Posted by Vic Okezie on July 2nd, 2012

On Thursday 28th June, London’s 3rd Social Recruiting Conference came to town. It was a day packed with smart people, conversations, learning, videos and tweets. Here’s the best of the lot for you to digest. The first two presentations in the morning have both highlighted video as a powerful recruitment tool.

Social Employer Websites – Finding the world’s best talent

David Henry of Monster started the day for us by sharing with us their work with the Maruissa Formula 1 team.

Their campaigns to find people with very niche skills to do #cool jobs has taken them to Twitter and Facebook, via YouTube.

Here are the results:

Social Recruiting and Future of Employer Brand Ambassadors Jean-Marc Mickeler of Deloitte France described their success making videos with their recent hires. You can view some of them on their YouTube channel. We also learned about Deloitte’s talent ambassadors:

 

Social Recruiting: Making the Most of your Professional Network

After that we heard from Pete Crosby of Viadeo. A global professional network that has in the region of 45 million members globally, 10 million of those in Europe.

 

Viadeo has recently launched Company Pages and an advertising platform. If you do a lot of hiring in Europe then it might be time to take a look.

Social Recruiting on Facebook (Case Studies & Candidate Experience) Next we moved the conversation onto Facebook with a panel session. We had expertise from Stephane Le Viet of Work4Labs andSteve Hewitt of Lumesse.


One of the main takeaways was that real alumni are gathering on Facebook, where they can be really social, rather than LinkedIn where it’s easy to join a group and never return.

 

Social Media, Talent Acquisition Strategy and Global Employer Marketing

After lunch we were rudely awoken by the very energetic Matthew Jeffery from Autodesk. Matthew talked to us about the reality of using Social Media to recruit the best.

 

Matthew Jeffery introduced us to the term “pactive” candidate. This is the notion that even passive candidates can be made active if you present them with their perfect job at the right time in the right way.

Candidate Resourcing via Talent Communities Nicky Bizzell of then shared some of her experiences at Eversheds with us.

 

 

Social Talent Pool – A Legacy for London 2012 Employees Next we were given a fascinating insight into the recruitment behind the Olympic Games that are due to start in London in just a few weeks.

 

Rob Clarke from LOCOG really captured the challenges and thrills of recruiting for London 2012

Social Recruiting as an Integrated Employer Marketing Campaign In light of recent challenging events for RBS, Anydy Taylor received a lot of questions about maintaining employer brand during tough times.

 

Andy also openly shared a lot of examples of what RBS are doing with Social Media and where they are getting success.

 

You can also see this write up of Andy’s presentation from Recruiter Magazine – IT problems at RBS are recruiters’ silver lining.

An ITV Social Recruiting Success on Twitter

Miranda Wayland, Diversity Manager at ITV and Mark Rice of andsome shared with us the exciting journey that their internship had taken. From a scheme that hired the nieces and nephews of those in the business, to a scheme that now finds young people who are really passionate about working in television and gets them involved. The way ITV recruits interns has come a long way in a short time. In the process they have generated a lot of good will and excitement on Social Media.

What I think struck most people was the sheer effort involved in this kind of undertaking;

 

Creating a successful Social Recruiting Strategy Our final session of the day was a panel comprised of Matthew Jeffery of Autodesk, Andy Taylor of RBS and Charu Malhotra from Unilever. This quote sums up its finding quite succinctly.

 

The overriding consensus was that you have to get your recruitment strategy in order first. Know your hiring needs, know the market and then figure out if and how Social Media needs to be part of the mix.

The day has prompted some great content already.

Video: #SRCONF In London, 2012 – By Mona SzyperskiB
Blog: Social Recruiting Conference London #SRConf – by Lilian Mahoukou
Blog: Recruiters can literally make or break a company – by Katrina Collier
Photos: SRCONF 2012 London – on Flickr

Let us know if we’ve missed anything!

Posted by Vic Okezie on July 2nd, 2012

Thanks everyone who attended #SRCONF on 28th June 2012 in London. It was another great event, with lots of learnings and networking.

Also, thanks to those who followed on twitter and watched live on uStream. We saw some of your comments, and really pleased the conference was engaging enough for you, and don’t hesitate to send us any more feedback regarding the livestream experience.

I have embedded below the first section of the archived videos on ustream, which includes my intro, Alan’s intro and presentations from:

David Henry, VP of Marketing UKIE, Monster
Jean-Marc Mickeler, Partner & Head of Employer Branding, Deloitte France

Posted by Vic Okezie on June 27th, 2012

On the eve of Crexia’s Social Recruiting Conference, we asked “what are the key features of a social careers website?” for our 5th weekly Twitter chat.

What is a Social Careers Website?

