Direct Resourcing Think Tank, new dates for 2010

Are you a discrete, senior and inhouse thought leader in Direct Resourcing? Do you want to network with your peers?

*Only Senior HR & Resourcing Heads of large enterprises public & private participate in the DRTT.

*The hosts are the Senior HR & Resourcing Heads of large enterprises like the Financial Times, CapGemini, BT, Legal & General, BBC, and Transport for London.

*DRTT is more about the strategy of resourcing, and less the doing, as you have teams who do while you direct.

*What price would you put on being able to meet your peers from the companies above and understand how they are tackling the big issues?  The DRTT membership is completely free of charge, so look at the Calendar of Think Tanks below and either call me on 07979 751 562 or email me at c.fpayne@mrted.com to let me know which you want to participate in …

December 11th   13.00-16.30	Eversheds 1 Wood Street London EC2V 7WS	The importance of a robust and comprehensive resourcing strategy. Hosted by Nicky Bizzell, Head of Resourcing Eversheds Always a hot topic of conversation at the Direct Resource Think Tank this event promises to offer an interesting insight into the key areas and challenges involved in developing a resourcing strategy that gets buy in from the hiring community.
December 11th  17.00 – late	Corney and Barrow Paternoster Square London EC4M 7DX	CHRISTMAS DRINKS Everyone is invited to the DRTT’s Christmas Drinks.  This offers an informal opportunity to meet you fellow DRTT members for a pre-Christmas drink.  Please let me know in advance if you can make.

January 29th	Transport for London	Executive Search Hosted by Charles St Aubyn, Head of Executive Search, TFL. Following an extremely successful and over subscribed previous Direct Resourcing Think Tank, this topic on developing an internal executive search capability is back due to high demand.   It offers members the opportunity to share experiences from initially championing a business to set up an internal function through to managing senior candidate attraction and on-boarding.
February 5th	Experian QAS	Referral Scheme Hosted by Francesca Haines, Recruitment Manager, Experian QAS. US companies are filling up to 40% of their vacancies through internal employee referral schemes.  Tackling issues such as diversity and cultural barriers this Direct Resourcing Think Tank promises to be an informative and valuable session for talent professionals harnessing themselves for an increase in demand for hiring whilst managing costs.
February 12th	Navigant Consulting	Leveraging your Employer Brand Hosted by Charlotte Johns, International Head of Recruitment, Navigant Consulting. Employer Brand is one of the most popular discussion points at Direct Resourcing Think Tank events.  This time around we’re looking at how smaller organisations can leverage their Employer Brands to help them win the war for talent when taking on the bigger opposition.
February 26th	Clifford Chance	The Perfect Candidate Experience Hosted by Sarah Langton, Recruitment Manager, Clifford Chance. As the market begins to revitalise itself and competition for candidates increases this Direct Resourcing Think Tank will look at the complete candidate experience, a critical and often overlooked aspect of the recruitment process.  Online communications, personal calls, feedback after application or interview, buddies, office tours during interview process, instant application updates via ATS/Web, etc, are just some of the areas up for discussion.
March 5th	AXA	Creating and Implementing an Effective Social Media Strategy for Recruitment Hosted by Samantha Rich, Head of Group Resourcing, AXA. This Direct Resourcing Think Tank will focus on best practice for using social media to engage with target talent and gives attendees the opportunity to discuss their do’s and don’ts to date.
March 12th	Atkins	Resource Planning and Budget Leverage Hosted by Karen Wallbridge, Head of Recruitment, Atkins. At this Direct Resourcing Think Tank the discussion will be based around how a resourcing function can plan, add value and increase internal mobility as well as ways it can leverage and control budget from and within a business.
March 19th	GileadGilead Sciences Europe Ltd. (International Headquarters) 2 Roundwood Avenue South Building Stockley Park Uxbridge Middlesex UB11 1AF	International Recruitment Hosted by Grant Weinburg, Director of Talent Acquisition, Gilead. This event offers the increasing number of international recruitment leaders  within the Direct Resourcing Think Tank the opportunity to discuss and share experiences on successes and challenges faced when recruiting across different territories.   Channels to market, cultural differences, legislations and sourcing multilingual internal recruiters are amongst a range of issues to be tabled.
March 26	Pepsico1600 Arlington Business Park Theale Reading Berkshire RG74SA	Supplier Management in a Direct Sourcing EnvironmentHosted by Katie McNab, Recruitment Manager UK & Ireland, Pepsico InternationalThere are a number of different strategies for managing the various types of third party supplier. At a time that many suppliers face major changes and new challenges, as their clients adopt direct resourcing, this Direct Resourcing Think tank offers a unique forum for industry experts to share their thoughts and opinions. Questions such as how can you ensure that your suppliers offer you the highest quality service at the right price will be addressed

Do you think you can prepare for a psychometric test? If so does it depend on what type? What would you advise?

A Reader asks RecruitAdvisory …..

Do you think you can prepare for a psychometric test? If so does it depend on what type? What would you advise?

If you can prepare for a psychometric test (and by doing so get a “better” score), then the test is redundant. A job-specific test alongside an integrity test is the most accurate way of assessing someone, but it requires alot of work beforehand to assess your top performers in each job in order to profile them and then feed that into the job-specific test.

The more you use this effective combination, the more predictive and successful your recruitment will become. Of course, you need either to be a recruitment agency or a large employer assessing alot of candidates to get the volume to become predictive, and then you need a recruitment platform that plug ‘n’ play connects the test reporting with the recruitment workflows with Quality of Hire Management Reports.

What are the software tools most commonly used by Employers and Search firms?

A Reader asks RecruitAdvisory…

What are the software tools most commonly used by Employers and Search firms?

Short answer:

As an employer or an RPO, just look at the Taskbar at the bottom of your computer screen and see how many apps you have open just to do your recruiting or resourcing management job! You need a platform that integrates all these recruitment tools into one screen to increase productivity and start enjoying recruitment again, don’t you!? That platform is Cloud Computing with extreme ease of use, intuitive, no training required apps sitting on that platform.

http://recruiting.mrted.com/cloud-computing/
http://recruiting.mrted.com/Cloud9-GUI/

Long answer:

The drive for more productivity aswell as better candidates demands more technology.

I counted over 300 vendors doing one thing or another somewhere in the requisition-search-preselect-select-onboard recruitment process, so here’s a partial directory of suppliers in the UK
http://www.ukrecruiter.co.uk/director.htm

I have a list of suppliers that I work with, but I’m looking for more to partner with, so call me if you have a great solution that fits nicely somewhere in the end-to-end recruitment cycle.

Active candidates use job-boards. What really helps are multi posting engines like knollenstein and equest.

What irritated me as a recruiter was having to go into all the job-boards we used to search for CVs one board at a time. So a tool like Daxtra is really helpful. There’s the problem of finding good candidates in the ocean of active applicants. You need CV parsing. You also need to ask these applicants questions online. I would contend you also need to assess their fit with the employer and the specific job, so look at effectivate.

To help pipeline candidates, you need a CRM system like Avature. Being able to search expert forums, blogs and social media for passive candidates can bring big rewards in the long run whether you are an employer or an RPO. LinkedIn, facebook and twitter are great, but there are plenty more social networks, so you need an aggregator to make the most of your time.

There are so many tools that we use nowadays whether we are RPOs or employers. It makes a nonsense to buy a talent management / human capital management / HR suite because they simply don’t address many of the most critical functions of the recruitment process. The priority is to integrate your recruitment tools using a Cloud Computing platform to help you get more satisfaction out of doing a better job.