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It does not come as a surprise: Your organization is only as good as your employees. And your employees are only as good as your talent acquisition (aka recruiting) and talent management philosophy, approach, and team.

We all agree, don´t we?

However, ask yourself, how is your employer handling recruiting in reality? In other words: Are people and talent in your organization at the heart of its mission and strategy or just another cost line in the P&L? Are they as important as the organization´s clients, customers, and objectives? Is senior management doing whatever it takes to recruit exceptional talent to continue building a successful organization?

Fact is, that many companies don´t know how to identify, target, and recruit the talent who is interested in meaningful career moves and which might fit with vacant positions you´re looking for to fill. One key reason being that people in this group are largely passive candidates who need to be contacted at the right point of time with the right message to stimulate them to respond at all.

Find out in this article which trends will shape the future of talent acquisition. Learn how you and your company can locate, recruit, and retain the right candidates better and faster. And how to rock recruiting and your organization in the future to stay successful.

Applying A Strategic Mindset: A top-notch recruiting department establishes itself as a reliant, thought-provoking, equal, and challenging partner of the business and senior management alike. Not only filling vacancies in an transactional manner, but equally important advising business partners on long-term company and employee requirements and strategies. Based on thorough analyses, hard data, and holistic forecasting. Therefore recruiting needs to be perceived by all leaders and managers of the organization as a key function which is owned by everyone; and not only by the recruiters.

 

Masked

Embracing A Marketing Attitude: Marketing departments, more than any other function of the company, have already undergone dramatic change processes with break-neck speed in order to beef up and better understand and serve external customers. In consequence, there is a lot recruiting teams can learn by thinking and acting more like marketers.

Talent As Customers: Organizations should approach talent acquisition in the same sophisticated and dedicated manner as when trying to acquire new customers. Worded differently: “With a high probability there is some sort of customer lifecycle management process installed in your organization. The resulting million dollar question: Is there also a talent lifecycle management system in place?” Let´s face it, there are still (too) many companies who have not really understood that employees are their internal customers. Consequence: “You can´t satisfy and excite your external customers with great products and services, if your internal customers are not motivated, well looked after, and engaged.”

Simplification Of Tech Interaction: Job applicants should experience a state-of-the art application experience which is as good as the organization´s customer experience process. Have you ever thought about e.g. having a highly skilled team in place answering questions of people who think about working for you? Maybe via web video or web chat to keep it scalable? Do you have dedicated metrics and a comprehensive reporting set up to monitor and review the satisfaction levels of your applicants for each step of the interview process?

Strong Employer Brand: Every organization should not only nourish its consumer brand, but also create an attractive employer brand. Key branding principles would need to be applied to the employee experience. For example, a best possible design of a company´s site is of a paramount importance, since there it is where often the job hunting begins. In this respect it´s crucial having a well-designed career site which transports a consistent brand image that reflects the company´s main values. This enables job seekers to define if they might be a cultural fit and if it could make sense to apply. As such companies are well advised taking some time to look at how they’re being reviewed on sites like Glassdoor, Great Place To Work, Vault, etc. Possibly they can incorporate the reviews and learning into their website or any other form of (talent) communication.

The Ultra-Fast Rise Of Technology: Artificial Intelligence (AI) will play a key role in assisting recruiting. I expect that already in some years it´ll be used to help screening candidates resumes based on pre-defined traits, skills, and clues on required management and leadership principles which then will be matched with suitable vacant roles. AI will support recruiters also to assess a candidate´s abilities and behavior (e.g. coping with pressure or working in a team) in real-world scenarios (e.g. with the help of special apps running on computers and mobile devices). It also looks like that the phone call as preferred first-round recruiting means will be soon replaced by live, two-way webcam interviews.

Big Data Powers On: New recruiting screening tools, powered by big data systems, will survey social sites such as Linkedin, Xing or Viadeo (e.g. profile changes, articles published, sudden increase of new contacts, etc.). Top companies will rather rely on quantitative data versus gut instinct. Sites like Joberate already scrape publicly available data from millions of individual online social media accounts and assign a score that estimates the level of job search activity. So if e.g. someone starts making many professional connections on Linkedin, publishes multiple questions or comments on Stack Overflow (with more than 6 million members the world´s largest community of programmers) the scores go up and possibly indicates a lower engagement level, i.e. a higher openness for switching jobs and listening to a recruiter calling at exactly that time.

