Session Leader: Martin Warren

Session Overview:

As per breakout 1 to allow people to attend more break out session.

Session Leader: Thomas P. Culver

Session Overview:

The Components of Communication

Albert Mehrabian, a pioneer researcher of communication in the mid 20th century, found that in any face-to-face communication the components of the communicated message are:-

• 7% – words
• 38% – tone of voice
• 55% – body language

In the email driven society of today, tone and body language are entirely stripped from communication. Using video to communicate adds back the ability to use intonation, expressions and gestures to communicate a personalized message.

Session Leader: Nick Duggal from TressCox Lawyers

Session Overview:

This session will examine the legal impications of using social media technology for recruitment purposes. Important issues for organisations to consider include:

• privacy
• descrimination
• copyright
• website terms and conditions
• employer policies

Presented by Nick Duggal, workplace relations specialist from TressCox Lawyers.

On Monday 16th November the second Social Recruiting Summit was held by ERE in New York City, much of the content is available online for you to reference. We have pulled together some of the presentations here so you can view them in one place, or view them on the main site.

Fred Wilson, VC and principle from Union Square Ventures (who have an impressive list of investments), is giving the keynote talk at the Social Recruiting Summit in NYC next week. He provides us with some of his thought and themes he will be talking about, go check out his post. But if you want the summary:

• He rarely uses recruiters, he prefers to source top talent directly
• He uses LinkedIn to develop a list of references
• Just searching for talent is not enough, you have to promote your opportunities
• There is a niche community for everything, find the one where your prospective candidate might hang out

His last point I suspect sums his whole presentation:

Social media is about showing up, hanging out, and earning trust.

Need a little help understanding this social media thing before you attend the event? Have a quick flick through this slide pack called “What the F**K is Social Media”

Laurel Papworth provides some very good insight into how not to execute a social media campaign. With Jeremiah Owyang providing a nice comparison with what Ford has been doing.

While focused on traditional marketing there are some clear messages for recruiters moving into social media. Firstly from Laurel:

Engagement, like all good relationships, often build slowly over time. The opposite of the short head of traditional marketing where there’s lots of activity for 4-6 weeks, quick return, then drops off/dies off quickly: social media is in the long tail, with lots of listening and discussion at the beginning and a quick seed into the community later, in the long tail. Six week stunts can only damage long term engagement campaigns. Or put it this way: social media becomes social advertising, a completely different kind of relationship.

Now Jeremiah shows us a great breakdown is your approach list a shotgun or a laser?

So our questions to you are when you enter social media:

1. What do you hope to achieve?
2. Are you fishing or friending?
3. Are you looking for social advertising?
4. Are you looking for a long term relationship or a short buzz of activity?

Finally here is a great video from Laurel to sum it all up in 3 mins 50 seconds.

Session Leader: Kelly O’Shaughnessy

Overview: How do you engage stakeholders in a social media recruitment strategy when they don’t understand the medium?

Session Leader: Riges Younan

Overview:

Linkedin a social network for professionals founded in December 2002 has rapidly grown to be the worlds leading social network for for “grown ups” with over 41 million members and growing rapidly. It is now widely known in recruiting circles that if you are not using Linkedin in some form then you are being left behind.

Purpose of this session is to discuss where the true value of Linkedin is in recruiting.
Some high level topics
- can you really build communities with Linkedin Groups functionality
- will Linkedin popularity also be it’s downfall?
- how is Linkedin best used in your recruiting process.
- innovative ways to use Linkedin for sourcing candidates.

Session Leader: Dan Nuroo

Overview:

Lots of discussion in the Recruiting ranks about the importance of it.  But is your talent pool, or targeted talent pool aware and engaged…. ?