David Henry, VP Marketing at Monster.co.uk , has shared a neat Infographic which details the finer points of the new integrated media campaign, "Find Better" which launches on Monday 11 Feb. What I find interesting and unique about the campaign (which runs until 31 March), is that it is not TV for TV's sake. David and his team have made a concentated effort the last couple of years to ensure that advertising does not occur in a vacuum - look at the 2012 relationship with the Marussia Formula One team for example.
Once again, they are coming out with something different - looking to engage with Jobseekers throughout the day - with outdoor digital displays at rail and tube stations as well as on the roadside. Additional digital elements will feature on mobile, tablet and PCs. We have featured one of the new Ads in our cover page article, one ad below and have both ads which are released running in our Video Player.
Here at Bullhorn, we recently surveyed 1,500 recruiters on their ‘pet peeves’ and candidates applying to irrelevant jobs topped the list.
Thirty per cent of recruiters noted that their biggest turnoff was candidates who apply to jobs for which they are clearly unqualified, with 43 per cent of respondents indicating that they would go so far as to ‘blacklist’ such candidates and suppress their names from CV searches.
Posted by: Ben Hutchins in technology selection, talent management, talent attraction, Talent Assessment, Talent, socialmedia, Social Recruitment, social recruiting, social networking, social media recruiting, ROI, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, Mobile Recruiting, human resources, hr, gradweb, Graduate Recruitment, Engagement, employment, Employer Brand, digital marketing, Creative, Communication, Candidates, Brand, Better Resourcing, awards, assessment, applicant tracking system, Advertising on
21 Feb 12
Leading entry-level recruitment outsourcing provider GradWeb, has been selected to provide branding and creative design plus recruitment services including recruitment advertising, online recruitment system, candidate management and application screening for the ‘Track and Train’ internship scheme.
The Track & Train scheme is designed to give up to 100 graduates employment experience and training to help further their careers. It’s a nationwide scheme funded by Network Rail and supported by 28 companies across the rail sector and aimed at people who have graduated from university in the last 2 years. The entire programme lasts for 18 months, and is structured to give graduates an insight into each of the main elements of the rail industry. Successful candidates will start their first placement in April 2012.
Effective Recruitment Advertising
The branding and recruitment advertising campaign designed to promote Track & Train and to attract candidates to enrol for the scheme has been devised and created by GradWeb’s Intelligent Attraction team. The first part of this process was to develop the Track & Train brand. As an entirely new entity that represents 27 companies across the rail sector, GradWeb developed the creative concept for the Track & Train name, logo, and branding for the campaign to be used across all marketing vehicles.
Posted by: Gareth Jones in totaljobs.com, strategy, socialmedia, social recruiting, social networking, social media recruiting, social media in recruitment, recruitment technology, recruitment solutions, Recruitment, recruiting, online recruitment, on-line recruitment, On-line job hunting, monster, jobboard, job sites, job search, job boards, Job board, future, erecruitment, Engagement, Candidates, #trulondon on
28 Feb 11
I have been thinking a lot about job boards recently, as both a customer and a jobseeker. In these socially enabled times, it strikes me that the job board user experience should be something like this:
Jobs are displayed in easy on the eye tag clouds, instead of ordered lists we know are manipulated by the recruitment organisations who post them. Jobs are highlighted to me by other job seekers and I can rank them by most viewed, highest rated or user defined tags. It’s a visual experience, not a data driven one.
I can tag each job myself, just like I can currently tag the rest of my social life – my pictures, my bookmarks and so on – knowing that all my fellow jobseekers are doing the same. This rich user tagging is doing a way better job of delivering me relevant jobs than the job board search facility can.
What's more, I can connect with my social friends on the site, directly, along with other job seekers whom I don't know. Yet. The feature that flags the profiles of people who are also looking for a job in my specialism or area takes care of that.
It introduces me to others in the community who also happen to be looking for a job in the same area as me. We can swap notes, compare opportunities, give advice and extend our job-seeking network. And of course, make some life long friends along the way.
Jory Des Jardins President and Co-Founder of BlogHER will appear tonight onCompassionate HR/Social Media at 7:30 p.m. eastern standard time–4:30 p.m. pacific time. Why is this important? Jory gave me the encouragement, empowerment, and enlightenment for me to start blogging. That’s right. Jory did. This is a little known fact about Margo Rose. Most people think I started my blog because of my involvement in the HR Community. While this is true in part, the source of inspiration for me to develop the courage and insight to begin writing came from BlogHER.com.
The world of women owned businesses, women as power brokers, and women as decision makers is of profound relevance. Today, women decide what products we buy, what cars we drive, what hygiene products we purchase, what food is in our refrigerator, and what products we use to do our laundry. Every decision consumers make is often guided by women, and consumer owned companies know this fact. It’s why they jockey for position to be sponsors of the internationally renown BlogHER conferences, the BlogHER website, the BlogHER blogs, and the BlogHER brands.