 

Businessman and woman discussing together while looking at laptop in office

Engagement Beats Sourcing: Often the challenge is no longer finding talent, but activating and engaging them. There are several related strategies organizations should consider. One option is to involve hiring managers earlier in the process, i.e. the recruiting team partnering with them throughout every stage of the talent attraction and recruiting cycle. In top organizations this starts already with hiring managers assisting identifying and sourcing top talent (e.g. via their own alumni or personal networks). Another effective strategy in this context is using gamification. Companies could establish e.g. virtual tournaments to search for top talents (like e.g. the digital start-up Umbel is doing it with its gaming challenge called “Umbelmania”). And, of course, social media has become mainstream for recruiting. New platforms like The Muse give job seekers a more intimate view of and broader insights into company culture, values, communication, and opportunities of multiple organizations.

Data Analytics: Through biometric data and analytics, companies like NextHire can better predict which candidates are most likely to be a good fit for a position. Applicant tracking systems (ATS) – like e.g. Silkroad or Bullhorn which allow to source, attract, engage, screen and hire top talent fast, become a must for any organization. For an excellent overview of leading ATS check here.

Candidate Relationship Management (CRM): A CRM tool does more than tracking candidates like in an ATS. It allows to seamlessly share notes, develop and nurture leads, and document activity across the entire organization. It also can match the company´s internal talent data base with external people aggregator sites such as HiringSolved which gathers data from across the web and filters the most relevant data points and search results.

New Hiring Metrics: Traditionally, recruiters have been evaluated almost exclusively on metrics like time to fill or cost per hires. The problem is that focusing too much on the sheer number of butts they can pull through the hiring funnel and into seats ignore important controls regarding quality of hire, candidate engagement or respective recruiter´s overall impact on organizational recruiting or retention. In the future the entire hiring team will be assessed more by the real value their work generates.

Employees as Ambassadors: There´s nothing more credible than having employees inter-acting with potential future colleagues. Employees participating at external recruiting events, job fairs, conventions, etc. is a first good step. Having them activating their own social networks and alumni sites is an even more powerful and scalable next step. Think about how best to attract e.g. your company followers on Linkedin, Xing, etc. Post engaging and relevant content on your site and blog and motivate employees to share and comment it. By the way, anyone in your team blogging or podcasting about non-confidential and still work-related topics? You might want to get this one kicked off rather quickly.

mjohnson-10-d3-2015-7761-new-tech-visa-supports-northern-powerhouse-and-team-hiring_6115_t12

Influencer Marketing To Recruit: As many companies now use social media to recruit, there’s a mass of online content, tougher competition, and as such it’s harder to differentiate your organization. To cut through the clutter you would need to be in a position to send job seekers clear signals to generate interest and trust. Potential candidates often turn to peers, credible opinion leaders or recognized “voices“ to get information about companies, careers, and job vacancies. Using this technique within recruitment could push you ahead, since the recruiting industry is only about to discover Influencer Marketing.

Humanness Beats Tech: Even, and especially in the digital age, organizations need to radiate a strong human touch, emotions, and warmth. An excellent opportunity for companies to give their organization a “face“ by having employees acting as real and authentic ambassadors (e.g. video tours on company main website, etc.).

Final Thoughts

It goes without saying, that the very central task of recruiting is to anticipate and fill vacancies with the right candidates as soon as possible. That´s the fundamental and transactional mission and obligation of recruiters. At the same time, recruiting is changing rapidly. Job boards and job ads will soon become relicts of the past. Big data, sophisticated matching algorithms, CRM tools, and absolute talent-centricity will influence recruitment more than ever. Recruiting will need to become a key function and department of the organization by taking on more strategic tasks such as long-term staff forecasting, planning, and business advising. Always closely embedded within the overall HR strategy and team and in a tight exchange with all main stakeholders and business partners (e.g. legal, benefit and compensation, tax, etc.).

Recruitment – like the overall management of employees – must be co-owned and carried out by line managers. Organizations that understand and resolve the challenge of candidate engagement e.g. by having various authentic employees communicating and inter-acting with candidates will ultimately prosper. Last, but not least, the better a company develops, looks after, and retains its existing workforce, the smaller the need (and pressure) to recruit new employees.

