Thursday, December 5, 2013
Lou Adler contends that while most corporate hiring initiatives have noble purposes most of them start out going in the wrong direction. According to Adler, without the right talent strategy in place first, whatever process or technology solution is implemented is doomed to sub-par performance. In this thought-provoking program, Lou will discuss the importance of developing a companywide talent strategy that focuses on attracting the best people, not weeding out the weak. Since over 80% of the talent market for high-demand people is passive, the focus must be on building processes and programs that meet their needs. From beginning to end this must consider how messages are written, how prospects are developed and nurtured, how the apply process is designed, and how the best people who are not looking are interviewed, recruited and hired. This session is not for the faint at heart, so fasten your seatbelts and get ready to enter the high-speed world of Lou Adler.
Key Topics Covered in this Session
- You can't use a talent surplus process in a talent scarcity world
- Why you must eliminate hyperbole, jargon and job descriptions
- Process doesn't drive strategy, strategy drives process
Doing the wrong things faster is not a strategy
Despite the hype around the use of mobile technology in recruiting (mobile-enabled sites, apps, SMS/test, QR codes), most organizations do not have career sites, branding or selection processes that are optimized for mobile devices. In fact, research from HCI found that penetration of mobile tech into talent acquisition tech was present in fewer than one in ten organizations. Yet an industry study showed that 86 percent of job seekers use mobile devices for job searches.
If your organization is one of the nine not optimized, Rich Lishewski, Director of Global Recruiting at Nike, has a message for you: just do it. He’ll share how they’ve redesigned selection to attract and retain candidates on any platform, lessons learned along the way, and cool new mobile job branding initiatives underfoot."
Customer relationship management (CRM) tools have been used by sales teams for years to engage clients: current, past and future. In talent acquisition, this concept is fairly new. If used wisely, it can make recruitment more efficient and effective, especially for those leaders looking to make their hiring efforts more proactive. For the past two years, GE has worked, within the bulky constraints of a global enterprise, to make this switch.
In this session, we'll hear about implementing a candidate relationship management (CRM) transition, not about specific tools or vendors, including:
- Learning how to use the actual technology
- How important pipeline driving activities are to the platform
- Rules of engagement for each talent acquisition role and function
- Integration with other platforms and technologies
- The effectiveness of a phased approach in a large-scale roll out - The ingredients required for a successful implementation
Talent is the only sustainable advantage in a global knowledge economy. It just may be the one competitive differentiator that determines if a company thrives in the future, or doesn’t exist. Successful companies must align strategic talent acquisition and engagement activities with business strategy. In order to do this, companies must leverage existing technology embedded in their organization, while being able to quickly evaluate, select and integrate new technology. They must understand which tools are critical, which are merely interesting and how to tie those tools to an overall recruiting strategy that delivers long-term, sustainable results.
This session will provide insight into what CH2M HILL is doing to address the global labor crisis and how they’re using technology from their applicant tracking system, CRM and social media to drive every step of the recruiting lifecycle. It will detail how they built a global organization that is flexible, scalable and able to deliver consistently despite instability, ambiguity and globally diverse projects. Attendees will gain insight into how CH2M HILL has used their existing infrastructure, how they have changed the composition of the recruiting team and the tools used, and the role social media plays in the attraction and engagement of talent.
If you encourage and reward employee referrals as part of your talent acquisition, you know first hand how incredibly tedious and manual administering the program is. It’s very manual on the employee’s side as well, without a lot of systemic support to scan their network for matches, send out information or answer questions. What if it was technologically supported for every employee to act like a recruiter?
At Accenture, their goal is to make employee referrals their top source of talent. This session will explore Accenture’s “Get Referred” initiative, which is designed to help employees be more successful in making referrals from their networks and to make their people the number one source for hiring talent.
Signs. Newspapers. Phone. Rolodex. Internet. E-mail. Job boards. Career sites. Deep web. List serv. Spiders. Bots. Boolean. Beacons. Social. CRM. Next?
The field of recruiting experiences hyperbolic technologic change and cycles. What’s hot and useful one day may be passé the next. Given the slow(ish) pace of adoption inside most organizations, by the time a new system or platform is implemented, the trend has probably already shifted, leaving most leaders shaking their heads and wishing for a time machine.
Join these visionaries, representing some of the most respected brands in talent acquisition technology, as we jump into the HCI De Lorean to the year 2015. They’ll share what’s next from their own shops, how SAAS will evolve, which consumer technologies are driving business change and best practices on how to keep your own organization primed and ready for the future.
Once a thing of the future, video communication is quite commonplace in our world. Families and virtual teams alike use platforms like Skype, FaceTime and Google Hangouts to visually communicate. These systems are commonplace and almost everyone has the necessary hardware, so they should work great for interviewing, too, right?
Actually, it can be an ok place to start – but not stay. We will explore new research showing that almost 60 percent of talent acquisition decision-makers equate video interviewing with a simple chat or conferencing tool necessitating clarification and education in this category. In this session, you'll learn about a true video interviewing maturity model to help guide organizations forward in their strategic thinking about the use of video and how they can progress through their adoption of and realized value from this key talent acquisition technology.
Few will disagree that leveraging social media for recruitment is an efficient, powerful and cost-effective way to source top talent, capitalize on employee referrals, promote employer brand and engage passive candidates. Not only are the majority of the top social networks free, they reach more than one billion people, representing the largest recruitment channel in the world.
