#RecHangout

Live Recruiter's Hangout at 1pm today where well-known sourcing expert, Martin Lee will be joining us.
Martin is the Director of Sourcing and Research at Social Media Search, a former Sourcer at Brain Gain Recruiting and formerly Head of Business Development at Talent Works International.

The Recruiter's Hangout will be broadcast live via Google+ Hangouts on Air every other Wednesday at 4pm GMT and will be hosted by Alan Whitford - Recruitment Strategist from Abtech Partnership and founder of RCEURO - and supported by Louis Welcomme of Colleague Software, Louise Triance of UK Recruiter and Mark Stephens of TIRA and Smart Recruiter.

The Recruiters Hangout

#RecHangout

Join the Recruiter’s Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel!

Watch the show live every other Wednesday at 4pm GMT, join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments on to the guests during the broadcast!

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts.

Wednesday 27 November Show

Jorgen Sundberg will be joining the Recruiter's Hangout Today at 4pm GMT to discuss 'How can content marketing help recruiters?' A former director at Red Commerce - one of the world's leading SAP recruitment agencies - Jorgen is the founder of the much lauded Undercover Recruiter blog and runs his own social media agency, Link Humans.

Enjoy watching the show here:

RCEuroThought Leader Conversation

RCEuro is continuing its series of conversations with Recruitment Thought Leaders. This series is comprised of 15 minute video (or sometimes audio only) conversations between RCEuro founder Alan Whitford and the interview subject. We have a few 'in the can', with more scheduled.

Today we are speaking with Remy Verhoeven, co-founcer of Vonq and Candidate.com. We cover his background, his passion to deliver measurable results from recruitment channels and his vision for the future of online recruitment.

Qandidate.com – designed for happy recruiting

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system. Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 2,000 customer installations.

The Travis Perkins Group is the latest organisation to join The Direct Employers Association (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda.

Representing The Travis Perkins Group, Magnus Batey, Head of Resourcing at Wickes said “A trade body that represents employers and focuses on talent acquisition and resourcing functions is long overdue. The resourcing industry can boast many passionate and innovative people and whilst we are generally open to sharing ideas, we haven't previously had the opportunity to influence change collectively.”

Alan Whitford, Operations Director at The Direct Employers Association commented: "Magnus has also accepted an appointment to The Direct Employers Association Executive Committee and will take an active role in promoting the interests of its members."

Outlining what The Travis Perkins Group would achieve from their involvement, Batey said: "The benefits of joining the DEA are twofold. As a major UK employer, we have a responsibility to play our part as we work with Government, policy-makers and other employers to ensure decisions affecting UK employment are informed and sustainable. It also provides us with an opportunity to work with others to share experiences and best practice, learning from others in different sectors and with varied perspectives."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "Magnus is a great asset to The Executive and I look forward to working with him and the other members to further our objectives."

Would you like to know the answer to some of these questions about Germany?

• What are the current topics in German Corporate Recruiting?

• How proactive is the recruitment in Germany?

• How is the recruitment in Germany organized?

• Recruiting Channel: Where do employers get their applicants and hires from?
• How do job seekers and employers look for each other?

Have a look at this presentation created by Wolfgang Brickwedde, speaker at the most recent SRCONF 2011 in London and founder of the Institute of Competitive Recruiting.

If you would encounter any specific other questions or issues and would like to know more, please don't hesitate to ask Wolfgang by This e-mail address is being protected from spam bots, you need JavaScript enabled to view it :

The Enhance Media Conference was held on at the prestigious Royal Geographical Society in central London on Thursday 27 January 2011 in London.

We covered the event live on the day, ran the Twitter stream on the RCEURO site and blogged key thoughts and higlights of all the presentations. All can be read in our RCEURO Featured Bloggers section below.

The Twitter hashtag for the event: #EMConf2011.

We don't often jump on the political soapbox, but a letter that came in today from Democrat Nancy Pelosi, the Minority Leadar of the US House of Representatives on the battle for passage of the Paycheck Fairness Act really struck a chord. There has been little, if any, progress in the last 50 years in achieving equality of pay for women; a policy that is untenable and without basis in any civilised society, much less my homeland. Please read her letter and share the link to help bring pressure on the US Congress to make a difference.

Friends --

I'm not sure if you were alive when President Kennedy signed the Equal Pay Act 50 years ago today. I was a recent Trinity College graduate (here's a picture of me with President Kennedy from just a couple years before to prove it):

President Kennedy called the Equal Pay Act "a first step" to ending the widespread practice of paying women less than men for the same amount of work. And that's exactly what it was: a first step.

50 years later, we're still fighting this fight, and women STILL make 23 cents less on the dollar. House Democrats have proposed a solution -- the Paycheck Fairness Act -- but Republicans voted to block this legislation from even coming to a vote. That's unacceptable.

Automatically sign your name to tell House Republicans to support equal pay for equal work.

Our daughters and granddaughters should know that they'll enter the workforce as equals to their male counterparts. But it's going to take a real effort to get this done.

Add your name to our petition right now and say you support equal pay:
http://dccc.org/Equal-Pay

Thanks,

Nancy

On Tuesday 16th April 2013 in central London Recruitment International hosted its RPO Conference.

Discussion covers the consultation process for reforming the regulatory framework for employment agencies

The Direct Employers Association Europe (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, is to meet with BIS (The Department for Business, Innovation & Skills) to discuss the current consultation on reforming the regulatory framework for employment agencies.

The discussions will provide BIS will direct first-hand experience from an employer's perspective.

Alan Whitford, Operations Director at The Direct Employers Association commented: "Recruitment companies are well represented and have a number of trade associations that will be providing feedback into BIS during the consultation period from their perspective; this is not the case for the employers."

He went on to say; "It is important we present the employers’ view and press this home as after all it is employers that are the ultimate clients of employment agencies and employment businesses. It is in everyone's interest to create the right environment for recruiting whether that be permanent or contingent workers."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: "BIS has a number of consultations and projects underway that we have already identified as being of interest to the members of The Direct Employers Association and we will be arranging further meetings to discuss these areas."

He continued; "There appears to be a real appetite in Government to consult directly with employers and for them to ensure the right legislative framework is in place to create the best conditions for economic growth."

Whitford concluded; "The Direct Employers Association allows employers focussed on growth strategies to share experiences and create best practice as well as identify business and resourcing issues and raise these directly with Government. It also allows Government and policy makers a direct route to discuss ideas and policy developments with key business leaders and those directly affected by legislation."

Direct Employers Association Executive Committee Chairman Colin Minto

Participates in CERN Recruitment and Resourcing Seminar 2013

CERN (The European Organization for Nuclear Research) hosted its 2nd annual Recruitment and Sourcing Best Practices Seminar (CRSS 2013) in Geneva on 22 February. Delegates and speakers included global sourcing heads and resourcing stakeholders who came together to share, learn, discuss and debate key issues and 'best practices' used during the recruitment process in various international organisations.

Colin Minto, Head of Resourcing for G4S Plc and Executive Committee Chairman for the Direct Employers Association Europe, participated as a featured speaker at CRSS 2013. Colin commented on his key takeaways: “To be at the home of the world wide web, in the presence of genius, it was fitting that some of the world’s most senior and active resourcing heads and practitioners gathered to share knowledge and discuss key resourcing challenges. I took the opportunity to present how G4S has challenged conventional resourcing thinking to satisfy its global, mass scale resourcing needs.”

Colin continued: “I was inspired by Dr Robert Cailliau, the co-developer of the web, and enthused by the other speakers who told how they have implemented solutions and best practices to forward their resourcing agenda. Participation with leaders at events like CRSS 2013 further confirms why we have established the Direct Employers Association, to provide the in-house recruitment sector with a collective voice to reach out to industry and Government, while providing hiring organisations a network platform to share direct sourcing best practices, develop a more efficient labour marketplace and fill candidate pipelines in the most cost effective manner.”

· James Purvis, Head of Talent Acquisition and host of the event, is responsible for CERN-wide recruitment from interns through to graduates, fellows, associates and permanent positions.

· Dr. Robert Cailliau, an engineer who worked for 32 years at CERN, 10 of which concentrated on pushing the development of the Internet as we know it today

· Manuel Mongeleads the global employer brand and recruitment agenda for Group Nestlé and is responsible for implementing corporate initiatives with the global markets.

· Katie Mcnab of Pepsico, who has taken on a Centre of Excellence role with a primary focus on building recruitment capability and best practice in Europe and Southern Africa.

· Connie Gibney is International HR Director, EMEA at LinkedIn, the world’s largest professional network and is an experienced HR professional with nearly 20 years’ experience in Human Resources and Talent Acquisition.

Colin’s final thoughts: “I left with a greater knowledge of how the universe was created, the research that CERN conducts and the many amazing things it has contributed to the world. I can safely say this is the only resourcing conference I have been to that has inspired me to think more about physics, helicopter cameras, smart phone apps in 10 minutes, anti-social media and crossing country borders by walking from one side of CERN to the other!”

In September 2002, Jeremy Ovenden, the Founder and Managing Director of online recruitment solutions provider Hireserve, wrote an article published in ONREC Magazine. He was discussing the entry of the ERP HR vendors into the e-recruitment market and whether they would have a significant impact on the specialist e-recruitment software vendors. 10 years on has anything changed?

Interestingly, RCEURO.com founder Alan Whitford, wearng his consulting hat as Managing Partner of Abtech Partnership, offered some insights in the original article and in the 10 Year On Review Article. Remember, what we call "The Cloud" today was referred to as ASP delivery of software, a new approach at the time. At the time, Alan pointed out: “An organisation can implement an ASP-based solution in literally days and start saving money immediately. The beauty of the ASP-based solution is that it really can be implemented swiftly, making it ideal for example for specific recruitment campaigns”.

What does Jeremy have to say now? Enjoy the article.

The way in which companies recruit has changed dramatically in the past decade, with the Internet enabling corporate websites, suppliers and job seekers to become more sophisticated, interactive and connect 24x7, 365 days a year. 10 years ago HR and recruiting managers had little awareness of the opportunities web based recruitment could offer. Candidates were emailing their CVs but there was little understanding of e-recruitment systems and how they could enable candidate relationship management and reinforce an employer brand.

Now HR managers are more skilled at using technology to fulfil their requirements and have gained a greater understanding of what an e-recruitment system can offer them. Of these organisations that may already have an ERP supplier in place, the easiest, most cost effective and suitable solution might seem to be to implement the e-recruitment module of their ERP supplier. After all, the suite is already integrated with the company’s systems; implementation will be quick and easy and will enable business-wide reporting.
But is this really the best way to solve HR’s problems? With many ERP vendors, their recruitment modules have historically had a perceived lack of importance and have remained underdeveloped for many years. When a large ERP vendor offers multiple products, a smaller module in its suite might not be given the development time it requires. Innovations and upgrades can take months not weeks and deployment maybe dependent on completion of a whole ERP suite upgrade.

In 2012, however, has that all changed with the biggest ERP players in the market realising the growing significance of talent management? Oracle has acquired Taleo, SAP acquired SuccessFactors and now IBM has acquired Kenexa.
Alan Whitford managing partner of Abtech partnerships points out: “We are already seeing potential side effects of the Oracle/Taleo deal as Oracle pushes its large company administrative and processes burden onto the smaller company Taleo. In particular, Taleo Business Edition, which was a small, lean and quickly reactive part of Taleo is now becoming mired in big company processes.” Alan also believes that this effect will certainly become evident with IBM/Kenexa over the coming months. “Discussion groups are already buzzing with questions regarding development cycles, upgrade paths and potential of increased pricing models, combined with lower investment in support and sales staff.”

Whilst the large players integrate their latest offerings the specialist e-recruitment vendors continue to offer a best-of-breed solution. Many specialist vendors are a “single product business” which are passionate about producing and delivering a product that is first-class and offers a breadth of functionality that an ERP vendor would not be able to offer. By maintaining continuous development, responding to customer needs and offering a high level of customer service, a specialist vendor can deliver an agile and customised product.

Technological Shift
A specialist provider can also be very quick to deploy an e-recruitment system for its customers. The most significant technological change e-recruitment systems have experienced is speed. A provider that uses Software as a Service (SaaS) solution means that literally with a click of a button the customer can start implementing the product.

The Internet now provides a means of transferring information and an e-recruitment system can (and needs to be able to) talk a common language to enable seamless integration with other external systems an organisation uses. The agility of a specialist provider means that integration with, for example, an on-line testing provider can be achieved within just days instead of months or even years. Frequent release upgrade programmes mean that all customers can benefit from new features immediately they have been added to the product. And this is one of the key points: specialist e-recruitment systems can only survive if they "connect" with other internet-based services such as on-line testing, social networks, job boards etc. Every provider of these services provides XML-based interfaces accessible over the internet - the problem for a customer of a slow or inflexible e-recruitment provider may be that they are unable to "connect" their e-recruitment system to such providers - or at least not within both reasonable time and cost constraints.

Consumer and Candidate behaviour is shifting rapidly as more people use digital devices and platforms intensively.

Analysis by Steve McNally, Equality Law

New McKinsey research in the US highlights a dramatic increase in the intensity with which people use digital devices and platforms. Nearly 50 percent of US online consumers are now advanced users of smartphones, social networks, and other emerging tools—up from 32 percent in 2008.

