Going Mobile at #TruNora

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Keith Robinson (@siteadvisor) leads the discussion on Mobile as a recruiting channel. Also in on the track are folks from JobSite and Mark Keive of Amris. 
A lot of job apps have very bad reviews in app stores; are companies feeling pressured into building apps for devices like iPhone when perhaps that isn’t the most appropriate approach to using mobile as a recruitment channel. 
I have recently started working with a company called bemoko – they provide a single solution for developing multi-channel web applications and mobile apps. they are seeing the same sort of scenarios in the retail industry. Retailers like B&Q are producing iPhone apps that are then getting bad reviews. 
Keith Robinson comments that it’s very powerful to have an app on your phone that will deliver you updates from the 10 companies you would most like to work for. 
Mobile devices have taken looking for the job back to the way it used to be when people looked in the press for job advertisements. In the past, people looked for a job while they were on the move, in the train in the morning etc. The internet changed that behaviour, forcing people to look for job opportunities either in work time or go home and look in the evenings. Mobile puts the job search back “on the move” – bookmarking jobs is the new version of circling. Candidates can then go home and make their applications later. 
Job site reminds us that not having a site that works with mobile is equivalent to having a site that all the visitors from Yahoo! or bing cannot use – that’s an issue. 
Photo by Adam Selwood on Flickr

 

Social Media Circus with @andyheadworth #TruNora

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The Social Media Circuis was in a rather far flung conference room at the Imperial Hotel, so conference goers were slow to find us!
Andy Headworth identifies the main channels as: LinkedIn, Facebook, Twitter, Foursquare and Blogs. 
A straw pole reveals fairly predictable results – everyone in the room uses LinkedIn and Facebook whether for business or personal. Foursquare trails the farthest behind. 
Foursqare began as a game, created by students in San Fransisco. It allows you to share your location with friends via your mobile. It awards you “Boy Scout” type badges to award it’s most active users. 
Andy has blogged on the use of Foursquare as a sourcing tool recently. 
The conversation moves to LinkedIn’s recent changes. Have you changed your ‘skills’ lately? They are now searchable from the search bar. Andy advises you to make sure your profile is at 100%.
LinkedIn’s company pages have also gone through a lot of changes recently. To always be up to date on LinkedIn’s new functionality – keep an eye on the LinkedIn blog
One of the hottest topics for conversation is why we use each of these platforms and how we decide who to connect with. For my thoughts on this – see my Personal Social Networking Policy
We’re asked “How much time it takes to get the most out of these social media platforms?”
Andy says that he spends about an hour a day on it. His primary platform is his blog and the other platforms make sure it’s read by as many people as possible. He checks into Twitter in the morning over breakfast with Tweetdeck, at lunchtime on the blackberry and at the end of the day. Andy recommends SocialOomph for scheduling tweets throughout the day to increase your coverage and chances of your tweets being seen. 
It’s quite different for me. I think of my Twitter account as my main platform – this is where I seem to develop my most beneficial relationships. I usually have my social platforms running in the background all day. I always have Tweetdeck open if I’m at my computer and I’ll be logged into LinkedIn and Facebook. If I think of something or find something that is worth sharing, I am then ready to do so quickly and easily. I also schedule tweets, but I like to do this from Tweetdeck.
Kyle (@employkyle) asks “Why recruiters want to be found on social platforms, surely they are the ones trying to find others?” He doesn’t like LinkedIn – he sees it as a source of spam from recruiters
Andy suggests that recruiters shouldn’t be spamming using linkedIn. He suggests that recruiters try to grow LinkedIn groups with well written invitations, rather than blindly sending out requests to connect without changing the default text or sending details of irrelevant jobs. 
Others comment that candidates sometimes find them through LinkedIn and make them aware of their expertise. 
James Mayes asks “How many people are active on YouTube?
In the room, about 30% of people have some kind of presence on this channel. 
This is very important – after all, YouTube is the second largest search engine in the world. It’s a great way to put out a very personal message and humanise your brand as a recruiter. 

 

The Employ Kyle Project #TruNora

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The first track at #TruNora today has introduced us to Kyle – he’s a graduate looking for a job. He set companies 2 months in which to bid for his services as an employee. 
You can find out more at employkyle.com
Dissatisfied with the graduate recruitment process, Kyle decided that he did not want to follow the typical graduate recruitment process. So, turning the process on it’s head, he asked companies to come to him. He thinks that graduates are far too happy to fill out applications, go through a process and accept the first job offer they get. 
Kyle found it very frustrating when companies that seemed very keen to hire him then couldn’t step outside their rigid process. The endless testing and multiple interviews were very off putting from a candidate point of view. 
At various points Kyle has juggled many job offers – he says it’s like having multiple girlfriends!