10.00 – 11.00  Track 1: Being mobile

10.00 – 11.00 Track 2: Employer Branded

10.00 – 11.00 Track 3: Sourceology

11.00 – 11.30 Coffee and Networking

11.00 – 12.30 Track 4: Job Board 2020

11.00 – 12.30 Track 5: Peer Conversion – The New ROI

11.00 – 12.30 Track 6: Relocation Recruitment

11:00 ~ 12:00 Inovaz Live Lab

12.30 – 1.30 Lunch – To be taken with track leaders in the locality

1.30 – 2.30 Track 7: Sourceology

1.30 – 2.30 Track 8: Hyves

2.30 – 3.30 Track 9: The Art and Science of Posting

2.30 – 3.30 Track 10: Linking In

2.30 – 3.30 Track 11: Locational Recruiting

2.30 – 3.30 Track 12: Video in the interview process with Innovaz

3.30 – 4.00 Track leader wrap up and Coffee

4.00 – 7.30 Networking/Tweetup/football (England) and open bar

7.30 – Late Continued Networking in Town (venue TBC)

Day 2:

9.30 – 10.00: Open and Day 1 Recap: Bill Boorman

Track 13: 10.00 -11.00: Social Learning

Track 14: 10.00 – 11.00: Battle of the Bloggers

Track 15: 10.00 – 11.00: Whats hot and whats not (HR Technology)

11.00 – 11.30: Coffee and Networking

Track 16: 11.30 – 12.30: Social Media Circus including Tweet this Hire

Track 17: 11.30 – 12.30: Gaming Recruitment

Track 18: 12.30 – 1.30: Advanced Sourcing

1.30 – 2.30: Lunch

Track 19: 1.30 – 2.30: Anti-Social Recruiters

Track 20: 1.30 – 2.30: Community Building

Track 21: 1.30 -2.30: The Talent Puddle

Track 22: 2.30 – 3.30: Recruiting Intelligence

Track 23: 2.30 – 3.30: Culture Clash (Global Recruiting)

Track 24: 2.30 – 3.30: Recruiter Big Brother

3.30 – 4.00: Closing Address

In two weeks time 50-100 European Recruiters will be descending on Amsterdam to attend our TRU Amsterdam Unconference in the headquarters of YER.  And as much as I wish I could be in attendance it’s not going to happen this time.

You see about a month ago I was contacted by the folks at York University to teach the values/benefits of Social Media to their International Business Students.  Just last week I found out that they had scheduled my lecture for the 24th of June, the exact same day as TRU Amsterdam.  Now I am honored to be asked by York University to teach the uses/values and benefits of Social Media to MBA level international business students.  To be honest I’m completely stoked about the opportunity.  I am however sad to be missing TRU Amsterdam.  I will miss out on seeing the sites and sounds of a city that I hear is breathtaking, but more importantly I will miss out on seeing all our TRU Friends and connecting with people whom I really miss.

Having said that fear not TRU Friends I will look forward to seeing all of you in Manchester in September and Atlanta later that month.  Until that time let’s stay connected on Facebook, Twitter, Skype and this site.

Peace out.

Shally

Shally Steckerl is a talent acquisition consultant, strategist, and speaker originally from Colombia, South America, now residing in Atlanta, Georgia. Mr. Steckerl is the Founder and Chief CyberSleuth of JobMachine, now Arbita ACES (aces.arbita.net), the premier provider of sourcing consulting services and workforce development. Early in his career Mr. Steckerl realized that as a contingency recruiter he could beat the competition by finding people who were not available in mainstream sources. Since then he has been instrumental in building numerous world class sourcing and research organizations.

Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as one of the most respected authorities in passive candidate research and talent pipeline development worldwide. A pioneer in recruitment Internet research, accomplished author and celebrated speaker, he is a regular contributor to many industry publications. Mr. Steckerl is frequently requested to present at leading domestic and international recruiting conferences and conduct private workshops.

