This Wednesday, February 27th 2013, Social Talent are proud to be hosting the “Talent Acquisition Through Social Media” Debate at the National Employment Week Summit in Dublin’s National Convention Centre. Joining Jonathan on the panel are the EMEA heads of HR and Recruitment from LinkedIn (Connie Gibney), Facebook (Ita Gildea), Twitter (Michelle Fogarty) and Monster (James Mailley).
What should we be asking the panel?
We want your questions from comments on this blog (or on the hashtag #NEWIrl2013) to ask these head honcho’s of social recruiting. Please bear in mind that these are practicioners for the most part, not product or sales reps! We’re talking about culture, hiring, assessment etc.
There are still a few places left to attend the event for yourself if you’re in town, register for your free tickets here. We’ll be tweeting at the event on #NEWIrl2013. Get your questions in before 11:30am Wednesday!
As a former recruiter turned trainer of recruiters, I face a daily challenge to convince front-line recruiters and sourcers to adapt their behaviours to incorporate medium to long-term talent acquisition strategies. Most recruiters I meet all agree on the importance of long term planning, talent pipelining, selecting long term fit, etc. But the fact remains that when they go back to work, most are evaluated and remunerated on their short term achievements – namely filling vacancies.
If you are an agency recruiter, you are likely evaluated almost exclusively on your billings or placements in any given month or quarter. Your boss will recognise the importance of building your recruiter brand, the value of your blogging, the contribution that you make to the furthering of the agency’s brand by speaking at events and conferences, but let’s face it: if you aren’t placing people, you will quickly be shown the door.
Late in 2011 we did a quick survey of the top 10 recruitment agencies by numbers of staff on LinkedIn (available here). 2013 is due an update!
What we’ve noticed is the growth of corporate and in-house teams versus agencies. This is reflecting a global trend towards building in-house teams of recruitment and talent acquisition professionals to source their candidates without the help of agencies.
Where agencies are surviving, it’s because they’re developing niche teams, specialised in specific skills and industries that make it hard to beat with an inside track on the market and connections with candidates that corporate HR teams just don’t have.
So, who’s in the top 10 Recruitment and HR teams in the UK then?
When most people think of Christmas, they think of things like Santa Claus, snow, presents and shopping. When I think of Christmas I think of plugs. Yes, plugs; 3-pin electrical plugs.
One of my earliest Christmas memories is of wiring several sets of Christmas tree lights together in a 3 pin plug for my mum (who wasn’t a great fan of electrics). Why she encouraged her 6 year old son to play with live wires is beyond me! Changing a plug is a funny old thing. It always amazes me how many learned people still struggle with wiring a house plug. Ask yourself, would you be confident enough to change a three pin plug by yourself?
So maybe you can change a plug, good on you. Now let’s see how many of these you can do:
LinkedIn’s annual Talent Connect conference, now in its third year, kicked off yesterday in Las Vegas, boasting the who’s who of Talent Acquisition directors and recruiters from over 1,100 companies. Their conference for Europe kicks off the day after TruLondon on the 23rd of October, but here’s the low-down on the LinkedIn stats and key parts of the conference from Day 1 in LV.
Employer Branding is the Key