Monday, June 22, 2015
What HR function doesn’t want to be more “strategic” and add increasing value to the business? That desire has become a paramount objective for every HR function in the modern era. It’s an easy question to ask, but not so easy to answer. Often strategy is in the eyes of the beholder and understanding that strategic perspective and then turning it into action requires some tools and techniques that are often not found in the talent acquisition toolkit. In this workshop, HCI will share many of the tools and techniques that are fundamental to strategic workforce planning and discuss how these tools are being applied in the talent acquisition process to help recruiters identify the strategic issues, provide additional proactive guidance to the business and attract more of the “right” talent to win in the short as well as the long term.
- Using a competitive differentiation map to dissect business strategy.
- Understanding how role segmentation can help you focus on the impact of strategic organizational roles.
- Using an environmental scanning tool to incorporate talent acquisition data into the planning process.
- Strategies for effective partnering – with business leaders and HR peers.
- Using the intake meeting as a way to link strategy to action in the recruiting process.
Afternoon Networking Break
Great sourcing has always been at the heart of a successful recruiting operation--but what does effective sourcing mean today? Innovations in big data, search, and recruitment marketing get much of the attention. But what about recruitment strategy, research, and old fashioned networking and engagement? Do they still matter? The answer is yes? Today, more than ever, it takes a complete sourcing strategy to compete for scarce talent in a highly competitive recruiting environment.
In this workshop, three experienced sourcing and recruiting specialists will join you to explore all the ingredients of a complete and competitive sourcing strategy. We will cover the planning and research to lay the foundation, the management of data, operations and analytics to drive sourcing intelligence, and, finally, the art of turning that research and data into a practical strategy that puts your recruiters at an advantage. This is a chance to gain a working knowledge of today’s sourcing challenges, and a hands-on grasp of the questions you need to ask when building your sourcing and recruiting strategy.
Tuesday, June 23, 2015
Companies around the globe are working hard every day to stay ahead of their competition by attracting and recruiting the best talent. Understanding what the future workforce needs to look like is the first step. Having the right tools to strategically source for talent through talent mapping and social sourcing will be a big help in increasing the awareness of the organizations employer brand and values.
Albert Einstein put it brilliantly: “Problems cannot be solved at the same level of awareness that created them.” Some unknown Texas genius put it simply: “If all you ever do is all you’ve ever done, then all you’ll ever get is all you ever got.” It’s hard to put it any better: These two bits of timeless wisdom capture the spirit of the times in which we work, compete, and lead.
We are living through the age of disruption. You can’t do big things if you’re content with doing things a little better than everyone else or a little differently than how you did them before. In an era of hyper-competition and non-stop dislocation, the only way to stand out from the crowd is to stand for something special. Today, the most successful organizations don’t just out-compete their rivals. They redefine the terms of competition by embracing one-of-a-kind ideas in a world filled with me-too thinking.
Uber was founded in 2009 and already this app-based transportation network is in more than 200 cities and valued at more than $40 billion. This bold, disruptive company has required a gaming-changing recruitment strategy. Head of People Renee Atwood will share how Uber is simultaneously developing the talent acquisition strategy with the executive board, while executing on that strategy with recruitment teams in the US, Singapore, China, Seattle, London, Amsterdam, and beyond. Renee will also share how the company is taking control of its employment brand, although Uber is often headlining on page on.
You will learn from this keynote speaker:
- How to develop a talent acquisition strategy with executive board support.
- How to create and implement a strategy while in hyper-growth.
- Ways to align your recruiting strategy globally.
Morning Networking Break
SABMiller is the second largest global brewer and one of the world’s largest bottlers of Coca-Cola drinks. The group’s brand portfolio includes global brands such as Pilsner Urquell, Peroni Nastro Azzurro, Miller Genuine Draft and Grolsch—it has over 70,000 employees in 80 countries.
