On September 18 in Canberra I will be speaking at RecruitTECH with a host of other people. What is RecruitTECH?
The RecruitTECH conference will provide delegates with an insight into the future of recruitment and how technology will increasingly impact upon the sourcing of employees in coming years.
Themes to be covered during the conference include: the use of social media (eg. Twitter, Facebook, LinkedIn), user-generated content, the distributed workforce, the evolution of recruitment advertising, the use of employer-branded career sites, and the trend towards Software as a Service (SaaS).
My contribution will be about social media in the workplace, other speakers include:
- Laurel Papworth
- Stephen Collins
- Ross Clennett
- Brett Iredale
- Geoff Jennings
- Kelly Magowan
- Thomas Shaw
- Kate Sykes
- Phillip Tusing
- Riges Younan
- Clayton Wehner
Registration is only $299 with a maximum of 75 people, so book early to make sure you are not disappointed.
Next week I head to the US for the Social Recruiting Summit a one day extravaganza being held at the Googleplex in Mountain View. But as I sit here in wintery Melbourne pondering the future I am wondering when Social Recruiting will fall off the top of the Gartner Hype-curve? It will fall the trick will be to ensure that it does not get stuck in the Trough of Disillusionment.
Social Recruiting is going through a similar phase as cloud computing, I drew this conclusion after reading the McKinsey paper on Clearing the air on cloud computing. Lots and lots of talk, hype and tremendous promise but technical and operational issues are hampering wide spread usage within large enterprises.
Let’s look at McKinsey’s recommendations to stabilise the cloud computing discussion and apply it to social recruiting.
- Get an industry definition on social recruiting, Riges Younan and John Sumser have been having a discussion on this over at SocialRecruiting.com
- Figure out how to get around the hurdles for adoption in large enterprises; Financial, Technical, Operational and Organisational.
- HR/Recruiters should focus on ensuring their operational service delivery is excellent instead of creating unrealistic expectations that social recruiting will save them.
- Everyone should take solid actions to limit the time in the trough, recruiters show clear ROI, technology vendors enhance integration, HR develop strategies.
More on this later.
Over the last few days I have published a number of posts summarising the sessions at ATC that I attended. However I wanted to pull together an overall summary of my thoughts from the event. This was my first ATC, mainly as I had now been in the position to attend before due to my previous corporate life which was a pity as I think attending in previous years would have been good. Well no point looking back let’s look forward.
First question was ATC worth the money? Yes. Even in the light of this GFC thing.
So what did I get out of the event to justify my expense?
- Attending the sessions, while not all were good I took something from most of them. I could not say which was the best session, they were all different.
- Meeting other Australian commentators such as Phillip Tusing, Jo Knox for the first time.
- Catching up with Russell Kronenburg from Pacific Brands over lunch on the first learning in detail about some of their social media activities. They are doing awesome stuff!
- Hallway time with the US speakers, most of whom I had never met in person, such as Master Burnett, Dr John Sullivan, Kevin Wheeler, Gerry Crispin, Charles Handler, and Sue Polo.
- Having several business, dinner and social engagements organised with Master Burnett, Kevin Wheeler and Gerry Crispin for when I am in San Francisco for the Social Recruiting Summit next month. None of which would have been possible without ATC.
- Catching up with locals like Riges Younan, Ross Clennett, Phillip Tusing, and the boys from Happener.
- Meeting Belinda and Danielle from Buchan and chatting about marketing and PR, Daneille joined a number of us for dinner one night.
- Meeting the Deloitte’s team (James Elliott and Tanyth Lloyd) and many other Australian organisations who are doing exciting things.
- Chatting with Karen Cariss and Simon Cariss from PageUp People, Simon for the first time.
So as normal with these types of events, the sessions are good but it is the networking that makes it valuable.
If you are in any form of talent management, sourcing or a corporate recruiter and you did not attend shame. For transactional 3rd party recruiters I can see limited value, but if you are a 3rd party recruiter who wants to be ahead of the competition again shame you did not attend.
Another final comment there were several sponsor sessions most were traditional let’s try and sell you on our product. The PageUp session was different. PageUp approached their slot with an attitude of let’s inform the audience about something, virtually unrelated to their product but important to the audience, Twitter. The result was after the session their stand was the busiest of any of the stands over the two days, other than Hudson where we all went for good coffee.
Next Year: Yes.
Over the last few months one of the side projects I have been working on is JobSeekr. The idea come about while working with Jeremy Samuel and Riges Younan on their products 2Vouch and JobGenie. While 2Vouch and JobGenie are focused on finding the best people for a role we recognised that there was not a good place for job seekers to go to learn about how to find a job. (Other than of course the multitude of job board.)
So we built JobSeekr.
The vision for JobSeekr is a little different.
The idea is that trying to find a job can be a very lonely and testing time, every job seeker needs help. JobSeekr will allow people to come together share tips and hints on how to find a job along with some specialised services. We have engaged the support of some of Australia’s top recruiters, personal branding consultants and commentators who will all be contributing content to the site. The first two have been Ross Clennett and Dan Nuroo, with a series from Annemarie Cross coming up soon.
Right now the site contains content to help job seekers find a job, however as JobSeekr has been built on WordPress Multiuser with Buddypress it is a complete multiuser blogging platform and social network. We have the ability to provide job seekers their own blogs, arrange their own events, groups and hang out in the discussion forum.
There is lots more to do on the site (yes it is beta) but we have opened it to the public as we felt there is enough content there today to start adding value to job seekers.
Last week I was meeting with Riges Younan and Jeremy Samuel from 2Vouch to discuss Riges’s presentation for Australiasian Talent Conference in Auckland, topic being “The Evolution of Social Recruiting”. To develop the presentation Riges wanted feedback from the recruiting community on their thoughts, ideas and case studies. To quote Riges:
I need your help to shape, contribute and assist in the creation of this presentation. I’ll be posting ways in which we can work together to create something that will assist many HR, Recruiters and Jobseekers around the world.
To facilitate the process Riges wanted a blog and a wiki to collect the content and discuss the ideas. So http://socialrecruiting.com has been set up. If you have anything to say on social recruiting or recruiting in general go register and contribute, the rest of this post will be be about how I built the site.
When thinking about what tool to use to build the wiki I was very concerned that many wiki tools still use a Wiki-markup style, while basic can put a lot of people off contributing. We wanted the barrier for use to be low.
The blog was to be in WordPress 2.7, I did a bit of searching and found a wiki plugin from Instinct. While only recently released it had all of the features I needed to get the site going quickly. I needed to modify the code a bit to fix some of the bugs, I also updated the security components along with the theme to adjust how pages were edited. Once users register they can edit any pages through the WordPress administration dashboard. This way we leveraged the power features of WordPress as a blogging platform and also its very easy to use user interface for the wiki component. Security has been adjusted so all users can create and edit and page, upload images and video, create but not publish blog posts.
Some additional plugs have been used to add collaborative features including Add to Any, Collapsing Pages, GD Start Rating, and SlideShare.
Yes there are other tools I could have used but not for only 10 hours work across two days.
I would be very interested to hear any thoughts.