In order to deliver true ROI and provide measurable results above and beyond recruitment methods of the past, it is critical to leverage the appropriate social recruiting tools available and to create a cohesive recruitment advertising and communication strategy. This session will discuss the key strategic differentiators that set talent acquisition front-runners ahead of the rest, including:
- Adopting an integrated strategy that syncs social media tools with existing recruiting and business objectives
- Selecting the right social tools to target specific talent groups and measuring the efficacy
- Promoting an employer brand to attract top talent and engage passive candidates"
Friday, December 6, 2013
The future of talent acquisition presents leaders with an interesting mix of challenges and opportunities. On one hand, an increasingly knowledge based economy and globalization sparks an insatiable appetite for ever-better talent. On the other hand, powerful new tools are at our disposal; most notably social media platforms, integrated systems and cloud storage of information.
Yet these tools and solutions have no value unless we can apply them in a useful way. What if we could transform the cluttered, valueless data on our desktops and use it to make sourcing functions more effective, to dramatically improve workforce planning and to increase the strategic value of competitive intelligence? This session will examine trends in technology like Big Social Data and CRM and share innovative best practices that will enable talent acquisition leaders to harness them.
Microsoft has a long standing reputation for out-of-the-box, innovative recruiting strategies. When you’re one of the most recognized global brands, though, competition for top talent is fierce. Recently, a recruiting team inside the organization set out to bump up hiring using a focused social strategy, using Twitter, Facebook, Instagram, YouTube and hashtags.
Unlike many other social recruiting efforts, this initiative in the Xbox recruiting division was committed to using networks, metrics, competitive and sentiment analysis and influencers to take an action, not just brand, broadcast or drive traffic. In this session, we’ll hear the “social recap” - what works, what doesn’t and how to tell the difference, from this hiring giant."
Driven largely by changing workforce demographics and desires, the nature of employer/employee relationships has experienced significant shifts in the last decade. One-third of the individuals performing work at most organizations today aren’t actually employees- they’re contractors, temps, outsourcers, freelancers, or some other hybrid arrangement. This has major impact on talent acquisition- how do we select and engage the right people given this construct?
Maria Jimenez, Global Contingent Workforce Program Manager at Symantec will share perspectives on how an innovative global leader in security, backup and availability solutions is leveraging vendor neutral Vendor Management System (VMS) technology and a robust, vendor-neutral Managed Services Provider (MSP) to achieve program visibility, global consistency and compliance.
With the competition for top talent continuing to escalate, employers and recruiters need every hiring advantage they can get. Virtual interviewing technology enables them to leverage the power of the cloud to improve their interviewing efficiency and strengthen their employment brands.
Virtual interviewing literally transforms the ways that today’s employers are meeting and forging relationships with job candidates. It helps employers improve scheduling efficiencies, speed up time-to-hire, streamline critical HR processes, and reduce recruiting-related costs. In addition, virtual interviewing has become a truly comprehensive solution, offering recruiters and employers a variety of alternatives for interviewing job candidates from live one-on-one or group sessions, to recorded and on-demand sessions, to a mobile solution for those on the go.
Organizations using unproctored pre-employment assessments face a critical challenge in the evolution of their pre-employment testing technology. Every day an increasing number of candidates access them using mobile devices, including laptops, tablets and smart phones. Is your selection system prepared for this challenge? Hear new research findings regarding this topic, and best practices to ensure that your assessment program is prepared for the diverse technology changes that are sweeping through your candidate pool.
This session will focus on the topics organizations using unproctored assessments should consider, including:
- The prevalence of mobile testing in the typical candidate pool
- Impact on candidate experience
- Selection tool measurement accuracy
The infamous war for talent is nothing new in the technology industry. The already aggressive competition for top talent is intensified by top-rated firms such as Google and Apple, who boast not only the name-brand recognition, but also employee value propositions that are virtually impossible to match.
As Sony focuses on capturing a new generation of consumers, reinventing its employment brand to appeal to a new generation of employees was critical. Learn how Sony combined an innovative talent management strategy with the most effective talent acquisition and development technology to regain relevance with their youngest employment audience, the Millennials. Through a targeted strategy to revitalized their employment brand, partnered with LinkedIn suite of tools and then accelerated through a new and innovative Millennial development tool, Sony Electronics built a robust new pipeline, increased hires by 25%, and transformed their employment brand into a force to be reckoned with.
In companies today, adaptability is the new stability. The best employees are entrepreneurial in their career and are looking to use their entrepreneurial instincts on the job. This shift means re-thinking how a company relates to their employees: understanding and implementing the new employer-employee compact.
Ben Casnocha comes from Silicon Valley, which is a model for how to emphasize people and remain adaptive. In a keynote based on his forthcoming book from Harvard Business Review Press, Ben presents a revolutionary way to relate to your employees. You will learn:
- How to create a two-way flow of value between a company and its most entrepreneurial employees.
- Why the new way to relate to employees is deeply relational instead of transactional.
- Why a company hires not just an individual, but that individual's network as well.
- How to build lifetime relationships with your people, even though lifetime employment is over.
To remain adaptive, a company needs an HR strategy for the 21st century—an entrepreneurial age. Ben presents a bold guide for building your own.