Win a golden ticket to SourceCon in March 2017 and a AU$2,000 travel voucher to help you get there when you participate in the “Brilliant or Bullsh*t?” competition! TRIPLE your odds of winning when you purchase a ticket to Sourcing Social Talent 2017 (SST17). So what are you waiting for?
How to enter
We will be posting one statement per week (5 questions in 5 weeks), in relation to Sourcing/Engaging/Diversity. See publishing schedule below.
Step 2: Comment “Brilliant” or “Bullsh*t” on the social media post and tell us why (Brilliant = True; Bullsh*t = False)
If you answer correctly, you are awarded one point. An incorrect answer will not be rewarded with a point for that week. A maximum of 5 entries per person (one per week) will be permitted.
Answers will be announced on the following Monday.
Step 3: TRIPLE your points and your odds of winning by purchasing a ticket to the SST17 in February!
The entrant with the most number of points wins the grand prize. The runner up prize will go to the entrant with the second most number of points. In the event of a tie, the winner will selected based on the quality of the reasons given for their answers.
The winners will be announced on social media and we will contact them directly.
There are five statements that will be posted on five different Monday mornings between December 2016 to February 2017 AEDT. All entries will close on the Sunday at 23:59 AEDT of the week that the competition is run.
|Statement||Commence date||Close time||Answer Announced|
|1||Monday, 5th December 2016||Sunday, 11th December 2016 23:59 AEDT||Monday, 12th December 2016|
|2||Monday, 12th December 2016||Sunday, 18th December 2016 23:59 AEDT||Monday, 19th December 2016|
|3||Monday, 16th January 2017||Sunday, 22nd January 2017 23:59 AEDT||Monday, 23rd January 2017|
|4||Monday, 23rd January 2017||Sunday, 29th January 2017 23:59 AEDT||Monday, 30th January 2017|
|5||Monday, 30th January 2017||Sunday, 5th February 2017 23:59 AEDT||Monday, 6th February 2017|
Grand Prize: 1 ticket to SourceCon in California and a AU$2,000 travel voucher to help you get there!
Runner Up Prize: 1 ticket to the Australian Talent Conference 2017 (21st & 22nd June 2017)
May the odds be ever in your favour.
What is Blind Recruitment? Blind Recruitment is a hiring process that removes personal details from job applications to rule out discrimination or unconscious bias.
Does unconscious bias in recruitment exist? Yes it does. Click on this link to read more.
So as a sourcing tactic, is Blind Recruitment a Brilliant or Bullsh*t tactic to help you combat unconscious bias and achieve a diverse workforce?
Results from studies regarding blind applications paint an inconclusive picture. Some studies reported an increased chances for ethnic-minority groups to be invited for interviews, whereas others say that it is impossible to eliminate unconscious bias in recruitment. A 2009 review of hundreds of studies also indicated that the effects of most diversity efforts remains unknown. But that was 2009. We hoped along with new technologies and approached that new research will occur and provide us with some clear recommendations.
So regarding this competition, it’s clear that the jury is still out, BUT we think it’s BRILLIANT that recruiters are brave enough to trial new initiatives including Blind Recruitment and are striving to improve diversity outcomes. Given that there is no clear outcome on the trials we’ll also be awarding a point to anyone who thought it was BULLSH*T because we LOVE people’s interest in this and perhaps you aren’t wrong, but let’s keep an open mind, eh?
BULLSH*T. Here’s why:
Personalising your messages allows you to rise above the “noise” (e.g. spam, sales marketing, competing job offers, etc.) and doing it correctly (check out this article) will enable you to engage your candidates successfully. Research has shown that simply including your candidate’s name in your email could boost open rates by 5.2%. Personalising further could achieve anything between an 11% and 55% increase in open rates. Now that’s a good start.
And if you are relying on LinkedIn InMails, here’s a statistic that will interest you – personalised InMails garner 37% higher response rates than generic bulk InMails.
In case the importance of personalising your messages hasn’t sunk in, a study done on global email and mobile email use revealed that an average user receives 122 emails per day in 2015 and the number is set to grow year-on-year. Unless your candidates have a lot of time (we are thinking not because top talent are usually super busy and these are the people you want to hire, right?), they are going to pick and choose the messages that are most meaningful to them to read.
Personalised messages definitely provide an incremental value and kudos to the recruiters who are already doing it. For those who aren’t, how about making it your New Year’s resolution? 🙂
BULLSH*T. It’s a little technical (what isn’t these days?), but here’s why:
Matching Technologies where you search on keywords in order to create a shortlist of candidates still requires human interaction and control.
Artificial Intelligence (AI) is a fully automated process where human interaction is not required (think about how Facebook suggests content and ads for you, or how Amazon recommends a book for you). Machine learning goes even further. It takes the data and learns from it, thus enabling computers to operate without being pre-programmed.
