Wednesday, June 11, 2014
Employment branding is a critical step in any recruitment strategy, but even more-so when recruiting candidates from the world’s top graduate business schools. It’s not just an issue for small businesses and private consulting firms, it’s also one of major challenges for top consumer brands like Google, Amazon, and Johnson & Johnson. Unless you’re one of the “big three” consulting firms, or headquartered on Wall Street, recruiters trying to connect with MBA students will fail without the proper employment branding techniques. This workshop will focus on how you can compete with the stereotypical MBA job functions and industries. We will arm attendees with the knowledge and best practice tips to define their company culture, explain potential impact, and create the personalized recruiting experience MBA students want. Each and every attendee will walk away with a comprehensive understanding of the keys to on-campus recruiting at the world’s top graduate business schools and employment branding that attracts global leadership talent.
When it comes to driving employer brand awareness, recognition and buy-in on a global scale, consistency is king. When meeting local and regional recruitment objectives, however, the global, “one-size-fits-all” approach doesn't always work. Developing content and messaging that is authentic to your global employer brand, and reflective of your local brand in the market, will help you stand out from the crowd, which means taking an honest look at your business to define its culture and localize your brand proposition.
In this workshop we will look at:
- The importance of understanding cultural differences
- Defining your culture and creating authentic messaging - internally and externally
- Differentiating your organization from the competition
- Balancing the global/local message and its impact on recruiting processes
- Best practice insights as shared by the HR leader of Societe Generale, known for its world-class employer brand
We are entering an on-demand era in recruitment. Both companies and candidates want to find the right match as quickly as possible. The environment in which we all operate is changing–people expect to do less, get more, do it faster, and be more on demand. Building talent communities addresses this on-demand era of recruitment. A talent community is a place where employers can interact and communicate with prospective employees, inform candidates about employment opportunities, receive referrals and handpick qualified individuals from inside the group. In order to stay on demand, using social media is pertinent in order to connect and stay connected to people’s skills, experience and job history. Connecting with candidates on your career site, social media channels or paid promotions to build your talent community is essential. Keeping the talent community engaged is important. Using automated self learning email campaigns, community segmentation and employee referral programs are key. And with the growing use of smart phones to search the web, it is important to ensure candidates can connect to you via mobile. Building and engaging with your talent community through these channels creates opportunities for innovation, positively impacting internal mobility within the organization and expanding your brand reach.
In this workshop, you will learn:
- How to use social media to stay connected to people’s skills.
- How to keep your talent community engaged.
- How to connect to your community via mobile.
Thursday, June 12, 2014
Chairman's Welcome Remarks
Organizations around the world today are being driven to identify, hire and develop top talent. By identifying and developing precisely the right employees in the right jobs, businesses can more effectively position their people for success in more measurable ways. In this competitive market, you need the right data, smartly aggregated across your business silos, to fully understand what your best talent looks like and what programs will have the greatest business impact. Hear how the world of HR Analytics is evolving to make it easier for HR executives and business managers to harness big data to discover new and valuable talent insights.
As organizations struggle to get their hands around the amorphous big data and analytics, few stop to wonder where all this data is ultimately leading. Thought-leader and socio-biologist Rebecca Costa will discuss why all this data matters and what are the ramifications to businesses and individuals. More importantly, she’ll talk about what comes after analytics. As organizations scramble to become data-driven enterprises, most are too overwhelmed to ask where all this is heading. In her talk, you’ll also discover the coming technologies that will change the nature of talent acquisition. This keynote is a blend of future think and tactical steps for the talent acquisition professional to succeed in an increasingly complex world.
You will learn:
- Understand how artificial intelligence is the next step after data analytics
- Know what technologies are on the horizon to change the face of talent acquisition
- Be poised for success in an increasingly complex world
As a leading global financial services and insurance provider, AXA recognizes that its success depends on the ability to secure great talent in a competitive industry. Every competitive advantage in attracting and retaining talent is critical, and that’s why AXA has successfully established a robust strategy addressing a subject that many organizations struggle to operationalize: diversity and inclusion.
In this session, Melisa Waters, Head of Talent Management and Diversity for AXA will share the details, best practices and lessons learned in building a diversity program that goes beyond “checking off the box” and makes inclusion a fundamental part of the way AXA does business. She will explore the role that diversity plays in helping companies attract great talent, and then she’ll cover the keys to driving an effective diversity strategy. This includes the business case—developing a great diversity strategy and winning buy-in to put it into place. She will cover AXA’s unique program, including a tour of the company’s ten employee resource groups devoted to diversity. She will share insights on the program’s influence on employee engagement, productivity and impact. And finally, she will explore insight on translating a great diversity program into an employer brand and talent acquisition advantage that can help you attract great talent in a competitive market.
