Presented by: Paul Rubenstein, Leader, Product Strategy & Talent, Aon Hewitt
The global economic hangover has stalled major investment into today’s talent acquisition function. And yet, the pressure from the C-suite to deliver talent has not lessened. In fact, the ante has been upped. Leaders demand a predictable, sustainable, and performance-ready supply of talent, at the best possible price. This comes at a time where social, economic, and technology trends have yielded a complicated talent market — where candidates demand that the organization’s value system matches their own and where applicant skills and attitudes often do not easily lend themselves to on-the-job success. Organizations can no longer simply rely on those few exceptional recruiters to uncover exceptional talent as the core of their delivery model. We will explore the challenges that are shaping today’s talent market and some of the innovative practices and trends that meet those challenges — to hire and engage the performance-ready talent that will win business, retain clients, and move the organization forward.
Presented by: Lars Schmidt, Senior Director, Talent Acquisition & Innovation, NPR
At a time when many companies and organizations are trying to effectively marshal social media resources to promote their brand and attract talent, National Public Radio (NPR) has put these platforms at the center of its recruitment strategy. It’s an approach that targets a job candidate who is digitally savvy and an active user of social media. Instead of the standard human resources-driven recruitment strategy, NPR’s strategy is to empower current employees to help with outreach efforts. NPR has created several Twitter hashtags to share their brand with potential future employees. Current employees offer insights into what it’s like to work with NPR and help recruit across all public media organizations. NPR staffers also post on the organization’s Tumblr page. In these ways, NPR employees are becoming brand ambassadors that recruit the next round of employees.
In this session, Lars Schmidt will show how organizations can also use Twitter to share the voice of the employee, making the culture more engaging and transparent. He will talk about how creating an open organizational culture is becoming more necessary and how to involve current employees in the recruiting process effectively.
Presented by: Joe Essenfeld, CEO, JIBE
The extreme shift in job seeker behavior from searching for jobs via local ads and online postings to targeting specific company opportunities via career sites has increased the need for employers to invest in mobile-enabled career sites. Functions like job search, the application process, and progress tracking are all desirable for candidates on mobile devices by potential candidates. Restricting candidates’ ability to search and apply for jobs to non-mobile devices isn’t just a barrier but can actually turn candidates off to the organization. Transitioning to an mSite or creating an app isn’t the answer. Candidate experience, attraction to the career site and the overall ease of application all need to be considered. In this session, USAA will explain how they approached the need for recruiting to go mobile. They will share the internal hurdles they encountered, how they combined their ATS system for maximum efficiency, and share the results of their endeavor and how it changed their recruiting success.
Moderated by: Susan Strayer LaMotte, Founder, exaqueo
Kristen Baldwin Ballinger, Director HR Operations, Otsuka Pharmaceuticals
Brenda Mensink, Recruitment Advisor, Recruitment Strategies, Mayo Clinic
Randy Rosler, Executive Recruiter, Masco
As organizations embrace technologies designed to improve their talent acquisition initiatives, a growing number are turning to virtual interviewing because it offers a set of undeniable strategic benefits including: Easy access to a broader talent pool, reducing time-to-hire, creating efficiencies, improving the overall interviewing experience, and more.
The benefits and competitive advantages of virtual interviewing will be explored in detail in this informative presentation. Attendees will hear from a panel of talent acquisition and recruiting experts who will share their real-world experiences with virtual interviewing and how the technology has enhanced their companies’ strategic talent acquisition practices. Panel members will explore how virtual interviewing serves global, international and local needs, improves the candidate experience, and strengthens employer branding.
Missed Opportunities in Talent Acquisition: Findings from the 2012 Global Selection Forecast Research StudyKeynote Video:
Scott Erker, Ph.D., Senior Vice President, Development Dimensions International, Inc. (DDI)
DDI’s Global Selection Forecast 2012 is part of a continuing series of trend research by DDI’s Center for Applied Behavioral Research (CABER). It was designed to inform and advise talent management professionals about the current state of hiring and selection strategies of organizations worldwide. More than 250 staffing directors and over 2,000 new hires from 28 countries provided perspectives on their organization’s selection processes. Staffing directors provided insights into what selection systems look like today; new hires provided an unprecedented view of how those systems are perceived as well as their post-hiring experiences.
Some interesting findings include that one out of two new hires report being “very confident” in their decision to accept their current job. Combine this statistic with the fact that nine out of ten of these respondents said they searched for a new job within the first year of being hired and it’s obvious that there is something fundamentally broken, yet most likely fixable, in the hiring process. In this session, Scott Erker will share findings from the research as well as research-driven actions for improving talent acquisition performance and closing the gap on missed opportunities.