The Site is called My RB Opportunities and basically is made of 9 bloggers from within the company from different locations in the world, which is great but if I had to criticise they all happen to be in sales and marketing, in fact mainly marketing!

On top of this they are all apparently between 20 and 30 years of age, which is probably reflecting the type of people they want to employ, they have tried to cover diversity but forgotten all about ageism!!

If they want my opinion they could have come up with a better mix, some one on the shop floor in packaging, the MD or someone who has been with the company for more than 10 years etc, I think you get my drift.

When it comes to the actual blogging, we will see if they can keep it up, but what would have helped is if you could have read one persons blog, that way you can get a better snap shot of what they are doing.

They are also utilising facebook and Twitter, although it is only Ed who is on Twitter, I have to say he is doing a good job and he is worth following if you are into research and development. Not wanting to be too negative I did notice he has not engaged with his readers, which would be a good way to attract more talent, wouldn’t it! Maybe I am a little unfair judging by this Tweet from Ed.

@juliebrant You’ve made a good choice; it’s definately worth applying for the Graduate scheme with Reckitt Benckiser. Good luck!1:17 AM Jun 30th from web in reply to juliebrant

Finally it be a good idea if Ed was on Linkedin, in fact are any of the others on Linkedin, I have no idea but certainly another important aspect when it comes to finding talent. We may all talk about facebook, but it isn’t the only kid on the block worth considering.

OK I may have been a little critical, but hopefully it will be taken in the spirit it was given, because overall it is a good package. It is a clean, friendly and an easy to navigate corporate recruitment website, so I am sure it will achieve what it was designed for.

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The photo was taken when by chance, we all happened to appear on Mikes stand at the CIPD conference, mind you I have to say Mike avoided being in the photo shoot, maybe he knew better!

So if you can come up with better and I am sure you can, pop over to Mikes post to “Win a Mystery prize” by adding your caption

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In all honestly consistency is one of the hardest things about blogging, which happened to be one of the subjects I covered as one of the guest speakers at the Recruitment Society the other week. My presentation was on blogging and recruitment, which went well and I was pleased to be let into the Guardian’s new offices, considering my last article on Guardian Jobs…

Following this I managed to get to the CIPD conference, which although is not core to me, I did get to see some of our recruitment software competitors. On top of this it was great to meet face to face some fellow bloggers Andy Hedworth, Peter Gold, Alan Whitford and Mike Taylor it was almost surreal we just need Louise to make it almost a full house.

Mike had a stand to promote his Social Media in recruitment Conference, which I promised to give a mention, not because he bought me a beer at at the UKrecruiter networking event held later that evening, which from a personal point of view I thought was their best function to date, but because his conference should be of benefit to many recruiters who want to get their head around Social networking for Recruitment. The areas he will be covering are below:

In total there will be nine expert speakers, including speakers from  Facebook and YouTube, covering the following areas:

* An overview of Social Media including social networking sites,
blogs and podcasts
* How social networking sites such as Facebook can be used to get messages to your target audience
* How to use LinkedIn to promote your vacancies and source new candidates
* How to use Twitter, TwitterJobSearch.com and the Job Search Engines for recruitment
* The legal issues re the use of social media web sites
* Using online video to promote your company and your job  vacancies
* How to put together a social media strategy for your company
* The future - taking social media to the next level

“Even if a Recruiter has no prior knowledge of social media there will be plenty of information and examples of how social media is currently being used in recruitment.”, commented Mike Taylor.  “This will give Recruiters the confidence to consider where social media could be used in their own organisations.”

To sign up you need to go here

In the end when I think about my presentation to the Recruitment Society, I came away thinking how much of what I said was relevant, because without my blogging and twittering I would not have been invited to their event, but more importantly I found that the ice was already broken with many contacts, not just at the Guardian, but at the UKrecruiter and at the CIPD. This for me is what social media is all about, that ability to connect to new people with a common interest.

All in all it was an excellent week where I met many useful connections, but mentioning everyone would take up too much of this post, but I would like to say that Geoff Newman, who’s blog is an excellent example of a recruitment blog and Frances Gillibrand who demonstrated their job board mypeoplebiz.com, whom both happend to be in this photo (Andy is the one without the jacket).

In addition I must mention my fellow presenters Luke Mckend of Google & Jon Hull of RS Components, a report of which found it’s way onto Ri5

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It has been a while since I posted a recruitment video and because I am such a Skype fan, I couldn’t help but not give them a mention on Recruitment Views, as without Skype I wouldn’t even exist, well not in the form that you all know me

And if you are following me on twitter, then you know I should be still writing my presentation, oh these damn distractions.