As the Head of Global Talent Acquisition, our keynote speaker has taken a proactive approach to building her company a best-in-class direct sourcing recruitment strategy across the global business. Although she may arguably have a stellar strategy and process in place with key stakeholder support, there are still aspects that keep Jennifer up at night. Global labor trends look dire. With talent gaps looming—low emerging STEM talent, retiring boomers, low gender inclusion---filling technical needs and succession planning is increasingly challenging. After all, it won't matter how great your recruitment practices are if there is no talent with the right skillsets to recruit!
The disconnect between education output and employer needs threatens many companies. Hear what some innovative companies, including SABMiller, are doing to build a better bridge between school and work for all our benefit.
In this keynote presentation, Jennifer provides insights and answers the following:
- What are current global labor trends showing?
- What can talent leaders do to challenge perceptions in STEM?
- What talent leaders and employers can do to create an integrated system to influence educators, parents and youth.
- The 3 pillars necessary to design a system within your organization.
- How can employers collaborate to affect the future of talent?
The size of the company doesn’t matter. Its fame doesn’t matter. Its industry matters less and less. Today, every company faces an urgent need to boost recruiting capability. There is no hiding in isolated geographies or catering to esoteric needs. There are no exceptions. That’s because all talent is in demand, and talent scarcity doesn’t just apply to the latest programming language or social media wizardry, it is a fact for all STEM skills, management, sales and practical business knowledge. In other words, when it comes to recruiting, no company can afford to play the “big fish in a small pond.” How should you transform to better compete?
In this keynote session, we will explore the challenges of re-shaping talent acquisition into a world-class operation from the perspective and experience of Amy George, Vice President of Talent, Diversity and Inclusion for global construction equipment manufacturer, Terex. Over the past three years, her organization has made the journey that many companies still need to take… from the traditional, tactical and ad-hoc HR generalist recruiting model to the global, holistic talent operation. Amy will share how to proactively address critical issues via the entire enterprise, rather than be limited by department or location. From the challenges of gender diversity in manufacturing roles to global expansion, recruiting in challenging locations and competing against big employer brands—her insights will resonate with anyone who faces the challenge of raising their organization's recruiting game.
In this keynote presentation, you will learn:
- How to break down the silos and make talent acquisition an enterprise-wide endeavor.
- What you can do better to compete against big employer brands.
- How to create a game plan to tackle the talent-impossible, such as recruiting women in engineering.
- How to track and measure to ensure that your talent acquisition transformation aligns with business objectives.
Sometimes a small change becomes a catalyst for thinking differently about an old process. Once a team gets comfortable adding video technology into talent acquisition, it often spurs on a rash of creativity leading to a new way of doing things. This panel is made up of diverse companies all using video and voice interviewing technology in different ways. Each have reinvented a workflow related to the hiring process.
- Humana is taking a consumer based approach to talent acquisition, striving to interact with a much larger percentage of their candidate base.
- ESPN is launching an entry level hiring program to target diverse talent for potential on-air opportunities. ESPN selects experienced talent based on their broadcast reels but needed a way to understand the potential of entry level talent.
- Ferguson has completely reimagined its approach to college recruiting, without leaving the office.
- RW Baird, a repeat “best place to work” honoree, strives to also become a “best place to apply for work”.
All these speakers are able to think and execute differently because video interviewing technology is squarely embedded in their worlds allowing them to reinvent old ways for the better.
Attendees will learn:
- How recruiting teams – both small and large – leverage video in their hiring workflow.
- How these panelist companies have contemporized their talent acquisition processes in the last few years.
- How to effectively balance candidate experience with hiring manager demands without sacrificing speed, quality or cost per hire.
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 selection process will also create a more consistent, effective, and efficient hiring system. Beth Israel Deaconess Medical Center (BIDMC) utilizes talent assessments to identify top-talent throughout their organization. Lori Cunningham, Director of Talent Acquisition at BIDMC, manages the talent selection assessment processes for the entire system.
