Mobile Recruiting: It’s time to develop mobile-friendly recruitment websites
Much has been bandied about the web on mobile recruiting, further not helped by ridiculous-sounding statistics like “By the end of 2012, the number of mobile-connected devices will exceed the number of people on earth”, which is actually true! (Source: Cisco Global Mobile Data white paper). Note: Don’t get scared, this is not the realisation of iRobot. It’s not just mobile phones, it also includes things like RFID tags which track products and parts being shipped around the world.
But what we simply cannot ignore is that mobile internet traffic has grown significantly even from as recently as 2010 (that same Cisco report states that 2011 mobile internet traffic grew 2.3 fold over 2010). As more and more people around the globe switch to smart-phones (an internet-enabled mobile phone), it presents us with opportunities for communication directly with consumers and potential employees like promoting our vacancies to them, promoting our company, products and services to them, and presenting promenant calls to action that people can do what we want them to do: in our case as recruiters, it’s apply for a job.
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The Social Agency: How a 10 person recruitment agency beats a 300 person agency
Last Friday morning, we had an insightful chat with Gary Mullan of Prosperity – a rather unique recruitment agency that hire for digital and media people. These guys are boutique – and not just in a sense that they’re quite focused around the industries they recruit for. They’re small, with a team of 10 highly inspired and talented recruiters, and have an office in Dublin’s Clarendon Street (sharing an entrance with another boutique, except of the female fashion kind). But that said, they’re quite a dynamo in the industry. Why? Because compared to traditional recruitment agencies, they do things arse first. They think “Brand first” rather than making placements, which when it really boils down to it is the way they make money.
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Why Social Recruiting is more about Implementation than Ideas
I had a very interesting couple of days at #truLondon this week. Over 170 recruiters, technologists and marketeers descended on the City Hotel in London to argue, discuss, debate and chat over 50 tracks on topics such as the Death of the CV (a very popular and hotly debated discussion), the Future of Recruitment and Pinterest (of all things!). There’s tons of content out there about the tracks and debates so rather than re-hash that, I want to share one of the many off-track discussions I had instead.
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Direct Sourcing In-House Versus Agency Recruitment: A TruLondon Debate
In a debate at the Jobsite Tru London Recruitment Unconference, Bill Boorman, Andy Headworth and our own Jonathan Campbell thrashed out their views on Direct sourcing In-House versus the Agency Recruiter model. If you’d like to watch it rather than read it, click here to view the livestream channel (video entitled “Direct Sourcing”).
So, what will become of the agency recruiter model – is there any space for them as in-house teams seem to be pulling their budgets away from agency outsourcing and are recruiting directly themselves?
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