McKinsey have been tracking consumers’ digital habits through a series of surveys covering more than 100,000 respondents across North America, Europe, and Asia.¹ The 2010 US findings highlighted the growth of advanced multidigital and rich-media segments: the people most likely to be early adopters of new technologies (whom we label “digital-media junkies”), often younger men; those spending more time on social networks (“digital communicators”), often women; and those more likely to consume Internet-based video (“video digerati”). Meanwhile, there has been a decline in segments focused primarily on one kind of digital use (such as e-mail or gaming), as well as late adopters whose digital consumption is superficial.) Behind these broad category shifts are meaningful changes in how consumers use core technologies.

Social networks as communications gateways

Social networks, particularly Facebook, are emerging as the dominant digital-communications channels. For people aged 34 and under, they already are the preferred channel (by minutes of use per day), displacing e-mail, texting, and phone calls. Social-network use, growing swiftly among all segments of our survey population, has doubled among those over 55. Such networks also are becoming information portals for people seeking items such as videos, photos, and content posted by friends. In this latest survey, 33 percent of the respondents said they use social networks to navigate content on the Web, up from 13 percent in 2008. While search engines continue to be the leading way consumers and candidates access online content, the use of social networks is growing. As ‘iC’ spend more time on them, decisions about what to purchase often reflect interactions with friends and other influencers. In response, leading marketers and recruiters are adapting their strategies to reach increasingly networked consumers and placing more stress on tactics such as word-of-mouth marketing and storytelling.

Smartphone as ‘Swiss Army knife’

As the usage and processing power of smartphones increase in tandem with the rising speed of 3G and 4G data networks, mobile devices are invading the domains of single-purpose gear such as game consoles and portable media players, as well as PCs. Smartphones are also becoming the device of choice for e-mail, Web browsing, and product research. A third of smartphone owners prefer using it for Web browsing or e-mail even when they are near PCs. Over the past two years, iPhone users have spent 45 percent more time e-mailing on their smartphones and 15 percent less time e-mailing on their PCs. More than 60 percent of smartphone users would consider buying goods with it or have already done so.

As the power and functionality of devices grow, the possibilities for making money from mobile platforms will continue to improve. The survey found, for instance, that smartphone users already are more accustomed to paying for digital content and services than traditional online users are. Three-quarters of iPhone users, for example, now pay for one or more apps each month, though most remain free. As more products and services are distributed over mobile channels, greater competition will raise the importance of design, ease of use, and new mobile payment options. These findings are good news for content and service providers that wonder if mobile solutions will deliver real returns.

As digital platforms multiply, consumer video-viewing habits continue to change. Among the survey respondents, 69 percent now view videos on their PCs and 33 percent on their smartphones. Twenty-four percent view Internet content on their TVs—a percentage that has tripled over the past two years as Internet-enabled game consoles, DVD players, DVRs, and TVs have proliferated. Although these users are 1.5 times more likely than the general population to say that they intend to cancel their pay-TV service, only a quarter of them are satisfied with the experience. That should open the door to new areas of competition and innovation; pay-TV companies, for example, are starting to offer their programming across tablets and mobile devices.

Web search and video providers, meanwhile, see opportunities for services that help consumers navigate the fragmented domain of online video, a role similar to that of traditional TV-programming packagers. Advertisers must refine marketing plans so that they reflect this new video-viewing behaviour and get creative about targeting users who are time-shifting and dividing their attention among platforms. And where iConsumers go tomorrow, the iCandidate will go next week.

We have seen similar digital disruptions in other key platforms, such as gaming, e-publishing, and music. The digital revolution, still in its earliest days, will continue to upend how we interact, entertain ourselves, buy, work – and search for work.

HMRC TO MEET RECRUITERS AT THE NO SPIN-JUST THE FACTS WORKSHOP

If you are in a recruitment company, contingent or permanent, and want to get the facts direct from government on the impact of legislation affecting your business, then you need to attend this event. Get your 2013 year off to an intelligent start.

Put this date in your diary - Wednesday 16th January 2013.

HMRC will be presenting and discussing their views on topical issues to include:
• Provider Compliance
• Offshore employment models
• Pay Day by Pay Day Tax Models
• IR35 Assessment and Enforcement

The Pensions Regulator will also be presenting and discussing:
• Pensions Auto Enrolment
• Avoiding the inducement trap

The No Spin - Just The Facts workshop is designed as exactly that - hear the key subjects explained directly from the people tasked to implement, enforce or develop these areas.

The 3 hour workshop includes a range of presentations across a broad range of topical subjects.
The presentations are designed to help you understand the facts, assess the detail and translate into your everyday working processes and procedures.

Each session has time allocated for questions and answers so you will leave with a greater understanding of the issues, the actions you will need to take and future developments you may consider preparing for early.
This workshop is a must for any recruitment professional.

Space is limited so ensure you book early to avoid disappointment.

Date: Wednesday 16th January 2013
Time: Registration 14.00 Workshop starts 14.30 sharp
Venue: The KIngs Fund, 11-13 Cavendish Square, London, W1G 0AN
Cost: £125.00 +vat

The event is hosted by Professional Passport, an independent professional membership organisation working with all sectors of the flexible workers market:
• Contractors
• Agencies
• End clients
• Providers

Professional Passport works closely with a number of Government departments and industry trade bodies to identify issues, design the solutions and ensure these solutions meet both regulatory requirements and are practical in the commercial world.

The Recruiters Hangout

#RecHangout

Join the Recruiter’s Hangout every fortnight as special guests and industry experts share their top tips, insights and advice with a live online audience and a regular panel!

Watch the show live every other Wednesday at 4pm GMT, join the show on Google+ and speak directly to the panel, or use our hashtag #RecHangout to join the conversation - we will pass your questions and comments onto the guests during the broadcast!

Recruitment strategist and RCEuro founder, Alan Whitford, will make sure viewers get the most from the show, asking the right questions and ensuring the discussion stays on track. Joining Alan is Mark Stephens from the Technology in Recruitment Alliance, Louis Welcomme from Colleague Software, and Louise Triance from UK Recruiter who will be looking out for your online comments during the broadcasts.

Wednesday 13 November 2013 Broadcast:

How Can Recruiters Get Real ROI From Social Media

Led by award winning social media and digital recruiter and owner of CloudNine Social Media & Digital Talent, Steve Ward, joins us to discuss: 'How can recruiters get real ROI from social media.'

Steve is also joined by Katrina Collier, Speaker, Trainer & Writer on the use of all Social Media for Recruitment & Job Search and also Michael Restivo, Sales Director at Bullhorn who plays an active role influencing social strategy across their organisation.

Watch the Hangout and enjoy:

Chris Smith, MD of MyJobMatcher.com and Director of the Opinio Group joined our first session of The Recruiter's Hangout on the 30th October at 4pm GMT to discuss 'The key elements of building and selling a successful recruitment business.' The Recruiter's Hangout will be broadcast live via Google+ Hangouts on Air every other Wednesday at 4pm GMT and will be hosted by Alan Whitford - Recruitment Strategist from Abtech Partnership and founder of RCEURO - and supported by Louis Welcomme of Colleague Software, Louise Triance of UK Recruiter and Mark Stephens of TIRA and Smart Recruiter.

Every show is streamed live via Google+ to YouTube and will be shown here on RCEURO as well. Tweeps can join in via the Hashtag: #RecHangout.

Join us on 13 November with Steve Ward.

If you are interested in measuring the benefits of social recruitment, check out the whitepaper prepared by TweetMyJobs, the leading social recruitment and job distribution network site matching job seekers with employers. TweetMyJobs provides an online social job solution for job seekers that seamlessly integrates with their Facebook and Twitter profiles. By using TweetMyJobs, seekers receive highly targeted opportunities and can leverage their social graph to be introduced directly to hiring employers.

During 2012, the company surveyed over 2,000 job seekers and 400 company representatives to evaluate the state of social recruiting in 2012 and pose the question: “Is Social Recruiting Real?” There’s no denying that social recruiting will continue to grow. Job seekers are using social media to find work. Innovative, industry leading companies are embracing the technology. Smaller companies are investing more and getting involved. How do you quantify the benefits? To answer that question, TweetMyJobs has prepared the whitepaper; “13 Surprising Benefits That Social Recruiting Will Bring To Your Organization”

Traditional ROI models don’t work for Social Recruiting – but these 13 benefits will get your whole company applauding Social Recruiting.

Traditional models and formulas for ROI do not apply for Social Recruiting because the benefits of utilising Social Recruiting extend way beyond the recruiting process. Social Recruiting benefits the entire company because it leads to hires that are a better fit for the company, more engaged, and more likely to stay and succeed at the company. Additionally, a company that is active in Social Media will establish a reputation for itself as innovative and forward thinking, and the company’s reputation will have an impact on the bottom line. Before you dive into Social Recruiting, understand the full spectrum of benefits so that you can inform your company as to the many returns on investment.

Download the whitepaper on the 13 Surprising Benefits of Social Recruiting by clicking here.

TweetMyJobs acts as the gateway for employers to post their jobs into the social network and get matched with seekers. Utilizing a powerful Social Network Interface (SNI) engine, employers have the opportunity of distributing their jobs and promoting their brand through Facebook, Twitter, Mobile and the major job search engines. At the push of a button, employers of all sizes can easily reap the rewards of social recruiting and secure the best talent for their business.

RCEURO THOUGHT LEADER CONVERSATION

RCEuro is continuing its series of conversations with Recruitment Thought Leaders. This series will be comprised of short video (or sometimes audio only) conversations between RCEuro founder Alan Whitford and the interview subject. We have a few 'in the can', with more scheduled.

Reena Gupta is the CEO of TargetRecruit, an integrated CRM and Applicant Tracking System built on the Force.com platform. In this conversation, we discuss the impact of being able to analyse and track real-time data for recruitment businesses. Being able to generate reports 'on the fly' and from any device at any time can deliver a real business advantage, whether it is an SME or a large company.

Reena also sets a teaser about new product developments in Credentials Management (the subject of our next Conversation).

Professional Passport, the largest independent assessor of provider compliance, has today announced the publication of the first comprehensive compliance benchmark for umbrella providers.

The benchmark standard is being published as a reference book entitled The Compliant Umbrella Providers Operational Handbook which is the most comprehensive book ever produced on umbrella compliance. The 17 chapters cover, in detail, everything that is required to ensure an umbrella operates compliantly. The information also highlights the importance of the relationship between the umbrella company and the recruitment company to ensure ongoing compliance.

Crawford Temple, Managing Director of Professional Passport, commented at the launch: "This provides the most comprehensive and detailed reference manual on all the processes and procedures required to operate a compliant umbrella company and sets a clear benchmark standard for compliance across the sector; something that has been lacking up until now. It has been written in such a way that you do not have to be a lawyer or legal expert to understand it. We have tried to outline, in clear terms, the operational processes and procedures so that anyone can assess their own current processes against the benchmarked standards or, if they need to, they can simply replicate and implement the benchmarked procedures. It also provides a central reference point for the many bulletins, regulations and legislation that apply so everything is in one place."

Asked why Professional Passport has taken this step Temple said: "The decision was made last year to produce the book as a way to achieve transparency of compliance in the market. All companies claim to be compliant however not all achieve it, until now there has never a been a trusted and transparent reference document to measure compliance. We hope that the publication of this book will help create the much needed benchmark standard. We also hope that the complete transparency will assist the providers to raise the bar of compliance across the sector. HMRC are now stepping up their compliance activity and we see this continuing to increase for the foreseeable future it is therefore essential that providers align their processes and procedures to a trusted standard to minimise the risk to both themselves and their clients. For too long now the compliant and responsibly run umbrella providers have been at a commercial disadvantage as they carry the additional costs of compliant processes; creating transparency in the market helps promote the responsibly run organisations and expose those that fall short."

HMRC commented: "We are aware of the work of Professional Passport and welcome any steps that are designed to improve and increase the level of compliance in the sector."

Anyone that operates in the umbrella market, or is a user of umbrella companies, will be more than aware that this is a constantly evolving and changing market and it is essential that the operating handbook can keep pace with these changes. The handbook is being published in such a way that each chapter can be easily updated as and when required. The book will be produced in a bespoke upmarket binder and subscribers will automatically receive updates as they are produced. It will be a simple case of taking the old chapter out and replacing it with the new. This update process also means that any amendments are transparent and users can review the updates to ensure they bring their own processes and procedures in line.

Commenting on this Crawford Temple said: "We see this handbook as a living document that we will amend and update as areas change. We are certain that many providers will want to engage with us to input and comment on the procedures as the recognised benchmark for compliance in the market. This is the ultimate reference manual and we aim to ensure it can be found on the desk of every senior manager in every umbrella company as well as a copy in the compliance department of every recruitment company and RPO."

The Compliant Umbrella Providers Operational Handbook is designed as an essential operational reference for every umbrella company as well as providing as an essential reference for every recruitment company, RPO and MSP compliance department trying to achieve a greater understanding of umbrella company compliance and avoid the risks and costs associated with non compliance.

The book can be ordered directly from the Professional Passport website . There is a 1st edition booking discount available until early May 2013.

