2014 Talent Acquisition Innovation Forum

Agenda

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Thursday, December 11, 2014

7:00-4:10 PM

Registration

7:30-8:30 AM

Breakfast

8:30-8:50 AM

Chairperson's Opening Remarks

Chairman:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
8:50-9:00 AM
Presenter:
Greg Karr, Executive Vice President, Seven Step RPO
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What can keep your talent acquisition fresh and innovative? Dynamic metrics and people. If you strategically measure and monitor, the data will lead you to improvements to take your recruiting to the next level.  You’ll drive meaningful value to your organization and differentiate from your peers and competitors  However, the best technology in the world doesn’t matter if you forget the human touch necessary to build substantive relationships with the right talent.  Tools enable recruiting, but the function itself will always be delivered by consultative and sales-biased people.

9:00-9:30 AM
Presenter:
Kara Aley, Senior Director, National Recruitment Services, Kaiser Permanente
Jason Phillips, Vice President, Recruitment and HR Operations, Kaiser Permanente
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Kaiser Permanente may fill up to 45,000 positions a year, and for this leading integrated health care provider, many of these roles are life-critical.  To enable recruiting excellence, all technology and process decisions must be rooted to the overall strategy.

 

In this co-hosted keynote address, Vice President of Recruiting and Operations Jason Phillips will share how recruiting must first deliver the strategic imperatives of Kaiser Permanente to its leaders and employees.  He’ll discuss the importance of intertwining the strategy to positions tied to critical revenue streams.  Senior Director of National Recruiting Services Kara Aley will share how she implements the overall strategy and how that plays out in innovative methods to connect with the right people to continue to drive KP forward.

 

You will learn:

  • How to isolate the key drivers to your overall strategy.
  • How to tie your strategy to key revenue drivers.
  • How the strategy drives the implementation of tactics.
  • How to ready your organization for recruiting excellence.
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In a fast growing start-up — like Airbnb — recruiting is top priority. With the talent wars particularly embattled in Silicon Valley, every candidate-centered decision counts for a hot startup. During a period of phenomenal growth, how do you streamline the process to find the best people quickly and keep them engaged? Head of Recruiting Jill Riopelle will walk you through how their team decided what they wanted out of an automatic tracking system and the candidate experience, and then how they got the technology to support their improved process.

 

You will learn:

  • How to take a holistic approach to recruiting.
  • How to first decide what the candidate experience should be, and then customize the technology.
  • How your ATS system can help decision-making for faster, better hiring.
10:00-10:40 AM

Networking Break

10:40-11:25 AM
Presenter:
Steve Fogarty, Director, Global Talent Acquisition, adidas Group
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Join our speaker as he discusses how Adidas deployed a CRM strategy globally to help build qualified talent pools of key talent ahead of demand from the business. He will also take us through how they’ve leveraged CRM to build an “always recruiting” culture in the company.

11:25-12:25 PM
Moderator:
George Anders, Contributing Editor, Forbes: Author, "The Rare Find: Spotting Talent Before Anyone Else"
Panelists:
Katherine Jones, Vice President, HCM Technology Research, Bersin by Deloitte
Christine Mellon, Vice President, HCM Transformation, Oracle
Andres Traslavina, Director of Global Recruiting, Whole Foods Market
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The use of social media for recruitment is the norm for businesses today. Most organizations say they use Twitter, Facebook and LinkedIn.  Yet, according to HCI research, only 56 percent of organizations agree that social media recruiting is manageable for their recruiters. Likewise, only 61 percent report that they are able to effectively connect with candidates through social media. It is clear that many companies are not using social recruiting effectively.

 

Join us as our expert panelists share and debate on the best approach to social media as a whole, as well as each individual platform. 

 

You will learn:

  • What does “well-connected” mean in the age of social media?
  • Does a bigger candidate pool translate into better hiring?
  • How do you find the highly-skilled who don’t update or tweet?
  • How is social media to evolve?
12:25-1:30 PM

Networking Lunch

1:30-2:00 PM
Presenter:
Brendan Ginn, formerly Global Talent Acquisition Solutions, Takeda Pharmaceuticals U.S.A., Inc.
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For recruiting excellence, one of the largest pharmaceutical companies in Asia overhauled their recruiting to merge programs and technologies throughout the Americas for better, quicker hires.
 