What you will learn
- BIDMC’s approach to talent acquisition
- How BIDMC has implemented predictive assessments into their talent acquisition processes
BlackRock is one of the world’s preeminent asset management firms and a premier provider of global investment management, risk management and advisory services to institutional, intermediary and individual investors around the world. BlackRock offers a range of solutions — from rigorous fundamental and quantitative active management approaches aimed at maximizing outperformance to highly efficient indexing strategies designed to gain broad exposure to the world’s capital markets.
As the Global Head of Talent Acquisition, Natalie Leone, in partnership with the firm’s senior leadership team, has taken a unique approach to strategic planning and requisition prioritization. Historically, requisitions had been opened on a continuous basis with minimal prioritization. This resulted in less than optimal recruiting conditions and had often forced the recruiting team to prioritize on behalf of their clients.
Given BlackRock’s commitment to Operational Excellence and Organizational Discipline, they implemented a more structured approach to best leverage their recruiting resources and capacity. The approach focuses on giving business leaders greater control in prioritizing open headcount against critical business needs, while taking recruiting capacity into account.
Natalie will talk about how the talent acquisition organization is now managing to a specific number of open roles at any given time. In addition to enhancing the overall recruiting experience, this new approach provides for more manageable onboarding volumes. It enables greater consistency in recruiting performance, with each open role getting the proper degree of focus, and leading to superior service from the recruiting team.
In this session, you will learn:
- A strategic approach to requisition prioritization to best leverage recruiting resources.
- How to prioritize open headcount against critical needs.
- How to establish greater consistency in recruiting performance.
Building a TA function is more complex than ever. Recruitment technology continues to evolve rapidly, pace of business is only speeding up, competition for top talent is intensifying, and budget dollars are tougher to come by. Add to this that the candidate community is more inquisitive, choosey, communicative, and networked than ever before. In this session we’ll hear our panel discuss how they are ‘holding the line’ when it comes to providing a winning candidate experience.
You will learn:
- Creative ways to measure candidate experience.
- How a focus on candidate experience improves ROI in recruiting and overall revenue generation.
- Strategies to prioritize candidate experience while aligning with ‘competing’ agendas.
- How to use an emphasis on candidate experience to elevate your role as a TA leader.
Afternoon Networking Break
At Capital One recruiters knew they needed to create a better candidate experience. A grassroots movement ensued and management heard. Then Capital One applied its consumer focused data analytics to its candidate experience. Capital One has spent the past two years surveying every job candidate who interacts with its recruiters. As a result, they are tweaking the details of its interview process for a more positive experience—not only as a potential employee, but also as a potential customer.
You will learn:
- Why candidate experience matters so much to recruiting success.
- How informational-based analytics has improved the candidate experience.
- How to fine-tune the candidate process from the interviews to the recruiters.
Sourcing today is more than just locating new prospects. Sourcing is also generating targeted recruitment research by engaging candidates personally and using that engagement--i.e., “impact data”--to drive sourcing intelligence. Learn how to best use a CRM that can maximize an organizations real-time recruiting and sourcing activities. Join Heather for a strategic sourcing session demonstrating the tactical application utilizing a CRM to collect recruitment research in real life recruitment scenarios. Heather will share key takeaways that all levels of talent acquisition can use to take their sourcing efforts to the next level.
You will learn:
- How to simplify the candidate engagement process and tools that maximize early recruitment dialog.
- The importance of setting up the right framework within a CRM for future recruitment efforts.
- How this “little data” can be leveraged to empower recruiters to be “Talent Advisors”.
The recruiting space is always changing, and organizations that work proactively to find, attract, recruit, and retain top talent will enjoy better long-term success. Many companies have partnered with RPO providers to get industry-leading talent acquisition strategies, reduced recruiting costs, and better overall results. Join Melissa Anderson, Associate Director of HR for Zimmer, to learn about the evolution of an RPO relationship, best practices for developing RPO partnerships, and strategies for creating a long-lasting solution.
Attendees will learn:
- How trends in the employment landscape have affected Zimmer’s recruiting strategies and successes.
