We are coming to the end of the early bird discount period for the joint event between Inspecht and ATC Social Media: A Recruitment Revolution. while the early bird discount is good, register 2 or more delegates and you get an even better deal.
So why attend?
- Listen to Australian case studies from Ernst & Young and Atlassian
- Hear from Futurist Mark Pesce
- Participate in workshops on social recruiting strategies, digital branding and the use of social networking for sourcing
- Watch the debate between Stephen Collins and Jake Andrews, from SEEK, on “Do you need a job board when you have social networking?”
- Put forward your own ideas and thought in the World Cafe session
- Listen and interact with your peers in the special unconference session where you get to control the agenda
This event was inspired by the ERE Social Recruiting Summit so I caught up with Paul Jacobs from Tribe HQ a New Zealander who attended the event with me to find out why he trekked all the way from Wellington New Zealand to San Francisco. (These are definitely NOT Oscar winning performances but we had fun.)
Finally if you are a member of Recruitment 2.0 APAC you could win a free ticket to attend
Back in June I shipped myself off to the first Social Recruiting Summit at Google HQ in San Francisco. On my return I was approached by the team from Australasian Talent Conference (Trevor Vas, Horace Chai, and Kevin Wheeler) to see if we could pull off a similar event here in Australia.
So on 3rd December in Melbourne we are bringing together some of the biggest names in recruitment and social media to participate in Social Media: A Recruitment Revolution.
The event will be like none other in Australia, combining traditional conference sessions with interactive “unconference” sessions to allow the audience to further develop the ideas and learn from industry peers.
Personally I am very excited about the speakers. We have secured Mark Pesce as our opening keynote speaker. If you do not know Mark he is an author, journalist, regular panellist on The New Inventors, and futurist. (He even has a Wikipedia page.) In addition to Mark, Margie Kwan from Ernst & Young will be presenting a case study on their use of Facebook and the we have a debate between Stephen Collins from acidlabs and Jake Andrew from SEEK on “Do you need a job board when you have social networking?”. Other topics include digital branding, social recruiting strategies, legal issues around social recruiting.
If you want to know more head over to the main site, check out the agenda and register ASAP as we have a space limitation.
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.
Yesterday Telstra was the first major Australian corporation to publicly release it’s social media policy. Called guardrails to help employees navigate the world of social media the policy is defined around three concepts, the 3 R’s; Representing, Responsibility, and Respect.
After the last few weeks I think both employees, management and stakeholders at Telstra will be pleased to have a few boundaries. However as Stephen Collins said where are the boundaries in the policy? That said it is good to see companies coming forward with policies allowing others to learn.
As a bit of a review, let me compare the Telstra policy to my recommended best practices:
5 key areas:
- Provide rights for the participants and define their equitable treatment – Yes
- Protect the interests of all stakeholders, external and internal -Yes
- Define roles and responsibilities for implementation and operation – Yes it is covered but I would like more information on how the implementation will take place.
- Define integrity and ethical behaviours of participants – Yes
- Cover disclosure and transparency – Yes
5 main messages:
- Stop & Think – Implied but not explicit
- Use your loaf – Yes
- You can always disclaim, but you cannot hide – Yes
- Keep it real – Yes
- Respect the channels – Yes
So all in all a good first release.
It might also be good for Telstra to reference some of the relevant legislation:
- Copyright Act, 1968 (Cth)
- Spam Act, 2003 (Cth)
- Privacy and Personal Information Protection Act, 1998
It should be noted that Telstra is in no way the first Australian entity to release their policies online, The Powerhouse Museum did so in April 2007!
About a week ago I had one of my wild ideas, organise an HR and Enterprise 2.0 conference in Melbourne at the beginning of 2009. Over the last week I have been pulling together some figures and making contact with people to see if they would be interested in speaking or attending. The response so far has been positive.
So the day is a go.
The target audience will be HR/Recruiting professionals looking at HR in the Knowledge Economy, specifically focusing on the impact of technology. Some of the topics we will be covering are:
- Keynote by Stephen Collins who will have just returned from TED 2009
- Case Study on Informal Learning
- Web 2.0 in recruitment
- Case study into the use of Enterprise 2.0 tools to enhance collaboration & improve business operations
- Knowledge worker productivity and performance management
- Strategy/workforce planning session, focusing on how HR adds value to the business in a knowledge economy and a focus on “head content” and managing organisational risk
- The legal issues of social networking tools
- Panel discussion on Branding & Social Media a recruiting perspective
- Panel discussion on the future of Recruiting
The only issue now is what to call this event? I have some ideas but not 100% sold on any of them. So I created a short survey (Update: The survey is closed.) to see if my readers have any better ideas. So go forth and name the event!
If you are in Australia, and interested in learning about Web 2.0 then you should get yourself to Sydney on September 23 and attend the Web 2.0 University being run as a extra session at Web Direction South. The Web 2.0 Executive Bootcamp session is being co-hosted by Jeff Kelly & Stephen Collins and is priced at an amazing AUD$450 conference attendees / AUD$550 standalone compared to the regular US$895.
What will you learn?
- Exploration of the latest ideas, business models, trends, and techniques behind Web 2.0
- Review of proven, actionable methods for creating new online products and service
- Step-by-step strategies for using Web 2.0 techniques
- Review of the 7 major patterns of Web 2.0 applications
- The structure and business models of Web 2.0
All in all a great offering.
Regular readers will know that I disappear once a year for about 9 days to go on the annual ski trip, I am heading off today to Charlotte Pass for a few days of skiing and R&R. However this year is a little different in many ways.
Firstly given my personal life changes it will be strange, but also having setup Inspecht I will now have to work a bit while away, and finally I have to study for my final PRINCE2 exam. Previously I have tried to keep work completely separated from the holiday but given I now work for myself I don’t have that luxury I also have to pay for the trip somehow.
So while I am away, be good, have fun and when I return I will get back into a regular posting schedule. You might also want to check out The Scoop podcast early next week as we recorded a follow on to Generation V.