To realize their recruiting goals, Brendan Ginn will discuss how they balanced the art and science of the recruiting revamp, including changes to onboarding, regulatory changes, ATS integration and conversion, career site consolidation, CRM selection, internal mobility and referral programs. He’ll share the successes and lessons learned.
 
You will learn:

  • The lessons learned from consolidating the technology and process of a global company.
  • What key technology decisions led to better recruiting performance.
  • How to increase referrals and simplify internal mobility.
2:00-2:45 PM
Presenter:
Grace M. Lee, Director of Talent Acquisition, Allstate Insurance Company
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What goes on behind the widely known “You’re in Good Hands with Allstate®” slogan? Among other things: a lot of hiring!  Allstate is 92nd on the Fortune 500 list with customers in 16 million households. When hiring the right people to serve those customers, they seek effective, and often, empathetic service professionals. Most customers will have routine interaction with Allstate staff; however, some will have very meaningful, and perhaps extended, interaction after a local or regional catastrophe.

 

Join Grace Lee the Director of Talent Acquisition at Allstate as she shares her thought process and workflow for humanizing the hiring experience – for both candidates and hiring managers. She will share how video interviewing technology enabled them to hear the smile behind the voice that enhanced the Allstate hiring process.  She will expand upon areas of inefficiency discovered, and then, time and costs saved. And she will share her successes and lessons learned around hiring for some of the most important roles within the company.  

 

 

You will learn:

  • How video interviewing enhances the candidate--and hiring manager--experience.
  • How technology enabled them to update their hiring process.
  • How video technology saved both time and money.

 

2:45-3:30 PM
Presenter:
Erika Duncan, Vice President, Human Resources, MetroHealth
Aaron Olman, Human Resources Specialist, MetroHealth
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Michigan-based Metro Health has been on a deep dive into hiring better qualified, more engaged and more committed contingent workers. Currently, a significant portion of their workforce is supplemented with contingent workers, and they predict this percentage will continue to grow. Metro Health needed a rigorous, but nimble reference checking method to evaluate and hire the best candidates for their organization. Once instituted, they’ve measured improved job satisfaction and decreased turnover among the blended workforce.

 

With the success of the contingent workforce evaluations, Metro Health HR decided to extend this to their own internal mobility. Hear how this has also led to more successful internal mobility placement. Recently, Metro Health was named one of the National Best & Brightest to Work For.

 

You will learn:

  • How to better predict contingent workforce engagement.
  • How to assess for better internal movement.
  • How to increase engagement and retention amongst the entire blended workforce.
3:30-4:10 PM

Networking Break

4:10-4:45 PM
Presenter:
JD Cummings, National Recruiting Consultant, Chipotle Mexican Grill
Lily Siegel-Gardner, Recruitment Communications Specialist, Chipotle Mexican Grill
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In the digital age the human element of social recruiting can be hard to capture. Chipotle aims to give a face to its employees on their social channels, from entry level up. By sharing stories of those who have climbed through the internal ranks to achieve career success, Chipotle successfully engages candidates to join an organization where growth and development abound.  JD will share strategies deployed on their career site, YouTube channel and Facebook, among other social channels.   

   

You will learn:

  • What is Chipotle’s overall approach to social recruiting.

    What social media platforms Chipotle focuses on and why.

    How social media enables connection to the passive candidate.

    How to keep the candidate empowered by letting him/her track their own application.

4:45-5:15 PM

Closing Keynote Address:

Want a Job? Play a Game.

Presenter:
Lori Hawthorne, Head of National Talent Acquisition, Razorfish
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RazorFish recently announced the first-ever mobile game recruiting app: CodeUp, to connect with top technical candidates.  It was developed by Razorfish together with Plain Vanilla, one of the country’s leading mobile game developers.  The game resides within QuizUp, the top trivia app with more than 18 million registered users. By playing CodeUp, job seekers can show their stuff via an interactive trivia challenge where, depending on how well they do, they could wind up applying for an open position, connecting with the Razorfish Recruiting Department, or (for those with the top 25 scores) interviewing for a specific job in one of our seven locations and having a private mentoring session/lunch with our Global Technology Officer.