The Technology In Recruitment Alliance - HR & Recruiter TV offers its series of back to work bulletins and Recruiter Headlines as montjhly videos sponsored by Smart Recruit Online, CV Library and APSCo. Check out some of the headlines in the article or visit the site to watch more of the video

This month's 'back to work' bulletin starts with news that, according to the new government Budget plan announced in March; 600,000 more jobs are expected this year than in the same period last year. Chancellor George Osborne was quoted as saying "The employment rate has been growing faster than in the US and three times as fast as in Germany".

According to a Right Managements global survey of more than 2,000 senior HR executives, across 14 different countries, it has been found that employers are becoming more optimistic on growth. On average 47% globally said it will be a year of growth and recovery marked by stepped up investments in new talent development initiatives.

Public sector hiring is set to overtake private sector recruitment in the next three months, according to a survey conducted by recruitment company Manpower Group. Managing director Mark Cahill said that "the public sector has let too many people go" "they have over-fired or let too many people take redundancy and they are the wrong people that have gone". The survey found that there was over 6% net employment outlook - meaning employers planned to increase staff turnover rather than reduce it.

The rise in mobile and tablets has sparked an increase in Games industry employment. It is up for the first time in 3 years according to a new report provided by games industry association TIGA. Overall the sector grew by 4% in 2012.

Blockbuster has been acquired by Gordon Brothers Europe. The outlet went into recession early this January and the move will keep 264 outlets open and save around 2000 jobs. Gordon Brothers Europe has also recently been involved in restructuring high street photography chain, Jessops and fashion brand Republic.

Many have criticised the new UK budget for the lack of measures that have been taken to tackle the current youth skill gap crisis. Mark Stephens MD at the F10 Group said "Today's Budget simply doesn't go far enough towards tackling the needs of school and university leavers who continue to struggle in their search for employment".

He then added "The measures being applied by government just don't seem to be making an impact on youth unemployment. Real initiatives need introducing to encourage employers to offer work experience to people in education and meaningful programs that encourage employers to take on University leavers, in the same way that businesses invest in graduates on the continent".

To support this, a recent report from The UK commission for Employment and skills has found that current recruitment practises are failing young people. The report highlighted the barriers to entry many young people face. A lack of experience was a key highlight for employers rejecting young recruits yet it was found only 1 in four employers actually offered work experience to young people at all.
Barclays has launched a new programme that will help get 10,000 young people into the work place. Their new 'Barclays bridges into work' programme will help young people with their CV writing and interview techniques as well as help SMEs when first recruiting apprentices by helping to find the right candidates and offering counselling and advice.

Regular visitors to our site will recognise our long time friend and sometimes guest writer, Richard Maddocks of Communicum in the Netherlands. The company delivers a unique methodology for business improvement and training for individuals and teams of knowledge based employees that helps solve some of the key staff issues facing any company:

Motivation - Staff satisfaction - Retention - Flexibility of the workforce

This week in his blog, Richard targets one of the real challenges of Talent Management and Development - it is being managed by the wrong department - HR. His contention is that it should be the business leaders stepping up to this challenge. He also offfers a roadmap to success, which embraces HR and the Line of Business heads. Read on and feel free to comment to This e-mail address is being protected from spam bots, you need JavaScript enabled to view it or directly to Richard.

Richard's Corner:

Every Management and HR (online) magazine I have received during the last 12 months contains at least one article related to Talent Management: the importance of identifying people´s real talents, developing it, finding ways to maximising usage, and of course to retain it. It´s extremely encouraging that this has become a “hot topic” because understanding how to do this, and then making it happen, is an essential key to success for all organisations irrespective of their size or industry.

However, I find 2 things rather disconcerting about all that I read:
1. There´s a lot of talk about the need to do it but very few ideas as to how to implement successful approaches
2. The focus seems to be to drive initiatives in this area from an HR perspective.

Let me tackle the second point first:
Unleashing more potential of individuals, and thus in organisations, is not something that should be driven and championed by HR departments. Of course, they should play a major role in supporting everything related to Talent Management & Development (TMD), and constantly be investigating new ways to do this, and to measure success.

However, the ownership of TMD needs to rest fairly and squarely on the shoulders of all Business Leaders & Managers…..for it to be successful it is imperative that, from the top down, every Manager is focused on TMD in the same way that they place importance on achieving revenue, profit and productivity targets. It should be one of the major Key Performance Indicators (KPI) that all managers have in their objectives, and are assessed upon.

If organisations desire to achieve significant progress with TMD, then it should be a constant agenda item in every Board and Management Team meeting. It is essential to include it in the Business Performance dashboards that are used to steer and adjust the business strategies and tactical programs.

And now to dealing with my first point above, how to implement a successful approach:

TMD is not something that just happens because management and HR design processes and provide training programs to stimulate it. The first thing to address is to create stronger leaders at all management levels…..to develop the awareness and competencies to enable managers to truly inspire and empower their team members to identify, develop and deploy their core talents. And to create an environment that allows this to happen.

It is indeed of vital importance that all employees become more pro-active in this process…..to take the appropriate responsibility for driving “their own bus” i.e. to enhance their self-management and personal leadership, to maximise their contribution to the business through a constant focus on developing and using their talents in line with the needs of the business. But they will only do this when the leaders are setting a good example (being a great Role Model), and when they are continually encouraged and motivated to spend time and energy on their personal TMD…..and are given the time to do so.

One of the key roles for HR in this process is to provide training, frameworks, common language and (software) tools to support the individual and collective efforts…..and to be able to assess what´s working and what needs to be improved. And then to supply the necessary input to the KPI´s and business dashboards.

So my key message is this: Talent Management & Development has become recognised as an essential ingredient for success in all organisations. To achieve the desired results, it needs to be treated as a core business process and it requires investment both in time and money. But when executed as outlined above, it will deliver benefits far in excess of any investment made.

A great example of the success of this approach is detailed in the Euroclear Case Study in this newsletter.(Editor Note: Click here for the download page) It is a perfect testimony to TMD being driven from the top, by the CEO…..and to the huge business benefits that can be achieved when it is consistently “front-of-mind” for the entire organisation and all teams & individuals.

Jobsite Live Streaming

TruLondon. Energetic track leaders and the informal exchange of ideas make TRU events virtual hot spots for knowledge sharing across the industry. Jobsite is proud to support the vitality of TRU in the UK.

Hosted by DeeDee Doke, the editor of Recruiter Magazine, the market-leading title for recruitment professionals. Well-known for her passion for creative and dynamic HR, DeeDee will be moderating the livestream panel discussions throughout the two-day #TruLondon event. The player should also enable you to view interviews from the spring TruLondon, hosted by Alan Whitford.

The Job Board Doctor is Jeff Dickey-Chasins (@JobBoardDoctor), a veteran of the job board, publishing, and e-learning industries. We read his blog and other posts regularly - and have often referred to his research and insights regarding not just Job Boards, but recruitment in general. The consulting services he provides will help your job board increase sales, profitability, and customers.

This week, Jeff mused on the elements that job boards shoiuld or could add to be more functional and relevant. He has kindly agreed for us to republish the post here. What do you think?

As noted in previous posts, I’ve been thinking lately about what makes a job board good – or not. Below are a few questions to that effect – and yes, some employment sites have these features, but most do not. Maybe there absent features you’ve wondered about?

• Voice input for search: Hey, if you’re like the other 40-50% of job seekers who use their mobile device for job hunting, you probably dislike thumb-typing (and its attendant typos) as much as me. So why not, in the age of Siri and Google Voice, do the mobile job sites fail to offer voice-based search? It would be great! Please, do it, yesterday.
• Targeted job distribution: I’m not talking about simple cross-posting, folks; I mean the kind of micro-targeting pioneered by Google that puts an employer’s jobs in front of potential candidates whether they’re sitting at a desktop, playing Angry Birds on their iPhone, or watching a webinar for extra CEUs. In other words, using BigData to big advantage – because not every qualified candidate visits your job board.
• ATS neutralizer: Yes, ATSs are remarkably good at scaring away candidates; yes, job boards get blamed for ATS failures. But some job boards have figured out how to provide employers with ALL of their candidates – even if the candidates DIDN’T make it through the ATS. You know what – all employment sites need this kind of ‘ATS neutralizer’!
• Recommendation engine: Amazon pioneered a remarkable (and occasionally spooky) ability to gather data on your behavior when on their site, then determine what you might be interested in. Now a new generation of recommendation engines have surfaced, utilizing additional data from your social interactions. So…why aren’t we seeing this on employment sites? No, not the simplistic “I noticed you have the job title ‘owner’, so you must want trucking jobs, since they are ‘owner/operator’. I’m talking about an employment site that looks at your profile, your resume, your search behavior, the data you put into your job alerts, your social connections, and any other scrap of data it can find to serve up useful, targeted employment opportunities – whether they are companies or actual jobs.
• More employer options: So what if you’re an employer and you don’t necessarily want to post a job or search through resumes? For the vast majority of job boards, you’re screwed, because that’s it. How about some more options, like targeted job distribution, social media management, career site management, pre-screened and vetted candidates, talent community management, or a mobile career site/app/and more?
• Rewards programs: Why don’t job boards have ‘frequent flier’ programs for both employers and job seekers – the more you use us, the more you get? Perhaps a job seeker could apply for a particular job via an aggregator – or via your site. Wouldn’t a rewards program tilt the odds in your favor? What’s more, you can offer rewards that make sense – a resume rework, a Starbucks gift card, or an interview fashion makeover.

I’ll be the first to admit that the above aren’t particularly earth-shattering or new – and that’s the point. These all rely on existing models, tools, techniques, what have you – and you should think about whether any of them make sense for your audience.

We are at the final TheJopPost seminar series event of 2013 in London, #SRTECH13. A new format today, with the morning sessions for in-house recruiters in the Retail, Hospitality and Travel Sectors. The afternoon session is for companies in the Digital, IT and Technology businesses.

As always with this series, RCEURO founder Alan Whitford will chair the sessions - and is also delivering the final keynote presentation of each session, exploring Employment Brand and its business/recruiting impact.

Topics being covered include:

• BUILDING A SOURCING STRATEGY TO ACCESS TALENT
• GROWTH OF MOBILE AND THE POSITIVE IMPACT FOR IN-HOUSE TEAMS
  CONNECTING YOUNG PEOPLE WITH THE WORLD-OF-WORK, EMPLOYERS AND THEIR FUTURE
• TRANSFORMATION OF YOUR TALENT AND RECRUITMENT FUNCTION
• HOTTEST TRENDS IN SOURCING
  THE FACTORS IMPACTING EMPLOYEE ATTRITION
  
• WHAT DO TOP CANDI REALLY CARE ABOUT WHEN LOOKING FOR A JOB
• THE VALUE OF BUILDING AN EMPLOYER BRAND TO ATTRACT AND RETAIN TALENT

The speaker lineup includes:

• Steve Ward, Cloud Nine Recruiting
• Matt Alder, Metashift
• Matt Corey, Global Talent
• Kirstie Kelley-Batt, Launchpad Recruits
• Alastair Cartwright, Ingenium People
• Russel Beck, Impellam Group
• Alan Whitford, RCEURO, Abtech Partnership
• Will Akerman, MyKindaCrowd.com
• Dimitar Stanimoroff, Stack Overflow

HR Tech Europe 2013 is at the forefront of technological change and brings you the game changers, the new faces, and new organizations that are shaping the future of work, and will continue to shape the future of HR in the near future. Held in Amsterdam's famous RAI centre on 24-25 October, the event will be reported acros a range of media properties, bloggers and Twitter @hrtecheurope

2013 marks the 3rd Year for HR Tech Europe, and once again the commitment and target objective is to grow the event two-fold in terms of visitors and attendees. In 2012 it brought together HR and IT Leaders from over 39 countries, with a combined influence over 9 million employees.

This year's plenary session guarantees the best keynotes in Europe; running alongside attendees will have unprecedented access to a choice of 8 Co-located events on Learning, Future of Work, HR Technology, New Product Innovations, Talent & Recruitment, Social Enterprise, an exclusive HR SaaS Forum, and UnConference.

RCEURO readers qualify for a 20% discount on the event registraion by entering our special code: RCE20.

As well as the conference menu delegates will find an exhibition with over 60 stands showcasing the Best HR Products, Solutions and Services available to the European and indeed global market. This year’s lead Sponsors are Oracle, Workday and SuccessFactors.

This year’s show not only brings you the Who’s Who of the industry, but also Global Thought Leaders to give their insights on the changing world of HR: Top trending TED speaker & bestselling author Dan Pink, together with Costas Markides, London Business School’s lead Professor on Business Innovation; Key industry thinkers and commentators such as: Naomi Bloom, Mark Hurd, Josh Bersin and Jason Averbook. Plus a leading cast of senior HR Practitioners to give unique access to a pool of knowledge, and an opportunity for focused discussion all exclusively under one roof in the space of two days.

HR Tech Europe 2.013 is the only event in Europe giving senior Human Resources executives a chance to review tomorrow’s solutions today, all in one place and in a neutral environment. With 1500 + people expected at HR Tech Europe 2.013, it’s the fastest growing HR event and community in Europe today with a rapidly increasing global reach.

What’s up for discussion at HR Tech Europe 2.013?

