35 of the Best #TruLondon 2012 Tweets
The best (un)recruiting conference took place in London during 2 days, 22-23 October 2012. I couldn’t make it but followed it on Twitter. Here is a collection of my 35 favorites tweets, cutting through the noise.
#TruLondon 2012 (1): Does talent grow on trees? bit.ly/Xdk6Fy #HR
— XpertHR (@XpertHR) October 24, 2012
It’s not about fishing where the fish are - better to fish where the other fisherman aren’t ~ @billboorman #TruLondon
— UK Sourcers Network (@UKSourcers) October 23, 2012
Share content on Social Media that is only interesting to the candidates you want! #TruLondon
— UK Sourcers Network (@UKSourcers) October 23, 2012
#trulondon use twitter to get LinkedIn content shared - it’s gold as it’ll get you trending on LinkedIn! So go from LinkedIn to Twitter
— Claire Faulconbridge (@DB_Rec_Claire) October 23, 2012
Why Twitter lists are so great for recruitment uksourcers.co.uk/2012/why-are-t… #TruLondon
— UK Sourcers Network (@UKSourcers) October 23, 2012
My presentation for #trulondon - Tracking and Analytics for Recruitment - view here: lpr.st/QReJ9h
— Steven Lo-Presti (@stevenlopresti) October 23, 2012
Are generalist recruitment agencies in danger of being disengaged in social media communities as a posed to the niche agencies? #trulondon
— Gaby Hey (@GabyHeyREC) October 23, 2012
“Social media is a great way to prove to our candidates/clients that we know what we are talking about and humanise the brand” #TruLondon
— IRP (@recirp) October 23, 2012
#TruLondon “If your not strategic enough, guaranteed your job will be outsourced”
— IRP (@recirp) October 23, 2012
Cracking Open #Facebook - my #sourcing show on #trulondon #sourcinglab ow.ly/eEayo
— Balazs Paroczay (@TheBalazs) October 23, 2012
Where to find latest free #sourcing tools? Think like this: similar:pipl.com bit.ly/VyvX2V - @mrmartinlee #truLondon
— Ivan Irish Recruiter (@IrishRecruiter) October 23, 2012
Cool free recruiting tools. Linked In Groups, Boolean strings on Google, more to come follow… @ #trulive #truLondon
— Simon Atherton (@Atherton2Simon) October 23, 2012
Top 10 ways to move candidates #trulondon campl.us/mumF
— Jacco Valkenburg (@jaccov) October 22, 2012
‘Go Further’ Brand Message Is Aimed at Ford’s Employees, Too onforb.es/RR5bMr #CandidateConsumers #Ford #TruLondon #EmployerBranding
— Luis Cupertino (@SMRSLuis) October 22, 2012
I think what I’ve mostly learnt today is that recruiters are too concerned with new technology and ignore the human element. #TruLondon
— Dannii Lee (@_Dannii_lee_) October 22, 2012
Source before posting! #Trulondon
— Lisa Jones (@LisaMariJones) October 22, 2012
Understand the audience and what they want. Design a career website around them. #Trulondon
— David Johnston (@DavidJohnston1) October 22, 2012
“Network or not work” Twitter Gold from @billboorman at #TruLondon
— China Gorman (@ChinaGorman) October 22, 2012
Going back to basics seems to be the theme of #TruLondon. Candidates want open, honest and useful communication.
— gazzainternet (@gazzainternet) October 22, 2012
“@davidjohnston1: Are recruiters the best people to manage communities? #Trulondon” Only if they’re good at marketing…
— Glenn Southam (@GlennSoutham) October 22, 2012
@jorgensundberg “every CEO should spend 50% of time on recruitment” #trulive #trulondon watch the live hangout talentproject.com/tru
— Lauren Clovis (@Lauren_Clovis) October 22, 2012
‘Head of Recruitment really needs to be Head of Rejection’ @paulmaxin on rejected candidates being consumers #TruLondon goo.gl/V5HJO
— MervynDinnen (@MervynDinnen) October 22, 2012
The days of the cover letter is dead. Many recruiters skip the cover letter and skip right to the CV and skim for keywords. #trulondon
— Kelly Services (@KellyServicesUK) October 22, 2012
Communities cannot be one dimensional (i.e. recruitment) #TruLondon
— Glenn Southam (@GlennSoutham) October 22, 2012
We need to change our perspective on “the job for life”. The average tenure is 7.5 years, are multiple employers now an asset? #trulondon
— Kelly Services (@KellyServicesUK) October 22, 2012
“Smart people aren’t told what to do, they are given the opportunity to do what they do best” #trulondon #trulive
— Kelly Services (@KellyServicesUK) October 22, 2012
@paulmaxim #TruLondon nice turn off phrase, Unilever refer to candidates as “candidate consumers”. merging of employer and consumer brand
— Rory Jeffcock (@JeffcockRory) October 22, 2012
Toutes les communautés sont des bases de données! #trulondon
— Laurent Brouat (@LaurentBrouat) October 22, 2012
#truLondon for Unilever, 99.9% of cands are consumers! In war for talent they considered VUCA - military strategy! Google it for more info
— Claire Faulconbridge (@DB_Rec_Claire) October 22, 2012
53% of candidates who have a bad experience are less likely to buy a product/service from that company @paulmaxin #trulondon
— Jean-Paul Smalls (@JeanpaulSmalls) October 22, 2012
RT @ MRT @kellyservicesuk: “Happiness comes from choosing hard work, and doing it. “#trulondon <- and #morethanajob
— Colleague Software (@ColleagueRS) October 22, 2012
Is the candidate experience any different to brand experience? Not entirely sure, think you improve the latter with the former. #trulondon
— Glenn Southam (@GlennSoutham) October 22, 2012
Never understood why the client exp. is ‘different’ to the candidate one in agency world. They’re both pretty important you know… #truLondon
— Glenn Southam (@GlennSoutham) October 22, 2012
Resourcing in the UK using some clever boolean strings buff.ly/VqLstC via @braingain < more of this @ #trulondon
— Andy Headworth (@andyheadworth) October 22, 2012
The Top 30 Careers Pages On #Facebook - The #SocialRecruiting Index #TruLondon bit.ly/PIQM9p #socialrecruiting #socmed #yam
— Ian@TMP (@IanTMP) October 22, 2012
See how an HR took the sting out of employees bad language by translating it for them :)ow.ly/1P6m9y#TruLondon
— Andy Headworth (@andyheadworth) October 22, 2012
I am a Digital Marketing Specialist. This blog is a collection of articles that I have written or curated, mostly about digital marketing, social media and HR 2.0.