Mr. Steckerl now spends his time consulting with organization interested in building passive candidate pipeline generation and recruitment teams, and developing their advanced sourcing skills.

Arbita connects companies with the best candidates on the Internet, all over the world. Our recruitment marketing technology, media,training and workforce development and consulting services have been developed with the belief that every client deserves a partner with their best interests at heart.

What are your top-level recruiting concerns, and can you address them effectively this year?  What if you had a trusted advisor who was an expert in recruiting operations and systems, sourcing training, SEO and technology?  Someone vendor-agnostic that could recommend or help implement new/revised processes, tools, metrics, or even organizational structure to help you become more effective?  With ACES, you have an authoritative, experienced team at your side for recruitment consulting, recruiter and sourcer trainingand more, with your best interests at heart.

Arbita is a proud member of the recruiting community – proud because we believe that recruiting is a noble profession and that recruiters are powerful agents of change who can increase prosperity for the individual, add value for the employer and enrich our world.  We are energized by community interaction.  Let’s get to know each other a little better:

Gordon Lokenberg

Gordon Lokenberg specializes in online recruitment. He is very successful in finding and attracting the right people using online tools.

Gordon currently is managing partner at Rise Consulting. In addition, he teaches Masterclasses and Workshops with recruiters (including at Rise Training andAMC Academy) how to merge mobile, online recruitment tools and social networking into their strategy to use for finding and retaining the right employees.

Gordon keeps a blog, W3Recruitment, where he writes about online recruitment.

In 2008 he was invited by ao by Achmea and Atos Origin hired to using online media to optimize recruitment. Previously, Gordon worked as a freelance recruiter at TomTom where he helped to double the number of employees. Between 2005 and 2007 he worked as an international recruiter at Nedstat. Nedstat at first he could exploit the benefits of web analytics in online recruitment.

Gordon talks about the use of online media in recruiting and can be booked for lectures and workshops.

Shake or click and your mobile phone will show the location of your number 1 job. Only a second click is needed to apply for this job and Shake Your Job will handle all the hassle of enclose cv, fill in the form etc.

Would you like complete your application profile or make several application profiles of yourself to use on your mobile phone, login. All data will be connected with your mobile phone.

Location Based Job Search
Shake Your Job works with gps and googlemaps to disclose the jobs around you. Note: only companies that are connected to the database of Shake Your Job will appear.

To use Shake Your Job
Users of Shake Your Job like to stay updated on the latest jobs of their favorite companies. Companies using Shake Your Job for their vacancies will show “keep me posted via mobile” on their website.

Jacco Valkenburg

acco Valkenburg, born 1971, is an international recruitment expert, trainer and author of two books about LinkedIn. He has more than 13 years experience in global recruitment strategies and execution spanning numerous countries for leading companies.

As founder of IPRC and Recruiter University he provides companies with recruitment and talent management solutions and expertise. His mission is helping companies ‘from good to great staffing’. Recently he launched recruit2, a full service provider for referral recruitment campaigns. Furthermore he is managing a group of 40.000 Recruitment Consultants on LinkedIn and has it’s own blog Recruiting Roundtable.

Want to learn from recruitment experts who made an impact and helped companies improve employer branding, recruitment or the selection process? We offer a diverse range of specific training and tailor made workshops at your own location, created to meet the demands and needs of today’s recruitment professionals. Training is given by recruitment experts who present real cases and share best practices.

In-house recruitment training can be a creative, flexible alternative to attending open courses, and has the added benefits that the trainer will be coming to you, saving your staff time and money and, of course, the concentration on the day will be solely on your business. We take the time to research and develop an understanding of your business, then writing and developing content prior to delivery at your premises, ensuring the results will be highly beneficial.

Please find below some of the trainings and workshops together with a short description:

• Recruitment via LinkedIn workshop
• International recruitment
• Employer Branding
• Strategic recruitment and staffing
• Graduate recruitment
• Talent acquisition and sourcing
• Selecting and implementing a Hiring Management / Applicant Tracking System
• Improve your (employee) referral recruitment
• Internet recruitment training

‘Our aim is to improve the effectiveness, development, motivation and leadership of staffing professionals’

Gijs Notté

Gijs Notté – Relocation Recruitment specialist and Managing Partner at RAVE-cruitment. Relocation Recruitment is a unique recruitment service for highly skilled IT professionals which includes search & selection, transfers, permit handling and housing.

