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Andy Headworth
Worthing, West Sussex, UK
Interests: Blogging, Social Media , gadgets, innovative new ideas, canoeing, Liverpool FC!!
Recent Activity
No problem Mark, it is a superb product. I am looking forward to seeing how different the social conversations (via your report) are for London, compared to Amsterdam last October.
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Ken, I completely agree, and probably like you tell them this on a regular basis. However the band-aid approach is needed where they simply won't re-invest in a brand new and expensive ATS, until the renewal date. At least this type of product helps them out in the short term, until they come round to their senses replace the whole system!
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Darren, Thanks for the clarification - as much as there can be. It comes down to the quality content again (across any platform as you say) - focus on creating good quality content, and worry about SEO second. Call me a cynic, but I still think there is more to the Google search/G+ connection than they say publicly :) (You reminded me that I forgotten to add you to a Circle! Now done)
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Thanks Jeff for that information. I just don't get the apathy towards G+ at all. As I have said above in the post, what's there not to like about it from a recruitment perspective?
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Thanks Bobby for the feedback. Fair point on non-factual statement, on this occasion. It is more than addressed in the more detailed post on G+ I am just about to post. As regards to my style, well I guess that is down to choice. Some people like it and some don't. I can't please everyone. Andy
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Completely agree - it is what I hear every time I talk to candidates about the recruitment industry.
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Thank you Mking, I will happily share that graphic.
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Thanks Gavin, as you say you have a differing opinion. That's great, let me try and answer accordingly, as I do think you have at it from a slightly different angle, which then opens the conversation up further :) Firstly, the adverts that prompted me to write it are for new candidates not existing ones who are in dialogue - so I guess that aspect could apply to contract/interim or perm. In answer to your point over time - I fully understand the need to be out there spending time doing what's needed to place candidates. I am referring to technology that takes the legwork out of what you are doing and does it automatically. The fact that you take the time to pick the phone up says it all. All I am saying is that look at the recruitment system you use and work out how best it can help you with your comms - especially when you have people contact you for the first time through adverts or your website jobs. The tools are there, it is just a matter of figuring out how they can help communicate better with more candidates. Doing it this way then allows you to focus on speaking to your candidates as you already do. Think of at as a welcome addition to your process not a replacement. I hope that helps explain where I am coming from? Andy
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Nicely done the Alasdair!
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Excellent and very valid point Sital - thank you. This is definitely overlooked when doing cross-border recruitment, but it is so important to get it right.
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A little tiring on my return, but thoroughly enjoyed the trip and meeting such a fantastic recruitment community in NZ.
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Jayne, Thank you. I thought I would save the (no doubt awesome) NZ craft beers until next time!
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Thanks Vicky, Yes she will be joining me on the trip to a likely very cold Canada :)
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Aaron, A little secret - I actually used the 'Speak Like Yoda' website to create that statement :)
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Thank you Mitch for your thoughts - if we all had the same opinion the world would be a boring place :)
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Darren, Thanks for the response. Just to put your mind at rest, I do in fact have a handle on the recruitment industry. I work with recruitment companies - large and small, corporate in-house recruitment teams, and recruitment vendors, every day. The training, speaking and writing is just a small part of my working week - most of the time I am helping the clients I work with gain efficiencies in their recruitment and working processes. I think that gives me a good insight into the recruitment marketplace. And as for your examples above the answer is yes I am aware of them. The LinkedIn one is particularly interesting, because there is more than one doing that! You are right that change will lead to the recruitment industry 'self-filtering' itself of all the recruiters/companies that just don't see the benefits of change. In effect it is the natural selection of the recruitment industry. Happy to discuss it further with you if we ever meet :-) Andy
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I am not quite sure what you mean. % of respondents that answered the questions in a survey I believe. Take a look at the full slide deck and the back page has the details http://www.slideshare.net/linkedin-talent-solutions/united-kingdom-recruiting-trends-2013-uk Does that answer the question?
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Jacob, Thanks for that. The ironic thing is that many of these same people use SM outside work - Facebook and Twitter etc. It will change - it has to - but the timescale of this change, may be much longer than hoped for.
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Nice one Tess - hadn't picked that one up, but now you say it, there were a few today on LI, dealt with those >> Hide<< I like that you try and maintain a network of people with positivity :)
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Totally agree on that. But it also allows the smaller operations to better position themselves - with a little thought and application. There are many tools that are now around that can help you do that, from locating content to sharing it with your audiences. While the 'bigger operations' should make a killing (but many don't), the smaller ones can also win.
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Ed, Fair point and you are an example - a company (not a recruitment agency) who may need to be a ninja for genuine competitive reasons. Word of warning though Ed, I read a post recently, that said that when you revert back to normal views, so all your previous anonymous links go back to being open as well :) Not sure that makes any difference for the majority of people, but worth noting.
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Agreed Julia. LinkedIn would never remove this setting as there seems to still be a large number of users that are using this functionality. They are missing an opportunity to sell themselves though!
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Thanks - it was a good session :) Cats and dogs are old hat - squirrels with lightsabers are the next big thing :)
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Carl, This is a really good question. My advice would be twofold: 1. Add in your bio there will be some jobs and be open about it 2. Mix the jobs into lots of other relevant content from your industry/sector so that non job seekers/referrers also get value out of following you Andy
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Mike, What a great point - that sounds like a great blog post for me to write there! Appreciate the support. Thanks Andy
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