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RECRUITMENT - INTERNET ONLINE RECRUITMENT SOLUTIONS FOR RECRUITERS, HR & PERSONNEL PROFESSIONALS

RECRUIT ONLINE - RECRUITMENT MARKETING AND COMMUNICATIONS - WORKSHOPS & SEMINARS

PROGRAMME & BOOKING DETAILS - HOW TO WIN NEW RECRUITMENT BUSINESS & REDUCE COSTS WITH GOOGLE, SOCIAL NETWORKS & VIRTUAL WORLDS

This page explains the Seminar content and programme in full, and explains how to book a place for one or more delegates. (For an introduction to the Seminar please click here.)

Ready to book your place(s) on the Seminar? Please click here to go straight to the "How to Book" section.

SURVIVING THE TALENT CRUNCH...

Please click on the sub-headings below to be taken to a particular section, or simply scroll down this page:

• Why attend this one day Seminar?


• Who should attend the Seminar?


• What will the Seminar cover?


• Why should Recruiters and Employers focus on Google, Social Networks & Virtual Worlds?


• The Seminar Schedule


• Who will lead the Seminar?


• The Seminar Programme - UK and Ireland Locations & Dates


• How to Book

WHY ATTEND THIS ONE DAY SEMINAR?

The Internet may be widely recognised as a key resource for recruitment but it remains underexploited by the great majority of recruiters, HR and Personnel professionals.

As a recruiter:

• You may have a recruitment website and online recruitment tools in place, but how effectively are you using them and also new channels and Web 2.0 and Web 3.0 technologies like Google, social networks, virtual worlds, blogs, rss, wikis etc?


• What sets your service offer apart from that of your competitors as the “Talent War” becomes a “Talent Crunch” ?


• When you pitch for PSLs what are you saying to prospective clients about new and innovative channels and services that you can offer to beat current and future market challenges?

A blinkered approach to the evolution of the Internet will set your business back.

Recruitment companies and employers that were slow to recognise the opportunities represented by job boards and other web technologies in the late 1990s were soon eclipsed by more aggressive, fast moving recruiters who recognised and embraced the new ways of doing business.

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It is essential that, as a recruiter, you are able to demonstrate:

• innovative practices,
• a positive approach to new business opportunities for your clients, and
• expertise in emerging technologies.

A poll in January 2008 of 40,000 online jobseekers for the National Online Recruitment Audience Survey (NORAS) showed 9% of jobseekers exclusively use the Internet to search for work, a figure that has increased by 50% since last year. It is also interesting to note that according to the poll the average age of an online jobseeker was 35 years and the average number of websites used by job seekers has fallen from seven to four.

The world is moving fast, even now you are probably playing catch-up. The quicker you get up to speed the better you will beat the talent crunch and the less expensive it will be both in terms of lost revenue and costs of entry.

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WHO SHOULD ATTEND THE SEMINAR?

The seminar will be highly relevant and rewarding for recruitment companies of all sizes, from small independent recruiters and temp agencies to national high street chains, from specialist local and regional search and selection companies to national executive search organisations.

The seminar will also be of considerable interest to employers' in-house recruiters and HR & Personnel departments for profit and not for profit organisations of all sizes, both private and public sector, who are recruiting across all ages, demographics, qualifications, skill sets and locations.

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WHAT WILL THE SEMINAR COVER?

In this intensive 1 day seminar we will provide a recruiter’s guide to Google, Social Networks and Virtual Worlds, setting a context for using these emerging technologies and channels for recruitment, and providing essential insights, tools and techniques as well as a roadmap for any recruiter wanting to beat the economic downturn and grow their business over the next 12 months.

During the 1 day seminar we will examine how recruiters can utilise and exploit Google technologies (products and services) and define and explore key social networks and virtual worlds, examining the opportunities for:

• Online recruitment campaigns
• Online information exchange and guidance
• Virtual drop-in job and career events and clinics
• Pre-screening of candidates
• Virtual job fairs
• Online interviews
• Online assessment
• Communicating with clients and prospective candidate
• Managing talent pools of temporary, interim and permanent candidates
• Creating new business opportunities
• HR applications (for extending recruitment services to clients) such as improving induction, facilitating employee networking, implementing assessment and providing training and coaching for staff, mentoring, team building etc.

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With Google we will identify and give an over-view of the key benefits of relevant Google technologies including:

• AdSense & AdWords
• Alerts
• Analytics
• Google Apps
• Google Base
• Blogger & Blog Search
• Search - Customer Search Engines
• Google Earth & Maps
• Google Sites

We will then explore different social networks and virtual worlds and explain the most effective methods for recruiters to use for creating highly personal communications that provide a strong justification for candidates to visit.