SaaS – ERP – Cloud – Social Networks – Integration – Consolidation – Mobile – BYOD – Learning Systems – Big Data – Analytics – Recruitment – Retention – Talent Management – Innovation - Performance – Gamification – Outsourcing – Payroll – Security – Consumerization – Privacy – Legacy Systems – Shared Services – HRIS – Workforce Planning – Engagement – Collaboration – Tracking – Networks – Architecture – ROI

See you in Amsterdam in October!

Recruiter Magaine’s latest ‘Smart Resourcing’ knowledge sharing event is taking place on 28 February 2013 at The Kings Fund, London. Looking beyond current dominant practices to explore emerging recruitment and talent acquisition methods, Recruiter’s ‘Smart Resourcing’ aims to take Recruitment Leaders Two Steps Beyond the expected - sharing innovative and powerful strategies guaranteed to propel your organisation to greater success.

A packed programme with plenary sessions and some terrific break out sessions with the day ably chaired by Roopesh Panchasra, Director Recruitment, Expedia and hosted by DeeDee Doke, Editor of Recruiter Magazine.

Highlights of the day include:

The Keys to Successful Recruiting Leadership
John Vlastelica, Managing Director, Recruiting Toolbox

Improving time to hire and reducing cost per hire in retail
Paul McNulty, Head Office Recruitment Manager, The Talent Team, Matalan

Training your hiring/line managers to recruit
Isabelle Hung, Global Head of Talent Acquisition, Alexander Mann Solutions
Why Recruitment Matters – Engaging the Board
Catherine Possamai, Director of Internal Resourcing, Capita

Recruiting for the RAF
Ian Tolfts, Group Captain Recruiting, RAF

The ins and outs of implementing an in-house training academy for your recruitment team
Lynda Price, Head of Resourcing - Insurance and Retail

Building and implementing an award-winning on boarding programme for new recruits
Adrian Thomas, Former Head of Resourcing, Network Rail
Mike Bickford, Interim Head of Resourcing, Network Rai

Workforce analytics
Jonathan Young, Head of International Workforce Strategy, Analytics and Talent Acquisition, Lockheed Martin

Growing a global recruitment team
Andy Hill, Vice President Talent and Resourcing, Invensys

Lessons learned from recruiting for the London 2012 Olympic and Paralympic Games
Paul Modley, Head of Recruitment, LOCOG

Managing a global pipeline of creative talent
Ryan Broad, Head Global of Recruitment, MPC

Mike Taylor's annual get together on the challenges and opportunities of mobile, social and video in recruitment is in London on 11 July. A few last minute tictets are available here.

Mike has combined his two featured events this year, with a shared programme in th morning and the afternoon workshops and case studies being split between the mobile streams and the social streams.

Check out the Social Media In Recruitment agenda here.

Mike has a great programme lined up for you, including:

Mobile Fundamentals

• An Introduction to Mobile
• An overview and of why you need to go Mobile
• Current Mobile Trends

Mobile Websites & Mobile Apps

• How not having a mobile website can damage your business
• Current mobile examples (good and bad)
• Responsive Design
• Key essential features to include in Mobile Websites & Mobile Apps
• Mobile Recruitment Case Studies

Implementing Mobile Recruitment

• The best choice for you – a Mobile Website or a Mobile App (or both)?
• Essential Mobile Functionality & different mobile build options
• ROI & Cost Per Hire from Mobile

You can see the full programme here:

The Direct Employers Association (DEA), the first UK based Trade Body specifically created for hiring organisations with a strong focus on the Talent Acquisition and Resourcing function as well as the in-house professionals who deliver on the recruitment agenda, are to meet with the HMRC to discuss legislation relating to temporary workers and the recruitment sector from a tax perspective.

The Roundtable attendees will include DEA founder member representatives; providing those companies and their representatives direct access to senior policy officials to discuss a wide range of topics and issues impacting the resourcing sector; covering both contingent workers and permanent recruitment. This will be the first of an ongoing series of engagements with Government departments designed to inform and influence legislative and policy direction and thinking.

Alan Whitford, Operations Director at The Direct Employers Association commented: "One of our key objectives is to engage with Government and policy makers to ensure we create the right conditions for informed decisions affecting UK employment. This covers a number of areas such as skills, training and creating a link between business and education in an attempt to better equip people leaving full time education for work; all of these topics have been high on the Government agenda for some time now."

Colin Minto, Global Head of Resourcing at G4S and the first Executive Committee Chairman of The Direct Employers Association said: " An important part of the DEA's mission will be to work with and influence policy makers, key stakeholders and business leaders to create the right environment for effective recruiting. The objective of the DEA is to create the framework to allow this to happen. This framework provides the members with a single voice supported by the power of the collective force of the UK's best and most innovative employers. This meeting is an important first step along the journey."

He went on to say; "These engagements will empower our member company representatives within their own organisations by equipping them to talk authoritatively on key business risks and issues that they can champion and advise internally with their colleagues. This will elevate their status and further emphasise the importance of their role within the business."

Whitford concluded; "The Direct Employers Association allows employers focussed on growth strategies to share experiences and create best practice as well as identify business and resourcing issues and raise these directly with Government. It also allows Government and policy makers a direct route to discuss ideas and policy developments with key business leaders and those directly affected by legislation."

The London 2012 Olympic and Paralympic Games was an outstanding success and is widely recognised as a model of exceptional employee engagement and customer service. The Games were also the UK’s biggest peacetime recruitment project ever.

So, what legacy lessons does London 2012 have for recruiters?

Legacy 1: Communities & engagement are the glue to elite recruiting

How do you recruit, motivate and retain a large project workforce when they all know from day one that their jobs will cease to exist the moment the project is finished?

Speaking at the recent Smart Resourcing Conference in London, this was the challenge faced by Paul Modley, Head of Recruitment for London 2012.

“The glue really to pull this all together was communities and engagement.”

Legacy 2: Social recruiting is personal – so use your unique connections to ‘stand out’

Hiring great talent was important, but employee retention was one of the key reasons why the Games were so successful.

Elite recruiting performance was achieved by providing talent community users with self-service engagement tools to upload profiles, share groups and news 12 months in advance of jobs becoming available.

Connecting employees to jobs at 500 employers boosted retention. These employers have already amassed recruitment cost savings of more than £3 million and are well on the way to achieving the target of £10 million savings.

Owning and managing all their own talent relationships in one network enabled London 2012 to achieve the astonishingly low level of attrition of just 3% in the 12 months leading up to the Games.

Legacy 3: Talent pipelines can work 12 months before jobs arise

Key to meeting these challenges was London 2012’s work with Hollaroo, who provided their private social recruiting network – one network for all their talent communities.

To share further insights from Hollaroo's work with London 2012, or to discuss its social recruiting solutions (employee referrals, talent pipelining, internal mobility, graduate recruitment, alumni communities and more), please This e-mail address is being protected from spam bots, you need JavaScript enabled to view it

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system. Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and available as public beta.

Qandidate.com will post a regular series of content about recruitment, technology, social media and company management.

Rotterdam, 28 May

Qandidate.com, the free online recruitment system has announced today that Quintin Schevernels has accepted the invitation to join the board of advisors of Qandidate.com. As per the 1^st of July 2013 Schevernels will officially join Michiel Muller, Marc Duijndam and Simon Guild as the fourth member of Qandidate.com’s board of advisors.

Schevernels is currently holding the position of CEO at Layar, the global leader in mobile augmented reality with more than 30 million downloads and more than 40,000 professional users. Prior to his employment at Layar Schevernels has held a number of executive and senior management positions at VNU media, TMG and Randstad and brings a wealth of experience in recruitment, e-commerce and online media. Besides his activities at Layar, Schevernels currently advises young entrepreneurs on how to achieve their dreams and is closely involved in a number of corporate responsibility initiatives.

“With Quintin joining our board of advisors we think we have gathered an amazing team around us. Each member of the team has a different and unique background.” says Wouter Goedhart, Partner at Qandidate.com. “Our advisory board brings a wealth of experience and expertise to all areas of our business, from management, marketing, to global expansion. We really value their open and honest opinions and feedback and are delighted that they will join us on this exciting journey."

TheJobPost is hosting the London leg of its techology and recruitment roadshows on 16 May, chaired by the Operations Director of the Direct Employers Association Europe, Alan Whitford.

The day follows the formula that TheJobPost has perfected, with the morning set or in-house recruiters and the afternoon for recruitment agency and other 3rd party suppliers to the industry. Follow and participate in the discussions via the Twitter hashtags.

#SRTECH13
250 In-House recruitment leaders are gathering in the morning of 16 May in London to share knowledge on what's new, what's now and what's next to effectively source, attract and acquire talent whilst networking with their peers to gain more ideas.

Presenters includer University of Oxford, Cut-e, Impellam, LinkedIn, Work4Us (Facebook's #1 Recruiting Platform), Grapple Mobile, Brightsparks, Broadbean, IT Job Board, TheJobPost, Sonru and an expert panel debate.

Full agenda here: http://srtech13may.eventbrite.com/

#TECHREC13
There will be 200+ 3rd party recruiters at Technology and the Modern Day Recruiter in the afternoon of 16 May in London

Speakers include Guy Hayward CEO of Goodman Masson who will highlight how firms can increase profitability and scale their business. Other speakers will showcase products and solutions to Recruitment Owners looking to source the best clients and candidates in the market.

We continue with our Annual look at seasonal hiring challenges. Enjoy the Holidays.

Recruiting Temporary Staff to Work in Unforgiving Conditions and a Remote Locality

As we come up to Christmas 2012, we thought we might take a tongue in cheek look at the hiring challenges facing a temporary business, based in an unpopular location with little transportation infrastructure or connectivity to the outside world, other than a brief 24 hour window. Working conditions are 24x7 leading up to the annual close of the business when all staff are made redundant until the following season; other than management staff, who are able to take a long summer vacation.

How would Santa Claus actually go about recruiting his manufacturing design staff?

• Update his corporate Career Site on Santaclausjobs.net
• Post a job on northpolejobs.net
• Use generic job boards
• Run a Twitter posting campaign (@santaclausjobs)
• Explore his LinkedIn group (Santa's Little Elves)
• Create a Facebook Fan Page (Working for St. Nick)
• Get cracking with Google+

Perhaps his Job Post would look a bit like this:

Fulfilling Childhood Dreams - Delivering Joy and Happiness
Global Toy Manufacturer and Distribution Business is seeking energetic and dedicated workers to join this thriving business which specialises in delivering Holiday Cheer to millions of children around the world. Manufacturing toys and presents in our state-of-the-art workshop at the North Pole, we offer a dynamic work environment that has been evolving for over 400 years.

Specialists in distribution management, we utilise our 'Naughty or Nice' CRM system to ensure that we identify our target customers effectively for a 24 hour delivery window.

We depend on our unique and purpose built delivery vehicle, with the transportation team comprised of a team of 8 locally hired reindeer. At times of inclement weather, we bring in a specialist team leader with his 'Shiny Red Nose' to help keep deliverys on time.

Apply Now:
If you are interested in working in this life changing business on a seasonal basis, visit our career page or contact our Hiring Manager, Mrs S. Claus by email, text or twitter, enclosing your CV or links to your LinkedIn or Facebook profile. Initial interviews will be conducted by Video conference call.

All of us at RCEURO wish you a happy and peaceful holiday season.

The judges for the 2013 Global Recruiter Industry Awards have drawn up their shortlists for this year’s accolades. To say the job was difficult is something of an understatement. With a record number of entries – and an incredibly high level of competition in some categories – there was much debate, deliberation and weighing of criteria. Despite this, decisions have been made and, like all judges’ decisions, they are final.

Overall the judges have been impressed by the high standard of entires this year and it should be remembered that these Awards come without a price tag – in other words no fee has changed hands for entering – which means there has been a level playing field throughout. In some categories smaller companies have gone head-to-head with the large corporates, the start-up has been able to do battle with the long-term industry fixture. The final results will be interesting, but for now the list below covers those who have been recognised by the judges as offering something different and of clear value in the industry.

For those of you who did enter but did not get the nod, remember the competition was fierce, and it will certainly be worth your while putting in a good 2013 and entering again next year.

The best of the best for this year’s Industry Awards, headline sponsored by First Choice Software, will be announced at the Awards ceremony on 27th June held at the Cafe de Paris, in London.

RCEURO wishes its readers joy, good health and a wealth of happiness for 2013.

For our industry, we hope that companies begin to invest in their 'most important asset' - employees; unemployment numbers go down; and that job seekers, intermediaries and employers alike meet and communicate on common ground, with each party getting what they hope for.

As we move into 2013, we pledge to meet more of you, on and off line. RCEURO will continue to evolve to meet your needs and interests.

The best and brightest in recruitment were recognised on 1 May at the 2013 Recruiter Awards for Excellence, sponsored by Eploy. The event was hosted by Ed Byrne at a packed Grosvenor House Hotel in London’s Mayfair.

In addition, money was raised at a charity casino on behalf of SoldierOn!, Recruiter’s charity of choice for 2013-14. This is the second time Recruiter has partnered with the organisation, which works to enable disabled ex-servicemen and women into meaningful, long-term employment.