Their current vacancies can be found here

The video should be below:

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Fortunately John Reilly the MD of Reilly People spotted this and has brought it to my attention, and rightly so he is very annoyed!
For some reason the Guardian thinks it is ethical to set up their own recruitment company, using all the candidates that where generated from the revenues, artwork and creativity supplied by us the recruiter.

Obviously as John is a customer of the Guardian it makes more sense to get his take on the situation, which is below:

The Guardian job board competing with recruiters with the help of our money

It has emerged that five months ago The Guardian set up an ‘Emerging Revenues’ group, which pitches out candidates from its database, the database that we pay to attract candidates to, and arranges interviews for a fee, effectively acting as a recruitment agency and thereby competing against its clients.

When I, as a recruitment agent, pay to advertise a job on Guardian.co.uk and a candidate responds, they are invited to post their CV on the Guardian database as well as send it to me, the advertiser. Since approx five months ago, these CVs have been used as a basis for The Guardian’s own recruitment ‘agency’ unbeknownst to many of their advertisers. So although I’ve paid to attract the candidate, they are now not only replying to me but also to a competitor. I have been paying to load a competitor’s database and the CVs my ads have attracted can be potentially pitched to my clients and potential clients.

This has implications for direct advertisers also. They may get a response from an ideal candidate only to find he or she may have alternative job opportunities presented to them also.

I am very disappointed by this and feel that a moral line has been crossed. The Guardian has continued to take my money without letting me know that their business model had changed and they would use the CVs I paid to attract to compete against me.

I agreed to pay The Guardian on the basis it is a job board and not a recruitment agency. Reed.co.uk has always done this of course but we all know they are recruiters and their site has been free of charge. The Guardian is charging us and then competing against us, so the terms ‘cake’ and ‘eat it’ come to mind. Recruiters like me have paid very significant sums to help launch and support the Guardian internet job board and to get it to this point. To have that board now bite, rather than support the recruitment industry in very tough times smacks of sharp practice to me and is capitalism of the most ruthless sort. How exactly does that chime with the Guardian’s editorial stance and brand image?

All Guardian advertisers, agency and direct, need to raise concerns about this. Response to ads we pay for ought to be private.

I am sure there are a few who will agree with John´s sentiments and if so feel free to comment.

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I cannot criticise too much because at the end of the day if we do not change or adapt nothing would evolve and if you had to pick the biggest grave yard it has to be the dot.coms and in particular the job boards. So for Trevor to attempt this, it has to be a huge risk on an already dented profile.

So hearing of the launch I was looking to see if I could pick holes in their attempt to take on the likes of Monster and Linkedin, but at the end of the day I have to admit I really like the site, it has the potential to do really well, because the have understood what is missing from the referral websites Zubka and Jobtonic and has a clean and simple layout.

Unfortunately though by trying to be different their site could be open to abuse from candidates applying to the same job online, which the agency had already submitted then to and on top of this don’t forget companies use agencies to cut out the thousands of cvs they would need to scan, from every Tom Dick and Harry.

So do I think mypeoplebiz.com will succeed, my gut feeling is no because in truth it is just another job board in a crowded market, but I have to say the idea is innovative and with good investment they have the potential to break out of the crowd.

Still one thing Andy didn’t know is that Trevor is no fool, because he is in partnership with a sound recruiter in Frank Varela, whom I am sure can steer the company to success with his accute knowledge of the recruitment industry.

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To date there have been far too many web application aimed at the jobs market, in truth it is over crowded which can mean that a genuine contender could get lost with all the competition. Therefore when you come across a real gem it is important to get the word out and I think tribehq will be one of them.

Having had a quick play myself it became instantly obvious why it should succeed, because they have taken the best bits of twitter and Linkedin and combined them. The idea is the simplicity of Twitter but with the ability to connect quickly with people within your industry or as they put it tribe. A tribe could be made up of doctors, recruiters or even a Amusement and Recreation Attendants tribe!

Although it may be a great idea, but without good marketing or momentum they may not survive, still they have started with an excellent produced video, but they will need to up the viral effect as they have only 33 in the recruiter tribe at the moment.

What is TribeHQ http://www.TribeHQ.com from TribeHQ on Vimeo.

Press release (24 April 2009):

With Twitter rapidly morphing into a mainstream, mass media, celebrity sensation, a new micro-blogging platform with a professional twist has launched.

TribeHQ http://www.tribehq.com is the world’s first purpose-built “micro-jobbing” / ’social recruiting’ platform for people within the same occupational tribe (eg IT professionals, nurses, teachers, engineers, recruiters). Tribe members form alliances, share ideas and knowledge, and get close to the current issues and tribal buzz in their profession, both locally and globally. Members can converse directly with employers and ask questions about their work culture and job vacancies prior to applying.