This is a great learning opportunity for anyone involved in building a diversity program or looking for insight into the role of diversity in a successful talent acquisition strategy.
How do you structure your employer brand and marketing resources today? Are they optimized to deliver outcomes that UNDENIABLY affect your ability to attract passionate, talented and innovative people to your organization, despite today’s clutter of recruiters and media? If you represent the majority of corporations and enterprises across the globe, the answer is probably ‘No’. And how your employer brand fares in future decades may suffer. Hear how marketing communications strategist, Lisa Chartier, has found success by applying innovative consumer marketing approaches to talent challenges faced by several global organizations, including her current employer, Philips North America. Lisa will outline how she’s created a team structure and strategic planning framework that has helped define Philips Talent Acquisition organization as an indispensable business partner, and as a lead influencer in the recent corporate rebranding of Philips.
Based on industry examples and learnings from Philips firsthand evolution, you will learn:
- How to structure your organization in a way that creates opportunity for great recruitment marketing to overcome barriers impacting your talent and business-related outcomes
- How to create a business case for the optimal org structure that gets buy-in from executives and employees
- Usable frameworks for developing a recruitment marketing strategy, based on proven consumer marketing techniques
- Measureable KPIs that demonstrate the value that employer branding can bring to the talent acquisition, business and brand goals of an organization
- Do’s and Don’ts along the journey of defining, activating and managing your Employer Value Proposition (EVP) across global talent communities
A recent survey of corporate recruiters revealed that 80% of talent acquisition professionals describe candidate experience as “very important” to their recruiting efforts, yet nearly half of those surveyed describe efforts to improve candidate experience as an ongoing struggle. In this panel, learn how the new breed of recruiting technology – mobile, social and big data solutions – helps companies overcome this struggle and greatly improve the way top talent engages with hiring organizations. Hear from top practice and thought leaders about the real and measurable results achieved to streamline application processes, positively reinforce employer brands, and attract top talent through leading-edge technology.
In this session, you’ll learn how leading-edge technology can:
- Streamline the application process
- Reinforce employer brands
- Attract top talent
While every company wants the top talent in their industry, some companies are taking measurable actions to ensure that they recruit, assess and select the best talent.
In this session, a senior HR executive will walk you through how her organization optimized and streamlined their recruiting process by creating an integrated talent selection and assessment competency model that ultimately raised the quality of new hires.
You will learn how your team can:
- Measure skills, abilities and other job-relevant characteristics of candidates
- Validate and integrate the assessment to your recruiting strategies and processes
- Personalize the interview process based on the candidate’s self-reported strengths and areas for development
- Gather metrics to show senior managers/executives how the process can achieve a greater quality of hire
Recruitment Process Outsourcing (RPO) continues to be a valuable solution for companies that need high-quality talent for specialized positions, aim to reduce turnover, and want a strategic partner to make the hiring process more effective. WellPointSM, the nation’s largest health benefits company, chose an RPO to support their hiring needs, add scalability, and engage recruiting expertise. Join Chantale Canal-Stewart, Manager of Talent Acquisition at WellPoint as she discusses how the RPO relationship grew, including its ability to scale to provide sourcing and recruiting for thousands of additional positions in a single year. Canal-Stewart will share results and metrics from the partnership, best practices for building a stellar RPO relationship, and lessons learned along the way.
Attendees will learn:
- How to build and maintain strong RPO partnerships that maintain positive results
- Strategies for examining and overcoming challenges to build a stronger solution
- Methods for determining whether an RPO partnership is right for your organization
Room Change Break
Make Data-Driven Decisions
Vice President of Talent Acquisition Raúl J. Valentín will share how Comcast is creating a holistic approach to recruitment.Starting with ensuring a strong linkage to the “business”, and understanding the culture while shifting the focus and balance to the external talent market realities. Raul will walk you through Comcast’s recruitment journey from creating a vision to reinforcing an employment brand.
