Posted by Vic Okezie on January 8th, 2013

Mobile Recruiting was a hot topic in 2012 with a wider recognition of value of engaging with candidates on the move, via Mobile websites, Mobile apps and Mobile job applications.

JIBE, a SAAS recruiting company that has built the first and only solution that allows a jobseeker to submit a complete job application from any device – mobile, tablet and desktop, published an infographic on the State of Mobile Recruiting in 2012. In case you missed it, click here.

Come hear JIBE’s CEO Joe Essenfeld speak about Mobile Recruiting and Job applications via Mobile at the Social, Mobile and Recruitment Technology event on 17th Jan. 2013 in London.

Posted by Vic Okezie on December 12th, 2012

Cornerstone Ondemand is a Platinum sponsor of the Social, Mobile and Recruitment Technology event. Learn more about their Social & Cloud Recruiting Suite, by downloading this whitepaper.


In the evolving world of work, business as usual has become anything but the norm. With today’s workforce becoming increasingly interconnected, getting the most out of top talent means anticipating – and managing – complex, and constant, change.

Meeting these challenges means more than robotic execution. It means rethinking – and rebuilding – the way that top talent is recruited, retained and developed. Building better business outcomes and sustainable competitive advantage means building an Empowered Enterprise. The Empowered Enterprise positions employees at the center of your strategy. It means turning your organisation into a destination for constant collaboration and innovation – a place where people have the power to learn and share.

Your talent. Our technology.

Cornerstone OnDemand understands the challenges facing global businesses today – we are one. With millions of users across hundreds of countries and dozens of languages, Cornerstone is helping some of the world’s leading brands get the greatest return on their human capital investment. Streamlined for quick and easy implementation and hassle-free administration, Cornerstone OnDemand’s Software-as-a-Service provides a simple, user-friendly interface and 100% web-based delivery drive high employee adoption and engagement – no matter where you do business. With advanced reporting and analytics features, your business leaders will be able to immediately assess the bigger talent picture – and the impact of your talent management initiatives.

Posted by Vic Okezie on October 10th, 2012

Last week, L’Oreal’s Dennis de Munck, International Recruitment Development Director spoke at Crexia’s Strategic Recruiting Camp Paris. His presentation was very insightful, and I learned a lot more about L’Oreal as a business (beyond its very creative marketing) and also as an employer.

L’Oreal’s employer branding campaign is tagged L’Oreal Talent Recruitment, with the aim to Keeping Focus, and Dennis is at the center of these projects. He shared some strategic but also operational side to how they attract and bring in talent. Due to growth in emerging markets, esp. in Asia Pacific (13%) and Latin America (13.2%), L’Oreal is developing their recruitment functions to cater for this diverse audience. Their overall strategy includes:

Their Recruitment Marketing campaigns are very brand focused, and they recently launched the L’Oreal Brandstorm 2013 – Movie Trailer, which challenges applications to put themselves in the shows of the South East Asia Marketing Director. The movie trailer is embedded below.


Dennis discussed L’Oreal Complete recruiter toolbox, which comprises:

Employer Branding, EVP, Image Studies, Campus Presence, Engaging Games, Sourcing Hubs, Market Mapping, Eye For Growth Markets, MBA Focus, Recruiter Training, Webinars, Individual Support, Reporting & Analysis, Fully Social Networking Enabled, Addressing Diversity Target Audience and Métier & Division Specialists.

He also mentioned challenges for Recruiters at L’Oreal, which can also relate to other very large organisations.

  • Data Mining – How to manage the huge CV database / applications in the ATS, and pull out the right candidates who have previously applied for roles. The opportunity to take advantage of big data in recruitment.
  • Sourcing v2 – Equipping recruiters with the best possible sourcing skills so they can find talent both from internal systems and extenal resources.
  • Sharing right & Speed – The ability for Recruiters and line managers to share the right information at the right time, and need to effective communications during the processes.
  • Candidate experience – Value in ensuring that candidates continue to get a responsible experience when they engage with L’Oreal as an employer.

In conclusion, Dennis stressed the transformational role of a Corporate Recruiter to that of an Internal Community Manager who shall be managing human networks, focusin on candidate engagement before skills evaluation. He also championed a recruiter’s role to advise, coach and lead, whilst expecting the best candidates to be focused and self evaluate their career interests.

Posted by Vic Okezie on August 6th, 2012

Crexia has provided a free Social Recruiting knowledge resource focused on relevant articles related to Social Media in Recruitment. These include some blogs, slides, video etc published on our website. They might just be useful if you are researching relevant content on Social Recruiting. This list will be updated.

Posted by Vic Okezie on July 25th, 2012

The London Olympics starts in 2 days, and  lot has been said about the huge challenges involved in organising this epic event. With an expectation of over 15,000 athletes from 205 countries, and an estimated global viewing audience of 4 billion – this will be a once-in-a-lifetime experience for Londoners, and the UK at large.

In order to oversee the smooth running of the Olympics, LOCOG has recruited over 3000 staff over the last few years, but also tasked with deploying over 250,000 workforce just for the duration of the London Olympics.

A lot has been said recently about the G4S debacle and the problems with security staff for the Olympics. But this post will exlore the further project that LOCOG is embarking on, which has to do with a legacy for LOCOG employees who will automatically be jobless, just after the final game.

Rob Clarke, Head of Reward, Policy & OD at LOCOG gave a reflective presentation at SRCONF last month in London, where he talked about Talent Pools and Alumni Communities at LOCOG.

He stated that people at LOCOG have been so focused on delivering the objectives of the London Olympics that haven’t been thought about what happens at the end to the organisation. Most of the people in the organising committee might not even be able to see the end of the games.

LOCOG is a relationship led organisation, and as there is no history in it they need to depend on having great relationships to get things done. Things never always go right, as we have seen with the ticketing issues etc.

LOCOG is a diverse organisation and because of that when one function makes a decision, it will inevitably influences 10 other functions. According to Rob, LOCOG is also very diverse in terms of workforce, as 40% of their directors are female and 10% of their workforce are disabled, and it is complex in terms of stakeholders.

How do they leave a decent legacy behind them?

Rob stated that they decided to develop an online portal for employees to have access to it, get news feed, join particular groups, join networks, and organisations can share content about their brand, and advertise jobs for free in it.

LOCOG can just tell the organisations, that they work with, about how they have developed this talent pool and explain how they actually want to help people find jobs, so the organisations can have the talent pool for free.

Rob added that they wanted to help their employees, and also make sure that they stay focused while LOCOG needs their help, and the online portal can deliver all of these objectives.

Now 200 organisations are using the Talent Pool (developed by Employer Connections), and LOCOG is helping people go through their transition using this tool. This is some sort of an Outplacement portal, and it is surely LOCOG’s small way of assisting employees and temporary staff, transition into other opportunities after the London Olympics.

If your organisation will like to take advantage of this platform, please Peter Ward.

Photo credits: dennoir