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truedinburgh.com urlm.co.uk trumunity.com ukrecruiter.co.uk beyondinteractive.co.uk 

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the recruiting unblog main menu #tru diary & places about the recruitingunblog what is #tru unconference? who is @billboorman? work with @billboorman contact me search for: recruiting , the unblog dialogue could moocs be the next big thing in college recruiting? by @billboorman • 14 may, 2014 • 10 comments if you follow the learning and development community, then moocs, or massive on-line open courses won’t be a new concept. they have been gaining momentum, popularity and adoption since first appearing in 2008. .wikipedia defines a mooc as: “a massive open online course ( mooc ; / m uː k / ) is an online course aimed at unlimited participation and open access via the web . in addition to traditional course materials such as videos, readings, and problem sets , moocs provide interactive user forums that help build a community for students, professors, and teaching assistants (tas).” kevin wheeler wrote on ere in march 2014: “sites like udemy , moodle , udacity, and others allow organizations to create their own private courses. these can attract potential candidates and provide a platform for engagement that is authentic and useful to the candidate and your firm. if you can involve hiring managers, as well as fellow employees, you will have one more high-quality source of candidates.” in my work with sydney start-up and srm (student relationship manager) technology provider igrads, i have been spending the last 12 months taking a close look at the trends within graduate and entry-level hire, and i can see real potential for organisations to develop their own moocs to attract students, by providing learning delivered by employees to support and mentor students in their course work during their study years. this would connect the organisation with students providing real value to all. for the student they get high quality, relevant learning, whilst the company gets a great opportunity to connect, build relationships, offer work experience and internship, as well as assessing a students skills, capability and learning through study, assessments, assignments and real life simulations. this has to be the ultimate in employer branding particularly when hiring students. connect in year one, and you would be the obvious destination by year 3, as well as ensuring that study is relevant to work, a common complaint when looking at the traditional academic curriculum.it has been well documented that gen y value learning, whilst millennial’s value development opportunity, organisations offering moocs would stand out on both accounts. thinking beyond students in university, the rising cost of study, against a background of high level student unemployment has led to many questioning the value of continued education. an ambitious organisation requiring specific skills or learning could set up their own university equivalent as a means of attracting and assessing candidates in a whole range of areas, particularly talent short markets such as developers, your own in-house code academy, open to anyone interested in signing up. my thinking is that this could be something we should see much more of over the coming years. bill share this: linkedin twitter facebook google pinterest tumblr stumbleupon reddit recruiting , the unblog dialogue the talent tipping point by @billboorman • 13 may, 2014 • 7 comments i’ve never been a big fan of the talent community concept. i get the idea. it would be nice if jobs, careers and companies were interesting enough to support real communities. a real community in my opinion, enables everyone to be able to connect, communicate and set the agenda for conversation. whilst there was a lot of talk by companies wanting a community, what most really wanted was a talent network. the talent network can be defined as up and down communication between the recruiters and potential candidates when the messaging is relevant. companies like at&t have done a great job of this by utilising technology like findly, that enables a simple sign up and the segmentation of data. i’ve been thinking a lot recently about the talent tipping point , and what this might be for different organisations. what i mean by this is the number of connections an organisation needs to reach the point of having all the message points they need to fill all of their future hiring needs. this need not be in a formal way via an organised talent network, it might also include social media connections such as fans of the facebook career page, followers on twitter or a linkedin page. all of these data points are searchable, which simplifies segmenting data, matching to content and jobs, and relevant messaging. when we consider all of the data points that might be open to recruiters: 1) current employees for internal mobility. all of the source of hire reports indicate internal mobility and promotions as the number one source. when employee data is retained in the crm for matching and access by recruiters without the need for permission, and employees are made aware of every relevant opportunity. 2) ex-employees for boomerang hires. as attitudes are changing to rehiring, organisations are increasing their percentage of rehire’s. this provides another pool of data within the crm for recruiters, and increased connections. ex-employee data is valuable because past performance, conduct, skills and achievements are known. 3) social referral data. modern referral technology such as rolepoint, (disclosure: i serve as the lead advisor to rolepoint), enable recruiters to match opted in employees social media and other connections with content and new opportunities. when we consider that the average employee will have 125 facebook friends, and 240 linkedin connections, it is easy to see the potential of gaining access to this data, with the opportunity for matching and messaging. 4) previous applicants. consider the high volume of applicants who have shown an interest in the company in the past. when this data is organised for search and retrieval, (rather than simply storage), this provides a huge pool of qualified data of people, some of whom will have already been met and assessed. when the candidate experience has been a good one regardless of the outcome, there could well be an interest in reapplying for the right opportunity. 5) friends, fans and followers. individuals are increasingly connecting with companies via linkedin and other social pages, fan pages, twitter accounts etc. the numbers will increase, and whilst there may be some attrition in connections as people choose to disconnect, other branding activity will bring in new people. this will also include people who choose to sign up for a talent network to keep in touch, in the same way as they might follow a company page. when we look at these five data sets and consider the volume and relevance of connections, it is easy to see the potential for reaching a talent tipping point of all the connections you are ever likely to need for future recruiting. if we can identify this point, (including relevant skills), backed up with technology for accurate and timely data retrieval in real-time, analytics, data mapping for succession planning and workforce analytics, and relevant messaging, then the focus of the talent acquisition team takes on a new dimension. hit the tipping point of connections (and you may already be there), and its all about maintenance of relationships and cleanliness of data over new talent attraction. exciting times! bill share this: linkedin twitter facebook google pinterest tumblr stumbleupon reddit the unblog dialogue mental health and recruiting: a little honesty by @billboorman • 12 may, 2014 • 6 comments i’ve been thinking of re-launching my blog, and today i think i have something important enough to start writing again. yesterday, at #trustockholm, i got in to a bit of a conversation with someone about mental health, and how to best support someone suffering with depression from an hr point of vie

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http://www.recruitingunblog.com/the-end-of-the-in-house-recruiter-dicetru-trulondon/?share=twitter
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Domain Name: RECRUITINGUNBLOG.COM
Registry Domain ID: 1637688638_DOMAIN_COM-VRSN
Registrar WHOIS Server: whois.godaddy.com
Registrar URL: http://www.godaddy.com
Updated Date: 2017-01-31T14:30:48Z
Creation Date: 2011-01-30T16:12:13Z
Registry Expiry Date: 2019-01-30T16:12:13Z
Registrar: GoDaddy.com, LLC
Registrar IANA ID: 146
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Registrar Abuse Contact Phone: 480-624-2505
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Domain Status: clientUpdateProhibited https://icann.org/epp#clientUpdateProhibited
Name Server: NS67.DOMAINCONTROL.COM
Name Server: NS68.DOMAINCONTROL.COM
DNSSEC: unsigned
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  REGISTRAR GoDaddy.com, LLC

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