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We will discuss how recruiters can:

• Align activity with business objectives and structural and cultural priorities
• Focus on the candidate experience (usability, engagement, value add etc)
• Understand and anticipate current and future change
• Embed new Web 2.0 and Web 3.0 new technologies in existing systems, applicant tracking and operational procedures
• Drive target audiences to this new “enabling” technology
• Reach new pools of candidates previously neglected, and at much lower cost
• Benefit from personal “word of mouth” and viral recommendations within online communities and social networks
• Use social networks for researching potential job candidates
• Develop specific, branded recruitment applications within social networks like Facebook and LinkedIn
• Use social networks and virtual worlds to “reduce clutter” with one-to-one and one-to-many communication tools
• Train staff and support candidates in the use of social networks and virtual worlds for recruitment and career search
• Implement effective measurement systems
• Benefit from positive PR and free publicity through using social networks and virtual worlds
• Set medium and long-term goals and objectives
• Establish long-term strategies for the use of social networks and virtual worlds

One approach for using virtual worlds for recruitment purposes is to run a careers fair in a virtual world like Second Life which is open access, fully customisable, highly functional, free to use (for visitors) and allows complete control of the virtual environment.

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Unlike real-world job fairs in different geographic locations with all the associated costs and demands on staff time, a virtual careers fair offers the opportunity for:

• Removing limiting factors such as time, distance and uncertainty over suitability that may prevent highly appropriate candidates from making contact
• Providing a highly rich interactive environment for initial discussions with prospective candidates
• Frank, honest information exchange in a context where anonymity and the freedom of virtual world environments is a liberating factor (unlike the conventional interview situation), leading to far more effective matching
• First-round qualification of candidates at low cost
• Addressing disability access, diversity and equal opportunities and the associated benefits of recruiting through virtual worlds
• Involving senior managers and executives at an early stage who would otherwise be unable to attend a real-world careers event

We will also examine other uses for social networks and virtual worlds with case studies covering a number of employers and recruiters. For example how IBM is using virtual world technologies to recruit, induct and foster collaboration (with such challenges as recently adding 20,000 new staff members in one year), how Xerox is using Second Life to run parallel events online for live events (with streaming video and text chat), how Cisco is also using Second Life and Sage is using Unisfair, how Bain & Company had great success using Second Life to engage and recruit leading business school students from top U.S. universities for Bain’s 36 worldwide offices etc.

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WHY SHOULD RECRUITERS AND EMPLOYERS FOCUS ON GOOGLE, SOCIAL NETWORKS & VIRTUAL WORLDS?

Behind the hype around Google, Social Networking and Virtual Worlds there are real business advantages for recruiters who understand the opportunities they offer for recruiters, HR & Personnel professionals:

• To reduce costs.
• To enhance brand development, positioning and immersion.
• To demonstrate innovation and creativity to clients and candidates.
• To bring next-generation practices to recruitment.
• To make recruitment more relevant and personal.
• To recruit more clients and candidates and increase reach to include passive candidates and those outside normal geographical boundaries.
• To establish competitive advantage through leading-edge solutions for clients.
• To demonstrate added value to clients (combating any shift towards in-house recruitment during the economic downturn).

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Far too many recruiters are failing to go to where the candidates are waiting in their millions. Social networks and virtual worlds are no longer the future of the Internet, they are relevant now.

They provide platforms for recruiters:

• To demonstrate innovative practices, a positive approach to new business opportunities for clients and expertise in emerging technologies.
• To use highly developed functionality at a fraction of the cost of current systems.
• To access millions of highly skilled, motivated candidates.
• To enable positive collaboration between recruitment consultants and candidates.
• To develop new services and added value for existing and prospective clients.
• To differentiate pitches for new business and PSLs.
• To communicate with clients and candidates in a highly rich, engaging and responsive way with real-time interaction.
• To establish and maintain long-term relationships with talent pools - whether temporary, interim or permanent.
• To engage candidates on a regional, national and global scale at low cost, removing geographical barriers.
• To create new, exciting ways to communicate opportunities, making the recruitment process more fun, reducing concerns and inhibitions and easing the recruitment process on all sides.

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Forrester recently predicted in the report “Getting Real Work Done in Virtual Worlds” that the importance of virtual worlds will perhaps equal the web within five years.

Recent comments by recruiters and employers already working with social networks and virtual worlds support this:

…“an opportunity for unprecedented interaction with job seekers and the future of employment recruiting”…
…“large numbers of the labour market (use social networks) regularly (yet) recruiters may be missing a trick at the moment by not adopting Web 2.0 technology; organisations need to engage with jobseekers to encourage them to apply for roles”…
…”three quarters of job seekers now turn to the internet”…
…”the whole (job fair) event surpassed my expectations - so much so that we are considering putting a permanent building in Second Life”…
…”we know that at least three hires came directly from this (virtual world job fair) event”… …”it (a virtual world job fair) was a really good experience. The candidates we talked to were of good quality”…

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THE SEMINAR SCHEDULE

Please arrive between 8.30am and 9.30am for registration and refreshments. We will begin at 9.30am. There will be two breaks for refreshments during the day, with a one hour lunch break. We will aim to finish at 5pm.

The price per delegate includes Seminar notes and access to the OMTAC Client Area, refreshments and lunch.

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WHO WILL LEAD THE SEMINAR?

