The document discusses strategies for personalizing social recruiting efforts. It suggests moving beyond mass approaches to instead focus on attracting the right candidates by understanding them as members of an audience. Recruiters should develop long-term relationships and share engaging content to stay connected with candidates beyond individual job openings. Personalization involves customizing the candidate experience based on their profiles and interests to treat them as part of a lifelong professional community.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
With Talent Brand Index, LinkedIn can help you understand, measure and improve your employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Access MBA Guide, the organisers of the Access MBA tours, interviewed me for the 2013 edition of their global publication for the MBA and Executive MBA students
2012 Marketing’s 12th annual Salary benchmark report. Aside from the salary estimates, a panel of industry recruiters share insights and observations about the current marcom job market.
Transform to perform the future of career transition ebookMichal Hatina
Lee Hecht Harrison (LHH) helps companies transform their leaders and workforce so they can accelerate performance. In an era of continuous change, successfully transforming your workforce depends on how well companies and their people embrace, navigate and lead change.
Change within the organization, and their career. At Lee Hecht Harrison we use our expertise in talent development and transition to deliver tailored solutions that help our clients transform their leaders and workforce so they have the people and culture they need to evolve and grow. We are passionate about making a difference in peoples’ careers and building better leaders so our clients can build a strong employer brand.
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
With Talent Brand Index, LinkedIn can help you understand, measure and improve your employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Access MBA Guide, the organisers of the Access MBA tours, interviewed me for the 2013 edition of their global publication for the MBA and Executive MBA students
2012 Marketing’s 12th annual Salary benchmark report. Aside from the salary estimates, a panel of industry recruiters share insights and observations about the current marcom job market.
Transform to perform the future of career transition ebookMichal Hatina
Lee Hecht Harrison (LHH) helps companies transform their leaders and workforce so they can accelerate performance. In an era of continuous change, successfully transforming your workforce depends on how well companies and their people embrace, navigate and lead change.
Change within the organization, and their career. At Lee Hecht Harrison we use our expertise in talent development and transition to deliver tailored solutions that help our clients transform their leaders and workforce so they have the people and culture they need to evolve and grow. We are passionate about making a difference in peoples’ careers and building better leaders so our clients can build a strong employer brand.
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
Making mistakes is an integral part of learning a language, but only if they are productive mistakes. Mangling a verb tense or using the wrong noun gender provides a learning opportunity. More serious mistakes, like using the wrong materials or burning yourself out, on the other hand, can be detrimental. Find out which mistakes haunt language learners, and how you can avoid them!
Project driven organization require lifecycle management to successfully deliver value to those paying for the outcomes of the project effort. This involves processes and data for Executive processes, Enterprise Governance, Program Management Office activities, Applications that enable the delivery of value, and overarching processes and data.
10 Mobile Marketing Campaigns That Went Viral and Made MillionsMark Fidelman
How do the best companies and agencies create effective mobile marketing campaigns that have high ROI and awareness? What are the best tools out there for you to use when trying to reach your target audience on mobile? Mobile marketing is becoming an indispensable solution to create awareness, drive sales, and entice users to act. But where do you start? How do you measure success? I'll cover how the best are doing it and reveal their secrets to you for the first time.
social recruiting playbook 2023 ebook.pdfZappyhire
This e-book talks about the new recruitment trend that is attracting and engaging talents through social media. Get a complete overview of how to strategize social recruiting, how to measure it, best social recruiting practices, and its tips and tricks.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
12 Tips for a Stunning Talent Pipeline
Imagine having a warm candidate slate at your fingertips for every hard-to-hire role. Make it happen with these 12 tips.
Changing trends in recruitment and new age recruitment strategy. (presented by Raghav Krishnan)
“It is not the strongest who survive nor the most intelligent — but those most responsive to change” (Charles Darwin)
Where we designed a LinkedIn spinoff platform that connects people who want to practice skills and those who want to build their passion projects. Retrospective: https://medium.com/@AdrianMhLin/a-project-on-a-platform-for-projects-447be3d0827e#.8ic16ur52
The world of recruiting is evolving at an accelerated pace. Recruiting teams at the leading edge of this evolution are deploying modern tools and technology like algorithms, bots, and AI to help them identify, engage, and retain talent. However, many companies still struggle with the fundamentals of recruiting, which is creating a widening gap in capabilities…and successes.
This e-book is not for those practitioners already at the leading edge of this curve. This is a resource for recruiters with a full desk and heavy requisition loads who perpetually struggle for time. Startups without established recruiting or HR functions and are wondering what to do to give their organization a hiring edge. Teams that started modernizing their recruiting functions, but soon found themselves stuck.
