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#trunora track list

November 4, 2010

9.30 – 10.00: outline of the day, unconference working and day outline – Bill Boorman – Room 1

10.00 – 11.00 – Track 1 – Room 1

The Real Candidate experience

10.00 – 11.00 – Track 2 – Room 1:

Track Leaders: Mervyn Dinnen, Paul Harris, Jorgen Sundberg
Case Study – The Employ Kyle Project

10.00 – 11.00 – Track 3 – Room 2:

Track Leader: Kyle Clarke

Job Board 2020/Going Niche/Going Mobile

11.15 – 11.30: Coffee/Networking

Track Leader: Jack Barton/Felix Wetzel/Martin Edmondson

11.30 -12.30: track 4 – Room 1

Work for Heroes

11.30 – 12.30: Track 5 –  Room 1

Track Leader: Jean-Claude Hedouin

Social Media Circus

11.30 – 12.30:  Track 6 -Room 2

Track Leaders: Andy Headworth, James Mayes, Abi Signorelli

12.30 – 1.30: lunch (during lunch: Linked In Session – Room 1)/Talent Sourcing – Room 2)

Linked In lunch with Jorgen Sundberg and Laurent Bourat from 12.45

Talent sourcing with Katharine Robinson from 12.45

1.30 – 2.30: Track 7 Room 1

Collaborative Working

Track Leader: Peter Gold

1.30 – 2.30: Track 8 –  Room 1

Recruiter Big Brother

Track Leader: Dimitar Stanimiroff

1.30 – 2.30: Track 9 – Room 2

Technology and Integration – (please bring laptops if you have them.)

Track Leaders: Shane McCusker/Peter Linas

2.30 – 3.30: Track 10 -Room 1

School of Hard Rocks

2.30 – 3.30: Track 11

Track Leader: Alison McCourt

Community Building

2.30 – 3.30: Track 12 – Room 1

Track Leaders: Lisa Scales/Simon Lewis/Martin Edmondson

Employee Branded

3.30 – 4.30: Track 13 -Room 1

Track Leaders: Amanda Hite/Felix Wetzel

Going Mobile

3.30 – 4.30: Track 14 -Room 1

Track Leader: Keith Robinson

In The Clouds

3.30 – 4.30: Track 15 -Room 2

Track Leader: Alan Whitford

The Blog Squad



#TruNora Venue

November 1, 2010

We are hosting #trunora at:

The Imperial Hotel
Russell Square

It is easy to find, and only 5 minutes walk from Sway, venue for the NORAS in the evening.

Looking forward to seeing you all there.
We have full wireless internet access. Expect a busy twitter stream, lead by the #trublogsquad:

@lesanto – Chief pirate
@sj_fuller – Blogging Intern
@abisignorelli – Audio and Wordle Chief
@TheSourceress – Blogging and track leader
@SaraHeadworth – Photos and images

The #trublogsquad is sponsored by @Bullhornlive

Follow all of these to keep up to date.


The Jobsite #truNora Competition

October 31, 2010

Jobsite continue to support real social networking, and by real social networking, I mean in person.

Jobsite have supported all of the UK #tru events this year through our supporter unsponsorship programme. It is our supporters that enable us to keep ticket prices low, making events accessible to everyone.

One of the big differences with event supporters at unconferences is that they need to blend in to the fabric, without exhibition stands or swag give aways. We acknowledge their support, and they jump in and take part.
For #truNora, Jobsite are running a competition to win a ticket, flight from anywhere in Europe and accommodation to #truAmsterdam and the fantastic RIDE event in the evening. (Recruitment Industry Dance Event.) There are already 1000+ tickets sold for RIDE, making it the biggest event of its type in the world. #Tru are proud to be associated with the crazy guys from RIDE.

In keeping with the underlying theme of #truNora, the competition is all about the candidate experience.

The wrongs of the candidate experience have been talked and blogged to death. We know there are plenty of problems, and a few attempts at justifying them. What we want to hear about is simple suggestions for improving the candidate experience in your area of operation. You can be a job seeker, recruiter, in-house, job board, technologist, anyone can contribute.