- Best practices in talent acquisition that proactively acknowledge and respond to current recruiting trends.
- An overview of Zimmer’s strategies for selecting and improving recruitment strategies, including developing an RPO relationship.
In an improving economy with a finite labor pool of potential candidates, how do you develop/maintain competitive advantage to ensure you meet your firm's hiring objectives? What new technologies would you leverage? What strategies would you deploy?
UPS needed to support its own plans for growth, while at the same time compete against other small, medium and large-sized companies that were growing their organizations, too. UPS turned to mobile and social to drive the extra hires they needed. The company’s recruiting strategy successfully met its "Just-In-Time" hiring needs for high-volume and hard-to-fill positions. In 2013 and 2014, UPS drove more tracked hires from its mobile and social channels than any other recruiting source.
UPS, recent winner of the 2013 Workforce Optimas Gold Award for Recruiting, communicates with qualified candidates where the candidates are most comfortable (in mobile and social) and provides those candidates with an easy-to-use, integrated and mobile-friendly platform to streamline gathering information about the UPS employment experience, intuitively search for relevant jobs, easily apply and quickly complete the application process. Learn how UPS effectively integrates social media, its UPSjobs mobile-friendly career website (built with TalentBrew), and its applicant tracking system from initial attraction all the way through to hire, to optimize the candidate experience and drive just-in-time qualified tracked hires.
You will learn:
- How to leverage social and mobile recruiting strategies to offer a superior candidate experience.
- How to effectively integrate social media, mobile friendly care websites and applicant tracking systems from initial attraction through to hire, to optimize the candidate experience.
- How to identify best practices and actionable tips for providing candidates with an easy-to-use, integrated and mobile-friendly platform to streamline gathering information about their organization’s employment experience, intuitively search for relevant jobs, easily apply and quickly complete the application process.
The unique way in which we approach and recognize talent is embedded in our culture. Founded in 1909, the L'Oréal Group is the #1 beauty company in the world, with a portfolio of 32 international brands from Ralph Lauren, Redken and Maybelline to Kiehl’s, Lancome and Garnier, a presence in 130 countries, and more than 78,000 global employees, L’Oréal has the ambition to meet the infinite diversity of beauty needs and desires all over the world.
Our HR goal at L’Oreal is to identify and recruit talent with a unique character, confidence, energy and ambition. L’Oreal employees have the opportunity to shape their careers and change positions within brands or divisions across the company and around the world. We value individual entrepreneurship; we look for people with potential; and we search for diversity of minds, teams and ideas.
Our keynote speaker Sumita Banerjee started at L’Oreal USA as an engineer, before being tapped to join the talent acquisition group. She has played a role in tranforming the organization through strategic hires and is now the Senior Vice President of Talent Acquisition for L’Oréal Americas. She’ll be discussing her leadership strategies and inspiration for creating programs to attract top talent.
In this presentation you will learn:
- How to leverage innovative solutions for campus hiring.
- How to build a global recruitment strategy with compelling attraction tools.
- How to engage top talent for long-term retention.
Networking Cocktail Party
Wednesday, June 24, 2015
Digital has changed how we reach and communicate to candidates. We will touch on how understanding the bigger picture of recent innovations are impacting you and your recruitment marketing--whether you know it or not--and what you can do about it.
State Street Corporation, one of the world’s leading providers of financial services to institutional investors, partnered with Year Up, a nonprofit that empowers urban young adults with the skills, experience, and support to succeed in professional careers. The partnership started as a small IT pilot and has grown to become a multi-pronged business solution. Mike Scannel, SVP of Global HR at State Street, and Gerald Chertavian, Founder of Year Up!, will explain how investing in local, urban youth can create a motivated, skilled and engaged talent pipeline. They will be joined by a Year Up alumnus now working at State Street, who will talk about what it means to have the opportunity to work at a Fortune 500 company.
In this joint keynote presentation, you will learn the business outcomes of this partnership and how State Street:
- Developed a pipeline of diverse, motivated talent.