The full list of winners follows:

• Best Newcomer Agency:
  AdMore Recruitment
  (Highly Commended: Pod Talent)
• Best Employee Referral Strategy, sponsored by Eploy:
  EMC
• Best Recruitment Agency Marketing Team:
  FiveTen Group
  (Highly Commended: Cititec)
• Most Effective Recruitment Campaign:
  The Portland Hospital in partnership with Pink Squid
• Best Banking/Financial Recruitment Agency:
  Cititec
• Most Effective Employer Brand Development, sponsored by Transline Group:
  LV=
  (Highly Commended: Allied Bakeries)
• Best Temporary Recruitment Agency:
  |Protocol Education
  (Highly Commended: Randstad Education)
• Best Candidate Care, sponsored by the Recruitment & Employment Confederation:
  Independent and Kiddicare
  (Highly Commended: Penta Consulting, Tangent International)
• Best Candidate Experience and Onboarding, sponsored by indeed:
  Matalan
  (Highly Commended: Ovo Energy)
• Best Client Service, sponsored by Liquid Friday:
  CBSbutler
• Best Graduate/Trainee Recruitment Strategy:
  Newton Europe
  (Highly Commended: Deutsche Bank)
• Best Apprentice/School Leaver Recruitment Strategy:
  Network Rail with Work Communications
  (Highly Commended: Visa Europe)
• Best International Recruitment Agency, sponsored by Eploy:
  Penta Consulting
  (Highly Commended: Antal International)
• Best Global/International Recruitment Strategy:
  Life Technologies
• Best Engineering Recruitment Agency, sponsored by Boox:
  CBSbutler
• Best Professional Services Recruitment Agency:
  Annapurna Recruitment
• Best IT Recruitment Agency:
  LA International Computer Consultants
• Best Technology Innovation:
  YO! Sushi in partnership with Pink Squid
• Innovation in Recruitment:
  Hays
  (Highly Commended: The Royal Bank of Scotland Group in association with ThirtyThree)
• Best Job Board:
  CareersinAudit.com
  (Highly Commended: Technojobs)
• Best Small Recruitment Agency to Work For:
  Caritas Recruitment
• Best Large Recruitment Agency to Work For, sponsored by CV-Library:
  Goodman Masson
• Best Embedded Recruiting Team:
  Capita Resourcing at Secure Central Government Client
• Outstanding Outsourced Recruitment Organisation:
  GradWeb
• Small Recruitment Agency of the Year:
  Resourcing Group
• Agency Recruiter of the Year, sponsored by Strategic-Move:
  Tony Vickers, Balance Recruitment
• In-House Recruiter of the Year:
  Jo Morgan, Sodexo Prestige
• Best Recruitment Team:
  Life Technologies
  (Highly Commended: LV=)
• Large Recruitment Agency of the Year, sponsored by ICS:
  Pathology Group

TMP (UK) Ltd known as TMP Worldwide, a UK resourcing and communications business, has agreed the purchase of the advertising and e-solutions business from Tribal Resourcing, part of Tribal Group plc.

TMP Worldwide is a key player in the UK resourcing sector and sees the purchase of Tribal Resourcing’s advertising and e-solutions business as a fantastic opportunity to reinforce its position as a leading recruitment organisation both in the private and in the public sector. Not only does the acquired business complement TMP Worldwide’s current services in the public sector, it also brings business efficiencies and great strategic partnerships.

Andrew Wilkinson, CEO at TMP Worldwide, says: “This opportunity supports our strategy and determination to grow our resourcing partnerships with clients in both the private and public sector by delivering employer brand led, media and digital based solutions.

“The recruitment markets have been challenging during the recession but as we emerge we are investing in our business. This deal strengthens our resources and broadens our client base as we enter 2011."

Tribal Resourcing is one of the largest recruitment solutions providers to the UK public sector. Its services are based around the attraction, selection, development and retention of staff across its public sector client base.

Tribal will retain the executive search and selection, assessment and interim resourcing business and will work in partnership with TMP Worldwide to continue to provide integrated resourcing solutions to clients.

Julie Towers, Chief Executive of Tribal Resourcing, comments: “Tribal Resourcing has been a hugely successful business and has earned its place as the public sector recruitment market leader. I am really proud of what we’ve achieved but this sale is rightly supportive of the change of strategic direction for Tribal Group announced last year."

“Our remaining executive resourcing and re-organisation work will continue to support Tribal’s businesses in education, health and government and we look forward to working in partnership with TMP Worldwide to provide end to end resourcing services to the public sector.”

UK Recruiter founder and industry doyen, Louise Triance, is hosting her annual end of year Recruitment Conference in London on Wednesday. It will be followed that evening by the Scottish wizard, Stephen O'Donnell's National Online Recruitment Awards. A double bill not to be missed.

Here is what Louise had to say about this year's event in her recent blog: 10 Reasons to Attend....

. for the knowledge you’ll obtain by hearing from and speaking with (amongst others):

1. Dan McGuire – recruitment’s golden boy and major league entrepreneur

2. Graham Palfry-Smith – from star recruiter with a bright yellow Ferrari to non-exec expert

3. Andy Headworth – no one knows more about social media and how to really use it than Andy

4. Matt Alder – has seen it all and is now looking into the future

5. Mike Taylor – uber conference organiser and mobile recruitment expert

6. Keith Robinson – has been there and seen it all in recruitment terms

7. Katharine Robinson and Laura Stoker – I don’t believe anyone has more sourcing knowledge than these ladies

8. Barry Cullen – the only friendly lawyer I know

9. Alan Whitford – was an expert in recruitment technology when the rest of us couldn’t even operate the fax machine

10. Lisa Jones and Bill Boorman – you are unlikely to find more passion and knowledge about recruitment technology than from this double act!

I’m really looking forward to it as we have an absolutely brilliant lineup of speakers and sessions. We start off with Kevin Green of the REC delivering our Keynote. Kevin is going to be candidly talking about the state of the industry – trends, future growth, big picture, uk market, etc. He is an excellent speaker and happy to be a bit controversial. After that we have two steams of sessions (delivered by the experts above), each 45 minutes long, running throughout the day. The agenda is split so that sessions running parallel are either strategic or tactical/practitioner based. Each session consists of 20-25 minutes of structured presentation (with key learning points!!) followed by 20-25 minutes of either debate/discussion, q&a or workshop sessions.

The sessions are:

Building a Business to Sell – Dan McGuire of Cube19 and Graham Palfry-Smith
Social media for clients/business generation – Andy Headworth of Sirona Consulting
Getting more clients – Marc Cohen of ConSol Partners
Mobile Recruiting – Matt Alder of MetaShift
Video in recruiting – Mike Taylor of Web Based Recruitment and Daniel Richard of Sonru
Marketing and your recruitment business – Keith Robinson of ECOM Digital and Mike Ellingham of MESO Marketing
Sourcing Candidates Online – Katharine Robinson (AKA The Sourceress) and Laura Stoker of AIRS
Legal update/clinic – Barry Cullen (AKA BarryTheLawyer)
Employment brand – Alan Whitford of Abtech Parntership and Martin Dangerfield of Symantec
Technology trends – Lisa Jones of Barclay Jones and Bill Boorman

The event costs only £40 so is excellent value. You can book at recnet7nov.eventbrite.co.uk and you can see photos’s from last years event on our Facebook page.

Stephen O'Donnel, chairman and founder of the National Online
Recruitment Awards,has announced the Finalists for the twelfth
annual event. The winners will be revealed at the awards event
in London on Wednesday, the 7th of November.

The Finalists for the National Online Recruitment Awards 2012 are as follows:

Following a fantastic awards night in London we are delighted to announce the winners of the inaugural Marketing Recruitment Awards

On 2nd December more than 180 recruiters and industry protagonists battled the inclement weather to accentuate the belief that the marketing sector is set for a resurgence. Galvanised by more than one common cause, Awards finalists and other industry professionals participated in the first recruitment awards for the marketing sector, which was headlined by the staffing industry’s most celebrated entrepreneur, James Caan.

The black-tie occasion at the prestigious Jumeirah Carlton Hotel commenced with a champagne-reception, before attendees moved through to the bespangled Ballroom, where tables were dressed with wine and more champagne, supplied courtesy of recruitment advisory and consultancy service, HB RIDA and digital marketing agency, Cloudspotting.

A fantastic 3-course dinner was attended by Mr Caan, who arrived ahead of schedule to join colleagues from Hamilton Bradshaw.

Headlining with recruitment guru

Following the dinner and in the absence of APSCO CEO, Ann Swain, the scheduled compère for evening, Simon Lewis, editor and co-founder of event hosts*, Only Marketing Jobs, took to the stage to introduce Mr Caan as headline speaker. Under the title of ‘Looking to the Upturn’, Mr Caan eulogised about the marketing recruitment industry and predicted a prosperous year ahead. Commenting that his private equity company was “open for business”, the Dragon’s Den star hinted that his next investment would likely be in a marketing recruitment agency.

The affable recruitment mogul concluded an inspiring and insightful speech with an impromptu Q&A session, which touched on subjects ranging from the best piece of recruitment advice he’d ever received to industry-related products witnessed in the Den.

Participant praise

At 21:30 it was time for the main event - the Awards presentation. Category sponsors were invited to reveal finalist nominations before announcing the respective category winner. In what was a hotly contested process, all finalists were commended for their commitment to the first ever MARAs, as the 1,000s of votes received were accompanied by some fantastic supporting evidence. The buzz surrounding this part of the evening was electric.

Once the applause had stopped and the Prodigy’s ‘Omen’ sting reduced to a beat in the eardrums it was time to party. And with stand-in DJ, ‘Retro Russ’, banging out some classics, the dance-floor erupted with a variety of curious moves long into the intoxicating night…

The marketing recruitment industry is well and truly alive!

Here are the MARA 2010 winners. Congratulations to them all:

Best Newcomer – Nakama London - Sponsored by HB RIDA

Best Niche Agency - Carrot Pharma - Sponsored by first choice software

Best Social Media Strategy - Major Players - Sponsored by MetaShift

Best Small Agency - Dynamic New Alliances - Sponsored by Social Media In Recruitment Conference 2011

Best Candidate Experience - Stopgap - Sponsored by Liquid Friday

Best Client Experience - Hays Marketing - Sponsored by ECOM DIGITAL

Recruitment Innovation - Stopgap - Sponsored by AllTheTopBananas.com

Most Effective Marketing Strategy - Major Players - Sponsored by 4MAT

Best Regional Agency - Adam Recruitment - Sponsored by Leumi Invoice Finance

Agency of the Year - Major Players - Sponsored by Arithon

Recruiter Magazine is celebrating outstanding achievements in recruitment over the last 12 months with the Recruiter Awards for Excellence. For the second year running, the Awards recognise the accomplishments for in-house recruitment, recruitment agencies, recruitment ad campaigns, job boards and RPOs at one event. Held at the Grosvenor House Hotel on Wednesday 11 May on London’s Park Lane, the awards ceremony is a black tie affair, with this year’s host noted comedian Dara O’Briain. Headline sponsor this year is Innovate CV.


The full 2011 Shortlist can be seen here.

Some of the highlights:

Recruitment Personality of the Year
Greg Allen, Nokia
Susan Bor, Royal Bank of Scotland
Louise McCarthy-Teague, Meridian 

Sir Alec Reed, Reed 

Tara Ricks, Randstad Financial & Professional

Best Candidate Experience
Harrods
KPMG

Kwik Fit Insurance
Pizza Hut (UK)

Most Effective Employer Brand Development
Alliance Medical (Jupiter Advertising)
Gala Coral Group
PizzaExpress (Pink Squid)

Royal Bank of Scotland

Most Effective Recruitment Strategy
Boots UK
Harrods 

RS Components
Barclays Capital (Stafford Long)

Stephen O'Donnell is extremely proud to be able to announce the Finalists for the tenth annual National Online Recruitment Awards. Winners will be revealed at the awards event in London on Thursday, the 4th of November

The Finalists for the National Online Recruitment Awards 2010 are:

Best Generalist Job Board
Jobsite
Monster
Reed
Totaljobs
Fish4Jobs

Best Specialist (Niche) Job Board
British Medical Jobs
Only Marketing Jobs
Retail Choice
Secs in the City
eFinancial Careers
Totally Legal
Executive on the Web
Nurses

Best Regional Job Board
Graduates Yorkshire
NI Job Finder
Key 103 Jobs
Jobs in Wales
S1Jobs

Best National Recruitment Agency
Reed
Advanced Resource Managers
Pulse
Progressive Recruitment
Michael Page

Best Small Recruitment Agency Website
Orchard
Chase Zander
Maxim Recruitment
McCarthy Recruitment
Inspiring Interns
Ambitions Personel
Idex Recruitment
PFJ

Best Major Employer Website
Claire’s Accessories
Army Jobs
LV
Yorkshire Building Society
T-Mobile

Best Small Employer Website
Jagex
Advance Resource Managers
Air Tanker
Chase Zander
Innocent Drinks

Best Online Recruitment by a Consumer Publication
The Scotsman
Express and Star
The Guardian
The Telegraph
The Herald

Best Online Recruitment by a Trade Publication
Retail Week
Brand Republic
PR Week
Times Educational Supplement
Electronics Weekly

Best Employment Advice Website
My Work Search
Monster
DWP Employment Index
Career Player
Guardian Careers

Best Newcomer in Online Recruitment
CV See Me
Ambitions Personnel
CK Clinical
Food Industry Careers
Inspiring Interns

Best Innovation in Online Recruitment
OVIA
CVSeeMe
Gatszu
TGI Friday FriDOiDS Blog
Gala Coral Careers

Recruitment Website of the Decade
Jobsite
Reed
MOD/Army Jobs
Totaljobs
S1 Jobs
Monster
CV Library
Jobserve

GenY - we have written about the potential impact of this generation on the 'state of work', ways and means of attracting GenY to your company, how do you handle the different generations with the workplace and whether there is even one GenY profile. What would have more impact on the state of work than the leadership of the UK over the next 5 years? Isn't this where GenY may make the most impact?

