Your employer brand isn't something you control. It is the individual perception of everyone your brand comes in contact with. If you're ready to get a lot smarter about your own employer brand, this is a can't-miss session. Ellis will have you rethinking the way you look at your brand, and explain how so many have got it so wrong.
Who Should Attend
You, if you are ready to get serious about taking control of your employer brand to support all your inbound recruiting initiatives.
What to Expect
Get a great foundational understanding of all the elements that connect your employer brand to candidates. Then learn how to find the ones that are broken.
We’re quick to blame the supply-side issues and people competitors for our challenges in getting top talent, quickly. It’s all sourcing’s fault, right? Nope. John Vlastelica, former corporate recruiting leader who has consulted with 200+ companies to improve their recruiting skills and process, believes we’re to blame for at least 1/2 of our problems.
What to Expect
Vlastelica will walk through our biggest *internal* blockers, share insights on how companies are overcoming these challenges, and then open it up for live Q&A and discussion. Bring your biggest internal challenges to the conversation, and get free consulting advice
Takeaways
How to improve your process and the effectiveness of your recruiters and hiring managers.
(first come, first served, limited seating)
The workshop is designed to address the key leadership and management skills necessary to effectively lead a high performing corporate and organizational recruiting team and provide a toolkit for recruiting leaders to optimize the way they lead and manage a recruiting function.
We will discuss such important issues such as:
Organizing and structuring the recruiting function:
Developing high-performing recruiting professionals:
All participants will receive a comprehensive workbook with tools and templates in the appendix as well as a copy of Jeremy’s book, RecruitCONSULT! Leadership.
Okay, so all the "latest and greatest" tools are out there (and yes, Jo does nerd out about them, too.)
But, alas, they won’t solve all the world’s problems … or even the world’s recruiting problems. She’ll help you with on the human side of the recruiting -- how a human can better recruit other humans … not in place, of technology, but by not relying on it 100 percent.
Who should attend
Talent professionals who want to use both technology and their people skills
What to expect
Robots, stand aside! You won’t walk out of the room against technology, just with improved people-recruiting skills.
Join Melissa Thompson as she lays out a plan for transforming your talent acquisition organization. In this interactive conversation, she will help you think about what you need to transform, how to implement "bite-sized solutions" and measure your overall progress. She'll use a framework that prepares you to transform your people, operations, processes, and systems.
Who should attend
Leaders and aspiring leaders in companies wanting to improve their talent-acquisition departments
What to expect
Specific action-item takeaways related to designing your organization, defining your transformation project, and identifying key opportunities to improve your talent acquisition organization.
(first come, first served, limited seating)
The workshop is designed to address the key leadership and management skills necessary to effectively lead a high performing corporate and organizational recruiting team and provide a toolkit for recruiting leaders to optimize the way they lead and manage a recruiting function.
We will discuss such important issues such as: Organizing and structuring the recruiting function:
Developing high-performing recruiting professionals:
All participants will receive a comprehensive workbook with tools and templates in the appendix as well as a copy of Jeremy’s book, RecruitCONSULT! Leadership.
Retailer Sonic Automotive set out to revolutionize the car-buying experience which included reducing the purchase time from the agonizing 3–4 hour process to under an hour. This new experience involves innovative technology, and requires a different skill set than the traditional automotive sales associate. Senior Director of Talent Acquisition John Perez will tell you how Sonic pulled it off.
Who should attend
Those thinking of improving quality of hire; improving their brands; boosting ROI; changing the type of people it hires given changing business needs
What to expect
A case study of one company’s ...
As the professional body for talent acquisition Professionals, ATAP is developing a broad picture of our profession: Who are they? Where are they? How many are there? What do they want? What’s important to them?
Join ATAP Board President Tom Darrow as he shares ATAP’s research into the demographics of the profession as well as the results of a survey about what TA professionals want, where they are succeeding, where they are struggling, and where they are innovating and blazing new trails.
Who should attend
Anyone interested in hearing about the current state and the future of the talent-acquisition profession and what their peers are doing to adapt and prepare.
What to expect
Hear from a group of TA professionals and leaders as they share what’s on their mind in 2018.
You may not think healthcare is the most progressive industry when it comes to talent management, but Molly Weaver, talent acquisition director at Children’s Mercy Hospital, begs to differ.
She’ll tell you about a number of initiatives her hospital's working on, including:
Who should attend
Talent leaders and recruiters interested in their future workforce
What to expect
Real-life suggestions from an innovator
We’ve heard a lot about Bitcoin and other digital currencies. These currencies are built on a platform called Blockchain ... a secure platform for sharing information that can be repurposed for storing candidate and other data. Find out how this could be used to eliminate the need for background checks, resume reviews, and recommendations by storing personal data in a Blockchain platform.
Who should attend
Anyone interested in learning more about technologies that could affect the talent field
What to expect
A better sense of whether this may be the way we assess candidates in the future or if it’s all a pipedream.
Universal Music Group tells you about a business model called F.O.C.U.S. (Foster, Orchestrate, Collaborate, Unify, and Strategize) that has been developed and implemented one business unit at a time. Using this business model provides “recruiting as a service” to the business through the process of understanding, identifying and delivering.
The recruiting team, acting in a consultative manner, develops strategies and programs for each business unit which varies based on the individual need of the business. Some items that have been implemented are:
Who Should Attend:
This is a great opportunity for professionals interested in engaging their business through proactive recruitment practices. F.O.C.U.S. can be especially useful if the business is experiencing a disruptive change such as succession planning, restructuring, expansion, site relocation, etc.