- Demonstrated its commitment to support education and workforce development in the communities in which it operates.
- Achieved higher employee retention rates and lower entry-level turnover rates.
A recent Fortune Magazine article said, “President Obama’s Council of Advisors on Science and Technology predict a shortage of 1 million technical professionals in the coming decade. Amazon had approximately 1,500 technical job openings in 2013. A reporter for The Huffington Post called a long-term tech-talent shortage “economically devastating.”
The importance of integrating technical talent acquisition and technical talent development couldn’t be more critical. All companies, regardless of industry, recognize that technology has become a competitive differentiator. Yet the challenge of filling internal technical skills demand has become more complex as company’s internal IT divisions deploy and support an increasing number of legacy and cutting edge technologies.
Bridging the gap between technical talent acquisition in HR and technical talent development requires building new business processes, training and tools. Vice President of Global Workforce Enablement Kate Day and Director of Talent Acquisition Erica Langdon will discuss such changes that have impacted the existing HR and IT team’s relationship, their hires and the early business results
During this keynote, you will learn:
- How to translate IT talent needs into terms that non-technical recruiters can use to find experienced candidates or to identify technical aptitude in early-in-career candidates.
- How to develop shared, integrated systems and processes that support talent acquisition and IT talent goals.
- How to leverage proven processes that develop technical talent skills.
- How to identify the business results that will determine whether our talent acquisition and talent management efforts are successful.
Morning Networking Break
Talent acquisition is more competitive than ever. With unemployment at an all-time low within key disciplines such as Sales and IT, candidates, especially skilled ones, have more control over where they take their expertise and talents. This has led to the “Talentsumer” – a candidate that expects a recruiting experience on par with the consumer experience – one that’s personalized, mobile-optimized, transparent and relationship-driven.
Join CDW’s Jennifer Sommesi as she shares how CDW, a leading technology solutions provider, differentiates its employer brand in this new reality by personalizing the candidate experience. She will discuss the labor market pressure that is impacting candidate attraction and how CDW is using recruitment marketing and employer branding best practices to provide a more personalized experience to the critical skill families they need to attract.
Most importantly, Jennifer also will share how CDW’s talent acquisition team communicates and positions its talent acquisition strategy internally to tie into corporate business objectives and to secure buy-in across all levels of the organization.
In this keynote presentation, you will learn:
- How to consumerize your recruiting experience.
- How to personalize your recruiting to attract critical skills.
- Lessons learned in implementing employer brand buy-in across the organization.
Learn from a panel of highly influential leaders and how they are building their internal brand and establishing credibility to gain buy-in from their Executive team. Talent acquisition leaders can impact their business through stronger relationships with hiring managers, a strategic view of workforce planning and analytics, and mastery of the latest relationship-building competencies and tools. Talent acquisition is about building and cultivating relationships, not only externally, but also internally.
In this frank panel discussion, you’ll hear how these TA leaders have moved beyond the world of order-taking to becoming strategic advisors to the business. You will learn:
- What set of skills do today’s talent acquisition leader need to impact the business.
- How can talent acquisition leaders increase their influence.
- What initiatives have had the most impact on your internal brand, and helped you gain additional budget dollars and influence?
In a business environment where we feel the daily pressure of filling our business needs with the right talent at the right time, many of us also have the multifaceted concerns of ensuring a focus on veteran hiring, diversity hiring, diversity and veteran retention, growing the pipeline for STEM, and of course meeting the new OFFCP regulations that begin rolling out in 2015. Regardless of the size or profit of your organization, creating a strategy to meet all of these goals can be daunting. By taking an integrated approach and using what is available to make an impact, this session will share strategies, tactics, and resources that organizations can apply to structure a strategy that works for their needs.
Session participants will learn:
- How to leverage technology to meet OFCCP regulations for measuring outreach efforts and success (even if technology available is minimal).
- How to utilize individuals within the line of business to boost retention and recruitment for veterans and diversity.
