RCEuro Member Blogs

 

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.

 

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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.

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10 days to go before I get on the big bird to Chicago and then a bus to Madison to join the TruCrew and a great line-up of track leaders  and participants to share knowledge at TruUsa .  I am leading some tracks (Job Board 2020, Culture Clash, JIT Sourcing)  and hope to pile into many others while there.

I have been thinking a lot lately about the future of traditional conferences, the Unconference movement and the more ad hoc ‘conferences' that we have on social media gatherings on Twitter with #hashtags like #TNL. Check out the radio show that Tru co-founder Bill Boorman and I conducted on Tuesday this week on hashtags and a range of Twitter tips from #mrbill

I was one of 3 speakers at a ‘traditional' event today, hosted by Recruitment Consultant Magazine , in Manchester (that is England, not New Hampshire). We ran the same event a couple of weeks ago in London (England, not Ontario) Recruitment Conference IT and Technology 2010 #recconfit2010  You might have seen my exciting effort at breaking the ice with audience in London.

Targert audience for both events was professional recruitment consultants (agencies), along with a smattering of technology suppliers and media types.  

I had the pleasure of leading off with a presentation on Social Media (a recurring theme, as I had the same slot at this conference a year ago). Raymond Pennie (@rpennie) of Kamanchi followed talking about creating effective strategies (with some focus on the impact of technology) and Felix Wetzel (@FelixWetzel) of Jobsite (a major #TruLondon sponsor) discussed candidate and advertiser behaviours (now and future) along with sharing some interesting research

Why do I bring this up when I am supposed to be writing about #TruUsa?  In one word: Engagement

I have spoken at, chaired or led more than 200 conferences, workshops or events over the last 10 years or so.  Which ones have given me the most buzz, the most satisfaction?  Other than Global Recruitment Conference 2008 , which I organised and chaired in Amsterdam, with an outstanding group of global thought leaders and delegates, I have to say that it has been those events where I set up or ran workshops/breakout groups. Why? Because in that environment, you get the engagement of every delegate/attendee - either with you as a session leader or with the others in the room.

In a sense, today confirmed that. We had an excellent group of delegates, professional and committed to their industry and their business, eager to learn from the 3 Talking Heads and the hosts.  All 3 of us tried to engage with the delegates (none of us are what might be considered wallflowers when it comes to speaking to an audience).  We had a few in the audience who were willing to discuss their company, strategy, questions and experiences. Feedback from delegates at the breaks and the post event drinks was excellent, delegates were happy, had learned and gathered real value from the day. The organisers (Jim and Gary) had two successful events and the sponsors/exhibitors did well.  But for Felix, Raymond and I, it felt a bit like an opportunity lost - for the delegates to engage in real debate and discussion with each other throughout the afternoon (although it did happen during the breaks).

That brings me full circle to Engagement - the real essence of an Unconference.  Track leaders start a conversation, hoping to guide it a bit and sometimes act as a referee if required.  The participants in the track drive the discussion/debate -its direction may go places other discussions just cannot reach.  In any session, the engagement of individuals - with each other, with a track leader or two (if we are lucky) is exhilarating.  Learning what challenges others have (Hey, look at me, I'm not so far behind) or successes someone is experiencing (Hey, if he/she can do that, we sure can!) - make it worthwhile flying 4,000 miles and taking a 3 hour bus ride to get to Madison. As it was worth it for the North Americans who flew over for #truLondon.

I can't wait. See you all there - or on video feeds on RCEURO, hashtag #TruUsa, twitter posts @rceuro, @alanwhitford or whatever means we come up with to share the experience.

As #mrbill says, it isn't just about the conference, it is about the conversations that happen for weeks leading up to an event and months afterwards. That is what I call: Engagement.

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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:

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Wow, less than 4 weeks to go and the Bill Boorman phenomena takes on its latest iteration with TruLondon II and TruSource 17-19 February.

Inspired by RecruitFest in Toronto last year, Bill has grasped the Unconference model with both hands and taken it into places and worlds unknown. We have all gratefully jumped on board, giving us a chance to share knowledge and learning with colleagues and strangers on a level playing field.

