase customer satisfaction and reduce costs in software development. Learn from the LEAN processes originally implemented in manufacturing. How will these software and business development approaches apply to recruitment going forward?

Focus on continuous improvement, expenditure must add value to customer goal, or it is 'waste' in a process.

Audience is struggling to understand how this fits into recruitment? Perhaps the key is to take out duplication of effort and wasted processes:

• Delay
• Duplication
• Unneccessary movement
• Unclear communications
• Incorrect inventory
• Opportunity lost
• Errors

Study Value and Demand, from a customer perspective

• Who are your customers?
• What demands do they make on your service?
• Do different customers demand different things?
• What do your customers value?
• What would perfection look like to your customer?

Measures

• Measre Value Demand and Failure Demand
• Measure end to end process and results
• Measure yourself as customer will

Targets kill service delivery, as targets are set to encourage a behaviour, but not the customer demand.

Microsoft case studies are impressive, but are not online recruitment related. Adam is doing better in the Q&A to relate the LEAN approach to his own hiring experiences. This would have been great as slides/core of the presentation,

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Paul Modley, Head of Recruitment, London Organising Committee for the Olympic and Paralympic Games is the second speaker at Ehance Media - The way Ahead 2011 conference.

Hear about the planning and delivery of Britain’s largest ever peace time recruitment operation. Headline speakers don’t come much bigger than this.

The biggest challenge for LOCOG? Only 18 Months to go to the Games start.

How does LOCOG use online recruitment?
How Adecco help support them?
Strength of the brand in recruitment
Delivery inclusion, local employment initiatives

Workforce will be 200,000. Paid for workforce is 1,057, doubling over 6 months and wile be about 6,000 by the Games. Volunteer workforce had over 250,000 applications for 70,000 roles, with a minimum commitment to ten days. Massive selection process to start soon.

Contractor workforce of about 10,000 in the 3rd party service providers.

Of course when the games are over, the workforce will be dispersed.

How to use technology and online recruitment?

Adecco are the hiring partner for the paid for positions. Using LinkedIn, Facebook and partners to drive all applications to the website for managing the applications.

Adecco have supported other global events such as Sydney Olympics and the Manchester Commonwealth Games. Adecco is both a sponsor and the key delivery partner for employment.

Using Skillstream technology platform for full time hires. ATOS Origin built a toolkit to manage the full volunteer process.

Have a wide range of unique rolls to find - therefore need to try and find some staff with existing skills as well as those who can be trained up into these roles. About 200 existing staff have worked in major events.

Challenges - that it is an 18 month window now to eventually take a temporary role - and for salary/benefits that will be less than in their current job, but the addition of the Olympics brand will be great on the CV.

The Diversity/Inclusion elements are critical for the success, both locally and across the UK. Six strands of diversity. Target of 18-19% for ethnic recruitment and are close to achieving that goal. Working closely with local boroughs, with 18% local hires, with a target of employing 7% of those who are currently unemployed. Online does not necessarily hit this target groups, so work closely with local communities to find and attract candidates.

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Lord Jim Knight former Employment Minister and currently an Associate Director of Innovate CV, opens Ehance Media - The way Ahead 2011 conference with his thoughts on online recruitment and hiring.

Work experience key to future of graduate recruitment - The Innovate tour of university campuses is just starting, which gives some real life understanding of graduate needs

What is impact of global/world markets? Affect on where work is done and where new graduates are actually being trained. Social tools help to reach across borders. Cloud computing enables distance based working.

Social and web based technologies have been disruptive across industries - from publishing to employment. It is the app and cloud economy.

What are 21st Century Learners?
Not about to sit back and listen, but are active learners. Believe in peer to peer, collaborative means of learning. What will their expectations be when they hit the labour market? Certainly will have different demands - ranging from work/life balance, flexible working, and different means of engaging with management.

In a competitive labour market, the candidates 'need to get noticed' to differentiate themselves from the competition - from video profiles to interactive CVs- and direct marketing .

What next? Lots of change and exciting time ahead.

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Vic Okezie of Crexia and Alan Whitford of RCEuro are very pleased to present our second Social Recruiting Conference, to be held in London on 30th June 2011.

Social Recruiting Conference 2011 (#srconf) will gather leading employers and recruitment industry professionals, to passionately discuss and practically demonstrate the power of Social Recruiting. Book now and save £100 before January 31st 2011.

You can also Order the #SRCONF 2010 DVD for just £95! You can experience in full what the 120 delegates, the over 600 participants via the live streaming and the 230,000 Twitter particpants took part in on the day.

#SRCONF 2011 will continue the conversations we started in our last event, with practical and realistic case studies from a diverse set of companies. This will include engaging presentations from our speakers and panel discussions, that will highlight more Social Recruiting ROIs.

There will be a small Exhibition Area showcasing relevant recruiting tools & services. The ticket price includes reception drinks, lunch, refreshments and a handbook for the day. There will be networking drinks at the end of the day. Book Ticket Now

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Regular contributor John Kleeman of Questionmark recently sent us this quiz to try out on the site. It is a follow on to his recent blog which suggests that using a fun type quiz in recruitment could add real value to the candidate experience. Give it a try.

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