If you can hire people whose passion intersects with the job, they will manage themselves better than anyone could ever manage them. Their fire comes from within, not from without. Their motivation is internal, not external. Stephen Covey

Great post by Andreas von der Heydt  via www.linkedin.com

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Technology is changing the business world. Human resources is typically a department that is constantly jam-packed with activities. Advancements in technology have done a lot to reduce administrative tasks so HR reps are able to focus on bigger hands-on issues.

A number of HR processes have been made simple by technology with improved accuracy. Here are some of the ways in which technology has changed the landscape of human resources.

Hiring

Before the digital age, the classified ads were the main place to browse job listing and the process involved a heap of paper applications. Then, human resources reps had to screen and test potential candidates to determine who to bring in for an interview. When the process was this complex, multiple interviews were almost always necessary. The biggest problem was that a lot of good candidates would get lost in the long process and look for work elsewhere.

Now, recruiting has been made a lot easier. The process of filling out applications have been made simple and screening is mostly done with automation. This makes the process much quicker and more efficient. Even though there is no way to eliminate humans from hiring methods, leaving the initial steps to technology is a great way to keep everything moving quickly.

Electronic application programs have the ability to conduct background checks and track the online activities of candidates. By the time HR reps have made the decision to interview, the candidate has already gone through the screening process so valuable time is not wasted.

Employee Benefits

employee-benefits

As most companies will tell you, employee packages are not one size fits all. Now, there are many options available to educate and enroll employees in benefit programs. Using online portals to create a resource library is a great way to help answer employee questions about company programs while keeping them informed with updates and newsletters.

This provides a one-stop experience for education on policies, forms, and important information in which employees can access at any time.

Since the Affordable Care Act, employers have put a lot more focus on encouraging workers to get more involved in company health care programs to help control costs. Using virtual care software is a great way to gain insight from employees to find a benefit package that fits their needs to plan for the future.

As the professional world is becoming increasingly transparent, workers like having access to all their information such as how their paychecks are allocated in accordance to taxes and the benefits. In the past, this meant going through a mountain of paperwork for HR reps.

Now, with payroll technology, employees have easy access to all this information. Automatic record keeping makes sure all the information is organized and up to date for the employee’s convenience.

Engagement

engagement

Cloud and mobile technology plays a huge role in providing information and feedback from workers so companies can make proper changes. Especially as millennials begin to flood the workplace, employee engagement is becoming more and more important.

A company’s ability to actively assess this information is crucial in retaining a young workforce.

Young professionals want to be engaged in their company. Using interactive technology is a great way to give voices to the employees so HR can assess results to show what motivates people and what doesn’t. Based on this information, companies are able to adjust their model to keep everyone producing their best work.

Training

Advancements in information technology have made it simple to train new employees more efficiently. New hires are able to access digital training programsremotely which eliminates the need for professionals to take time away from their work to train the newcomers. There is no denying that human interaction in the training process is necessary as there are a lot company practices that simply cannot be taught by a computer.

However, virtual training programs make it easy for human resources reps to train a larger number of new hires and track progress through computerized testing. Employees will be able to ask more questions when they are in the field which will consume a lot less of the experienced workers’ time.

Performance Management

performance_mgmt

Performance management has seen a great deal of enhancement in the digital age. Employee performance can now be easily tracked and analyzed for the benefit of the company. HR can use data and metrics to examine a worker’s performance by pinpointing issues and providing accurate feedback. Employee performance programs can help identify those who do not match up to company standards and find out if they require additional training or need to be let go.

As the digital and professional world evolves, human resources are becoming more and more efficient. With millennials making up over half of the workforce. HR must keep up and build on technological advances to manage both employee expectations and business requirements.

Great post by  via http://tech.co

Comments Off on Oli Hayward, Hall & Partners, talks Media Science and The Hub…

Oli Hayward, Hall & Partners, talks Media Science and The Hub…

Posted by | 8 September, 2012 | News

Original post by Richard , Media Science

Oli Hayward, Innovation Director at Brand Communications and Research Agency Hall & Partners, talks about his experience in working with Science to power The Hub dashboard for his clients…

Oliver Hayward – Hall and Partners from ditto.tv on Vimeo.

We’re delighted to announce we’re holding our second bi-annual Job fair this September in London. Meet Media Science and many other employers at this event.