 

You will learn:

  • How to embrace the current mobile gaming culture for faster, better hires.
  • How Razorfish seemlessly assesses and connects with top technical candidates.
  • Early results and lessons learned from a maverick recruiting strategy.
5:15-6:15 PM

Welcome Networking Reception

Friday, December 12, 2014

7:00-2:30 PM

Registration

7:30-8:30 AM

Breakfast

8:30-8:50 AM

Chairperson's Welcome Remarks

Chairperson:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
8:50-9:00 AM
Presenter:
Lisa Hartley, Vice President, Sales and Strategy for Recruiting Solutions, SuccessFactors, an SAP Company
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Today SuccessFactors is expanding the traditional notions of recruiting to include planning, onboarding, development, collaboration, and performance.  In her opening remarks, Lisa will touch on some of our design principles that have driven our vision of continuous innovation, with particular focus on accessibility and metrics

9:00-9:30 AM
Presenter:
Matt Kaiser, Employer Branding and Digital Recruitment, Ericsson
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One thing is constant in life and in business – change. As HR leaders we can't just embrace change, we must create it. Social media and mobile technology have fundamentally transformed the way we connect and communicate. In this revolutionary world of recruiting, companies that understand this concept and drive innovation are thriving. 

 

In this session you will see how a global employer like Ericsson shifted their mindset – leveraging new technology and their workforce to attract and engage talent locally, regionally and globally. We'll take an in-depth look at how you can be the catalyst for change and innovation in your organization and share a unique process for measuring your success.

 

You'll be inspired to see how technology combined with the human touch can not only impact the world of talent acquisition but all areas of our lives. Embrace the future and leave with ideas that will immediately impact your organization.

 

You will learn: 

  • How a leading employer like Ericsson is leveraging technology and their workforce.
  • How to attract and engage the right candidates locally, regionally and globally.
  • How to overcome the barriers of change while inspiring new ideas and innovation in your organization. 

 

9:30-10:00 AM
Presenter:
Nick Boyd, External Talent Branding Director, Gap Inc.
Ashley Gore, Global Talent Acquisition Operations Director, Gap Brand
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When Doris and Don Fisher opened the first Gap store in 1969, the reason was simple: Don couldn’t find a pair of jeans that fit. They never expected to transform retail. But they did. Guided by humility, compassion and a strong desire to win, the Fishers grew their company thoughtfully.

 

Today Gap Inc. has almost 140,000 employees, 3,200 company-operated stores and 400 franchise stores. This leading international specialty retailer also has six brands — Gap, Banana Republic, Old Navy, Piperlime, Athleta and INTERMIX. Gap is growing online and globally, recently opening stores in China and Italy. Customers in about 90 countries can buy Gap products. While many things have changed since 1969, Gap's guiding principals have stayed the same: creativity, delivering results, doing what's right and always thinking of our customers first.

 

Gap's Talent Acquisition team's quest to make this great American success story come to life by conveying appropriate messaging to their target customer and candidate audience. This is no easy task, given the reach of Gap’s multiple brands. However, in this session, Gap’s External Talent Branding Director Nick Boyd will share their talent brand strategy from the top-down, while Global Talent Acquisition Operations Director Ashley Gore will share integrating their technology solution from the bottom-up.

 

 

You will learn:

 

  • The need for, and how to define, talent branding.
  • How to build a talent brand.
  • How to create brand relationships in a portfolio of brands.
  • How to develop a global talent brand from strategy to technology.
  • Successes and lessons learned from Gap’s “Do More” initiative.
10:00-10:40 AM

Networking Break

10:40-11:10 AM
Presenter:
Ginny Clarke, Partner, Amrop Knightsbridge; Author, "Career Mapping: Charting Your Course in the New World of Work"
Nadine White, Global Inclusion Excellence and Innovation Strategist, Cisco Systems, Inc.
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How do you identify, attract and retain high-quality, diverse talent?  One of the biggest impediments to diversity hiring is the hiring managers.  Hiring managers need to develop capabilities to better assess talent, address unconscious bias and better understand their role in the recruitment process.