While I personally find the term “mommy blogger,” demeaning, and a little distasteful, I am pleased to see Corporate America putting money behind women-owned blogs, and small women owned businesses. You see, the women who attend these conferences, write these blogs, visit these websites are prime candidates for the recruitment, and candidate sourcing industry. The human resources industry is also jumping on the bandwagon. Where nationally recognized speakers like Laurie Ruettimann and Sarah White are attending BlogHER10, and go on to Bryan Wempen’s radio show to discuss it, it’s time to perk up your eyes and ears and take notice.
When though leaders like Sharlyn Lauby, and Carmen Hudson are attendingBlogHER10 conferences, what that means is that female blogging conferences are are trending. Sharlyn, and Carmen are nationally recognized experts in the human resources, recruitment and organization development community. They are sought after by people around the world to speak and present at our industry conferences. In a word, these two women are geniuses. I don’t say that capriciously. Anyone who is anyone in our space knows this is true. Why did people like Laurie, Sarah, Sharlyn, and Carmen attend BlogHER10? Isn’t that answer obvious? Clearly it is because it was the place to be.
Serious knowledge brokering was taking place. I’m not talking about light weight fluff pieces, I’m talking about serious business focused sessions about work that has relevance, resonance, and reach around the world. It is time to stand up acknowledge, redefine, and praise Jory Des Jardin for spearheading this movement. She is the reason I do what I do. When I met her last fall, I was writing, journaling, and thinking about starting a blog. I was reading her blog. It wasn’t until I met her at the CincySM meeting that I was convinced it was safe to stick my toes deep into the water.
I asked her a question, a simple question: how does a woman start a blog and gain loyalty and readership? Her answer warmed my heart. She answered, then invited me to personally talk to her after the meeting.
How online communities can play a part in your attraction strategies
One of the morning's headlne speakers at the Social Media in Recruitment Conference 2010, being held at the British Library in London, is Lisa Scales , the founder of TribePad and Talent On View
A few of the highlights from Lisa's presentation follow. Presentations will be available for the delegates via the event website.
Great beginning with Human Being 1.0. Social community was about survival in the Stone Age.
As we moved to the industrial age, business used to be social as business was local. Communication tools did not exist for business to work outside of local area.
But, business got big, went global and the local social element did not scale.
When new comms technologies evolved, business could have two way conversations with their customers. Currently, we have blurred lines between social and business, especially with Social Media sites.
Lisa then showed a nice little film developed to educate the A4E community of 58,000 (to bring people back to work) - on what are social media communities.
Good slide of examples of various communities and technology engines that you can use to build/support communities.
Are the commercial social networks really a community or only a collection of people?
Attracting Talent is not a new Concept
War for talent is still alive and kicking.
What is wrong with old style recruiting? Nothing. All the older media still exist and are being used. New Social Media channels are add-ons.
But what about current recruiting processes? They leave jobseekers cold.
Where do you start to develop a new and better process?
What is the objective?
Where is your Community?
What are you measruiring?
Community Site Examples
Simon Lewis from Only Marketing Jobs
Sodexo - talent community
Microsoft - We Still Serve, a US veterans attrraction community
PSA Healthcare
Unbranded community
XBox, reliability engineers needed after a recall, created a long term community of potential employees for Microsoft - experts all in one place on a LinkedIn group.
Good Do's and Don'ts to close
Top 2 tips:
Don't underestimate the time it will take
Be thorough in the selection of your community platform
Posted by: Vincenzo Migliore in Websites, Twitter, TRU London, Recruitment, Networking, LinkedIn, Facebook, Engagement, Employer Brand, Candidates, Brand, #trulondon on
22 Mar 10
Let's be honest with each other for a moment. We all know that's easier said than done, sometimes you just have to keep quiet. Sometimes, you have to bite your lip. It's just easier that way.
But then where does that really get you? In the short term it can make sense, even make life easier, but the reality is, without honesty, in the long term we never really improve.
What if you could ask any question you like and get an honest answer? How much easier would that be when it came to making the right decisions?
If that were the case organisations could create even more authentic and transparent employer brands, based on honest employee feedback and opinions.
Recruiters could manage candidate expectations from the offset, delivering the right candidates for the right reasons.
Bill Boorman's 3 day extravaganza for recruitment knowledge sharing, TruLondon II , has kicked off today with a packed house of recruitment professionals learning from 5 sourcing legends.
TruSource was devised following the success of the Sourcing track at TruLondon I in November.
Over from the US are Jim Stroud, Marie Journey and Irina Shamaeva, from Toronto Geoff Webb and waving the UK flag is SouceCon emerging star Katherine Robinson.
The sessions have been split, with around 20 in each group learning everything from the basics of web search terminology, to the more intricate Boolean Search strings. We will join up at the end of the day to share their learning and experience of entering this new world of sourcing.
Naturally, we learned that many different types of sourcing are required, as not everyone is on the net, nor do they have an online CV.
Creative approaches to searching directories, industry bodies, the payroll department at companies and more have been shared.
Offers of pre-configured search strings and a terrific new magazine have been offered to attendees.
The conversations will continue with the Sourcing track Thursday and Friday.
Geoff Webb
Sitting in the back of the room of about 400 delegates for the Enhance Media annual conference looking at the future of recruitment. Excellent speaker line up as we move into the afternoon sessions.