Comments Off on Inspiring Interns celebrate placing their 1000th intern

Inspiring Interns celebrate placing their 1000th intern

Posted by | 6 September, 2012 | News

Original post by inspiring interns

With hundreds of thousands of new graduates flooding an already crowded employment market, the media is traditionally heavy with dire warnings about young jobseekers’ lack of prospects at this time of year. Fortunately, one start-up company in London is helping buck this trend. Inspiring Interns are celebrating creating 1000 graduate internshipssince being founded in January 2009, with over 600 of these leading to new, permanent jobs.

It is an impressive success story against a backdrop of rising youth unemployment and a suspicion among employers that hiring inexperienced workers in the current climate is too big a risk. With graduates trapped in the ‘need experience to get a job, need a job to get experience’ vicious circle, Inspiring Interns CEO and founder Ben Rosen believes that internships are the perfect model to get graduates into meaningful work.

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London. Meet Inspiring Interns and many other employers at this event.

Comments Off on Celebrating our 3rd birthday with over 1,300 internships!

Celebrating our 3rd birthday with over 1,300 internships!

Posted by | 6 September, 2012 | News

Original post by inspiring interns

London’s leading graduate internship recruitment agency is celebrating their 3rd birthday this month. In three years Inspiring Interns have successfully created over 1,300 internships for unemployed graduates. Over 65% of these internships have lead to new, permanent jobs and the majority of the remainder have gone on to secure permanent work elsewhere as a result of their additional experience.

Inspiring Interns had a very exciting year last year.  Our expanding business took on six new members of staff, five of who started as interns themselves. As we grew we needed somewhere bigger and better to house our budding team.  We bid a sad goodbye to our old office which has been our home from day one and moved down the road to our new headquarters. Our new office houses two candidate interview rooms so we can help twice as many graduates into jobs every day.

Last year saw us celebrate the publication of our careers guidebook Brilliant Intern which provides practical and meaningful advice to help graduates find and make the most of their internships.

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We’re delighted to announce we’re holding our second bi-annual Job fair this September in London. Meet Inspiring Interns and many other employers at this event.

Comments Off on Announcing the #TechStartupJobs Fair on 11 September 2012, London

Announcing the #TechStartupJobs Fair on 11 September 2012, London

Posted by | 30 July, 2012 | Jobs, News

If you’re spending these rare sunny summer days thinking about how you can ramp up your team – then start planning towards 11 September when TechStartupJobs will be hosting our bi-annual Jobs Fair!

Following on from our Jobs Fair in January where 300 attendees came to see the innovative projects that London’s startups are working on, September’s event will again bring together many of the top companies looking for:

Developers & Designers
Marketers & Community Managers
Business Developers & Technical Salespeople
Product Managers & MBA Graduates

If you’re looking to join a company in one of the only sectors bucking the negative trends in the economy, then see what working for a tech startup company is really like.

PeerIndex at the TechStartupJobs Fair, 18 January 2012

 

Byng Systems at TechStartupJobs Fair, 18 January 2012

 

HailoCab at TechStartupJobs Fair, 18 January 2012


 

Where?
Innovation Warehouse
1st Floor, 1 East Poultry Avenue
EC1A 9PT London

When?
Tuesday, September 11, 2012 from 6:00 PM to 9:30 PM

Who?
If you’re interested in working in a tech startup, join us!
Register here.

If you’re looking to hire talented candidates, please visit our site for more information

TechStartupJobs Fair London is Sponsored by Elance: instant online staffing for your business.

 

Original post by Jeanette Mulvey via Busines News Daily

We reported on a shocking – or at the very least – surprising fact last week: Pencil sales are on the rise. That’s right, despite everything you’ve heard about the world going digital, the prevalence of touch pads, smart phones and tablets, people are still writing…with pencils!

If I’d bet on this one, I would have lost. I never would have guessed so many people were still buying pencils. The story illustrates something we often forget, but is invariably true – things aren’t always as they appear. While we (the media) and every tablet maker would have you believe the world left writing by hand behind in the last century, apparently, it’s simply not true.

It makes me wonder how much of what small business owners deal with every day has nothing to do with the kind media coverage we often see. I saw a Tweet the other day that said, “Everyone is focused on startups, what about us old guys?” It does seem that well-established, less sexy businesses – the ones without startup money or revolutionary new products to offer – get lost in the shuffle when we talk about small business and entrepreneurship.

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Original post by gamasutra

With just a couple of days to go until Game Developers Conference 2012, show organizers have detailed some of the numerous companies hiring at the event’s robust Career Pavilion.