 

You will learn:

  • How to ensure that your workforce reflects the surrounding community.
  • How to identify, attract and retain high-quality talent.
  • How to help hiring managers become better at assessing diverse talent.
11:10-11:55 PM
Co-presenters:
Jenna N. Filipkowski, Ph.D., Director of Research, Human Capital Institute
Christine Mellon, Vice President, HCM Transformation, Oracle
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At the very heart of recruiting, there are essentially only two methods for acquiring talent: external hires or internal mobility. Organizations looking to hire externally often face an expensive and shallow talent pool for certain skill positions. Seventy percent of business leaders are worried about the availability of key skills, according to PwC’s 2014 CEO Survey. As a result organizations are directing their attention in-house to their homegrown talent. However, organizations are struggling to inform their current employees of their talent needs and also struggling to keep up-to-date records of their employees’ skills.

 

This signature research, conducted in partnership between Oracle and the Human Capital Institute, will examine the current state of internal mobility. With quantitative and qualitative data, we address the following big-picture questions:

  • How are organizations redeploying talent internally? What is their strategy for internal talent acquisition?
  • What kind of software are organizations using to manage their internal talent? How are they using it? Do they have real-time information on their internal workforce’s knowledge, skills, and abilities?
  • How are organizations innovatively recruiting talent internally? How do they strategically adapt to extremely scarce talent? Are they developing more employees to increase their “high-potential” pipeline?
  • Do organizations with an internal mobility strategy report less of a concern over talent scarcity?
11:55-12:25 PM
Presenter:
Brandon Moreno, Director, Global Talent Acquisition, Herbalife
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It’s no surprise that automation saves time, and money; Herbalife, a global nutrition company, saved 64 hours in just their 10-week pilot alone. What is not as clear are the other benefits to automated reference checks; risk mitigation, tools to aid in the interview process, and the creation of a new sourcing pool. Join Brandon Moreno, Director, Global Talent Acquisition for Herbalife as he shares his story of and recounts the benefits that automation has to offer.

 

You will learn:

  • How to measure the “wow” candidate.
  • How to avoid potentially risky candidates.
  • How to quickly and accurately capture behavioral feedback.
  • Best practices in reference provider engagement.
12:25-1:30 PM

Lunch

1:30-2:00 PM
Presenter:
Kyle Power, Director of Interactive Marketing, CHG Healthcare Services
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For over a decade healthcare has experienced a shortage of qualified workers.  To fill thousands of positions annually, CHG Healthcare invests heavily in marketing metrics. Director of Interactive Marketing Kyle Power will share marketing know-how to up your candidate campaign game.  He’ll deep dive into the metrics that continually help improve each successive campaign.  He’ll walk you through where they get their data, what they measure, why they measure it, and how this has changed their recruitment for the better.  Kyle will discuss the important dialog that exists between the marketing and hiring sides of the business.  This dialogue not only enables better hires but improves candidate engagement.

 

 

You will learn:

·         How to enable a deeper dialog between marketing and staffing.  

·         How to isolate the data that matters.

·         How to adjust and segment campaigns for optimal performance.

·         How to make sure a campaign has the right fit—balance between candidate quality and quantity.

·         How to enable better candidate engagement.

2:00-2:35 PM
Presenter:
Jeffrey Lackey, Head of Global Resourcing Strategy and Services, Rolls-Royce
Daniel Perkins, Global Employer Brand Manager, Rolls-Royce
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Many companies get outside expertise to manage, define and tell their employee value proposition (EVP), while the most effective campaigns can tap into the creative people already inside a company.

 

Rolls-Royce Holdings has an interesting brand, still known for the car that they haven’t built in over 30 years; that engine engineering expertise is now used for airplane engines, marine propulsion systems and power generation equipment.  The strength of the Rolls-Royce brand is that it can say, "quality, luxury, elite," but it may also say, "antiquated, set apart, stodgy."

 

Grappling with this dilemma, Roll-Royce looked inward to tell its EVP through the creativity of it employees. Jeff Lackey will share the internal sparks of imagination that created the EVP buzz that Rolls-Royce has won awards for. Presented stories will include a kid-inspired 152,455 Lego brick engine, musical performance art and hero campaigns that capture the imagination of today’s and tomorrow’s engineers. 

 

You will learn from this award-winning team leader:

  • How to be memorable with an authentic voice.
  • How to foster buzz around the true corporate objective—in Rolls-Royce case: engineering excellence.
  • How to measure the art of storytelling.
2:35-2:45 PM

Chairperson's Closing Remarks

Chairperson:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)