TribeHQ is breaking new ground and challenging a number of long-standing recruitment conventions, effectively re-engineering the online job search model.  Instead of a job seeker going to a directory-based job board or putting their career credentials on a social networking platform, TribeHQ uses job-matching algorithms to automatically align tribe members seeking a new job with opportunities that meet their career preferences. Companies can promote their employer brand and tap directly into a targeted community of talent, ensuring they reach the right tribes and tribe members. Tribe members can enter into a real-time conversation with employers, asking questions about the job or the company. This conversation encourages applications from better informed candidates and ultimately maximizes the candidate-job-employer fit.

“We developed TribeHQ to combine the concept of niche talent communities with micro-blogging,” say founders Paul Jacobs and Tim de Jardine, who have recruitment technology and employment communication backgrounds.

“We’ve noticed over the years a lot of clutter on job boards and we didn’t believe that merely listing job vacancies on a social networking platform and hoping someone will find you using a hash-tag was the way to go,” says de Jardine.

“Our goal is to humanize recruitment.  We believe recruitment should be conversational. The top employers are realizing this and are engaging with their target audiences in their own territory,” says Jacobs.

The founders also see TribeHQ as a very real opportunity to reach occupational groups, some containing many millions of professionals worldwide, who have not traditionally involved themselves in other networks such as LinkedIn and Twitter.

The TribeHQ platform continues to be developed with a number of core features and innovations soon to be released. Job listings are free for a limited time.

TribeHQ carves out fresh territory in social networking and recruitment.

For more information, please contact Paul Jacobs, Co-founder, TribeHQ on +64 274-892-662 or paul@tribehq.com

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As it was an interesting angle on graduate recruitment I felt it was worthy of a mention.

In essence it is solely aimed at graduates at the top 25 universities, which gives prospective employers an interesting way to interact with potential candidates, while giving the student a way to control his or her exposure to unwanted approaches.

It is early days for the company, but Anneka believes it will work based on her experiences in finding a job, which of course is where the best ideas often come from.

Thankfully there is an excellent video below to try to explain what “The Grad Room” is all about.

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So I had a little trawl of the internet and came up with some of the worst jobs in the world, well of course it depends upon your point of view

The photo stream should be below:

View Photo Album

For the Links to the photos are as follows:
Moving pollution from the river
Sewage Diver
Sewer Cleaner
Sky rise maintenance
Armpit Smeller
Target Practice
Pancake Maker
Rear Guard
Crab Fishermen
Elephant suppository
Elephant poop!
Window Cleaner
Stone Fixing
Puppeteer
Brick Laying

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Obviously I believe the answer is yes, with more and more candidates becoming available I believe it is now imperative to have a means to manage the volume much more quickly and efficiently. So when you are given your next vacancy, you can see the wood from the trees and get to the best candidate quicker than your competitors. This in truth is what it is all about, but there is a cost associated with this. So surly the time saved would make it a must have tool, in the recruitment consultants armoury?

Well that is my opinion of course, but I was pleased to find someone who disagreed, thanks to the UKRecruiter forum by Ian of  Forest Recruitment, who I felt came up with a very valid argument, in fact Ian uses it as his USP, this is what he said:

15 years in IT recruitment and never used it (other than demo’s). I do use a CRM system but if you know your vertical and your candidates why do you need software to do the matching ?? But I am lucky I have the kind of memory that I can actually remember details of my first ever placed candidate (Jan 94) such as her final year uni project title and the counter offer she turned down to take my role.

If database search software (which is really all recruitment software is) was that good Google would give you you the perfect answer every time. I think the software makes consultants lazy, they put in tight specs and expect a placement to pop up on the screen. I am sure Mitch will agree, recruitment software panders to consultants and clients who want to find clones of the last incumbent in a role, it does nothing to encourage consultants to actually explore who might best grow into a role or bring extra skills to a client.

Although I agree in Ian´s sentiments in that “it Panders to Consultants and clients” in that it makes one lazy and there is an obvious case of “fitting a square peg in a square hole”. Where I  disagree is that I too am  able to remember my candidates from years ago, but the name will often elude me. So I have to remember something specific about the candidate, such as who he worked for or may be his pet hobby was bee-keeping, now try finding that in an alphabetical database of thousands.

I have to admit that when I started out in recruitment we didn’t have recruitment software, in fact we didn’t even use a computer. What I do remember is spending hours going through cv after cv to find the ideal candidate for my client, because there was no way on earth they would look at an alternative.

The fact is now it can be found in seconds, which means you can save a couple of hours a day shuffling through mountains of paper. If you also consider that by saving 2 hours each day, you or your consultant would then save at least 40 hours per month and if they were on £5 an hour, you would save £150 each month, when take off Arithon´s monthly cost of £50. Or is the true cost one extra placement a month I suppose that is for you to decide!

Of course not everyone will agree with me, so I am more than happy for anyone to comment whether they are for it or against it.

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