Christoper Lomas of Naked Generations shared with us their blog and slides about the potential impact of GenY on the UK election.

The State of UK PolitYcs

Debates, Bigot-gate, Clegg-mania, and ‘last week I met…’ are some of the exciting, embarrassing and hilarious anecdotes of the 2010 general election, which has taken the UK by storm. Not since the 1997 election has the public been so engaged in British politics, so anxious to find out who will be the next leader of our country.

In particular, this is the first election in which Generation Y has taken a real interest. In 2001, the first election in which many Gen Ys could vote, 46% took to the polls. But in 2005, this dropped to 37%. Youth voter apathy was at its highest for decades.

The 2010 election is different. Two key factors that have engaged this generation are the leaders’ debates and social media. The debates have helped people connect with the leaders and get a feel for what they would be like as PM. The popularity of the debates was reflected on Twitter, as over 154,000 tweets were dedicated to the subject. And on Facebook, tens of thousands of users became fans of the leaders, most notably Nick Clegg and David Cameron.

The Electoral Commission reported there has been a surge in registrations by young people, with 40% of visitors to the website falling into the 18-24 age-bracket. Generation Y, it seems, is looking to make a stand.

But will UK Gen Y swing the vote, as their peers did in the US? I guess we’ll find out on Friday...

NEW YORK--(BUSINESS WIRE)--Monster®, the leading global online career and recruitment resource and flagship brand of Monster Worldwide, Inc. (NYSE: MWW), today unveiled its new global seeker experience. Launched in 24 countries, the new site offers job seekers an innovative, intuitive, and personal experience designed to deliver a fulfilling career management resource.

“Monster has made a significant investment in product and technology in an effort to design and develop new tools and applications that help job seekers manage their career,” said Sal Iannuzzi, chairman, president and CEO of Monster Worldwide. “The result is an entirely new site experience which allows job seekers a more engaging and dynamic way to find the career that best matches their talent, background, aspirations and professional goals. We set out 18 months ago to deliver the best seeker experience possible. Given what is going on today with the global economic crisis and its effect on employment, we are even more gratified to be able to provide these valuable tools to seekers.”

The new site will allow seekers to more efficiently register with Monster, upload and maintain their resumes, conduct job searches, and apply to jobs. In fact, it is now over 70 percent easier to upload a resume to Monster, and registered seekers can apply for a job in as few as two clicks. This improved functionality will roll out in 24 countries immediately. In addition, unique new career management applications have been designed to not only attract, but engage and appeal to both the active and passive seeker. Available initially in the U.S and rolling out to other countries in the coming months, these include:

* Monster Career Mapping – patent-pending career exploration tool that leads people to explore their careers via many possible and interconnecting paths. This tool will provide an unrivaled ability for seekers to explore career paths taken by people similar to them in skills and experience, enabling them to set reality-based immediate and future career goals, and understand the steps to get there. Monster leveraged the depth of its resume database to analyze work histories to provide empirical evidence about the most commonly chosen career paths people take.

* Monster Career Snapshots – a tool that allows users to access thousands of occupational profiles describing various roles, the skills required, the compensation and work/life balance associated with them. This tool will also provide the ability for users to share their similar careers and experience to provide a dynamic and deeper understanding for seekers.

* Monster Career Benchmarking – assessment tool that helps candidates measure themselves against other individuals or jobs in their industry so they can compete more effectively for the positions they desire.

“The new Monster is a dynamic, interactive, intuitive destination experience – not a static, one-way job board,” said Darko Dejanovic, executive vice president, global chief information officer and head of product, Monster. “Ultimately, these changes create a platform that will enable us to continue to introduce new and exciting functionality in the future. Similarly – and equally important – employers will benefit from increased candidate engagement and activity, and improved reach and presentation of their jobs to the right seekers.”

In addition to Monster’s new seeker capabilities yielding more qualified candidates, Monster’s new Audience Sponsorship product leverages the new seeker experience by providing employers with increased exposure through expanded media solutions. The product allows employers to target desired seekers by advertising where relevant seekers are searching and navigating the site. Also benefitting employers, Monster has begun rolling out a new employer site experience designed to improve the overall recruitment process. New enhanced resume search, job and candidate management, job posting wizard and online resource center tools are designed to help employers increase productivity and maximize their recruitment return on investment.

“Today's ‘new’ Monster not only provides the resources to help people find a job now, it also helps people begin to identify and plot out career aspirations over time,” said Iannuzzi. “We’re delivering on our promise to make Monster a personal, relevant and exciting place to search for the perfect job. Simply put, there has never been a better time to visit Monster.com.”

Creating a completely integrated candidate experience:
The project involved creating an Employer Brand, a campaign of nine recruitment advertisements, an Employee Referral Programme, a recruitment microsite and a menu of various candidate communications and templates - all of them ‘joined-up’ to the original employment branded proposition.

The solution was crucial in enabling United Biscuits to embark upon a new era of sourcing candidates directly and reducing its reliance on 3rd party recruiters. The campaign was cited by HR Magazine, January 2008, as an example of best practice in branded recruitment communications.

“The work Entity produced was superb and the results exceeded my expectations. Entity’s team of Planning, Digital, Brand and Technology professionals offer a very powerful service. I could not ever imagine being involved in any client project that had recruitment communications issues, without speaking to the team at Entity.”

Heather Buglass
HR Business Partner, United Biscuits.

MONSTER RETURNS TO TV WITH £2.5M AD CAMPAIGN INSPIRING JOBSEEKERS TO ‘FIND BETTER’
BRAND FOLLOWS THE JOBSEEKER JOURNEY WITH MULTI-PLATFORM ADVERTISING CAMPAIGN

Monster.co.uk is launching a multi-channel advertising campaign encouraging people to ‘Find Better’ in their working life and career.

The new campaign, which marks Monster’s first return to TV since its last appearance in 2008, tracks jobseekers throughout the day, placing a series of messages at strategic locations. It will run from 11 February to 31 March and will be seen and heard approximately 1,311 million times. Check out the campaign Infographic overview in the RCEURO Blogpost by Alan Whitford for more detail on the interactive campaign.

In the first campaign of its kind for Monster UK – spanning across TV, out-of-home (OOH) digital, radio and online – the advertising is designed to follow the jobseeker from sunrise to sunset, tapping into universal truths about work and job seeking, inspiring them to ‘Find Better’. Two of the ads can be seen now on the Monster.co.uk Google Channel, including the Pinocchio and Moose (Double Take) ads.

From sunrise, a breakfast radio partnership with Global Radio and the Capital Breakfast Show aims to stimulate discussion amongst jobseekers about jobs and careers, delivering high frequency brand awareness. The campaign will be highly visible, using outdoor digital displays across the country; at major rail stations, tube stations and roadside, including nine state-of-the-art, digital screens circling the concourse of Euston station, one of the UK’s premier digital out of house sites. Ads will have a strong presence during commuter timings, to inspire jobseekers in the mornings and stimulate job search in the evenings.

In addition an integrated digital display and search strategy will reach seekers across mobile, tablet and desktop to ensure Monster is present with messaging throughout the working day, in the evenings and at weekends.

TV advertising will be up-weighted on Sunday to Tuesday evenings to catch jobseekers starting their working week, with a particular spike on Sunday evenings, where Monster typically believes people are most receptive to thinking about their future career options.

David Henry, VP Marketing, Monster.co.uk
"Over the last few years many people have been hesitant to look for a new job; some believe there are few of the right jobs out there, some have simply decided to stay put. 2013 is the “new normal”, where the economic climate ceases to be such an important factor in people’s career decisions – leading to a growth of people now prepared to move for the right job. Monster’s new campaign stimulates and encourages people to look for a better role, and demonstrates how easy it can be using Monster’s unique semantic search technology."

Sinead Bunting, Media Director, Monster.co.uk
"Our campaign targets jobseekers on every level: creating an emotional impact on their daily journey, inspiring them to find better, and informing them of how Monster can help. We do this by being where they are throughout their day."

Marussia F1 Team Partners with Monster.com to recruit the best talent from around the world

NEW YORK, Feb 07, 2012 – The Marussia F1 Team is partnering with Monster.com®, the worldwide leader in connecting people to job opportunities and the flagship brand of Monster Worldwide, Inc. (NYSE: MWW), to recruit for a variety of permanent roles that will influence the technical and commercial success of the team. Four of these roles will be specialized opportunities, advertised as 'Cool Jobs,' and will use Monster's global job seeker reach to help ensure the Marussia F1 Team receives the most qualified applicants from all over the world. As part of the partnership, the Marussia F1 Team will also leverage Monster's Talent Management Suite to optimize efficiency throughout the recruitment lifecycle, and to help the organization quickly hone in on top talent.

The first of the four global 'Cool Jobs' is now available as the team is looking for an aerodynamicist to play a vital role in the development of Marussia's next generation F1 race car. The jobs will be based in the Marussia F1 Team's new technology centre located in Banbury, England, but the team will consider qualified candidates from all over the world. With an expected job start date of mid-April, interested seekers should apply immediately at www.monstercooljobs.com/marussiaf1team . In addition to the globally advertised 'Cool Jobs,' up to 40 other permanent opportunities will be available in the coming months to job seekers throughout the EU.

Andy Webb, CEO, Marussia F1 Team, stated: "Monster is an exciting and much-welcome addition to our portfolio of Marussia F1 Team Official Partners. Formula One is a technology-driven sport, but you need the right people with the right talents to drive these processes. At this time, when we are looking to augment our expertise in key areas of the team, this partnership will enable us to reach a much wider scope of qualified candidates, leveraging Monster's global reach and its precision search matching technology."

Katie Allen, Head of HR, Marussia F1 Team, added: "The partnership with Monster will enable us to significantly increase our talent reach quickly and cost-effectively – which is vital in the F1 recruitment arena. As a small F1 team, we also look forward to using the Talent Management Suite to help us manage our recruitment and resourcing plans in the most professional and efficient way, whilst ensuring that more of our HR focus can be directed at development activities for the business and our people ."

Ted Gilvar, Executive Vice President, Global Chief Marketing Officer, Monster, noted "We're thrilled to be working the Marussia F1 Team. We're confident that our global reach, combined with our unparalleled job matching technology will help the team find the unique talent they need to succeed."

Marussia F1 Team Social Media Driver Contest

Monster and Marussia F1 Team will also offer fans from select countries the opportunity to win the chance to shadow the Marussia F1 Team blogger for a key race and experience all of the action first-hand. Winning entrants will help report back on all of the excitement – both trackside and behind the scenes. More details will be available soon.

About Marussia F1 Team

The Marussia F1 Team is a young and ambitious Anglo-Russian challenger competing in the FIA Formula One World Championship.

Headquartered at the new Marussia Technical Centre in Banbury, UK, the team is majority-owned by the Russian supercar marque, Marussia, based in Moscow.

With just two seasons of F1 competition under its belt, the team has enjoyed an extraordinary journey. It was founded in 2009, under the Resource Restriction Agreement that has redefined the sport's commercial landscape, paving the way for exciting new entrants to challenge tradition and expectation. The Marussia F1 Team has been in the vanguard of a new era of Formula One, harnessing the commercial firepower of Sir Richard Branson's Virgin group of companies, one of its founding partners, to establish an innovative racing team concept for the future.

Technically, the team has experienced the rollercoaster ride that one might expect from the initiation of a young new team into such a tough and highly competitive sport. In only its second season however, with ambitious targets for the future firmly in its sights, the team entered into a long-term technical partnership with McLaren Applied Technologies, which enables the Marussia F1 Team to benefit from access to advanced facilities which are already helping the team produce a competitive racing car for the 2012 season.

As for the team's longer term ambitions, 2014 will see the introduction of a Russian Grand Prix to the race calendar. It goes without saying that success on home asphalt in the Black Sea resort of Sochi is the end-game for the next exciting phase of the Marussia F1 Team journey.

About Monster Worldwide

Monster Worldwide, Inc. (NYSE: MWW - News), parent company of Monster, the premier global online employment solution for more than a decade, strives to inspire people to improve their lives. With a local presence in key markets in North America, Europe, and Asia, Monster works for everyone by connecting employers with quality job seekers at all levels and by providing personalized career advice to consumers globally. Through online media sites and services, Monster delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit www.monster.com. More information about Monster Worldwide is available at http://about-monster.com.

Adam Lewis, Chief Operating Officer of Innovate CV brings a fresh eye to many of the topics that drive recruitment success, both for agencies and corporates. Since moving to New York to head up expansion of Innovate CV in the US, he continues to engage debate across both sides of the Pond. Thanks to Adam for letting us republish his latest blog.