In the following pages, you’ll learn about three aspects of modern recruiting that should be core components of your recruiting efforts in 2017, including examples and actionable takeaways to help you level up your recruiting.
Own It! Take Charge of Your Career by Tuesday A. StrongTuesday Strong
Technology, globalization and the pace of change continue to be drivers for independent career management. Work environments and the way in which we work and think about work continue to change at an accelerated pace. Career management is also changing. Savvy professionals realize that they (not their employers) are responsible for their careers and professional development. Effective career management is about owning your professional development for the life of your career, not just the job you’re in. Employment trends have accelerated during the past few years. Are you ready to survive and thrive in these new times?
Five reasons why you should read OWN IT! Take Charge of Your Career:
1. You are responsible for your career, not your employer.
2. You need a rock solid professional reputation to stay employed.
3. Savvy professionals use goal setting, networking and marketing for career success.
4. You can increase your competitiveness with a minimal investment of time and money.
5. OWN IT! is filled with practical examples, templates and actionable advice.
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
The Tru Files - Social Recruiting and Personalization
1. 5
e Tru Files
SOCIAL RECRUITING PERSONALIZATION
4.0
TRU HEAT
INDEX
@BillBoorman and Klaus Toepfer
2. 10 /02
events
8,000field of recruiting. 48
We scoured
presentations and
conversations from
the last twelve
months of TRU
events to bring you
the best forward-looking
ideas in the
attendees Big ideas
3. social recruiting PERSONALIZATION /03
this will be the year
you move beyond
aimless social chatter.
If you want your social networks to
function as recruiting power tools,
it’s time to consider personalization.
4. social recruiting PAEILNORSZAINOT /04
Pre-2006 (the year Facebook opened to anyone over 13 with
an email address), recruiters would post and pray—post a job
on the company website and a few job boards, and then wait
for applicants to respond.
When professional social networking sites like LinkedIn became popular, recruiters moved on
to a source and spray approach—identify every java programmer in the area, for example, and
send out mass emails hoping for just a few hits.
Neither approach makes any sense.
Both assume a recruiter’s job is to attract as many applicants as possible in the hopes that
one of the hundreds is exactly right. But in truth you aren’t searching for hundreds—you’re
actually searching for just one person. One perfectly suited candidate for the position. And
for most companies, the 999 applicants who aren’t chosen are essentially throwaways—in the
metaphorical wastebasket of recruiting files.
Something has to change.
5. social recruiting PAEILNORSZAINOT /05
Recruiters must begin working on attracting the right candidates rather than a massive quantity
of candidates. And recruiters must begin wooing not only the right candidate, but also those
who may not be a good fit … for now. Many applicants you reject could become a perfect fit
for another opening. With that in mind, every applicant should be considered part of a larger
network of talent—people you want to stay in touch with for possible future openings. People
you want to impress, even if you’re not on the verge of hiring them.
6. social recruiting PAEILNORSZAINOT /06
From talent rejecters
to talent attractors
According to TRU conversations over the last 12 months,
this will be the year of behaving less like job brokers and
more like relationship-builders.
Recruiters will spend less time scouring the globe to fill a particular current vacancy, and more
time building talent networks for jobs that may become available in the future.
If it’s true that recruiters will be given the role of building networks for forward-looking talent
needs, then we must stop thinking in terms of candidates and clients, and instead start thinking
about audience. How will we interact with this vast network of talent in a way that’s interesting
and engaging? Particularly given we won’t be dangling a job in front of them?
With an audience-minded approach, recruiters will ask: What kind of information do job
candidates seek out online? Which social networks do they use, and to what end? How do
job seekers prefer to receive information? How do responses to these questions differ when
we consider unique segments of our market (e.g. engineers vs. developers; millennials vs.
experienced professionals)?
7. /07
social recruiting PERSONALIZATION
Answering these questions—and dozens of others—will help recruiters build long-term
relationships with their audiences rather than one-shot tactical relationships. By understanding
job candidates as members of an audience, recruiters will be able to develop content streams
(e.g. educational articles, eBooks and videos) to keep in touch with candidates beyond a single
application or job opening.
8. /08
social recruiting PERSONALIZATION
The promise
(and pitfalls) of
personalization
This is also the year recruiters will learn audience development
tactics like market research, segmentation, targeting and
personalization—the Holy Grail of publishers everywhere.
First, let’s understand what personalization means. When marketers discuss personalization,
they are referring to content personalization—offering web visitors content or product
recommendations based on that individual’s prior viewing or purchasing history.
