#TruLondon – One size doesn’t fit all.

2 days of being inspired, intrigued, confused, fascinated and well… angry. That’s what Bill Boorman’s #TRU events do for you. Why? – because everyone has a voice, and is allowed to have a voice – and everyone is relevant.  

This matters. 

During some of the tracks, I do get angry. I do get angry when people patronise, when they say “you’re wrong” without applying perspective, when people stifle innovation and idea, and when I don’t get `my` word in edgeways!!! 🙂 


But where would #TruLondon and it’s global sister events be without this?

I sat in tracks with Americans (they’re the noisy ones haha), South Africans (they’re the quiet ones), Dutch (they’re the crazy ones), Swiss (they… oops, he is the loyal one), Half-Canadians (he’s the one with the moving hands), Scots (he’s the one with the crazy wail), Irish (they’re the one’s who are just too damn intelligent), and well… there were others, French, English, Swedish, and a lovely chap who runs a Village Store in Hampshire. 

I sat in tracks with Inhouse Recruiters, Recruitment Marketers, Social Recruiting Strategists, Futurologists!, Agency Recruiters, Graduates, HR professionals, HR consultants, Sourcing Gurus, Global Recruiting Managers, Job boards, Software people, Employer Branding advisors, Talent Community types, and the man with the hands… Brand Engagement Specialists. And Bill – who fits in most of the above.

The perspectives are wide and varied, open and opinionated, right and wrong, but always, always relevant. Because whether you think the CV is dead or not, or you think the workforce should be mobile and unrefined, or you think HR should be a cost centre – everyone’s opinion matters. 

That’s what’s great about #TRU events. No speakers, No one person an expert more than any other, Discussion and Debate, and Diversity in the extreme. 

However the challenge is this. Those of us who hit this event every time, are well versed and ensconced in innovation, ideas and diffrentiating the applicable from the noise. What about the new visitors? If everyone has a voice, and no-one is wrong – then who is right? For the lady in the room who asked what she should do first in engaging her recruiters into social media – she got 5 answers from 5 different people. How does the inquisitor make the diffrential between what is right for `their` business from 5 strong voices, all with apparent authority on the subject. 

It’s something to take from this whole #TRU circus. I am it’s biggest advocate, and advise any recruiter or HR professional to go, if you have any ideals on trying to modernise and evolve your recruitment communication methods – but stay strong in understanding your own business, your own colleagues and their methods – ans apply advice accordingly, and with care.  


2 thoughts on “#TruLondon – One size doesn’t fit all.

  1. “If everyone has a voice, and no-one is wrong – then who is right?” This to me is key. As a one man band, justifying the time and cost of being out of the office for a day or two has to be my priority and, having been to one TruLondon which I found interesting I have followed with interest the feeds via Twitter of subsequent event and find that a lot of stuff is contrary and/or repetitive. No one really knows the definitive answer so you get several speculative ones. An example would be – think Facebook is a waste of space. People’s motivation for being on there is primarily to talk to their chums and family,not to be sold to or bugged by recruiters. That’s why so many don’t even bother telling the world what they do for a living. Accordingly I think FB will die a slow death like Myspace, once new kid on the block social networks come along that are tailored towards recruitment rather than just by products. I mean come on, Facebook was a place you went to as a college student to get laid at the outset – you’re telling me it’s now a top notch recruitment vehicle? The argument that is has 800 million members cuts no ice. They are not there to look for a job. Indeed many of them are children or grandparents or plain not in the job market you operate in. But, could I be bothered to argue that case at an unconference knowing that there will be several people with the polar opposite opinion to mine? No, because as I said, it is merely speculation and conjecture and thus invalidates the price of the ticket to get in.

  2. Hi Alisdair – thanks for the comment.
    To clarify the point I was making, the challenge lies with the new participant to the `social recruiting` spectrum. Lots of opinions, lots of voices, from lots of perspectives, geographies and standpoints, means knowing what you need to apply to your own business, and what is right for your own business. It seems there are very few `quiet` people in ongoing social recruiting circles. Do they come and then move on, because they actually didn’t explore further?
    The problem (or challenge if we think there is one) is not social recruiting, or the potential effectiveness of the likes of Facebook – it’s the contrast of methodologies and uses. But every one that has a success case study at the end of it, is relevant – it’s deciphering which ones work within a specific function is where the challenge lies.

    Oh, and on Facebook – it’s not the 800 million people figure that it is relevant; it’s the fact it is where a high proportion of people exist, and not just for pleasure. As I we speak I am sat in a space where 7 people from 4 different companies operate in my eyeline. They are all on Facebook.
    If let’s say 100 million are actively on Facebook, that means over 50 million are open to a new job. They don’t say “I’m looking for a Job” on Facebook – they follow their favourite brands and monitor movements. People stalk on social networks – they stalk jobs too. It’s too big to ignore

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