Marketing to the Masters: Recruiting Industry Insiders
by Adam Lewis, Innovate CV

When was the last time you reviewed the standard wording on your recruitment notices describing company culture and characteristics, or the summary of job-related perks and benefits? If you can’t even remember, you’re not alone.

Many times, HR professionals overlook that language, focusing instead on wording that minimizes liability, emphasizes equal opportunity and provides instructions for reasonable accommodations. But when your selection pool consists of marketing and PR pros—seasoned professionals who have made a career out of brand messaging—be aware that the very thing you’ve overlooked might cost you the candidate.

In the same way a proofreader can’t pass by a typo, tired topics, trite terminology and clichéd candidate information packets will be scrutinized by marketing professionals, to whom your mistakes are glaringly obvious. When you’re being evaluated by the pros, it’s important to ensure your materials measure up.

Candidates are Consumers
Public relations specialists and marketing professionals have spent their career mastering the art of consumer marketing. While HR typically doesn’t specialize in these areas, it’s important to remember that the same principles apply when you’re trying to attract an applicant. Take a tip from your peers in the industry and tailor the recruitment message toward a specific target, trait, or skill you’re seeking.

Maximize the Message
Every successful company has a theme, a central component of their marketing message. Apple is known for innovation. Walmart focuses on price and Lexus on luxury. Have you identified the theme for your organization, or is the message muddled? Trying to focus on too many selling points dilutes your brand. Likewise, if the message isn’t compelling, who cares? Is any applicant really going to be impressed that you’re the 4th largest PR firm in the state, or are they focused on what the company can do for them? (Hint: it’s always going to be the latter when you’re trying to attract someone to the organization.)

Selling the Standard Schedule
Over the past two decades, changing technology, practices and workplace attitudes has meant that the marketing and PR sector has shifted toward non-traditional operations. Instead of the typical large corporate PR agencies, solo practitioners and freelance consultants are now commonplace. As a result, many freelancers—used to flexibility and self-directed work—need to be actively convinced that a traditional brick-and-mortar schedule is the right choice. You’ll need to emphasize the work life balance your organization offers, options for flexible schedules and telecommuting, as well as the stability that comes with a traditional benefits and retirement program if you want to compete.

But as any marketing pro knows, if you don’t keep your promises, you can’t build trust in your brand and company credibility will suffer. Ultimately, actions speak louder than words. If your on-boarding and workplace practices don’t correlate with the brand message, your upfront efforts won’t pay off in the long run.

28th June 2012, London, ENGLAND

#SRCONF is Europe's forward thinking Social Media in Recruiting conference, with case studies. It gathers leading Employers, HR and Recruitment Industry professionals, to passionately discuss and practically demonstrate the possibilities of Social Recruiting.

At #SRCONF 2012, you will learn and share insights and case studies on Social Media Recruiting strategies, Mobile Recruiting, Talent Communities, Employer Branding and Candidate Experience. Read more from our previous conferences: #SRCONF 2011 London and #SRCONF 2011 Paris.

#SRCONF 2012 Attendees in London will learn how to:

• Use Social Media platforms for recruiting (Facebook, LinkedIn, Viadeo, Twitter, Blogs etc)
• Engage with talent, within Social Media communities and attract them to your organisations
• Promote your Employer Brand via Social Media and monitoring conversations with candidates
• Manage Social Recruiting Platforms: Technical skills relevant to Social Media tools
• Design a Social Media Recruiting Strategy that incorporates other Recruitment channels
• Measure Social Recruiting ROI by tracking and analysing returns on social recruiting

Industry leader Stephen O'Donnell has announced today the finalists for the eleventh annual National Online Recruitment Awards. The winners will be revealed at the awards event in London on Wednesday, the 2nd of November. The illustrious shortlisting panel and Steven have pared down the list from hundreds of entries. The Judging panel now begins its evaluation of the shorlisted finalists to determine the winners.

The event will be held in conjunction with UKRecruiter (following on from their all day conference), and will also involve extensive networking opportunities. Please visit http://nora.eventbrite.com/ to order your tickets.

Finalists can Click Here for further information and instructions.

Stephen O'Donnell, chairman of the NORAs, led the 11tth annual awards ceremony in London last night. Great night with some surprising new winners and confirmation of some classic companies improving year on year.

The winners:

Best generalist job board

Monster

Best specialist/niche job board

Only Marketing Jobs

Best regional job board

STV Jobs

Best national recruitment agency

Spencer Ogden

Best small recruitment agency website

Dylan

Best major employer website

Army Jobs

Best small employer website

Innocent Drinks

Best online recruitment by a consumer publication

Guardian Jobs

Best online recruitment by a trade publication

Times Educational Supplement

Best employer advice website

CareerPlayer.com

Best newcomer to online recruitment

G4S

Best innovation to online recruitment

G4S

The Future of Talent, Technology & Social Recruiting Summit, otherwise known as #SRTECH13, kicks off at 09:00 today in London. This is the keynote event of the nationwide series hosted by TheJobPost, developers of the innovative Crowdsourcing recruitment platform which brings together direct hirers and agencies in a unique sharing environment, where the hiring companies are saving on average 20% on agency costs.

Highlights of the morning session include understanding the latest technologies and recruiting solutions available, current trends in recruitment, how to use social networks to maximum effect and hearing why corporate recruiters are harnessing the power of innovative channels to access talent.

Speakers include Work4Labs, Randstad, TheJobPost, Glassdoor, Nokia, LinkedIn, Broadbean, Havas People, Kelly Services, Cut-e and Sonru who present a wealth of opportunities, products and solutions to Talent Acquisition leaders looking to hire top talent for their organisations.

The questions for our delegates is: Do you know how to get the most out of your networks and channels to access the best talent for your company?

Keynote topics include:

• HOW TO SUCCESSFULLY BUILD AND MAINTAIN AN EMPLOYER BRAND
• THE IMPORTANCE OF A POSITIVE CANDIDATE EXPERIENCE
• AUTOMATED VIDEO INTERVIEWING CHANGING THE FACE OF RECRUITMENT
• SOURCING TALENT IN A BORDERLESS WORLD
• HOW DO YOU REALLY GET MORE VALUE FROM YOUR DATA
• UNDERSTANDING HOW TALENT MAKE DECISIONS
• EASY STEPS FOR FACEBOOKS RECRUITING SUCCESS
• ATTRACTING AND SELECTING THE BEST GRADUATE TALENT
• INTEGRATED & SIMPLE: PSYCHOMETRIC SKILLS
• INTEGRATING RECRUITMENT TECHNOLOGY FOR MAXIMUM EFFICIENCY

Follow the action on the Twitter hashtag: #SRTECH13

UK Recruiter and TheJobPost are continuing their collaboration with the leading event for UK Managers, Directors and technology decision makers within recruitment consultancies, RPOs and suppliers to the industry with #TechRec13 on 26 September.

This event is comprised of a conference style event in the morning followed by a technology showcase event in the afternoon.

As the event is just around the corner. now is your last call to register.

 You can book complimentary tickets for the learning event in the morning here and for the afternoon workshops and speed demo sessions here.

Highlights include:
• Keynote on how to build a successful recruitment consultancy to exit
• Product demonstrations, on your terms, from over 20 leading recruitment industry suppliers
• Debate on the future of technology from the RECs new RecTecHub
• Learning session forf using LinkedIn to maximum recruitment effect
• Eight workshops covering topics such as the power of recruitment crowdsourcing and successfully using video interviewing
• If you want to know more about how the day works you can read the UK Recruiter blog post here: http://wp.me/p2uizh-4R6.

The event offers everything you need to improve your business and make informed technology decisions quickly and efficiently.

You can read UKRecruiter founder and event host Louise Triance's post about the event here.

To follow the happenings on the day (and the conversations from previous events in the series), follow the Twitter Hashtag: #TechRec13

Introduction

The author of this article, Mervyn Dinnen, is a well know and well respected commentator and participant in the world of HR, Recruitment, technology and social media. He will be attending HRTECH 2013 in Amsterdam 24-25 October; blogging, Tweeting and reporting on behalf of RCEURO as well as for his own iconic blog, T Recs. You can follow Mervyn's take on twitter - @MervynDinnen, @RCEURO as well as regularly checking out the blog section here. Enjoy his article about the US HR Technology Conference from earlier this month.

We're All Technologists Now

The final keynote at the recent HR Technology Conference in Las Vegas was from Jason Averbook, who delivered an overview of HR technology – where we were, where we are now and where we should be going.

His rallying call was that we need re-imagination – we’re getting bright shiny new technology but we’re doing old school things with it. To emphasise this point he ran through 5 generations of technological development, the 4 different eras of what we’ve called HR, and concluded that despite all that change we’re still basically doing what we’ve always done.

He also had news for the HR professionals who think that technology isn’t for them – We’re all technologists! “Do you call IT when you want to search Google?” he asked. “Who keeps their smartphone nearby when they go to bed at night?” got a clear majority show of hands.

Another show of hands revealed that only 5 people in an audience of many hundreds were from the payroll function, yet payroll is usually the first HR process that we get technology for. A couple of comments on the twitter channel questioned whether this was because the process didn’t innovate – but I’m not sure that’s true.

When I first started work I got paid cash on a weekly basis, then by cheque on a monthly basis, and more recently by direct transfer. I used to be given payslips with my cash/cheque but now I have to log in to a system to find them. And because I don’t do it regularly I invariably have to reset passwords – coming up with a new one each time! Payroll evolves much the same as any other process, yet where were the specialists at this show?

Jason also touched on the irregularity with which people interact with their internal technology. He asked when we last got married, had a child or moved house, as these are three key events when we will interact with the HR technology at work. Clearly for most people these events happen very rarely – maybe every few years – giving them little reason to interact with that technology, yet most HR professionals will complain that employees aren’t using the tech. Again you need it to do different things if you want more interaction.

The importance of measuring for now was another key point. Performance reviews, engagement, development are all measured and reviewed historically, yet employees are more interested in what’s currently happening. The technology for real time measurement is available so why not use it for now as opposed to what’s already gone.

Some other points that Jason covered:

• People come to work and expect to get connected, most people keep their phone within 3 feet at all times of the day and night, yet we often deny them that connectivity.
• If you go to a website that sucks, you don’t stay on it for too long. But do you ever go back to see if it’s better? Probably not, this is why businesses need to get their tech right.
• For possibly the first time consumers now have better technology than businesses do. Expectations are raised.
• The Cloud doesn’t change cultures – it’s just a delivery mechanism.
• Give them real time access to social channels – or they’ll post on Glassdoor!
• “HR sucks at simple”. Contentious, but it got a reaction.

The closing call was ‘If interaction is not embedded in the process then it won’t get done’ with a plea to‘think simple’.

Jason is a good speaker who puts his points across with energy and simplicity, and I'm looking forward to hearing him speak again at the HR Technology Conference in Amsterdam. From this presentation I took away a clear message that too many HR professionals see technology as something that isn’t really their thing, but a box that needs to be ticked. Clearly everyone in the room used technology constantly in their personal lives and there shouldn’t be a disconnect when it comes to embedding it in the workplace.

My view is that the things we look for in the technology we use in our personal lives – ease, relevance, convenience, enhanced experience – should also apply to the technology we use in our working lives. Technology should not be a barrier to getting work done but should be an enabler to getting a better job done. As Jessica Merrell tweeted ‘innovation & technology change isn’t just the vendor’s responsibility – amen!’

Laurie Ruettiman’s blog on the automation of HR is worth a read – ‘you might want to think about understanding the technology that’s about to upset your apple cart. If you know your enemy, you can destroy it’

After all, it’s never really the computer that says no….

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system. Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 2,000 customer installations.

Qandidate.com will post a regular series of content about recruitment, technology, social media and company management

New milestone underlines the need for innovation in the recruitment market

Rotterdam, 22 October 2013, Qandidate.com, the provider of free recruitment software, is pleased to announce they have reached the 2,000 customer milestone within a little more than 7 months after the initial launch earlier this year.

“It’s a momentous day here at Qandidate.com. Our dashboards are showing growth numbers, month after month and since the launch we have released several new versions of Qandidate.com and introduced new customer engagement programs,” explains Remy Verhoeven, CEO en Co-founder of Qandidate.com. “These new numbers are the result of hard work, with a small and dedicated team in a market which has always been dominated by enterprise software vendors, lacking innovation.”

Qandidate.com is dedicated designed to the needs of SMB’s and offers an alternative to Outlook and Excel. The SMB market has still the lowest adoption numbers for professional recruitment software, but is responsible for the majority of jobs. “We appreciate it’s a big step for customers to move from Outlook and Excel to professional recruitment tools, but once customers understand the limitation of their current way of working we offer a free recruitment system, designed to their needs and requirements”.

Designed with the support of recruiters, Qandidate.com gives companies a refreshingly easy to use free recruitment system, just as intuitive as social media tools as Facebook and LinkedIn. “We’re actively listening to our customers and users for input, so we can continue to build and deliver the most enjoyable and easy to use recruitment platform for SMB’s,” says Verhoeven.

The new customer and user numbers strengthen Qandidate.com’s position as the provider with the highest accelerated growth in the recruitment space. Qandidate.com was initially launched in the UK and Netherlands, but the team is welcoming new customers from all over the globe. For next year the team is planning to add additional languages to support this growing global customer base.