Relocation Recruitment is not only about finding the best candidate for the job, but also about facilitating the basics and preparing the candidates for one of their most important choices in their lives.

He relocated dozens of IT specialists from all over the world to the Netherlands. Every country has it’s own habits and people their own needs. All these elements have to be taken in consideration during the process of relocation. An old, but proven theory, by Maslow plays a key role in this process.

RAVE-cruitment (www.rave-cruitment.com) is a specialized IT recruitment agency and they are celebrating their 10^th anniversary this year. Every year they organise the biggest recruitment network event, the Recruitment Industry Dance Event (www.recruitmentdance.nl) and they are founder of www.dutchrecruitmentportal.com.

Since 2009 they are official partner of the Amsterdam Expatcenter, a governmental institution for Expats.

RAVE-cruitment is a leading Dutch Recruitment Firm for ICT & Finance People. We provide:

• World-class Search & Selection
• Outsource Recruitment for ICT Companies
• Relocation Recruitment highly skilled Migrants
• Inhouse ICT Recruiters a.i.
• Relocation Consultants a.i.
• ICT Recruitment Consultancy

Located at the World Trade Centre in Amsterdam, we work for the Top Companies & Market Leaders in Holland.

RAVE-cruitment is one of the most innovative agencies in Holland. We founded the Dutch Recruiter of the Year election, we organize the annual Recruitment Industry Dance Event, Dutch biggest network event for recruiters & high potentials. We initiatedwww.dutchrecruitmentportal.com, a portal where people from all over the world can find top employers and the best recruitment solutions Holland has to offer.

RAVE-cruitment is official Recruitment Partner in the IAMsterdam Network Group.

It’s all about speaking the right language and that’s what we do with our virals and is the basis of our company culture. Our goal is the perfect match.

It’s simple, it’s clear, it’s what we do best at RAVE-cruitment.

RIDE:

Recruitment Industry Dance Event

VIRALS:

Funny Animation! ****  “REAL” Headhunting!

“When we understand that slide, we’ll have won the war,” General McChrystal dryly remarked, one of his advisers recalled, as the room erupted in laughter.

The slide has since bounced around the Internet as an example of a military tool that has spun out of control. Like an insurgency, PowerPoint has crept into the daily lives of military commanders and reached the level of near obsession. The amount of time expended on PowerPoint, the Microsoft presentation program of computer-generated charts, graphs and bullet points, has made it a running joke in the Pentagon and in Iraq and Afghanistan.

“PowerPoint makes us stupid,” Gen. James N. Mattis of the Marine Corps, the Joint Forces commander, said this month at a military conference in North Carolina. (He spoke without PowerPoint.) Brig. Gen. H. R. McMaster, who banned PowerPoint presentations when he led the successful effort to secure the northern Iraqi city of Tal Afar in 2005, followed up at the same conference by likening PowerPoint to an internal threat.

“It’s dangerous because it can create the illusion of understanding and the illusion of control,” General McMaster said in a telephone interview afterward. “Some problems in the world are not bullet-izable.”

In General McMaster’s view, PowerPoint’s worst offense is not a chart like the spaghetti graphic, but rigid lists of bullet points (in, say, a presentation on a conflict’s causes) that take no account of interconnected political, economic and ethnic forces. “If you divorce war from all of that, it becomes a targeting exercise,” General McMaster said.

Commanders say that behind all the PowerPoint jokes are serious concerns that the program stifles discussion, critical thinking and thoughtful decision-making. Not least, it ties up junior officers — referred to as PowerPoint Rangers — in the daily preparation of slides, be it for a Joint Staff meeting in Washington or for a platoon leader’s pre-mission combat briefing in a remote pocket of Afghanistan.

