October 31st, 2009
From today onwards we are calling for participants to submit ideas for the unconference sessions. The final decision for sessions will be made on the day but we felt it would be good to get some input up front so people could get an idea as to what might be covered during the sessions.
How do you submit and idea?
Submitting an idea is very very easy. We have created a submission form, called Unconference Submission, located on the left hand menu bar, or just use this link. When submitting your idea you must enter you name and email address so we know who to contact if we need to clarify the idea. Then give your session a title and overview, providing as much information as possible so that people know what you will cover.
Remember the sessions are fairly informal so you do not need to be an expert speaker or presenter you just have a topic you would like to cover.
How will voting take place?
Once the idea has been submitted we will review to make sure there is no spam and then the idea will be published under the Unconference Voting section. Each session will be displayed for you to review and if you like the idea vote on it! How easy.
Posted in Announcements | 1 Comment »
October 30th, 2009
With five weeks to go in the count down to the inaugural Social Media: A Recruitment Revolution event on 3rd Dec 2009, here are some useful tips, insights and recruitment and social media resources to equip you in the lead up to the Conference and beyond:
Did you know:
Blog posts of the week:
Tags: social networking
Posted in Industry News | Comments Off
October 25th, 2009
When moving into social media there are lots of things to learn and take into account. One of the critical lessons to learn is that not everyone will participate.
Research company Forrester shows us that 88% of Australian Online Adults use social technologies at least once a month. However 64% are spectators, that is they are there just to watch.
This research aligns with Jakob Nielsen’s 90-9-1 Rule of Participation when designing social systems.
User participation often more or less follows a 90-9-1 rule:
- 90% of users are lurkers (i.e., read or observe, but don’t contribute).
- 9% of users contribute from time to time, but other priorities dominate their time.
- 1% of users participate a lot and account for most contributions: it can seem as if they don’t have lives because they often post just minutes after whatever event they’re commenting on occurs.
While these figures might make new entrants into social media doubt the value Nielsen provides us with some great tips to encourage more participation in your social media endeavours.
- Make it easier to contribute.
- Make participation a side effect.
- Edit, don’t create.
- Reward — but don’t over-reward — participants.
- Promote quality contributors.
In recruitment terms:
- How can you make it easier for candidates and clients to interact with your organisation?
- Can you make viewing a job or watching a video generate a participation side effect?
- Can candidates help edit and update content on your site?
- Can you reward passive candidates who you are building a long term strategic relationship with?
- Can you create private areas for your strategic sourcing activities?
Tags: Forrester, Jakob Nielsen, social media
Posted in Tips & Hints | Comments Off
October 14th, 2009
Earlier this week an email from Recruiter Daily interviewed Luke Carolan from Aspire Solutions International about why you need to spend more time on developing the details in your job ads. He recommends the following best practices:
- Clients do check advertisements. Does your ad represent the client correctly and attract the candidates it is seeking?
- What kind of ad response do you want? Are you looking for a targeted response with specific candidates or a broad response for maximum resumes?
- How easily can your ad be found? “Keep in mind many candidates will be using a key word search. This means it’s a good idea to have the title of the position mentioned three times within the body of the ad. When listing the ad be specific, especially on things like location. A ‘Sydney CBD’ opportunity will be found in a ‘Sydney’ search however a ‘Sydney’ opportunity will not be found in a ‘Sydney CBD’ search.”
- Your job ad should specify, as a minimum:
- location;
- money;
- required experience/qualifications;
- description of the position and your client;
- why the opportunity is available;
- what’s special about the opportunity and client;
- duties of the position;
- how long the opportunity will stay available;
- your contact details; and
- how to apply.
Cramming all of this into a traditional job ad might not be that easy.
However if you use social media effectively (or just have a high performing career’s website) you can supplement this information with additional insights, audio, images and video.
Tags: Audio, Recruiter Daily, social media, Social Networks, Video
Posted in Industry News | Comments Off
October 9th, 2009
If you only read the information coming from the US one could be forgiven at believing that without social media a recruiter will be out of business.
Well that is just not the case.
While yes the advent of social media requires recruiters to adopt new skills for establishing relationships with candidates. It is not that difficult. To quote our keynote speaker Mark Pesce:
Applying your skills to Facebook or Twitter is no more complicated than learning to use a telephone the same rules apply, just through a different medium.
Theres a perception in recruiting that social media tools are daunting and difficult to incorporate into traditional strategies, when really they are similar to what recruiters have been doing all along. There is no chasm to leap across, just a different set of rules to play by.
Nor is a single strategy the right approach for every organisation. Kell Magowan from Six Figures Blog put it very well in a post last week:
Remember, one size does not fit all for an increasingly customised world.
Is your organization participating? Are the lines of communication two-way or are you still dictating to job seekers? How are you finding out how job seekers want to engage with you?
Tags: Kelly Magowan, Mark Pesce, social media
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October 8th, 2009
This is a hybrid event where we will combine a traditional conference with that of an Unconference.
During the event there will be time for the participants to present, discuss ideas and topics that you want to hear about these are the unconference sesssions. Think of the Unconference sessions like a bit of social media within the event where you get to create, comment, review and interactively participate.
The Unconference format is a facilitated, participant-driven activity around a common theme. The concept is based around Harrison Owen’s Open Space Technology Guide where the participants construct the agenda and schedule during the meeting itself. The idea is based on the premise that at any professional gather the people in the audience, not just the selected few on stage, have thoughts and expertise to share. The idea is to create a vibrant learning environment so that you get value from attending the event.
There a four guiding principles of an Unconference event:
1) Whoever comes is the right people
2) Whatever happens is the only thing that could have
3) Whenever it starts is the right time
4) When it’s over, it’s over.
Under pinning these principles is the “Law of Two Feet” which states “If at any time during our time together you find yourself in any situation where you are neither learning nor contributing, use your two feet. Go to some other place where you may learn and contribute.”
An Unconference session is less formal and more interactive that the traditional conference session, as presenters talk about what they want to discuss and may not be established expert speakers. But this unpolished aspect is part of the fun and learning experience for all.
For more information about Unconferences check out the Wikipedia article!
Tags: Unconference
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October 7th, 2009
What would an event on social media be like without a blog? Well it would not be about social media!
So welcome to the official blog for the ATC Social Media event.
Tags: recruiting, recruitment, social media, social recruiting
Posted in Announcements | Comments Off