There are two types of personalization:
Segment-driven personalization: As an example, a T-shirt company can deduce,
based on viewing patterns, whether a visitor is male or female, and whether or not they are a
parent. The company makes product recommendations based on broad customer segments (or
what marketers call personas).
9. /09
social recruiting PERSONALIZATION
One-to-one personalization: Used more often in consumer marketing, one-to-one
personalization offers customized recommendations based on a single individual’s viewing
patterns (ascertained through cookies or by sign-in data). If last month the customer spent most
of her time examining women’s shirts with cartoon designs, the next time she visits the website,
it will serve up examples similar to those she enjoyed last time.
To apply the personalization concept to recruiting:
• Sourcing tools offer very nuanced profiles of individual candidates or groups of candidates.
Ideally, a recruiter can use all the details within these profiles to create a customized
candidate experience. For example, if a Toronto-based statistician working in biotech visits
your website, he will encounter open positions well-suited to his background and location.
• If a UX designer opts-in to receive updates from you, she will get notices of open positions
and educational information that suit her particular profile.
• If your organization wants to host an event for developers in the London area, you’ll be able
to query your database to find out who should be invited, and which educational tracks you
should promote to different segments of your developer database.
By understanding
job candidates as
members of an
audience, recruiters
will be able to develop
content streams (e.g.
educational articles,
eBooks and videos)
to keep in touch with
candidates beyond a
single application or
job opening.
10. /10
social recruiting PERSONALIZATION
Keep in mind, personalization doesn’t always have to be technology-driven. Consider this
example: Your company will need to hire 10 java programmers in your London office over the
next three years, beginning in six months (which means you have time to cultivate relationships).
Your sourcing solution has divined a group of 200 high-value java programmers in the London
metro area, and an additional 200 across England. How to begin? Will you send out a mass
email? Get on the phone and begin dialing? If you answered yes, for shame!
This is a ripe opportunity to personalize the recruiting experience for your 400 targets. Do
they use social media and where are they most active? Which social network groups do they
participate in? What subjects interest them most? Do they use Foursquare to check-in to local
pubs? Set up listening posts to study your target candidates. For example, use HootSuite
to build Twitter lists of cohort groups (e.g. java programmers at Dell) and listen for common
themes and activities.
With a more studied understanding of your target group, begin segmenting the list with an
eye toward personalization. For example, younger programmers may respond to different
messaging than more established professionals, or women may use different social channels
than men. Choose segments you feel will meaningfully segregate the different cohorts,
particularly in relation to what your cohorts find interesting online, and develop content streams
for each of these.
11. /11
social recruiting PERSONALIZATION
What drives and inspires your high-value candidates? Do your competitors’ programmers
like to visit the Starbucks two blocks away from the office? Place an ad on the bus stop
outside to catch their attention. Do they share a common obsession with Family Guy?
Live-tweet an episode and engage them. The key is to approach them in a way that’s interesting
and personalized.
As your program becomes more sophisticated, you may invest in content personalization
solutions—such as those your colleagues in marketing likely already use. These are most
effective for companies that already publish educational content for job seekers (e.g. blog
posts, eBooks or videos) and will help create a personalized candidate “journey” through
your library of content. And unlike the previous example of hiring 10 java programmers, using
personalization technology will let you scale your recruiting outreach efforts to encompass many
disciplines and regions. Plus it will be sustainable over time, allowing you to maintain longer
term relationships.
The goal is to treat people less like job candidates for currently open positions, and more
like members of a lifelong professional community of talent. As long as you provide high-quality,
easy interactions—whether by sharing informative content, customized job openings
or other personalized experiences—you’ll be learning more and more about these members
of your talent network. Ideally, each interaction builds on the last, until you have such a depth of
information about each candidate that you’ll be able to create job matches much more
easily and quickly.
12. /12
social recruiting PERSONALIZATION
Employees as an asset
Your employees are already connected to people you would
potentially like to recruit, and have the means to make an
introduction—and most recruiters have already used this method.
But more sophisticated recruiters are taking it a step further, asking employees to share
information about the company or share high-quality educational content.
Recruiters beware: You should only take this step if what you have to share with your audience
is truly of the highest quality, such that your employees will be proud to share it. So if you think
you’re ready, consider these four steps:
• Design easy-to-share content. While it seems a small point, unless the individual in
question works in HR, they aren’t paid (nor inspired) to help you recruit. Ensure your content-sharing
ask is automated and easy. Solutions like Circulate (circulate.it) allow you to send
a digest of content to employees for social sharing; with a simple drag-and-drop your
employees can share brand-published articles and job openings with their peer group.
