"W3recruitment and mobile recruiting things to think about"
Today after finishing and uploading this presentation on Slideshare, I was wondering should I rather be talking about Mobile Marketing or Mobile Recruitment.
Well anyway we are on mobile here. In the recruiting part of Recruitment we are discussing more and more marketing as in Recruiting is marketing. And yes I do agree on that part.. Though the selection part of Recruitment stays a more psychology kind of thing…
With the help our users of Shake Your Job, you, we keep on making the product even better!
So what was your main complaint about Shake Your Job so far, being 4 months on air?
WHY do I need to register immediately?
- The thinking behind that was … You will use the app for finding a job and apply for it. To apply you need to send at least your contact details and let the recruiter know why you would like to apply, what is your ambition. – If you download an app, you first want to check out the application, before having the confidence to leave your contact details in the system behind the app.
REGISTRATION IN SHAKE YOUR JOB CHANGED
You don’t need to register immediately in Shake Your Job
Only Register if you like more info, or want to apply immediately.
After registration you will get the recruiter info and the possibility to interact directly via mail, call or the apply button.
But feel free to check out the jobs available without signing in.
NOTE: Your contact details will only be send to the recruiter if you tell the application to do so. In the meanwhile your details stay within the Shake Your Job database, for you to change, to add more info like a full resume, or to delete your info.
WHERE IS SHAKE YOUR JOB!
Also you have been asking questions about WHERE IS SHAKE YOUR JOB!
As we announced on Facebook and Twitter, we’ve moved, within the Appstore.. Yes that is possible, not as easy as you would guess, but we managed of course.
You are now able to find Shake Your Job in the Appstore again.
Shake Your Job!
WHY ATTEND TRUAMSTERDAM?
TRU Amsterdam, June 23 and 24, strives to give track leaders and attendees the power to share and make the recruitment world more open and connected. Come learn, discuss, and network with recruiters and sourcers.
TRU Amsterdam offers: amplified reach
With track leaders from the four corners of the world, you will be exposed to several point of views, learn how things can be done differently, and how to get better results by working smarter.
TRU Amsterdam offers: enhanced engagement
This is not a lecture, this is not a classroom; this is an opportunity to engage with colleagues in the industry, to have a conversation, to have a debate, to have a better understanding of the industry
TRU Amsterdam offers: meaningful connections
Networking will be the word of the day. Whether you are exchanging business card, entering the information directly on your smart phone, or still using a plain old address book, you will leave TRU Amsterdam with a better connection that you came in.
TRU Amsterdam offers: deeper insights
Come and delve deeper into the recruitment industry. Ask questions, give your opinion, get an explanation, and leave with a better understanding of your own recruitment world.
picture by @fishdogs #TruLondon
TRU SOURCE
Don’t forget TRU Source:
#truSource is a training event for recruiters, in house and agency, and HR professionals responsible for finding the best talent. The line up features some of the world’s best sourcers who will share their talents and techniques on sourcing and profiling. This is an interactive and hands-on day that will suit both the novice and experienced resourcer and recruiter, and will explore all the channels. And of the day, you will know the basics of several sourcing techniques to help you find that right candidate for that job
And reserve your space here. Hurry up before you loose out on one of the most talked about unconferences.
Follow TRU Amsterdam on Twitter: #truamsterdam
Be part of the TRU-The-Recruiting-Unconference Fan Page on Facebook
Ask a question, Give a suggestion, Tell ‘m how great they are: thetruevents@gmail.com
Reserve Your Seat Today:
Eventbrite – http://truamsterdam2.eventbrite.com/
The TRU Amsterdam event is hosted by YER Amsterdam.
TRU is a production of @BillBoorman and @RadicalRecruit
Why I am attending this event? Well, because it is one of the better recruitment events these days… BE THERE!!!
Talking Mobile and Recruiting here,
This week I started reading the Tomi T Ahonen Almanac 2010
And wow, that is good reading.
In the almanac Tomi Ahonen starts with the numbers and they are massive:
4.6 billion subscribers on mobile versus approx 1.2 billion landlines…
All the stats on mobile are climbing year over year for the past 10 years.
And if you compare these figures with like people that have internet acces via PC or with cars on the road or people with a backaccount, or tv sets out there, the numbers according to mobile usage still win..
So mobile is here to stay or not? Thought you might say yes to that one. But what do all these numbers actually tell us.
Well they do tell us that half of the world population is near a mobile phone and able to pick it up when it rings or bleeps.
Back to basics in recruiting
So if you are into recruiting and thinking Recruitment went “mobile” and into social networks and stuff, like I usually write about on this blog. You also see you are still able to pick up the phone and just call somebody as ask him to work at your company.
An example where you might integrate your social media search into recruitment calls here is an opening you might want to use, I heard it yesterday and I like it, soooo easy:
“Hi I found your profile on Facebook and I was wondering if it could be possible to call somebody I found on the internet and actually get him on the phone!… Well it seems to work….”
Oh uhm, they might hang up on you as well of course.
Good luck!
Ever since I started recruiting via Social networks, I was able to measure my ROI on my online activities.
No need to tell again I was working at Nedstat when social recruiting became a new way of finding candidates via web. It was 2005 and Linkedin, Open BC (now Xing), Viadeo and other social networks just started to create a huge pond with names, jobtitles and “resumes”.
At my role back 5 years ago, I was asked to recruit people with various technical backgrounds, like C++ developers, Unix System Admins and Software testers, to work in our office in Amsterdam. Besides the techies I was also in the lead of recruiting Consultants and Salesmen for our offices abroad in Europe, like France, Spain, Germany, UK and Belgium.
Instead of calling lots of agencies in these countries I started finding them myself via all what was to be found online. Regarding the business of Nedstat: Web Analytics Software, we wanted our new hires to be online savy, so if you were not to be found via web… What is your interest in internet?
Back then, it became a sport to report to the manager, who was found via which network or other types of databases.
Which gave me the opportunity to discover even SecondLife in my office workspace.
“Was I still working” the system administrator asked me once, you only seem to play around on the web when I come in.
Social Recruiting, what is happening?
Nowadays Social Recruiting has become on of the “Shouldn’t try that too” channels for recruitment.
And yes I still think you should, but start tracking your results from the minute you start!
At ERE Expo, several cases on “social recruiting” were highlighted, which were fantastic to see, but none of them gave a clear insight in how they keep track of their ROI, which for recruiters in the end should be HIRES.
Where there is a lot data you might want to keep track on, since you as a recruiter try to get the best from everywhere on and offline, here is an overview which Michele Porfilio, Director of Strategic Sourcing at Crowe Horwath LL, currently created and currently uses.
This overview might be very helpful for recruiters who are still struggling getting the right management input. Well I think too, this is what you would like to present your managers to start with:
To get the whole picture follow this link:
sourcing metrics form by Michele Porfilio
To get an overview of your employer brand status in Online Media, will be the next phase to implement in your management report, will be to much to show Michele’s great overview on that topic for now.
Though if you like more on where to start on that one too, you can always contact me or for more info.
Michele thank you for sharing!