In this session, you will learn:
Establishing a vision and mission to align and inspire action
- Building the right team, diverse and putting the “E” in COE
Leveraging data to demonstrate “ROI”
- Benchmarking to drive the right tools, technology and "partners"
Fulfilling and reinforcing our organizational brand thru our recruitment brand
- Taking an external view that starts and ends with the “candidate” which in many cases is also a customer
What to do when almost a third of your organization is poised to retire? That was the question facing CSX Transportation, after almost 20 years of limited hiring due to a loyal workforce. The answer? Be proactive! CSX ramped up its hiring, the right way – using the latest tools and technology to select the best talent, while also building a talent management infrastructure linked by success profiles, fostering a sustainable leadership culture, and recasting HR's role to help drive the transformation. Jennifer Burnett will share CSX's fascinating journey from a looming talent time bomb to the leading edge of talent management best practices.
Achieving candidate engagement – and ultimately employee engagement – is critical to loyalty, productivity, and longevity. But when does “engagement” occur? Is it after 90-days? At the conclusion of onboarding? We know that it begins even earlier than that; as early as the first point of contact between a company representative and a job candidate.
Video interviewing contributes significantly to the success of the hiring experience. In part because it facilitates early and ongoing engagement through greater interpersonal connection. And, because of the collaboration fostered among all video participants, this connection is not limited to the job candidate and the hiring team, but also applies to interactions among the hiring team, talent acquisition leaders and recruiters. This panel of TA practitioners will share their experiences and lessons learned leveraging video interviewing to enhance and build engagement from the earliest point of contact.
You will learn:
- Engagement strategies from the first point of contact
- Collaborative strategies between candidate, hiring team, acquisition leaders and recruiters
- Strategies to sustain employee engagement
Reference checking can be one of the most practical places to identify top talent from current candidate’s references. However, recruiting from reference providers is a practice that must be handled delicately, and managed well. With a candidate driven, automated reference checking process, references have the option to enter themselves into a passive candidate pool. Using this less-intrusive method, the reference provider can be alerted periodically to the opportunities with your organization, or reached out to personally to communicate the opening.
In this session, you’ll hear how Gate Gourmet uses automated reference checking to tap into this powerful source of top talent; takeaways include:
- How to establish a relationship with the reference provider
- How to manage the reference provider in the long-term
- Best practices in reference provider engagement
Does your recruiting program need a jolt of energy, new ideas and fresh approaches? Join Bernadette Palumbo, director of talent acquisition at BASF, who will share how they've replaced outdated, boring recruiting programs with social, mobile and video technologies that help brand BASF as an employer of choice. She'll walk through how digital has been incorporated into diversity and university recruiting efforts and how digital interviewing plays a major part of their sourcing, screening and selection process. As a result, BASF makes better use of career fairs, making talent matches before going on site and teeing up the digital experience for candidates in a unique and personal way. You'll hear results of their program including the impact to key talent metrics, candidate feedback, and how she's turned demanding managers into raving fans of digital recruiting. Gather concrete ideas for your own recruiting programs that will energize and inspire!
Change your metric attitude and stop producing endless same-same metrics. Instead, learn the art of data storytelling to support your business! Your success as a talent acquisition thought-partner will be judged by what you deliver: how quickly, at what cost and at what level of service you give to hiring managers and candidates alike. Talent acquisition must demonstrate and validate the overall impact on the business function it supports. We are tasked to illustrate return on investment, justify costs and deliver excellent candidates at the same time. Niamh will share stories and case studies on how to use numbers to your advantage. This session is presented by an experienced HR professional who recently transitioned to the talent acquisition function so expect some alternative views.
You will learn:
• Which metrics matter and why.
• What resources you should have in order to deliver data on a consistent basis.
• How to sell your metrics story.
Room Change Break
Today’s recruiters have to be mobile, engaging the populations where their organizations recruit, andevangelizing for their companies at every opportunity. All acquisition strategists know they need a mobile strategy, but few know that mobile needs to amplify an already strong acquisition strategy or they’ll be broadcasting an ineffective strategy.
Welcome Networking Reception
Friday, June 13, 2014
Chairman's Welcome Remarks
It’s time for talent acquisition to move from a one-to-many model of recruiting to a one-to-few personalized approach, where job seekers aren’t all treated the same and chase after a position. Instead, organizations treat job seekers as unique personas where their jobs find the right person, at the right time.
Hewlett-Packard Company has a storied past with one of the most iconic cultures in the technology industry. Founders Bill Hewlett and Dave Packard created the “HP Way,” which focused on individual respect, achievement, integrity, teamwork and innovation. The HP Way essentially set the stage for the employee-centric cultures that many Silicon Valley companies are known for today.