13. /13
social recruiting PERSONALIZATION
• Consider mining (with permission) your employees’ networks. Tools like DataHug (a
Salesforce plugin) tie together your employees’ professional networks, letting you unearth
who within your organization may be connected to a high-priority lead. For example, you
may be looking for a UX designer and by coincidence Joe in customer service is connected
to someone on your shortlist.
• Be transparent. Establish immediately and unambiguously what you’re going to do with any
information or contacts your employees share. And never message anyone without explicit
permission. (Even better, always ask employees to initiate the conversation.)
• Think carefully about rewards. Whatever you do, don’t call it a referral program, which
makes it sound temporary and a bit like frequent flying. And second, never pay employees
to refer people in their networks. Paying finders fees simply invites complexity and
regulation. We find giving gratitude to employees is best designed as a series of “micro-rewards.”
Rackspace, a cloud-based hosting company known for its strong workplace
culture, hands out “Takes One to Know One” T-shirts to employees to who refer new talent,
and also raffles gadgets like iPads. All small but consistently positive signs of thanks for
sharing networks and content.
14. /14
social recruiting PERSONALIZATION:
actionable insights
Ask the
experts
If it’s true recruiters will
stop thinking in terms of
candidates and clients, and
instead start thinking about
audience, then how will
recruiters interact with this
vast network of talent in
the future?
Begin with research.
To engage professionals who
are not necessarily looking
for a job, recruiters must
understand what interests
professionals (defined by
segment or role), what
questions they may have,
and where they currently
seek out information. Which
social networks do they use,
and to what end? How do
job seekers prefer to receive
information? Answering
these questions—and
dozens of others—will
help recruiters map out an
engagement strategy.
Partner with marketing.
Marketers in your
organization have likely
been adapting the way
they reach customers in
the last five years, focusing
on educational content and
moving away from purely
promotional content.
They know what changes
recruiters will need to
make to engage potential
job candidates online.
Consult with marketing
and ask them to help you
define your audience
engagement strategy.
Build a content framework.
To engage professionals
over a long period of time,
recruiters will need an
ongoing stream of content
to share through social
networks. Begin to think
about what this library will
look like (e.g. educational
articles, eBooks and videos),
and the processes and team
members you’ll need to keep
it going. Members of the
marketing team can help you
build a strategy and train the
recruiting team in areas like
social media engagement
and measurement of impact.
15. social recruiting PERSONALIZATION /15
thE #tru story
I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in
1999. I was taken aback by the way discussion flowed and how different the format was to a
traditional conference. I led a track all day under a tree and learnt far more than I gave.
Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November
2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa
and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an
informal spirit of information sharing and networking.
#tru is based on the BarCamp principle, which means that everybody can be an active
participant instead of listening to speakers and watching presentations all day. The emphasis is
on communication and the free exchange of ideas and experiences where the participants fuel
the conversations.
bill boorman
16. social recruiting PERSONALIZATION /16
The role of the recruiter
The role of the recruiter is experiencing a fundamental change: It is no longer about being the
gatekeeper who waits for applications coming in, neither is it about being the broker who wants
to “sell” the job to as many people possible. To be a successful recruiter you need to focus on
relationship-building and management, while engaging your hiring managers to become part
of the relationship. Content matters, especially first-hand-content provided by experts!
In order to engage the hiring managers to invest in building relationships, companies have
to accept the strategic impact of talent and need to align their recruiting structure. How
many “Chief Talent Officers” do you know? “Talent” has not made it to the board yet, but
almost certainly will do in the future. Building talent communities will become the key success
factor for companies. We will no longer speak of “candidates” instead referring to “audience”
and “communities”.
To stay on top of this, you need to be equipped with the relevant tools and technology. But
besides the technology driven trends, there’s still one thing that is key to success:
Understand the talent you’re targeting and speak in the same language, while communicating
and offering content which is both relevant and authentic.
And don’t forget, there’s one thing which will make the difference: the personal touch!
Klaus Toepfer
Klaus Toepfer,
Director Talent Sourcing EMEA,
access KellyOCG
Klaus leads the KellyOCG
Talent Sourcing Practice,
which designs and delivers
project-related support of
bespoke recruiting and
employer branding activities to
attract, hire and retain academic
talent through a toolset of
innovative products, services
and solutions. He is based in
Cologne, Germany. Klaus has
been working for more than
15 years in the employer
branding and HR-marketing
business. Before joining
KellyOCG, he led the graduate
recruitment for Germany,
Switzerland and Austria at
Booz Company. Klaus holds
a degree in psychology and
completed the Young Managers
Program at INSEAD.