What to Expect:
The team will review the F.O.C.U.S. process, how it has been successfully implemented at Universal Music Group, and steps you can take to change reactive into proactive recruiting!
Marketing research has proven that video has an impact that far outreaches text and images combined. Video is taking over social media so much so that Facebook execs have predicted that the platform will be all video in less than four years. Recruitment teams need to embrace this future and build a video strategy or lose out.
Who should attend
Recruiters, brand managers
What to expect
Audra Knight will cover:
Forgetting talent acquisition for a second – just as a business -- The Container Store is remaining competitive in retail by using a “test and learn” model, trying out new store formats, products, and streamlining processes to get unique products to customers. Well, you’ll find out here how talent acquisition is doing much of the same. It’s testing new tools, re-evaluating vendors, and streamlining the interview process.
You’ll hear about all that, and also how the chain is pulling in great talent from all industries, not just those with retail backgrounds.
Who should attend
Anyone in an industry changing significantly (that’s you)
What to expect
Advice from someone in the midst of tight competition and a plan for winning
Who better to talk about leading talent acquisition in a dynamic and ever-changing world then Facebook’s Michelle Rife? She has lead recruitment teams to help transform a legacy company into a digital company (GE Digital), and is currently challenged with scaling a rapidly growing organization, at a highly-visible company, in a competitive world. Will Staney interviews her live.
Who should attend
Leaders dealing with change (or who need to deal with change)
What to expect:
Rife’s experience with ...
-changing a company’s well-established brand/perception
-improving quality of hire
-hiring at live events
-how she sees the role of career sites changing
-better interviews
-using your passions to improve your job as a talent leader
Join us for a working session (meaning that all those who attend should participate) to discuss and debate what can and should be measured regarding diversity and inclusion recruiting activities, and how to measure it.
It’ll be run by the Association of Talent Acquisition Professionals (atapglobal.org), whose primary goal is to establish a body of knowledge for the profession, which in turn will help to establish common standards for education, measurement, and ethics. To establish this Body of Knowledge, ATAP will be gathering quantitative and qualitative data from a variety of sources, including working sessions at conferences such as ERE.
Who should attend
Individuals interested helping to determine how diversity recruiting efforts in their organizations and in business overall should be measured.
What to expect
Not a presentation. This is a hands-on work session. A facilitated discussion which invites your perspective, experience, and any evidence that you bring along to support your position as it relates to this topic.
Andii Lee will examine the idea of scaling rapidly while overcoming limits with geography, resources, leadership approval, and brand recognition. Follow along as we walk through case studies on hiring, marketing, culture positioning, and opening new offices -- complete with technology and practical tips to help you tackle these challenges.
Who should attend
Recruiters and recruiting leaders; growing companies; small- and medium-size company recruiters
What to expect
Lee will cover …
Join us for a working session (meaning that all those who attend should participate) to discuss and debate what can and should be measured regarding diversity and inclusion recruiting activities, and how to measure it.
It’ll be run by the Association of Talent Acquisition Professionals (atapglobal.org), whose primary goal is to establish a body of knowledge for the profession, which in turn will help to establish common standards for education, measurement, and ethics. To establish this Body of Knowledge, ATAP will be gathering quantitative and qualitative data from a variety of sources, including working sessions at conferences such as ERE.
Who should attend
Individuals interested helping to determine how diversity recruiting efforts in their organizations and in business overall should be measured.
What to expect
Not a presentation. This is a hands-on work session. A facilitated discussion which invites your perspective, experience, and any evidence that you bring along to support your position as it relates to this topic.
You’ve read about Unilever’s big initiative to take down and rebuild its hiring process (ere.net/unilever-wants-to-shorten-hiring-from-4-months-to-2-weeks/). Now hear the back story, what it learned, what it feels it did right and wrong, what’s next, and what you can learn/apply to your own company.
Who should attend
Companies wanting to speed up, improve, make more digital, or update their hiring
What to expect
What worked, what’s still a challenge, and all in all a real-life experience from a very big change to a very big company’s hiring process
Join us for a working session (meaning that all those who attend should participate) to discuss and debate what can and should be measured regarding diversity and inclusion recruiting activities, and how to measure it.
It’ll be run by the Association of Talent Acquisition Professionals (atapglobal.org), whose primary goal is to establish a body of knowledge for the profession, which in turn will help to establish common standards for education, measurement, and ethics. To establish this Body of Knowledge, ATAP will be gathering quantitative and qualitative data from a variety of sources, including working sessions at conferences such as ERE.
Who should attend
Individuals interested helping to determine how diversity recruiting efforts in their organizations and in business overall should be measured. You do not need to be an ATAP Member to attend this session.
What to expect
Not a presentation. This is a hands-on work session. A facilitated discussion which invites your perspective, experience, and any evidence that you bring along to support your position as it relates to this topic.
What do the Blind Side, the Golden Globe, and Academy-award hit starring Sandra Bullock and Michael Oher have in common with recruiting top talent? They get blindsided all too often. Most candidates feel under prepared, overwhelmed, and stressed out about what to expect in an interview. Recruiters tend to give generic tips like “Do your best. Be yourself” or worse. Why are we failing our candidates and what can we do to change the outcome?
Sief Khafagi, recruiter at Facebook, tells you why you should be investing into candidate preparation to attract and hire the best talent. Learn how to implement it and why it could be the secret sauce to improving both candidate outcomes and the overall candidate experience.
Who should attend
Executives/recruiters/HR managers who are interested in branding, inclusion, and empowering candidates to succeed.
What to Expect
