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Wednesday, February 16, 2011 at 9:30 AM - Friday, February 18, 2011 at 5:05 PM (GMT)
London, United Kingdom
#trulondon is back for the third time, once again with a slightly different and evolving format, spread over 4 days.
The #truLondon unconference will run from the 17th - 18th Feb.
#trulondon Masterclasses (including #truSource) will take place on 16th February
A special jobseekers and interns event has been added for the 16th Feb. This event is "FREE" to attend and open to job seekers and students/student advisors only.
#TruLondon 3: 17'th & 18'th Feb
This time around we are restricting participation to strictly 100 attendees. Once the tickets are sold, there will be no more available. This is to ensure that all tracks are manageable and do not turn in to presentations.
All tracks will run to one hour, though there is the opportunity to continue the conversation in one of the secret track areas if more conversation is wanted or needed.
We will be inviting 24 track leaders to host the tracks over the 2 days. All track leaders will be recognised as having expertise in the topic area.
Confirmed visiting track leaders currently include:
We will be making further announcements about visiting track leaders over the next two weeks, as well as publishing the UK trackleaders in full.
We will be scheduling 3 tracks per hour 6 sessions per day, 36 tracks in total, with plenty of space for secret tracks.
We will be running 6 case study tracks per day to look at specific success story's, giving you the opportunity to directly question and discuss real success story's. The case study tracks will be repeated on both days to give everyone the opportunity to take part.
As always, you are actively encouraged to move between tracks as you either need or want to.
The scheduled tracks include the old favourites and a few new ones for 2011 including:
Social Media Circus
From twitter to Facebook, how is social media and social recruiting merging? What channels are working? How do you integrate social in to the recruiting mix, or are you best
New Model Army
From flat fee, R.P.O, V.M.S, Agency Brokerage to On-Line and Retained Recruiting, the offerings in the market are constantly changing and evolving. How much will these new models become mainstream and how much is new packaging? What is going to be the next big "game changing" launch?
Technology Shopping List
Technology is changing at a rapid rate, to integrate social, mobile and much more. What technology is essential for HR and Recruiters, and what is needed next? How can recruiters plug-in to the cloud, and what changes will this bring? From ATS to Database, talking all things technology.
New Skool v Old Kool?
Theres always talk of how recruiting needs to change and evolve. social Media, Branding, Value Proposition etc have become the most talked about subjects in recruiting, corporate or third-party. This track looks at where new tools fit with old rules, and asks the question whether anything has really changed, and if it should.
Job Board 2020
Judging by the many posts, we should long be lamenting (or celebrating) the passing of the job board, gone the same way as it's forerunner, print media. The figures however, and the true story would suggest something quite different. How will job boards evolve over the coming years, and what part will they play in the recruiting process?
When does Employer brand start and when does it finnish? Is the employer brand dictated by marketing? How much impact does social media have on the brand? Can employer brand be separated from corporate brand? What is the best way to reflect employer brand in career sites? All this and more on all things branding.
Facing Up To Facebook
Attitudes to Facebook as a recruiting channel over a personal network is fast changing. Last year the track was quite firmly split. This year, all the talk is Facebook ads, Fan pages, Applications, Groups and Plug Ins. Share your views on the most effective ways to use Facebook for recruiting, or stand your ground and say "Stay Away"
Blogging is recognised as one of the best ways to drive traffic towards your brand, and to raise your corporate or personal profile. The questions new bloggers have range from which platform to use, objective, how to generate content and much more. Share your questions, thoughts and concerns with experienced bloggers.
What constitutes a community? Where do you start community building and how do you keep community members engaged? What is the benefit of J.I.T. sourcing against Talent Pool and what is your best approach? What part can technology play in community? how does on-line differ from off-line? All this and more.
If learning is changing, how can we integrate social learning and development in to traditional training? Is the current education system "not fit for purpose?" How can social learning change workplace learning? What is changing now and what will change in the future?
Referral recruiting is quoted as being the most effective and cheapest form of recruiting. As networks grow and referral applications like Linked In referral engine spring up, making opportunities viral, how will this impact on the way companies recruit? What schemes work and what are the pitfalls?
What is the best route to sourcing the best candidates? What channels work best and how is this changing? How do you compile search strings and is anyone unfindable? Share tips, bring searches and talk with expert sourcers about how they find people.
Battle of the Bloggers
Always popular at #truevents. join the "blog squad" and other experienced bloggers talking how to build an effective blog. What are the best sources for content and what posts have the most impact? How do you spread your message to reach your target audience? Should all blogs be self-hosted? Share with the bloggers and bring your questions.