For more information, Contact This e-mail address is being protected from spam bots, you need JavaScript enabled to view it Director Marketing

On the 26th September UKRecruiter and TheJobPost will be co-hosting the 'Recruitment Technology and Leadership Event / Showcase' (tickets are free here). This unique event has been designed to give recruitment professionals an insight into a range of technology offerings. This year there will also be a variety of ‘learning sessions’, talks and discussions - in addition to speed demos and networking time in the afternoon session

This event is perfect for those looking at new technologies, reviewing vendors, or simply carrying out preliminary research - and will offer some insightful talks by recruitment leaders on implementing, using and choosing the right technology for your business.

Louis Welcomme, marketeer extraordinaire of Colleague Software and UKRecruiter founder and industry doyen Louise Triance kick started the event early with the ‘Recruitment Technology Showcase Google+ Hangout' (a webinar show of sorts), discussing 'When and how does modern technology aid the recruitment process?' This live discussion show was broadcast via Google+ on Air on September 11th at 4pm BST and featured a variety of guests - including strategists, technologists, IT managers and recruiters.


The Host: Alan Whitford - Recruitment Strategist from Abtech Partnership (and chairman of the event)
Guests included:
Louise Triance from UKRecruiter
Louis Welcomme from Colleague Software
Will Hamilton - Director of LaunchPad Recruits
Peter Thompson - Head of IT for PSD Group
Mark Stephens - Founder of the F10 Group
Stephen Blackmore - Head of Sales, Daxtra Technologies

Enjoy the recording of the show. We hope to see you all there on the 26th at One Great George Street in London.

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system. Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 1,250 customer installations.

Qandidate.com will post a regular series of content about recruitment, technology, social media and company management.

New release for Qandidate.com’s free recruitment software inspired by ideas from Qandidate.com’s customer community

Rotterdam, 16 July 2013 – Qandidate.com has announced today that it has shipped another new release of Qandidate.com to its customers. This new major release has been inspired and driven by the ideas and thoughts of the customers, posted over the last couple of months in the Qandidate.com Community Portal.

“This summer would of course not be complete without a new exciting release of Qandidate.com”, stated Remy Verhoeven, Partner at Qandidate.com. “We continuously deploy new features and enhancements which should make the recruitment process more effortless, user-friendly and above all refreshingly easy. Today’s release is definitely an exciting one”.

“We are close to 1250 companies who have signed up for Qandidate.com since the introduction in the UK and The Netherlands in February”, continuous Verhoeven. “We see that our customers are getting more active on our community portal. They collaborate and are sharing new ideas; this helps us defining our focus for the development of new valuable features”.

With today’s new release it's now possible for customers to select and activate Personal Support Service directly from Qandidate.com. All users have standard access to Qandidate.com’s free customer community, but especially for those customers looking for dedicated support, Qandidate.com now offers a Personal Support Service. Personal Support is new paid service, provided by Indicia, the leading company in HR technology implementation and support services.

Additionally this new release includes several enhancements throughout the whole system to improve the user experience of Qandidate.com’s free recruitment software. Enhancements include the addition of iconography, improved matching capabilities, enhanced vacancy publication and much more.

“We are really pleased with the initial feedback from our customers on this new release”, continues Verhoeven. “Next week we will deploy our second release for this summer and after that we have a couple of other cool new ideas and features in development. This will definitely be a hot and exciting summer.”

Companies who want to know more about Qandidate.com’s free recruitment software are welcomed to join one of the introduction webinars this summer. For more information about the webinar series and the summer classes for existing customers, please visit the Qandidate.com website.

During the slowdown of the European economy, finding a job can seem more difficult every day. Many businesses, from the high street to industry, have closed down while salaries have not kept pace with the increases in cost of living. However, it is still possible to find examples of companies that are growing in spite of the economic challenges. One such company is the new jobseeker recruitment platform company jobandtalent.

Jobandtalent was named the best Start up in Spain in 2012, showing an impressive growth from its launch in 2009 by a group of young Spanish entrepreneurs inclluding Juan Urdiales and Felipe Navio.

Jobandtalent is one of the emerging online recruiting platforms in Europe. It’s difference with other similar recruitment websites is that Jobandtalent has focussed on allowing users to both sign up and connect to potential employers by integrating sign ups with the two key social networks, LinkedIn and Facebook. Additionally, the jobseeker can import connections from a range of other social contact sites to aid in finding potential referrers at employers.

Technology + Knowledge = Matching
The jobandtalent platform ensures that Registered jobseekers never miss their next job opportunity by sending notifications every time a job matches their professional profile.

As a company founded and powered by young people, Jobandtalent has a full understanding of the difficulties facing young professionals in the current economic climate across Europe and the world. The platform works in such a way that once a candidate has found a job opportunity she is interested in, she can discover which of her friends are working or have worked at that company by utilising a range of social media channels. This ‘insider referral’ process may help the jobseeker to gain a better understanding about the hiring company’s recruitment process and even get recommendations that help them to stand out from other candidates.

Currently operating in Spain and the UK, more than 2,5 million candidates are connecting with Jobandtalent and more than 2,000 companies are posting job vacancies on the platform from a wide range of of sectors: Technology, Health, Communications, Finance, Marketing, Tourism.

Jobandtalent also provides an aggregated search engine for a wide range of public and private courses that candidates may access to improve their skills and knowldedge.

Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

DUBLIN, CA -- (MARKET WIRE) -- 02/09/12 -- Oracle today announced that it has entered into an agreement to acquire Taleo Corporation(NASDAQ: TLEO), a leading provider of cloud-based talent management for $46.00 per share or approximately $1.9 billion, net of Taleo'scash and debt. Taleo's Talent Management Cloud helps organizations attract, develop, motivate and retain human capital to improve performance and drive growth.

Together, Oracle and Taleo expect to create a comprehensive cloud offering for organizations to manage their Human Resource operations and employee careers. The combination is expected to empower employees and managers to effectively manage careers throughout their entire employment, enable organizations to retain talent and optimize costs, and improve the employee experience through faster on boarding and better collaboration with team members via social media.

The Board of Directors of Taleo has unanimously approved the transaction. The transaction is expected to close mid-year 2012, subject toTaleo stockholder approval, certain regulatory approvals and other customary closing conditions.

"Human capital management has become a strategic initiative for organizations," said Thomas Kurian, Executive Vice President, Oracle Development. "Taleo's industry leading talent management cloud is an important addition to the Oracle Public Cloud."

"Taleo's integrated cloud-based talent management solutions optimize how organizations hire, manage, develop and reward their employees and gives companies the intelligence needed to capitalize on their most critical asset -- their people," said Michael Gregoire, Chairman and CEO, Taleo. "Joining forces with Oracle gives us the opportunity to better serve our customers."

RCEURO FEATURED CONTENT

Qandidate.com – designed for happy recruiting

Qandidate.com is the new and free recruitment system for those companies looking to improve and take direct control over their recruitment activities. Designed for in-house recruitment, Qandidate.com offers customers an alternative to Outlook and Excel by providing a refreshingly easy to use online recruitment system. Qandidate.com is one of the initiatives born in the labs of VONQ. Qandidate.com was founded in January 2013 and currently has over 1,250 customer installations.

Qandidate.com will post a regular series of content about recruitment, technology, social media and company management

It has been over 6 months now that we have been on our journey. Time for sharing some of my learnings and thoughts.

I would not be able to describe the first 6 months in one single word, but “exciting” is the first one which comes to mind. It’s been a blast and I think we’ll continue with the same speed and energy the next 6 months. We have welcomed a lot of new customers. By now we have reached our 1,750 goal and a stable growth is still visible, week after week. Besides new customers, the team is growing as well. We’ve expanded our team with marketing and customer engagement specialists, and we are expecting to expand our development team within the next few weeks as well. Recruiting at its best at a software start-up! Besides welcoming new colleagues we also have seen people leave. One of our interns did an excellent job and graduated with an 8 (well done Fabian). On a different level, we have welcomed 2 new members to our board of advisors. Both Simon Guild and Quintin Schevernels have accepted our invite to join our board of advisors. A great extension of the team and a wealth of inspiration, these guys are bringing.

The fun part about working at a young and growing software company is that we are able to learn and improve every day. We are not stuck within certain processes which have been there forever. We just define the processes on the go and if we think something doesn’t work anymore we just change it. No ego, no politics and no hard feelings. A bit like some of our customers. At some point they came to the conclusion Outlook and Excel didn’t work anymore for them and they switched to Qandidate.com. Don’t be afraid to take this step, companies are evolving and so do your processes.

As one of the biggest achievements this year I definitely consider our nomination for the Accenture Innovation Awards. Out of more then 1,000 concepts we have made it till the last 10 in our category. Considering the number of concepts not a bad achievement, I would say and we are still running for the blue tulip. We appreciate your support, so please give us your vote. As part of the innovation awards there is also an award for the concept with the highest number of public votes. So, please give us your social vote. The website is (unfortunately) only available in Dutch, but I guess you’ll get the point when you see 3 social media icons, just hit the one of your choice and help us to win the public award as well.

Although I’ve spend most of my career within the software industry, in the last 6 months I have spoken more companies and customers than ever before. In itself not strange when you grow from almost nothing to over 1,750 customer in a little more than 6 months. The difference here is that we all have made it our job to talk with customers, so it is not something which has been outsourced to the marketing team, a junior or an external company. We all try to give some of our customers a call during the week. When I say all, I mean all staff; the developer, the intern, the CEO, the marketing director, everyone.

Customer engagement and contact has been promoted as our single most important activity next to our daily job. With our mission to provide a recruitment solution which our customer want to use, (not because their boss told them they have to use it) we also believe that we need to provide a great customer experience. I was really proud when I saw the complete team picking up the phone the other day and asking our customers about their user experience, their recruitment challenges and their input for some of our next releases. Imagine an eager software developer, nuts on building cool software, going out of his comfort zone and picking up the phone pro-actively. Of course he was a bit shy and scared the first time, but I guess this is what drives us as a team, makes me happy and tells me we are on the right track.

With 1,750 customers we’re also able to see recruitment trends and although we are just at the beginning of our journey, it's good to see the first trends appearing. We see that most applicants apply on Mondays and Tuesdays, In 2012 Tuesday was the day most people applied, in 2013 it was Monday. During the weekend, applications are 60% less then during the workweek, with the Saturday as the day with the least applicants, 66% less applications than during the workweek. During the week, Friday is the worst day. On average, Friday’s applications are 30% less then during the workweek. Recruiters are using our solution on average mostly on Mondays, compared to the other working days of the week.

Interesting stats which we will continue to extend and use to help our customers to make the right hiring decisions. Over the next few months we’re planning to launch a couple of new initiatives and broadcast more white papers, such as the one which we launched recently on cost savings in recruitment. We will take a closer look at our website and we definitely will continue to provide our customers more best practice webinars.

I guess the one thing I haven’t learned over the last 6 months is to disconnect from work during holidays, as I’m writing this blogpost during my holidays in the South of Europe.

Best,
Ralph

Ralph Brasker is heading up the marketing activities at Qandidate.com and gives once and a while an insight in his life at Qandidate.com. Prior to Qandidate.com Ralph was responsible for Product Marketing at Lumesse, a global recruitment and Talent Management software provider and head of marketing at MrTed, a global provider of enterprise recruitment software, which has been acquired by Lumesse in 2010. Connect with Ralph via LinkedIn or follow him on Twitter

The date is drawing near for you to register for iRecruit 2.013, Europe’s foremost Talent Management and Recruitment Conference & Expo, is focused on providing the best information, recommendations, technologies, tools and resources that your business and its leadership need.

Choice:
Under one roof you can assess, benchmark, evaluate and engage with experts who will help you develop your knowledge and deepen your learning about the best solutions for your business! - Strategic Talent Management, Talent Management Software, Recruitment Leadership, Talent Mobility, Graduate Recruitment, Mobile Recruitment, Recognition Software, Performance, Learning, Candidate Experience & Relationship Management, Big Data & People CRM Systems, Gamification, Social Recruiting, Referrals, Succession Planning, Systems of Engagement, Workforce Planning, Mobility & Flexibility, Compensation, Assessment and much much more – encompasses the scope of iRecruit 2.013.

Click here to see the agenda by topic.

Something for everyone:
The major keynotes have been handpicked so that you will hear from globally acknowledged experts in the main plenary sessions. Plus, you will enjoy choosing from 3 floors and 10 limited availability smaller and more interactive breakout sessions - be sure to Book Early to avoid missing out!

Breakout sessions:
These sessions follow the most requested formats: Ask the Expert, Unconference, Workshop and Think Tank Models - an opportunity to discover how others work and to share stories. These sessions will help bring your learning and experience to life.

Who’s Who in Talent & Recruitment - The Technology Solutions
Assisting you to plan your busy schedule will be a networking platform where meetings can be scheduled and messages exchanged regarding Services, Solutions, Technologies and arrange for tools to be showcased - allowing you to compact a year’s worth of demo’s and meetings with the industry’s leaders, evangelists and innovators.

Follow the news leading up to the event on LInkedIn and the Twitter Hashtag: #irecruitexpo

An extensive 'Blog Squad' including RCEURO founder Alan Whitford will be reporting from the event with tweets, blog posts and articles.