To enter all you need to do is post your suggestion. It can be 100 words or a 1000 words. You can write it or post video via You Tube. You can either put your post in comments, and I will move it to the main blog or simply post a link to your own blog or You Tube channel, all we ask is that you add a link to this post and mention The Jobsite #truNora competition.

All of the suggestions will be listed as part of the Candidate Experience track at #truNora on Thursday. The participants will decide which  is most practical  to apply, and will have the best impact on improving the experience. It’s not awarded for style, presentation or writing. We want real, simple suggestions that we can take away and apply.

Now, if you are based out of Europe or not available on the 25’th November, we still want your input. The winner can choose a flipcam as an alternative prize. The competition is open to all, not just participants at #truNora.

There is only 3 days left to enter before #truNora, so get posting!

Links In This Post



Recruitment Industry Dance Event

The #truNora track leaders

October 28, 2010

The strength of the unconference lies in the assembled people who contribute to conversation, and the trackleaders that offer great advice and keep the conversation flowing. Each has a genuine degree of expertise in the tracks they will be hosting, and a desire to learn more from all the participants.

The track leaders in no paticular order are:

Andy Headworth – Sirona Consulting
Amanda Hite – Talent Revolution – US
James Mayes – TweetJobs
Felix Wetzel – Jobsite
Alison McCue – Hard Rock Cafe
Dimitar Stanimiroff – Ovia
Peter Gold – Hire Strategies
Shane McCusker – Intelligence Software
Paul Harris – Recruiter Solutions
Jorgen Sundberg (Undercover Recruiter) – Link Humans
Martin Edmondson – Yorkshire Grads
Kyle Clarke – Active Job Seeker (with a great “hire me” campaign site
Lisa Scales – Tribepad/Talent On View
Simon Lewis – Only Marketing Jobs
Jack Barton – JobshopHQ
Abi Signorelli – Abi Signorelli Ltd (Blogsquad/ Audi boo chief)
Glen Le Santo – Journalist and Social Commentator (Blogsquad Chief)
Sara Headworth – Sirona consulting (photographer)
Alan Whitford – RC Euro
Laurent Bourat – Link Humans
Mark Lennox – My Resourcer
Bill Boorman – @BillBoorman
Charlie Duff – HRZone
Mervyn Dinnen – Stopgap HR
Stephen O’Donnell – NORA
Katharine Robinson – The Sourceress (Blogsquad)
Dave Martin – All the top Bananas
Keith Robinson – Site Advisor/The Buzz (Blogsquad)

Thats quite a line up, and we have a few more to add to run the new work for heroes track.

That’s a lot of good reasons for investing £100 in a ticket. Only a few left ….

Reviewing U.K. On-Line Recruitment #TruNora

October 26, 2010

Photo Credit:ScientificAmerican.Com

When I accepted Stephen O’Donnell’s offer of judging this years finalists for the NORA’s, (National On-Line Recruitment Awards) in each of the categories, I didn’t realise that it would lead me to taking such a comprehensive look at what is on offer to job seekers in each category. Each of the judges will have their own methodology for awarding scores, with the brief of looking at each entry through the eyes of the job seeker.
The scoring is based on 1 – 5 points awarded to each site. It’s not a first place, second place ranking, and it is based on the site, not on who submits the best entry from their PR Company. The winners will be those with the highest combined scores from all of the judges, who each have their own place in either recruiting or on-line recruiting.
It has taken a full 4 weeks to reach my scores on the 120 finalists, with plenty of covert mystery shopping to get a feel for the real candidate experience.
For each of the sites I have:

1) Registered and where required completed a profile
2) Registered for jobs by e-mail and received 4 weeks of mail
3) Entered a “contact us” message with a question, and waited for the response.
4) Followed the twitter stream
5) Joined the Facebook Fan Page
6) Went to the You Tube or Vimeo channel where available and watched a few video’s
7) Looked at the career/job seeking
and advice sections.
8) Completed a weekly search for jobs via the search engine

After this, I feel I know each of the sites pretty well, and it is well worth doing. If you operate one of these sites, I recommend you do the same from time to time.

It would be wrong to talk about any individual site prior to the announcements of the winners, and the other judges may see things completely differently.