Developers from all over the industry will be recruiting new talent throughout the show, and the Career Pavilion gives GDC attendees the chance to interact with these companies face-to-face.

The final exhibitor list [PDF] includes traditional game developers, social companies, mobile studios, and much more. Regardless of their interests or discipline, attendees should have no problem finding a company that appeals to them.

The Career Pavilion is open to all GDC pass holders, and will take place Wednesday March 7 through Friday, March 9 in the West Hall of the Moscone Center in San Francisco. Those interested in purchasing a pass can do so on-site starting March 4 (Student passes are only available on March 9).

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Original post by   via CNN Money

From left: Skype CEO Tony Bates, Mark Zuckerberg. Photo: Mason Cohn

* During Facebook’s big product launch event yesterday at its Palo Alto headquarters, Mark Zuckerberg announced some interesting new stats: users are sharing twice as much content now as they did the same time last year, with its 750 million users — yes, 750 million — sharing 4 billion items a day. Zuck and crew also unveiled three products: group messaging, a new full-sized buddy list design and Skype-powered video chat. While all are welcome additions, it was the last feature which made the biggest splash. So far, it’s almost everything it ought to be: easy-to-download and easy-to-use, with some pretty stellar video quality. No group video chat a la Google + “Hangout,” though. (Fortune)

* It’s just over a week old, but according to Search Engine Land, Google + appears to be off to a good start, at least if anecdotal evidence is anything to go by. The Web site already has 1,000 followers. (In comparison, it took the site 17 months to achieve that via Google Buzz.) Meanwhile, tech blog Mashable has 9,000 followers to its name. (Search Engine Land)

* According to The Wall Street JournalApple ordered components for a new iPhone it’s planning to launch by the end of September. If sources are to be believed, the newest model will closely resemble the iPhone 4, but offer a thinner and lighter design along with an 8-megapixel camera. (Wall Street Journal)

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Showcase panel to feature Founder-President Dominic Wheatley, of “Tech City,” London-based company SocialGO, the first “Social Website” maker.

Prince William and Kate Middleton prepare for their trip to Canada and California (Pic: PA)

LOS ANGELES, July 7, 2011 /PRNewswire/ – Variety’s Venture Capital & New Media Summit, taking place at the Beverly Hills Hilton on Friday, July 8th, will explore how UK innovation is now on course to rival that of Silicon Valley and how the British investment community is driving technology innovation – so critical for the growth of the evolving technology and entertainment industries in the UK.

The summit will showcase London’s “Tech City” initiative, which was launched by the U.K. government to build on the existing cluster of technology companies in Shoreditch, East London. Dominic Wheatley, Founder and President of SocialGO, which creates next generation “socially-enabled” websites, has been invited to participate in a panel discussion beginning at 4:00pm. Along with Variety, the media summit is being presented in conjunction with the UK Trade & Investment Group, who are pulling out all the stops for this panel in particular; it will feature HRH Prince William and his wife Catherine, the Duke and Duchess ofCambridge, in the very first appearance of their California visit.

SocialGO, a leader in private, or “niche” social networks, is launching the first website creation platform made for the social web. The company is one of many based in “Tech City”, an area that is home to one of the largest concentrations of small, fast-growing digital technology companies in Europe and intends to give California’s Silicon Valley a run for its money as a global hub of technology. Variety’s Venture Capital and New Media Summit will showcase some of its emerging technology stars, including SocialGO.

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Original post by Pete Swabey via Information Age

The network equipment vendor hopes to fund entrepreneurs whose ideas can make the captial smarter and more connected. But on what condition?

In January 2011, networking equipment maker Cisco announced a goal to invest a staggering $500 million in East London’s technology sector over the next five years.

The investment project, dubbed the British Innovation Gateway (BIG), was welcomed by prime minister David Cameron. Cisco’s investment will “help create many new jobs and opportunities, and support our drive to diversify our economy and generate sustainable economic growth”, he said at the time.

So what is Cisco going to spend the money on?

Broadly speaking, its intention is to invest in and support London-based start-ups, especially those that are focused on “smart and connected communities”, Cisco’s jargon for technologies that integrate business, government and civil networks.

For Cisco, the “enlightened self-interest” comes from the fact that if successful, these technologies will drive demand for network equipment and services.

The BIG programme is designed to do this in a number of ways. The most conspicuous components of the programme will be two ‘innovation centres’ – one located in Shoreditch, the other somewhere in the vicinity of the Olympic park.

