#trulondon5

Delegatesshare their views on social recruiting.

Platinum sponsor spent day one livestreaming interviews from Tru London - you can find them on their livestream page - along with interviews from previous events. I've listed them here too.

1. Quality of hire
2. Future Recruitment Agency models
3. Candidate experience
4. Checking candidates on social media part one
5. Checking candidates on social media part two
6. Direct sourcing
7. Democratic workplaces
8. The Ouroboros of recruitment
9. Role of job boards in digital talent acquisition
10. Graduate employability
11. Talent mapping
12. Bill Boorman wrap-up

 

David Johnston at 4Mat shows what he and his team created over the two days at Tru London. Taking user requirements on day one he turned them into a working prototype by day two.

Warning: head tilting required to see the prototype properly. And this is the project on day one.

Dave Martin led a track on mobile in which he shared some findings from a short survey he carried out at the end of last year.

He looked at 30 companies in the FTSE 100 and 30 in the Fortune 100 to see what they offered in the way of mobile career sites. He found that of the 60 companies only 27% had a mobile site and only 2% had a mobile careers site.

He then put this stats into this context: in UK last month more than 10m job searches were made on mobiles and the number one site for these searches was Gumtree.

More of these companies, he said, had native apps for sales and marketing.

Martin then showed some print-outs of mobile sites to demonstrate the effectiveness of some mobile careers sites.

This is what he showed delegates - all sites were reached via a link to their mobile career sites or jobs:

• A Marriott hotels page where you get hotel sales
• A careers at Verizon page where you can download their wireless app 
• The Accenture careers pages that don't link to available jobs
• The General Motors careers site which takes four clicks for the user to get to the site and as they move through the experience the branding changes.

The conclusion? That what sites there are have a long way to provide a good user experience.

 

Martin then showed some careers pages for Six Flags and Hertz (see image) which use mobile for rgeistration - and what really works is the information required on the registration page, he said. It provides enough for the recruiter to follow up on and enough for the candidate to show they are serious.

Hertz asks for:

• Name
• Email
• Phone number
• State
• Zip Code
• Current employer
• Primary career area
• Current job title

Interestingly, when asked what his killer app would be for a mobile careers site, Martin said he would create more of an internal communications tool like Yammer that would show relevant content and easily enable referrals.

Prior to his track, Martin blogged about day one at Tru London. Check it our for mobile recruitment discussion. And also check out his review of this session.

 

Peter Gold provides his thoughts on mobile job applications fresh from his track.

Heather Bussing and Dave Mandell delivered a track on the legal elements to using social media in HR and recruiting. Heather said the track focussed on the following three areas:

1. Who owns your Linkedin contacts?
2. Is it OK to screen candidates using social media?
3. Does your organisation need a social media policy?

Listen to Heather discuss these three questions . . .

 

Steve Ward aka (@cloudninerec) ran a track on 'the social agency'. Here Steve shares his experiences of running a more social agency and the type of skills he needs as a recruiter in this environment.

 

Bryan Wempen ran a track on creating a social media blueprint. Bryan says that is important to set out why you want to use certain social and provides some tips on how to get the most of yor network.

Andy Headworth took delegates into the sci fi future of social recruiting . . .