Intersting that this year there are probably about 50+ twitterers on the stream: #emconf2010. Last year there were 6 of us.
We will cover the individual presentations in more detail over the next few days.
The Lineup:
So my second blog entry was going to be about Google Wave (don't worry folks - it's already written and you'll get it soon enough!) but I read a great post last week on Twitter and decided to change tack.
@grahamsalisbury wrote:
"I am beginning to regard online job boards with the same degree of suspicion that I normally reserve for Wikipedia"
I couldn't help but smile! I've been in the same job for nearly five years now, working as a recruiter, and I'd kind of forgotten what it was like to be a job seeker until recently. I shan't bore you with the gory details, but basically my employer has had to cut my hours due to the recession and so I've had to look for additional employment to supplement my income and keep Mr J in PlayStation 3 games (I know, I know...!) Anyway, the employment issue is resolved (temporarily at least) and I was lucky enough to not be looking too long, but this was my first time as a job seeker in some time and it was really quite humbling!
Last time I was job hunting, local papers were still reasonably en vogue and, while job boards were very much in the picture, there seemed to be just the one or two big names that were worth a visit. But how things have changed now! Now my local papers are all affiliated with (different) jobs boards, there are niche boards popping up all over the place and (maybe it's just me, but) there seem to be even more ‘big name' boards too! Now I've no problem really with the number of job boards in existence; as a recruiter I've advertised on plenty in the past (with mixed results!), but what I did find particularly annoying was the way the same jobs were duplicated over and over on all of them.
Some employers were guilty, but it was mostly the agencies with the multiple postings. And you can bet your bottom dollar half those posting were out of date too. Job hunting is a drain at the best of times, but I felt as though whole evenings were just vanishing into a black hole!
Other than spending half my life trawling the internet for vaguely relevant and still current job vacancies, my biggest quandary was which jobs to apply for. The current market means that most of the jobs I liked the look of didn't pay the kind of salary I was used to getting (and in my part of the world, salaries aren't really that great anyway). You work hard to get to where you are and no-one wants to take a step backwards, but at what point do you put your pride aside and say that some income is better than no income? I've always said (rather arrogantly) that there's no reason for me to ever be unemployed - there is always the counter at McDonalds or the checkout at Tesco. But that's really not true any more; even these entry level jobs have people queuing to apply because some income is better than no income. And there you have it! Who would employ me; a somewhat overqualified candidate with no recent retail experience, over someone who's been made redundant from Thresher or Woolworths who is far more relevant?! But how do you decide what's worth the effort? Do you apply for anything and everything and hope that something sticks, or do you do what you'd normally do (if jobs weren't so fiercely fought over) and stay targeted and focussed, even though there are less relevant positions to apply for? It's so difficult to decide. It's easy to judge people who apply for jobs they're totally over qualified for, but the reality is that many people are not in a situation where they can support themselves and their families with no income.
Though I didn't apply for that many positions in the end, I got not one reply saying thanks but no thanks. These were applications directly to employers rather than through agencies and the funny thing was that this neither surprised nor bothered me. And that made me feel a bit sad. When did such disrespectful behaviour start becoming so universally acceptable?!
Unfortunately I don't have the answers to these problems, but I did want to share my experiences. It's a tough market out there and, as recruiters, it's easy for us to get caught up in our work and forget that we're dealing with real people: They have feelings, families and responsibilities just like us, and they are trying to doing their best. We can all show a little more compassion. Put yourself in the jobseekers shoes for a few minutes and ask yourself how you'd feel.
Yesterday evening a friend of ours was complaining about the job market. As the frustration began to vocalise itself I expected it to be about the volume of jobs available and choice. But to my surprise job availability was not the complaint!
The fact that there are currently not as many roles around in the jobseeker's particular field due to the recession, was not in fact, the jobseeker's main complaint.
The real bug bear was the poor and rude behavior of the recruitment industry.
After searching for that suitable job and then tailoring the CV to apply; being treated with zero respect and no manners was felt to be totally unacceptable. It was being faced with total unprofessional behavior from the recruitment agency and from direct applications that caused this candidate to be passionate about telling everyone possible about the 'waste of time' companies.
Most companies and agencies failed to reply at all. Some rang up, suggested the candidate was perfect, agreed to put forward the CV - great. But then they never called back. This action left the candidate excited and hopeful; but a few weeks later after failed attempts at getting back in touch with the recruiter, just filled with anger and frustration!
I know the recruitment industry is tough and hard work, but this approach only makes it harder for everyone.
The agencies that got it wrong were a mix of large international brands we all know, and small, one-branch private firms. The fact that so many agencies behave so badly is not an excuse. Now all the candidate's friends and social networks will think twice before using any of them!
Please, please look after your candidates and turn around the reputation of recruitment agencies!
If you are can not see the business case to reply to all candidates and act professionally then you need help! Clearly preventing individuals en masse slating your firm, should motivate you to change your ways, if not then perhaps you better throw in the towel now and line up at the Job Centre yourself.
Taken from www.allthetopbananas.com/blogs/dave