No more are we seen as just 'talking heads', but as session Track Leaders. But. to me, even that is a misnomer. We are active participants, learning as much as we teach.

The only downside? I want to sit in on every session, itch to put in my $.02 with other leaders, learn from the delegates, ask them what they really want to see happen in recruitment and share in their triumphs as well as sympathise with their disappointments.

What will I be doing?
Talking about Job Boards 2020 with long time collaborator Keith Robinson and online marketing expert Simon Lewis.

Looking at the Cultural Clash of cross border recruitment (as a Yank abroad for over 30 years, I have experienced this first hand in many countries) with Brit Jon Ingham, American Laurie Reuttimann, Canadian Geoff Webb and Dee Allan from Singapore.

Discussing Bill Boorman's pet topic (one of many), Phoenix Recruiting with blogger and thinker extraordinaire, Andy Headworth.

Linking up with Shane McClusker to explore my own Talent Puddle principle; hoping to extend and question this concept.

Oh, and while this is going on, RCEURO will be there to conduct interviews, report on the action, broadcast online radio with our European Thought Leaders track and the Bill Boorman shows.

Come one, come all and enjoy a great three days. Click for Registration:

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Geoff Webb from Toronto, Radical Recruiter and session leader at TruLondon I in November has added to his many outlets with Tru Blogs , which should grow to include content from many of the proposed Tru events, including Tru London II in London in February and possible Tru North and Tru USA.

Spreading the gospel of Bill Boorman and many many thought leaders in all aspects of recruitment from around the world.

RCEuro.com is happy to be a sponsor of the London series and I am personally looking forward to travelling to North America (back near my roots of upstate NY, only 85 miles or so from Torornto) to share learning and knowledge with so many individuals I have met on Twitter and the various recruitment blogs.

Geoff has just posted a terrific wrap up video from TruLondon I, with original content, video from Andy and Sarah Headworth and stills from our onsite reporter, twitterer and all around good egg, Jill Elswick, which you can watch from the Audio/Video player on the home page.

 

 

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Last week at the Recruitment Unconference I listened to a number of large recruitment agency firms and various industry experts discuss the impact of Social Recruitment.

One camp felt that the Job Boards of today will be killed off by agencies and HR; sourcing directly via Social Networks.

Some worried that the recruitment agency would be killed off in 10 years when today's teenagers join tomorrow's HR, with their wide digital networks nurtured over the years.

There were examples of agencies cutting 100% of job board spend! Where are the candidates coming from?- From their website via Twitter or Linked In.

Before we rush our attention to killer tactics of social recruiting to save thousands of pounds, I would like to consider the following framing points...

1. Social recruitment is very young. The social web evolution is in its early phases. Those early birds are, in some cases delivering strong results, but will this success remain feasible as the marketplace gets more crowded? How will it scale? Will it infringe privacy and be reined in by legislation?

2 Every new thing is always going to kill the last thing, according to media hype! But does it, or does the hyped frenzy just promote the killing? If the job boards embrace social media, it could become their best friend since Google, instead of the executioner. (Just as Google was a serious threat back in 2000)

3. The last major digital recruitment revolution - the online job board - delivered the CV database, which has created a volume of monstrous recruitment agencies. The volume of consultants that just forward CVs straight from a database as a "punt" is staggeringly high. The service level has suffered- no screening, no client relationship, no candidate relationship. Will social recruiting improve the situation or build on an ever-increasing bad named industry?

One thing is for sure, social networks are here to stay, even if the platforms change (Friends Reunited, MySpace, Bebo, Facebook, Twitter).  Any network of people will attract recruiters.

So what are you doing with Twitter or Linked In?

What would you like to see job boards doing?

What can we help you with as an online recruitment technology expert?

P.S.
Further listening (not reading!) check out http://www.blogtalkradio.com/bill-boorman/2009/11/30/job-boards--rip-uk-show to listen to myself, @SiteAdvisor, @RCEURO and the host @BillBoorman chat about the future of job boards.

 Sourced from: http://www.allthetopbananas.com/Blogs/Dave/post/2009/11/Will-Social-Networks-kill-off-the-Job-Board.aspx

 

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