What I can post about is my thoughts on the general functionality of the sites that I have picked up throughout the process. (Sounds very X-Factor).

  • 1) Jobs by e-mail is a very mixed experience. Some e-mails are a close match, while others seem to be based on the estate agent principle of mail everything and hope something sticks.
  • 2) Registration needs to be instant. In some cases I was waiting up to a week for a confirmation e-mails to confirm my registration. As a job seeker, I would have moved on. The majority of sites however had automated this, making it instant. Other sites have adopted Facebook and Open-ID registrations that can be used at point of sign up and transfer existing data. This would seem a good idea for full adoption.
  • 3) For the direct recruiters, a separate application stream for speculative C.V.’s away from specific job applications would work well, particularly where you are looking to build a talent pool for future use.
  • 4) The video’s that worked well were of real employees talking and not “brochure” type presentations.
  • 5) Corporate profiles with more than jobs, and in some cases video, were a good supplement to job boards.  This gives more for the job seeker to go on other than purely an ad, which in most cases looked more like a list of “we want” over “we offer.”
  • 6) I’m all for transparency and clear communication over recruiting timescales, but the “If you don’t hear from us, we’re not interested” approach on job specs and career sites left me a bit cold. I don’t think this is great for employer branding.
  • 7) Most of the job boards were promoting affiliate links to services like CV advice, CV writing and Interview DVD’s. Would be good to see some of this offered free rather than operating an on-line supermarket.
  • 8) Live chat option on at manned times on career sites are a good job seeker option and will lead to greater engagement between potential employer and employee.
  • 9) Would be good to get replies to contact me e-mails, these were largely lost or ignored. Liked the call you back time featured on some sites.
  • 10) Global sites could do with a default to a local setting using local terminology e:g: CV rather than resume, and job searching resources that do not refer to US laws.
  • 11) Salary indicators that take in to account location, experience etc were a good feature as well as benchmarking current job against  advertised and historical posts are handy for job seekers to know where to pitch themselves.
  • 12)I got to see the integration of Linked In Jobs Insider within a job board. This shows all your connections within the company, your relationship with the job poster, allows direct applications via their own career site, as well as some other great features. You can find a post I wrote on this feature on my blog “Social Job Search.”
  • 13)I like easy share options for distributing news of opportunities. This can be via e-mail, twitter or Facebook. Some of these features are getting quite advanced with Linked In Jobs Insider even suggesting some people from your network you might want to share the opening with.
  • Interesting to note an increase in referral rewards, and some of them quite significant amounts. I think this is a good concept, but would be interested in hearing if a share represents a referral, and if this has made much difference to the volume or quality of referrals.
  • 14) Social-media is still largely an add-on to the sites. I checked the You tube icons, which mostly contained few videos. The twitter stream and fan pages in some cases were a duplication of the website content rather than anything original. It’s encouraging to see that nearly all the sites have incorporated social in some way, now it is time for the step up from add-on to full integration.
  • 15) Just an observation, but do most of the advice video’s on sites have to look and sound like 70’s  government information films? The flipcam or natural approach works so much better.
  • 16) The facility to save multiple C.V.’s on the database against different types of job is a great feature that will encourage tailored applications.
  • 17) Progress tracking within job boards to keep up to date with what you have applied for and where you are up to helps to organise the application process. great for job seekers.
  • 18) There are some very good sites out there that are making a real effort to stand out. I look forward to keeping an eye and commentating on how these develop over the coming year.

Thats a few pointers to think about, and just my opinion, not the views of the NORAS as a whole.

I will be covering this in a track on “On line job seeking” during #truNora. I would be happy to give my own individual feedback on any site after the results have been announced. I have some fairly detailed notes I would be glad to share.

There is only 20 tickets left for the day, please book one now or you might miss out!



National On-Line Recruitment Awards

Book Tickets For #TruNoras

Shane McCusker: @1ntelligence Sends Greetings

October 20, 2010

Keep an eye out for more videos from Shane, and details on his famed Recruiter Intelligence track

@kesthygesen talking the #tru experience

October 19, 2010

Kes Thygesen, co-founder of innovaz, the video interviewing platform, talks about #truManchester. Impressions and learning from the day.

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