I had planned to live tweet from #trulondon but in the end I kind of followed the #trulondon hashtag on TweetDeck on my iPhone and spent the time listening and participating in the sessions. To some extent I’m still processing whether the chaos of the unconference style suits me but I did find the day interesting and engaging. Here’s my learning...
VIDEO
· Jim Stroud made some excellent points about how easy it is to get into video and pointed to the excellent case studies of military and schools in the US
· The entry barrier to video is so low these days – just a flip camera and away you go – don’t make it too high tech and it doesn’t need high production values
· Wander round and ask staff... “What do you like about working at xxxxx” – just 30 second clips and edit them together
· Example: Microsoft Canada Development Centre = 9000 views
· You can embed video in LinkedIn via Google presentations (and I think you can now do this via SlideShare as well)
· The jobs don’t have to sexy – the other example was “Food Jobs in Saudi Arabia” - = 1000 views (but it’s about getting to the right audience)
· Good sourcing idea that cropped up in the discussion – look at the people who comment on specialist videos e.g. Microsoft SQL videos on YouTube or post pictures of windfarms on Flickr as potential candidates for appropriate roles
REPUTATION 2.0
· Paul Harrison, Carve Consulting, made excellent points about reputation and the impact of ignoring negative social media comment
· Asda were singled out as a case study in appropriate response to negative social media commentary
· TripAdvisor was pointed to as an example of social rating – are we far away from online rating of recruitment experiences becoming the norm?
SOCIAL MEDIA ROI
· Yes, it’s important
· Yes, it can be measured
· Yes, advice is out there on how to do that
· It’s about tracking both cost AND quality
JOB BOARDS
· Job Boards probably getting tired of hearing about their “imminent death” – and hold my hands up here, I’m one of the culprits
· Worth noting that downward pressure on the cost model has halved the recruitment media market from £1.5B to £750M in about 10 years
· Need to factor in the apathy of job hunters and the fact that candidates will continue to use agencies and it’s agencies that fuel Job Boards
· Behavioural analysis is key – in the final analysis as much as we blather about job boards we will all go where the candidates go
· There’s some evidence of online profiles replacing CV’s but it’s not universal
TECHNOLOGY STREAM
· Make sure you establish clearly what problem(s) you are trying to solve
· QUOTE OF THE DAY: “Implementing an ERP as an ATS takes 18 months just to get you back where you were when you started”
· There’s a tendency to over-specify when thinking about the requirements for an ATS – map your core processes and deliver that
· The Big Three ATS systems named as Taleo, Kenexa and Peopleclick
· SECOND QUOTE OF THE DAY – “The wrong people in the organisation often make the buying decision (i.e. IT people rather than HR / Recruiter people)”
· Approach advice was to focus on use cases rather than huge multi-page requirements documents
· Technology shout outs to: Jobs2Web, Sonar6 and JobVite (who I see for your contact details are offering a free e-book on the “5 secrets to successful social recruiting”)
GEN Y
· QUOTE: “For the first time a younger generation is an authority on something that matters – they “get” the internet better than the older generations
· I felt like an old fuddy duddy defending the honour of my generation!!!
BLOGGING
· Content
· Passion
· ROI
· It’s part of a broader strategy
· Internal Blogging by the company CEO
FINAL THOUGHTS
· Get beyond dipping a toe in the social media world and think seriously about social media strategy
· Make a start by making sure you’re listening
· We have under exploited video as a recruiting tool
· SEO is not as well understood as it should be and we could be better with analysis, metrics and ROI
· Consider ceding control of social media channels to GEN Y employees
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