Linked In is changing daily. There's new applications and looks coming out daily. People are using the channel in very different ways. What do you think makes the perfect profile? How can you use Linked In to both network and build connections for recruiting?
Recruiting, HR and Networking have gone global. How has this impacted on the way we work? What are the pitfalls with international relocation? How do cultures differ and how does this impact on the way we work? How do you plan a global campaign without getting stung?
Candidate Experience Solutions
Instead of talking about the usual candidate experience problems, and all agreeing there is a problem, this track will look at solutions specifically. What are the good things people are doing and how is this being received? lets talk real solutions and fixes rather than reflect on old problems.
What do graduates really want? What makes an internship work for ALL party's? What do todays students need from the careers service and what is being served up? What are the most effective ways to build Graduate pipelines? What is the state of Graduate recruiting today?
Gen y on Gen Y
Theres been lots of talk, myths and comments about Gen Y, what is truth and what is reality? Most commentators on Gen Y sit well outside the age bracket. The track leaders fit the label and will share their views on what they are really like and how they communicate. What is the best strategy to attract and keep the best talent from a generation?
Anti - Social
Social recruiting should only form part of your recruiting and talent strategy. how do you reach those that are sitting outside of the social bubble? What approaches are working without social, and are we missing key talent by being over-reliant on one network or another?
Mobile is becoming mainstream, and is impacting on the way people job hunt and access the internet. From applications to QR codes, text to fully functional access, what are the key considerations for recruiters and HR in the mobile space? What is really working and what is just a shiny new toy? Share your thoughts, experience and questions with some real leaders in the mobile space.
Content is worthless however good, unless it gets found. You can tweet out or post your links in all your social places, but the real tipping point comes from being Google friendly. What works for S.E.O? What is myth and what is reality? Share your tips and understand how the search engines and spiders find you. What are your Google secrets you are willing to share?
Video for branding, video on career sites, video interviewing, where is video going over the next 12 months? What technologies work and what are definite fails? What part the video C.V. or You Tube infomercial? What makes video work and how do you integrate the second biggest search channel (YouTube) in to your video mix?
Thats the scheduled tracks so far, though there are lots more to add between now and February. please leave comments or send me a message about ANYTHING you want to add, or suggestions for further track leaders you would like to see. This is YOUR unconference and you set the content.
The usual #tru unconference ethos applies, that means:
No Dress Code
No Name Badges (Though we have a funky alternative)
Aside from that the floor is yours!
New For 2011: The #trumasterclasses
The concept for #truMasterclass is half way between an unconference and an unconference, and is a training/informing event for those that want to learn more, or need a structured learning environment.
There will be 4 masterclasses taking place, with admission restricted to 50 per session. (100 for the day.)
Each presentation will be delivered by 3 speakers, considered experts. Speakers will have 10 minutes to introduce themselves and their headline thoughts on the topic, then present 4 10 minute answers to questions pre-submitted by attendees. All questions will need to be submitted by 8'th Feb for voting by attendees. The top 4 questions will be answered by the presentation.
Each speaker will allow 10 minutes for Q & A.
The half day session will conclude with open discussion and questions.
The 4 #truMasterclass sessions are:
Sourcing Techniques: How to find the hardest candidates on the web. tricks and techniques shared by the worlds best.
Social HR: As HR moves towards a level of acceptance for social learning, internal comms, recruiting, guidelines, policies and strategy that help take H.R. Social.
All About Blogging: Blogs drive traffic and raise brand awarness, either personal or corporate. blogs bring business and new recruits/candidates but need to be much more than a series of brochures and press releases. Hear from experienced bloggers on everything from content and conversions to traffic.
Case Studies: 3 real social recruiting case studies. Get the full metrics, results, methods, techniques and lessons learned. No theories, just pure facts and a #truStory.
You can buy 1,2 or 3 Day Passes to #TruMasterclass and #TruLondon.
A 1 day pass to #truMasterclass only is £100.00
A 1 day pass to #trulondon (16th or 17th) is £100.00
A 2 day pass to #truMasterclass and 1 day of #truLondon £160.00
A 2 day pass to #truLondon only is £150.00
A 3 day pass to both events is £175.00
All excellent value.
ADMISSION TO ALL EVENTS IS RESTRICTED TO 100 ONLY!
We will be publishing details of the free job seeker and graduate event on Friday.
Hope you can join us!