ck leaders of the highest caliber. If you've never been to #trulondon before, it's not to be missed. You can expect around 35 tracks and 40 track leaders. Theres even the added attraction of the first #RIDE (Recruitment Industry Dance Event), to be held outside of Amsterdam. 500+ recruiters, 3 dance floors and a great party. Hosted by Rob Van Elburg, it's going to be a fantastic party here in london!
A #tru event is a pure unconference, where the emphasis is on conversation, communication and the free exchange of ideas and experiences. Participants come from the people space, usually made up of Recruiters, corporate and third-party, Human Resources, Talent Acquisition, Technology Developers and Vendors etc, anyone with an interest in people.…
nd... delving into workforce marketing, employer branding, social talent attraction strategies, the latest in sourcing, and much more with some of the top social media, HR, and recruiting minds of today.
Better search and sourcing
Attract more targeted talent and prospects
Build a better brand online!
Attendees can expect to learn about hands-on methods they can put into practice that day. Most of all, TalentNet Live is Fun! Visit www.TalentNetLive.com for more details!…
ssie Wiese, Chrystal Moore, Chloe Rada, Alex Putman, Joseph Battinieri, Nando Rodriguez, and Michael Goldberg!
At the 2015 Social Recruiting Summit you will hear sessions about:
» The relationship between the recruiter’s personal branding and their recruiting efforts. » Determine which platform is right for your recruiting and branding needs. » How to measure the ROI of your social recruiting strategies. » Build your talent communities and develop winning content strategies. » Jump-start your usage of LinkedIn, Facebook, Twitter, and other platforms. » Audit your current social recruiting efforts and use the building blocks of workforce planning to create social strategies. » Learn techniques to get noticed and stand out from the crowd. » How to utilize mobile technology for candidate attraction and hiring.…
to set up a recruitment agency in the hope of serving university leavers may want to know that salary is not the most important feature for many graduates.
A survey of more than 14,000 newly employed people by Graduate Prospects revealed that 55 per cent were satisfied with their current pay and benefits. The median salary when the study was conducted was £22,000.
Despite the fact that they expected to be adequately rewarded for their work, other factors came into play, including good opportunities for progression and corporate social responsibility.
Those looking for recruitment agency formation advice may be interested to hear that one in five graduates were attracted to their employer because they sounded interesting, while 13 per cent were influenced by location.
Only six per cent of graduates stated that salary was their main attraction, according to Real Prospects 2010, which also found use of a company car to be the least desirable benefit.…
Btw, I'm not an organizer of this Meetup, but I am one of the presenters tonight. Hope to see you there!
January Meetup - Apps and Widgets
Come network with the other members of our Meetup group. There will be 5 minute demos/presentations, plus 5 minutes of Q&A.
6-6:45, Social Time
6:45-7:15pm, 3-4 Presentations
7:15-8:00pm, Social Time
There will be networking and presentations (not sales pitches) form several recruitment leaders.
•Rachel Book, Senior Manager, Talent Attraction at AT&T, will demo and talk about the AT&T iPhone recruitment app.
•Lorne Epstein, CEO/Founder at Inside Job, will demo the Inside Job Facebook app
•Allen Ackerman, Founder/CEO, The Hire Syndicate, will demo their iphone app and desktop widget for real-time recruiting
•Jack Wagner, Mobile App Strategist at DefinedLogic, will share insight on developing a mobile app strategy and some of the key questions prior to employers recruiting via the cell phone…
the tub and looking at porn pool' or the 'I am only interested in talking to my friends and family on here thank you' pool? The mere fact anyone has a social media profile does not make them a relevant candidate straight off the bat. Many people don't even go into their employment details on social networks so how many potential candidates are you actually missing by relying on such a hit and miss method of attraction? Yes, there will be some candidates out there, but what percentage of the total population rather than the social population are you reaching by relying on a trawl through the minutiae of people's Facebook accounts etc.? It all seems so unnecessary. I think we're making recruitment more complicated than it need be and the early adopters of social media are hell bent on convincing the rest of us that social is the way. Maybe when more or less 100% of the workforce age population are on there, but not until then, for me at least.…