When applied to recruiting, AI can help to automate some parts of the recruitment workflow, especially repetitive and high-volume tasks. AI programmes such as chat bots can help a recruiter contact applicants, all individually, and respond to general queries. They can also parse the many low quality, scattershot applications and decide if a candidate is suitable for the position and schedule any interviews accordingly.
So no, AI and machine learning are not just rehashes of old matching technologies, they are a whole new ballgame and we hope you’re as excited about that as we are!
We are going to call BULLSH*T on this one. Hear us out:
While it is possible to fight your own legal battles, you are most likely not going to be very good at it. It is also possible to repair your faulty electrical wiring at home, but you are putting your safety at risk and the result might be worse than if you go to a professional electrician. It’s the same with recruitment marketing – you can do it in-house but it is not necessarily going to get you the best results.
Recruitment marketing is the strategies and tactics that an organisation uses to find, attract, engage and nurture Talent before they apply for a job. It is a specialist area that involves a huge range of skills and a successful recruitment marketer must be adept at Talent network management, advertising, content creation, budget management, career site management, social recruiting, recruitment events management, recruiting analytics, CRM… you get the picture.
Bringing onboard an expert to help you manage this pre-applicant phase of Talent Acquisition can allow you to spend more time engaging, personalising communications and building trust with your candidates. In today’s ultra competitive Talent market, this could be the key for you to get an edge over your competitors!
This is BRILLIANT of course! You might think that you do not need to keep up-to-date with the latest trends because “your hiring process is perfect” or “you are not looking for a new job”, but not paying attention to the things happening in the industry can quickly make you look outdated. In this highly connected and digital world of ours, your lack of knowledge will be exposed easily and it is not going to reflect well on your personal brand and your employers’.
So do yourself and your employer a favour this year, and make it your resolution to stay in the know about what is happening in and around the recruitment industry. This will not only help you perform better in your own work but the work of those around you as well. 🙂
Terms & Conditions
- Information on how to enter the Competition forms part of these terms and conditions of entry. Participation in this Competition is deemed acceptance of these terms and conditions of entry. This competition is being run by the Australasian Talent Conference Pty. Ltd., residing at Level 5, 31 King Street, Melbourne, 3000, Ph: +61 3 8621 6688.
Grand prize – 1 ticket to the SourceCon Conference and a AU$2,000 travel voucher (non-transferrable)
Runner-up prize – 1 ticket to the Australian Talent Conference 2017 (21st & 22nd June 2017)
- Participants need to purchase a ticket to the Sourcing Social Talent 2017 (SST17) conference to triple their points and their odds of winning the competition.
- The entrant with the most number of points will win the grand prize. The runner up prize will go to the entrant with the second most number of points. In the event of a tie, the winner will selected based on the quality of the reasons given for their answers. The winners will be announced on social media on Monday, 6th February 2017 AEDT. Winners will be contacted directly.
- The ATC Events & Media reserve the right to choose or change the travel voucher at any time. The first prize winner will be responsible for all further charges to the flights, transportation needs, extra options and accommodation, including but not limited to; the mini bar and room services, further hotel services e.g. external laundry and transportation and entertainment charges.
- ATC Events & Media reserve the right to request winners to provide proof of identity and/or entry validity in order to claim the prize. Proof of identification and entry considered suitable for verification is at the discretion of the Organiser. In the event that a winner cannot provide suitable proof, the winner will forfeit the prize in whole and no substitute will be offered.
- While answering correctly to each question will allow the participant multiple entries, each entry is subject to one single person. Multiple accounts or accounts that deemed supplicates will not be counted and the winner(s) could be forfeited.
- The winner of the first prize must book their own accommodation and flights in their personal name without the assistance from the organiser. The winning contestant is liable for any issues or damages to the accommodation or flights and ATC Events & Media have no association with the procedures one the winner receives the ticket and voucher.
- The competition commences at Monday, 5th December 2016 and concludes Sunday, 5th February 2017 AEDT.
- The Organiser accepts no responsibility for any late or misdirected entries and disruptions due to technical issues and time differences.
- All prizes are non-transferrable and non-exchangeable for cash or other items of value, unless agreed upon five business days in advance with the Organiser and is up to the discretion of ATC Events & Media.
- If the winners are unable to make it for the events, the organiser will pick another entrant at their discretion.
- ATC Events & Media hold the right to refuse the winners entry into the conference and access to the accommodation if they feel that the winner has broken any of these terms and conditions.
Further Terms and Conditions
- The Organiser will disqualify any individual who has tampered with the entry process or any other aspect of this competition.
If engaging and hiring diverse talent is important to you, check out our upcoming Sourcing Social Talent conference:
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