Matthew D’Arcy, Managing Director and principal consultant for OMTAC, is a former recruitment consultant in search and selection and also has experience in education, coaching and training, hospitality, retail and brand building and distribution.

Drawing on this experience, Matthew takes direct responsibility for the management and delivery of recruitment related contracts for OMTAC, ensuring our clients receive the highest possible return on their investment and benefit from internet marketing expertise provided in the context of the wider challenges and opportunities related to recruitment. He works in partnership with the Marketing team, the staff and Directors of our clients to fully embed all positive outcomes, learning and good practice. (Other experts in different specialist areas can be brought in to work on different projects as and when required.)

This year, on behalf of OMTAC, Matthew has delivered seminars and training/consultancy to profit and non-for-profit organisations including: Stonar School, Aptus Personnel, The Red Maids’ School, Marymount International School, Rangemaster (Aga), The Strong Group Ltd, Rothera Dowson Solicitors, Queen Elizabeth’s Grammar School, Craghoppers Ltd, City of London Freemen’s School, Dover College, Licensed Victualler’s School, Charterhouse, The Manchester Grammar School, Playdale Playgrounds Ltd, Allmakes Ltd, Komori UK Ltd, Royal Institute of Architects.

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Previously Matthew has been a Director of Swing Digital Ltd (a digital consultancy) and has been responsible for developing and managing content for a large number of websites as well as optimising them for the internet. Matthew has also provided brand building and sales and marketing expertise for various products and services, and a Project Manager for a government Enterprise in Higher Education Initiative and as the Director of Marketing for an independent day and boarding School.

He is accredited by the Synectics Education Initiative as a trainer in problem solving techniques and graduated from the University of Surrey with a BSc (Hons) in Management Studies.

Matthew's wide range of leisure and social interests include freestyle and freeride skiing, inline hockey, swimming, travel, the Internet and Ben & Jerry’s Ice Cream.

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THE SEMINAR PROGRAMME - LOCATIONS & DATES

We will be offering the one day seminars in various locations locations around the UK and Ireland, using Holiday Inn and Holiday Express hotels or similar venues. (If you would like to attend a Seminar but the dates for locations near you are not convenient, please let us know.)

Please scroll down to see the Seminar programme ordered by Date.

We have kept the cost of the Seminars as low as possible, we are limiting the number of people attending each Seminar to encourage interaction, and we are offering a nationwide programme to ensure the Seminar is as accessible as possible.

We have also provided links to specific venue information including travel information, local hotels etc. More details about the venue are provided in the joining information sent out two weeks before the Seminar.

Please identify the Seminar that best suits you (and your colleagues) and then scroll down this page to the "Book Here" section.

Alternatively we are happy to offer internet recruitment and marketing consultancy, 1 to 1 training and strategic planning and customised training in-house for one or more people at a time and location suitable for you, please contact us for more information.

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HOW TO BOOK

DELEGATE PRICE

The delegate price for the Recruit Online "How To Win New Recruitment Business & Reduce Costs With Google, Social Networks & Virtual Worlds" Seminar for recruiters and HR & Personnel professionals includes refreshments and lunch, Seminar notes and access to the OMTAC Client Area. Multiple bookings are welcome.

• Cost per delegate: £195 + Vat (£195 + £34.13 = £229.13) per delegate.


• Additional delegates (from the same company or organisation): £175 + Vat (£175 + £30.63 = £205.63) per delegate.

[All those attending will receive 6 months free access to the Client Area of this website, containing Online Marketing forums, news, information and networking opportunities - the normal cost of membership of the OMTAC Client Area is £120+Vat per year.]

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BOOK SECURELY ONLINE

Please click on the link to pay by credit or debit card or BACS or Wire Transfer using our Secure Online Booking Form.

If paying by BACS or Wire Transfer please complete the Secure Online Booking Form and then send your BACS or Wire Transfer payment separately to:

Account name: OMTAC Ltd
Bank: Barclays Bank Plc (Brighton branch)
Account number: 80643963
Sort Code: 20-12-80
IBAN: GB53 BARC 2012 8080 6439 63
SIFTBIC: BARCGB22

(If you have any difficulty using the Secure Online Booking Form please see below for alternative booking options.)

ALTERNATIVE BOOKING OPTIONS

Alternatively if you wish to pay Cheque or have difficulty using the Secure Online Booking Form please print off and complete the Offline Booking Form.

Please send the Booking Form by fax (+44 (0) 7006 026062) or by post (enclosing a cheque if applicable, made payable to "OMTAC Ltd") to:

Recruit Online Seminar Booking
OMTAC Ltd
BMC 15-17 Middle Street
Brighton
East Sussex
BN1 1AL. United Kingdom

On receipt of your Booking Form and payment we will confirm your registration with a receipt and send joining instructions.

If you have any questions please don't hesitate to email us by clicking here or call us on 0845 058 39 85 (Local Rate Call).

Thank you, we look forward to meeting you soon.

BOOKING TERMS & CONDITIONS

You may cancel your booking and receive a full refund provided written notification is received at least 14 days before the Seminar.

We cannot provide a refund with less than 14 days notice however substitutions are welcome.

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