Last year when a military website, Company Command, asked an Army platoon leader in Iraq, Lt. Sam Nuxoll, how he spent most of his time, he responded, “Making PowerPoint slides.” When pressed, he said he was serious.

“I have to make a storyboard complete with digital pictures, diagrams and text summaries on just about anything that happens,” Lieutenant Nuxoll told the website. “Conduct a key leader engagement? Make a storyboard. Award a microgrant? Make a storyboard.”

Despite such tales, “death by PowerPoint,” the phrase used to described the numbing sensation that accompanies a 30-slide briefing, seems here to stay. The program, which first went on sale in 1987 and was acquired by Microsoft soon afterward, is deeply embedded in a military culture that has come to rely on PowerPoint’s hierarchical ordering of a confused world.

“There’s a lot of PowerPoint backlash, but I don’t see it going away anytime soon,” said Capt. Crispin Burke, an Army operations officer at Fort Drum, N.Y., who under the name Starbuck wrote an essay about PowerPoint on the website Small Wars Journal that cited Lieutenant Nuxoll’s comment.

In a daytime telephone conversation, he estimated that he spent an hour each day making PowerPoint slides. In an initial e-mail message responding to the request for an interview, he wrote, “I would be free tonight, but unfortunately, I work kind of late (sadly enough, making PPT slides).”

Defence Secretary Robert M. Gates reviews printed-out PowerPoint slides at his morning staff meeting, although he insists on getting them the night before so he can read ahead and cut back the briefing time.

Gen. David H. Petraeus, who oversees the wars in Iraq and Afghanistan and says that sitting through some PowerPoint briefings is “just agony,” nonetheless likes the program for the display of maps and statistics showing trends. He has also conducted more than a few PowerPoint presentations himself.

General McChrystal gets two PowerPoint briefings in Kabul per day, plus three more during the week. General Mattis, despite his dim view of the program, said a third of his briefings are by PowerPoint.

Richard C. Holbrooke, the Obama administration’s special representative for Afghanistan and Pakistan, was given PowerPoint briefings during a trip to Afghanistan last summer at each of three stops — Kandahar, Mazar-i-Sharif and Bagram Air Base. At a fourth stop, Herat, the Italian forces there not only provided Mr. Holbrooke with a PowerPoint briefing, but accompanied it with swelling orchestral music.

President Obama was shown PowerPoint slides, mostly maps and charts, in the White House Situation Room during the Afghan strategy review last fall.

Commanders say that the slides impart less information than a five-page paper can hold, and that they relieve the briefer of the need to polish writing to convey an analytic, persuasive point. Imagine lawyers presenting arguments before the Supreme Court in slides instead of legal briefs.

Captain Burke’s essay in the Small Wars Journal also cited a widely read attack on PowerPoint in Armed Forces Journal last summer by Thomas X. Hammes, a retired Marine colonel, whose title, “Dumb-Dumb Bullets,” underscored criticism of fuzzy bullet points; “accelerate the introduction of new weapons,” for instance, does not actually say who should do so.

No one is suggesting that PowerPoint is to blame for mistakes in the current wars, but the program did become notorious during the prelude to the invasion of Iraq. As recounted in the book “Fiasco” by Thomas E. Ricks, Lt. Gen. David D. McKiernan, who led the allied ground forces in the 2003 invasion of Iraq, grew frustrated when he could not get Gen. Tommy R. Franks, the commander at the time of American forces in the Persian Gulf region, to issue orders that stated explicitly how he wanted the invasion conducted, and why. Instead, General Franks just passed on to General McKiernan the vague PowerPoint slides that he had already shown to Donald H. Rumsfeld, the defense secretary at the time.

Senior officers say the program does come in handy when the goal is not imparting information, as in briefings for reporters.

The news media sessions often last 25 minutes, with 5 minutes left at the end for questions from anyone still awake. Those types of PowerPoint presentations, Dr. Hammes said, are known as “hypnotizing chickens.”