There was some conflict over exactly what we mean by a social careers website

What was clear though was that a strong presence on social media sites was required first as one cannot exist without the other.

It was also clear that a social careers site should offer a transparent view of the company, providing access not only to recruiters but to current employees as well, giving a “warts and all” view of what it is like to work a particular employer.

What are the features of a Social Careers Website?

I’ll let the tweets do the talking here…

Any good examples of Social Careers Websites?

Take a closer look at the sites from Rackspace and Disney.

How does gamification add value to Careers sites?

Claire Falconbridge offers up the example of GCHQ’s code breaking game

I think the general consensus was that the gamification elements must have a real purpose and add value to the recruitment process. Including them for the sake of it will seem very hollow to job seekers.

Social Careers sites – Mobile apps or mobile-friendly?

It was very much accepted on the chat that employers don’t have a choice as to whether they optimise they sites for mobile devices or not – it needs to be done. SO many professional people now access their email via mobile, including email job alerts. Any content that you link to via Social Media is likely to be viewed on a mobile – Twitter reports that more than half of its traffic now comes via mobile.

in conclusion:

If you need convincing to take part in #SRCHAT next time, I can provide no higher recommendation than this:

Join us for #SRCHAT on Wednesdays at 8pm BST, 3pm ET or 12 noon PT.

Posted by Vic Okezie on June 27th, 2012

This is a guest post by James Mayes. James has been active within the recruitment industry and have recently served as Head of Client Solutions for BraveNewTalent and a founding Director of TweetJobs. He is passionate about social media, candidate experience and contextual content.

I’ve heard previously that the idea of community very much underpins education (and therefore talent) since the dawn of human development. Interesting concept, plenty of historical evidence.

Sitting on the beach recently, feeding seagulls with my kids it prompted me to consider how we develop Talent Communities. We talk of seeding with content, of talent attraction, of using these mechanisms to identify the rarer candidate.

We debate the value of the community manager, the role such a person should play. A brief experiment made it simple to draw some very fundamental conclusions. First, a short video (no, not the beach… maybe next time!)

Some observations:

Is there more to be found here? For me, some of these basic principles can provide guidance for us as we explore and evolve. Keeping it simple can indeed be effective!

Posted by Vic Okezie on June 25th, 2012

One of the most powerful presentations at the Social Recruiting Conference on 30th June, 2011 was given by Quezia Soares, Recruitment Marketing Manager in Accenture UK. Her presentation highlighted how Social Media has blurred the lines between Recruitment & Marketing.

She pointed out that people always made decisions based on their physical & mental interactions with other people. Hence, in order to have an effective recruitment marketing, there is a need to focus on building meaningful relationship with the target audience rather than focusing on the process. Quezia considers social media to be an efficient way of building this meaningful relationship with the audience. But in order for the organisations to build the strongest relationship with the audience; they need to focus both on the traditional and the modern tools.

During her presentation, she introduced a new model for relationship based recruitment. The model consists of five stages: awareness, consideration, participation, joiner, and ambassador.

The first stage, which is the awareness stage, is about how employers must know their audience as much as they give the audience the chance to know them. The second stage, which is the consideration stage, is about building consideration beyond cultural aspects.

Moreover, the third stage, or the participation stage, involves employers treating the candidates the same way they treat their customers. The fourth stage, or the joiner stage, is about how employers should manage the people that do not join their company as well as the people who do join their company.

Finally the last stage, or the ambassador stage, is about how employers should make their existing Social Recruiters, hire their next recruiters. She highlighted the significance of convincing the internal employees about the importance of social media recruitment. Employers have to let their employees know who is going to manage this channel as well as the content of their message in social media. They also have to identify the risks and success in the path of using social media in the recruitment strategy.

Quezia shared that the relationship that Accenture builds with graduate candidates is different from the relationship it builds with experienced candidates.

In order to build a relationship with graduate candidates:

  • Accenture identifies clear target market within defined universities
  • Highly competitive marketplace
  • Builds profile and appeals over the longer term
  • Many don’t know what consulting is, let alone Accenture
  • Provides information in a fun and rewarding way

Accenture ran a graduate campaign on Facebook, and back then the likes was increased dramatically, with over 3000 applications from students from a wide spread of Universities.

Building relationship with experienced candidates is more complicated than graduate candidates as the audience is more dispersed. Experienced candidates know Accenture or they may know people who are familiar with Accenture, and there is a chance of misconceptions drawn from word of mouth. Accenture builds an insight driven relationship with these experienced candidates.

She finished her presentation with introducing a model of Risk Management that consists of three levels; the first level is talent pipeline, the second level is networking event, and finally the highest level is advertising and social media. Find the slides below for reference.