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New types of groups on LinkedIn

You may have noticed that there are now Open Groups on LinkedIn. In those groups, you can see and join discussions without first becoming a member.

The rollout of this option to group owners will ramp up over the coming weeks. In open groups anyone on the Web will be able to view and share the group’s new discussions, making it possible for more professionals than ever to discover the group’s valuable conversations and vastly expanding the reach of participants’ contributions.

All existing groups will remain members-only unless the group owner proactively chooses to switch the group to open.New types of groups on LinkedIn

You can’t empty your candidate database into our inbox

I never heard of the company Atlassian until I attended the International Conference Employer Branding last week. A 30-minute prezi was given by Sherila Karimov EMEA Director. They are a 225-people Australian-based enterprise software company with offices around the world who take a really great Google-like approach to HR and Recruitment.

One of the things that I found intriguing and certainly worth considering is their set of rules to deal with Recruitment Agencies. Any recruiter that wants to work with Atlassian must follow these 3 rules:

Rule 1: You can’t empty your candidate database into our inbox

You choose how many candidates your agency wishes to submit. The fees reduce if you wish to refer more candidates. The maximum number of candidate referals we allow is 4.You can’t empty your candidate database into our inbox

The recruitment unconference #truAmsterdam is back on 25 November 2010

The Recruiting Unconference, #tru, returns to Amsterdam for the second time this year, in conjunction with the unique 4th Recruitment Industry Dance Event (RIDE). Everything takes place on the 25’th November 2010. The participant pass, priced at only Euro 100, includes your place in the conversation at #truAmsterdam, coach travel to Hotel Arena and entrance to the RIDE event.

#truAmsterdam is a day of conversation based on unconference principles.

#truAmsterdam is the 7′th in a series of Unconferences organised by #tru (The Recruiting Unconference.)

BOOK YOUR TICKET HERE

The recruitment unconference #truAmsterdam is back on 25 November 2010

Creative recruitment print ads (CEA 2010 winners)

Each year recruitment ad agencies and corporate recruiting departments from around the world enter their best creative advertising campaigns to be judged by marketing and human resource professionals. An the winners of the Creative Excellence Awards 2010 have been announced. Here are the best Single Ads:

1st Place: Colourful Career Path

(HR ADWORKS LTD. for Canada Safeway)
Creative recruitment print ads (CEA 2010 winners)

Video log of #Recruitfest 2010

I’ve attended RecruitFest 2010 live in Boston on October 7th which was a great experience! Not just because of the information sharing but also to have the possibility to meet and speak with the speakers. Over 3,800 people from 38 countries also watched this event online.  The good new is that the video footage of all the sessions is now available to everyone.

Because there is a ton of video footage I’ll give you my top picks of this event. If you are interested in a look at the future of talent acquisition, and what recruiting and HR professionals can do to make sure there is one, watch Master Burnett talking about:

Shaping the Future of Talent Acquisition

Video log of #Recruitfest 2010

Results of the Job Board Future survey are here!

(Note: Today’s guest post is by Jeff Dickey-Chasins . You can read more at his Job Board Doctor blog)

In August, I began gathering data from job seekers, HR professionals, recruiters, and job board employees and operators on the future of job boards and the methods for finding jobs and candidates. Now, 275 responses later, we have some results.

Each survey respondent identified him or herself as a job seeker, a HR or recruiting professional, or a job board employee or operator. Based on their response to that question, they then answered a series of questions specific to their background.

Here are some of the key findings:

  • LinkedIn and Twitter are the primary social media channels for recruiting
  • Most job seekers use 3 or more job boards in their search
  • Planning recruitment spending is static for job boards and going up for social media and referral programs
  • Job boards continue to see the recession as problem #1 for their business
  • Job seekers are most influenced when choosing a job board by ease of use and profession or industry focus
  • Most job boards are planning to add new social media features in the coming year
  • Less than 7% of HR or recruiting professionals have purchased .jobs domains for their organization
  • Most job seekers are using job boards to locate jobs, then apply for them (either on the company site or job board)
  • The biggest challenge for HR and recruiting professionals in meeting hiring goals is a lack of qualified applicants

Results of the Job Board Future survey are here!