Now under the leadership of CEO Meg Whitman, HP is in the midst of a five-year turnaround to transform itself back into a market-leading technology company. HP’s HR department is playing a key strategic role in this transition. A year-and-a-half ago, HR led the rollout of the HP Way Now, the company’s evolved take on the original HP Way. Hear how HP is leveraging their brand and culture (HP Way Now) to find—and retain—the best employees.
In this keynote, you will learn:
- How HP leverages the HP Way Now for talent acquisition at all levels
- How the company’s culture leads to higher retention rates
- How to maintain a global employee brand during times of transition
A well-maintained talent community means better access to the right passive candidates that you need as competition increases for top talent. Organizations that have established strong talent communities have grown their talent pipeline, improved their company brand awareness and enhanced their quality of hires. To make a talent community work, you have to be savvy at gathering intelligence and maintaining strong relationships. In this keynote presentation, Shahbaz will demonstrate why developing a community is not enough, you need to grow and gather intelligence on that community. He’ll share his experiences developing the processes and technologies that enable community development and the challenges associated with it. Specifically, he’ll cover how a properly implemented talent community enables organizations to proactively source and engage passive candidates, reduce costs and increase quality of hire.
In this keynote, you will learn:
- How to define and cultivate your community.
- Technology and techniques to engage passive candidates.
- How a CRM solution can engage, while reducing costs and increasing quality of hire.
Royal Bank of Canada (RBC) has over 79,000 people in 46 countries and has built a strong consumer brand—business consultancy Brand Finance ranks RBC as the most valuable brand in Canada, 16th in the world by brand value, top 10 global brand as an asset manager, and measured by enterprise value, RBC is also worth more than some of the top 10 banks in the world. Given our keynote speaker’s strong foundation in brand management, employment brand, marketing and information technology, you’ll hear how Estela is balancing RBC's employment brand with consumer brand. She’ll discuss key employer brand roles, the importance of brand alignment and integration into overall business strategy. Estela will also share how you integrate the employer brand objectives with human resources, marketing, branding, communication and social media to ensure the highest impact.
In this keynote, you will learn:
· How to integrate employer brand into the overall business strategy
· What employer brand functions should be owned internally and what can be outsourced
· What metrics you should implement in your organization to measure your employer brand
The best HR leaders want to be viewed as strategic partners. They’re looking for new and better ways to find the best talent to achieve business goals faster than ever before.
Many of the most forward-thinking executives are turning to online platforms to source talent on demand. Yet new technology presents unique challenges to managing the new workforce, maintaining a strong culture, and finding ways to keep top talent motivated.
This session aims to share practical advice with leaders who recognize the importance of innovation, speed, and culture in the talent acquisition game. As the number of distributed, remote team members grows each year, it’s critical for HR to have an understanding of how to build and maintain a competitive extended workforce.
In this panel, you’ll learn:
- How the expectations of millennials are changing the makeup of our workforce and how we attract, hire and retain them
- Why building hybrid teams of full-time, core employees and freelancers is allowing businesses to become more agile and competitive
- How leading companies are leveraging new technology to maintain a strong, dynamic culture and manage large global teams
How can your online presence supplement employer branding? As job seekers look online to find jobs and learn more about employers, how are companies creating a best-of-breed web presence? This session will discuss how career site management fits into an overall employer branding initiative as well as share results and ROI for companies including REI and Popeyes Louisiana Kitchen. Hear the workplace application and proven best practices to carry employment branding from career website to print to social and beyond.
Learning objectives include:
- How can big and small employers equally have strong online presence and increase their employment brand.
- What are best in class brands doing and how can I implement these initiatives at my company?
- With so many choices and so much competition for candidates where should I spend my time and money?
- How do I leverage tools and resources to amplify my brand across social channels and recruitment opportunities?
For decades companies have used assessments to select top talent. Assessments offer an unbiased and even playing field for all candidates, allowing each candidate an equal opportunity to perform. Research indicates that assessments are four times more reliable and valid than a resume review. Not only will a valid and accurate assessment help you to better identify high performers, incorporating them into your global selection process will also create a more consistent, effective, and efficient hiring system. Merck Pharmaceuticals utilizes talent assessments around the globe to identify top-talent throughout their organization. John Fernandez, Director of Assessment at Merck Pharmaceuticals, manages the globalization of Merck’s talent assessment processes as well as those here in the United States.