- Why STEM pipeline efforts, College Programs, and Military & Diversity Outreach should work together to provide short and long term results.
Whether it’s managed in-house or outsourced, the Talent Acquisition function and its costs are continually scrutinized and assessed for potential efficiencies. That’s because recruiting inefficiencies come with a high price tag—years of reacting to economic uncertainty have left many companies’ own HR teams unprepared to quickly and effectively implement complex recruiting efforts. These inefficiencies cost your organization time, money, and most importantly, lost opportunities for acquiring talent.
Recruitment process outsourcing (RPO) provides fast-changing organizations with a scalable, more cost-effective way to efficiently manage recruitment resources. RPO lets Talent Acquisition easily scale recruiting capacity to meet demand, better understand recruitment costs and resolve the tensions associated with peak, valley, and even equilibrium requisition demand cycles.
Find out how one company has revolutionized their Talent Acquisition function from Andrew Bercich, Business Talent Channel Lead, at Comcast Cable Communication. Focusing on B2B sales, call center, managerial, and professional positions, Mr. Bercich will explain how outsourcing has helped Comcast ramp up its recruiting efforts to meet a large increase in volume over what it managed in previous years, all while realizing improved efficiencies in its Talent Acquisition efforts.
You will learn:
- What structural challenges are facing today’s Talent Acquisition function
- How outsourcing your recruiting function can help control high costs and spend inefficiencies
- Why companies like Comcast have turned to outsourcing to help them find and acquire key talent
- Which key decision factors to consider before making a change
BayCare Health Systems had a challenge: to stand up a new organization in five months while creating a more people-centric recruiting process with a focus on quality candidates and the strategic use of data. The result? The new facility opened on time with more than 500 positions filled, and a staffing ratio of 96%.
In this session, we’ll take a closer look at how BayCare changed their talent acquisition processes to not only meet their business objectives, but truly re-engineer their hiring process to identify best-fit candidates for their organization.
You will learn:
- How talent acquisition experts worked strategically with hiring managers to personalize the candidate experience.
- How a more human touch resulted in higher quality candidates.
- How Baycare reduced time-to-hire by using pre-hire assessment data early in the hiring process.
Why should you link talent acquisition and workforce planning disciplines? Linking talent planning (strategic) and execution (tactical) aspects of talent management provides a better line of sight into the current and future talent requirements. HCI Faculty Bruce Walton will outline what key strategies talent acquisition leaders need to understand and be involved in.
In this session you will learn:
• How role segmentation can help you prioritize organizational roles.
• How environmental scanning can incorporate talent acquisition data into the planning process.
• How the 6 Bs—buy, build, borrow, bind, bounce and balance—are at the core to your action planning.
Many organizations struggle with how to build a centralized programs team as a part of the talent acquisition function. And once created, how do they prove the value the centralized team has added? Hear how this director of talent acquisition at Providence Health & Services within six months, built a team of 20 experts in recruiting solutions, brand, operations, and technology that improved the attraction, selection and hiring results.
You’ll hear Judy Wright’s challenges and successes in building and growing her team over the last two years. In this session, Judy will share her blueprint on how to build a results oriented team that improved cost savings, efficiency, process standardization, business intelligence capabilities and strategic recruiting solutions.
You will learn:
· How to influence the business to increase your headcount.
· How to structure the team for optimal effectiveness.
· How to identify and measure the impact and value the team is contributing to the business.
· How to develop 3-year plan with objectives for your operations team.
Hear how the TripAdvisor Talent Acquisition team is rebranding and revitalizing their employer brand. Learn about the business challenges, the strategies developed to solve them and the step-by-step process they're rolling out to make it all happen. Take away lots of ideas that could work for your organization as well!
In this keynote, you will learn:
- How TripAdvisor reinvented their hiring culture.
- How they aligned the employer brand to the business strategy.
- What are the key elements of their employer brand roadmap.
- Tactics that grew their social media community and influence.