What exactly is an innovation centre? “That’s a very good question, actually,” says Russell Craig, public sector manager for Cisco’s Internet business solutions group. “It’s a very broad concept, and we’ve deliberately refrained from being too precise about what it is.”

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Original post by  via TechEYE

Facebook is snubbing the so-called sillicon roundabout – home of start-ups around the Shoreditch area – to move into Covent Garden instead.

It will put Facebook in tube-taking distance to the East London Tech City, proposed by the government to be a bustling hub of start-ups and established tech powerhouses. Facebook has committed to a developer garage for the project.

Meanwhile, Google is interested, and so is Intel – along with Barclaycard and plenty of others.

But anyone who has taken the tube from the crowded Covent Garden in the evening would probably know it’s worth giving a miss.

Covent Garden’s 42 Earlham Street  office building was packed full of 600 Expedia employees who will now set up shop in Angel, Islington. It’s a fair bit closer to Old Street.

READ MORE TO FIND OUT FACEBOOK’S U.K. HEADQUARTERS

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Ed Vaizey (Intellect Conference, London) – July 5, 2011

Thank you to Intellect for inviting me back to speak.

I came to this conference last year, as a fresh faced Minister with an ambition for digital radio.   That ambition remains, but today I want to share with you the Government’s ambition across the wider digital space as well.

The UK has one of the most dynamic and successful media and communications sectors in the world.   According to a report from the Boston Consulting Group, the UK is now the world leader in e-commerce, with an internet economy worth £100 billion a year.  The availability of enhanced 3G for mobile data transfer is at almost 90 per cent of the total population.  Our content sectors continue to thrive with international sales of TV content exports growing to over £1.3billion in 2009.  Indeed the broadcast content sector invested around £250m on UK commissions in 2009.

We have built on this success with initiatives such as East London Tech City that is helping to support the creation of a world leading technology centre in East London. Hailed as the “Digital Capital of Europe” Tech City has become a tremendous attraction to ambitious young technology entrepreneurs making it increasingly the place to be for the world’s next generation of digital entrepreneurs. The success here has attracted other like-minded high-tech entrepreneurs and the area is booming.

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Here's the flyer the Greenpeace stormtroopers were handing out at Old Street this morning.

Stormtroopers converged on Old Street in London as part of a Greenpeace protest against Volkswagen’s apparent opposition of European environmental laws.

At 7am this morning, commuters were greeted by an army of Stormtroopers at the exits of Old Street’s Silicon Roundabout as the Imperial March sounded. Protesting stormtroopers climbed the billboard above the roundabout to unfurl banners.

The Stromtroopers’ message was this: “All of us in the Rebellion are calling on Volkswagen to turn away from the Dark Side and give our planet a chance.”

This, the Greenpeace stormtroopers suggest, can be done by supporting strong CO2 emissions cuts and fuel efficiency standards.

Greenpeace is also calling on Volkswagen to harness its technology for greener use.

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Stormtroopers take over Old Street

Here’ the Greenpeace message

And here’s the highly-popular Volkswaagen Starwars commercial

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The government is paying a marketing agency close to £100,000 per year to promote David Cameron’s Tech City overseas, a Whitehall department has confirmed.

In the same week that saw ministers applaud major reductions in government advertising and the axing of around a quarter of in-house government communications jobs, business minister Mark Prisk told MPs that PR firm Hill and Knowlton would be paid £99,945 to promote Tech City overseas for 12 months.

Speaking to Publicservice.co.uk, UK Trade and Investment (UKTI) said no concerns had been raised in government about spending the sum on the marketing campaign, which they believed to represent “excellent value for money”.

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Hermann Hauser has followed Bill Gates’ footsteps and has entered the pantheon of technology “gods”.

Hermann Hauser was recognised this week in Silicon Valley’s “Visionary Awards”, joining the ranks of Bill Gates, Vint Cerf, Vinod Khosla and others.

Silicon Valley’s elite gathered this week to honour Hermann Hauser at the SDForum annual “Visionary Awards”.

Every year, the SDForum hosts an a-list ceremony for 250 CEOs in Silicon Valley to honour four industry leaders who have pioneered innovation and fostered the entrepreneurial spirit. It is widely recognised as the “pantheon of technology gods”.

Hermann Hauser was one of the entrepreneurs to be recognised this year, chosen for his “exceptional contributions in the field of emerging technologies and in the community”.

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