What you will learn
- Merck’s approach to talent acquisition both in the United States and abroad
- How Merck has implemented predictive assessments into their talent acquisition processes
- The Return on Investment of a consistent and legally defensible assessment system
Room Change Break
Design the Sustainable Pipeline
Reputation is a valuable asset, but what if your company is still the best kept secret? Smaller companies often wait to build an employer brand, assuming they don’t have the resources to create an effective messaging campaign. However, even for a small company, employee brand should be the cornerstone to any recruiter strategy. Don’t wait to ask the questions “Who are we?”, “How do we want to be perceived?”, and “What’s our story?”
Marie Norman will share the Financial Engines reputation trajectory while fighting for talent amongst the tech giants and hot start-ups in Silicon Valley. Hear how you can get talent to hear your company’s unique voice in a noisy marketplace.
You will learn:
- How to create a consistent story and know when to customize it
- Who are your internal partners to build your story
- Where to you get your story out
- How to make your recruiters--and employees--your brand ambassadors
The field of recruiting is experiencing rapid change. Join us for an exciting panel discussion on what product experts are seeing on the technology horizon, what are current best practices and which consumer technologies are driving business change. No sales pitches, just technology leaders talking about the state of technology so you can get ahead of the curve.
In this panel, you’ll hear debated:
- What are the hottest tools in talent acquisition?
- How are companies responding to consumer demand?
- Mobile, social, and collaboration, has it been over-hyped or is it here to stay?
- What you should be thinking about over the next five years?
Obviously millennials are more tech savvy than any generation before it. So how do you attract this social media obsessed generation? Use big data to find and assess this generation. Millennials are leaving a digital trail everywhere that you can use to easily locate and assess the right candidate. To do this recruiters need to understand big data, use big data properly to find the right pools of candidates, and know how to weight the data points to provide the best possible fit.
In this session, you will learn:
- What you need to know about millennials
- How to use big data to attract millennials
- How big data and social media are converging
- How to use the data to assess if you have the right candidate
- How to increase recruiting efficiency and boost retention
Make Data-Driven Decisions
Create a culture of recruiting by transforming your employees into the engine of your recruiting machine. Social media, sourcing technologies, big data, and gamification have radically changed the recruiting landscape and created the biggest opportunity ever to put the power and passion of recruiting into your employees’ hands. Modern HR and employee engagement practices have also paved the way to introduce recruiting practices at each phase of the employee lifecycle, from a candidate’s first experience with a company all the way until they become alumni.
In this thought-provoking session you will learn:
- How to engage, motivate, educate, and develop your employees into recruiting stars.
- How to foster a talent focused culture where HR and recruiting is viewed as a primary business driver of success.
- Cool and creative marketing tips and technologies to drive adoption and success.
Groupon has had a storied couple of years—at one point the fastest growing company ever. During these roller coaster years at Groupon, Dustin Carper moved from corporate recruiter to employment brand strategist. Hear how Dustin created his role and the social recruiting strategy with no budget. Hear about the successes in the people blog and pay per click ad campaigns. Dustin will also share the mistakes so you don’t make the same ones.
You’ll learn how to become a social media star:
- Don’t be afraid to fail—lessons learned in employment branding strategies
- Don’t force your social media strategy—let your talent community grow authentically
- Show, don’t tell—showcase your authentic community in the people blog
Extending your community to include the contingent workforce is critical to your organization’s success. Organizations can’t be expected to conduct business at a slower rate due to a lack of talent.
To build a smarter contingent workforce strategy, HR needs to own and drive the contingent workforce. In this session, our speaker Harsha Raghavan will share how biotechnology company Biogen Idec are sourcing and managing their contingent workforce. This session will outline contingent workforce management model that is trying to mature, while meeting the needs of the changing the market.
In this session, you’ll learn
· How to generate excitement and buy-in within HR.
· How to gather and engage your internal stakeholders.
· How you need to partner with legal (compliance and risk mitigation); finance and security for long-term success.
Room Change Break
Finding the right mate and the right employee are not all that different. You want someone who lasts, who fits into your family/organization and makes you feel (or earn) a million bucks. Hear from Sam Yagan, founder of OKCupid and now CEO of Match.com on the new way to get connected. OkCupid changed the online data world by asking a crazy array of questions, crunching the numbers, and then pairing people based on a long-list of answers. Hear what OKCupid learned are the best predictors of a long-term relationship. It isn’t always what you’d expect.
Connect the lessons from OKCupid to your own sourcing challenges. All organizations are gaining more access to data, but most are struggling with putting that data to use. Use this keynote as thought-provoking stepping-stone into the new era of data: Are you asking the right questions and are you open to the unexpected results to make better predictions about potential hires.