Please note that the times reflected in this agenda are listed in the time-zone where the event takes place. For this event, the time-zone is Eastern Time Zone. ALL TIMES ARE SUBJECT TO CHANGEClick Here for a Printer-Friendly Version
Monday, June 26, 2017
You’ve heard it before: great recruiting partners — whether internal talent leaders or external experts — do more than fill reqs. They act as talent advisors that can help you win the war for talent. If you’re a hiring manager, does such a “talent advisor” in your organization have insights that can help you more effectively attract the people you need? The answer, in many cases is yes, but only if everyone involved knows what it takes to work together to establish, execute and adjust a recruiting strategy.
What types of actions could a talent advisor suggest to hiring managers and business leaders, and how might they improve the results in terms of talent quality, speed of results or cost? Should there be an adjustment in job requirements? Can you look in different geographical areas, or consider virtual options? Can you consider a contractor or freelancer? The answers to these questions may challenge traditional preconceptions and expectations. How can a talent advisor help key stakeholders adjust their views? In this workshop, we bring in experts on the front lines of talent acquisition to explore the factors that build trust among all the key stakeholders involved in recruitment…from hiring managers to talent and business leaders, and in the case of an outsourced partnership, the external talent experts.
Attendees will gain firsthand insight on key drivers of a true talent advisor relationship. These include applying data to build credibility for recommendations, and leveraging prior experience to apply lessons of the past and shape a better plan of action for the future. We’ll also look beyond data and experience to determine how imagination and intuition can also be important in overcoming talent challenges. For anyone involved in driving talent acquisition through internal stakeholder or external provider relationships, this is a session that can help boost the impact and results of your talent strategy.
In this workshop, you will learn:
- How to build trust to help key stakeholders make crucial decisions--even when traditional preconceptions and expectations are challenged.
- How to apply data and experience to determine how imagination and intuition can overcome talent challenge
- How to excel from initial contact, through the candidate engagement process, selection, hiring and onboarding.
- How to revisit your own process with a fresh perspective.
- How to continually improve your talent pipeline and protect your recruiting investment.
- How to balance technology and human interaction for stellar candidate experience.
- How Learning and Development and Talent Acquisition worked together to train the hiring manager on exceptional candidate experience.
- How to create training materials for your hiring managers.
Tuesday, June 27, 2017
Nearly half of all working Americans could risk losing their jobs because of technology. It’s not only blue-collar jobs at stake. Millions of educated knowledge workers—writers, paralegals, assistants, medical technicians—are threatened by accelerating advances in artificial intelligence.
The industrial revolution shifted workers from farms to factories. In the first era of automation, machines relieved humans of manually exhausting work. Today, Era Two of automation continues to wash across the entire services-based economy that has replaced jobs in agriculture and manufacturing. Era Three, and the rise of AI, is dawning. Smart computers are demonstrating they are capable of making better decisions than humans. Brilliant technologies can now decide, learn, predict, and even comprehend much faster and more accurately than the human brain, and their progress is accelerating. Where will this leave lawyers, nurses, teachers, and editors?
Thomas Hayes Davenport—President’s Distinguished Professor of Information Technology and Management at Babson College, the co-founder of the International Institute for Analytics, a Fellow of the MIT Initiative on the Digital Economy—reframes the conversation about automation, arguing that the future of increased productivity and business success isn’t either human or machine. It’s both. The key is augmentation, utilizing technology to help humans work better, smarter, and faster. Instead of viewing these machines as competitive interlopers, we can see them as partners and collaborators in creative problem solving as we move into the next era. The choice is ours.
In this opening keynote, you will learn:
- What AI means for the workforce of the future—both blue collar and educated knowledge workers
- The increased productivity of the future workforce is a combination of human and machine.
- How collaborate with machine learning to work better, smarter, faster.
In this science-based keynote, you will learn how bias impacts hiring and that bias is unavoidable: accidental, unintended, subtle, and completely unconscious choices are made by everyone, all the time. Yet lack of diversity—inherited or acquired—comes at a significant performance cost. Luckily there are bias mitigation strategies that can help you take the bias out of selection.
In this keynote, you will learn:
- How to embrace the evidence.
- How to follow a better process.
- How to challenge your thinking.
Creative, check. Personalized candidate experience, always. Click-through rates, through the roof. Solid employer brand, I think so… The market is evolving too quickly to think you have a solid employer brand. Time to take your seat at the table (don’t wait for it!) and prove you have a solid employer brand (or share the plan to get there) with metrics and measurement. And the good news? It’s easier than you might think.
John Qudeen will break it down for you, sharing Thomson Reuters’ employer branding journey from inception to activation, and how it’s being measured at every stage. He’ll share how he keeps a pulse on employer brand’s impact on the business and communicates the value of this work to the leadership team. You’ll walk away with actionable tips; from building a data-driven employer brand with simple, straightforward metrics to strategically measure its business impact as part of your larger recruitment marketing strategy. So, pull up a chair, your leadership team will thank you.
You will learn:
- How to measure your employment brand strategy from inception to activation.
- How to measure employer brand impact on the business.
- How to measure the employer brands impact on larger recruitment marketing strategy.
Recruiting talent in the hyper competitive heart of the Silicon Valley (as well as around the world) can be daunting. Clearly defining the employer brand and a communications strategy that not only accurately reflects that brand and its promise is not enough. The state of employer branding in the Silicon Valley – and around the world - has upped the ante. It’s no longer just about an EVP and creative (although still critically important), and it’s not just about traditional branding and advertising, it’s about the overall candidate journey; a sustained, consistent set of experiences that delivers an everlasting impression of respect, personalized value, and honesty.
In a David vs Goliath syndrome of recruiting – upstarts vs larger established players - being a Goliath (like VMWare now is) can work against you in the fierce fight for talent. You are competing against the stereotypical upstarts and all of the perceived opportunities that come with it.
This is a journey of taking calculated risks, of being bold. Of daring an organization to put a stake in the ground and to make a statement. This is the VMware employment brand journey, which includes an integrated activation campaign with both candidates and employees.
You will learn:
- It’s about ongoing engagement / advertising alone is not enough.
- It’s about being bold, taking a risk, being authentic in the execution.
- It’s about the importance of the internal engagement as much as external.
- What are top of mind for today’s top directors of acquisition
- To the point on what is shaping future of Talent Acquisition: Snapshots into artificial intelligence, recruitment marketing and human-tech balance
Currently 230 on the Fortune 500 list, Cognizant experienced a period of fast growth during the 2000s—named in Fortune magazine's "100 Fastest-Growing Companies" list for ten consecutive years from 2003 to 2012. To get the right, highly-skilled people into Cognizant the talent acquisition function is a well-oiled machine that enables rapid-response.
In this session, you’ll learn the three most important elements in creating an agile and responsive Talent Acquisition team:
- What to look for in hiring the right recruiting team.
- How to build the best recruiting infrastructure.
- What data and analytics to measure and ensure success.
With over 4,000 salons and 35,000 stylists, Great Clips is the largest haircare brand in the world. As a 100% franchised system, each salon owner is responsible for hiring their own staff. As the franchisor, Great Clips, Inc. manages recruitment marketing across the system and provides resources and education to franchisees to help them be successful in recruiting. As the unemployment rate has dropped over the past few years, it has become increasingly hard to fill stylist positions from the finite pool of licensed stylists. We turned our focus to increasing the number of contacts/leads that are delivered to the franchisees for recruiting. But, we had two problems. We didn’t have an employer brand (not content), and even if we did, we had no one to communicate it to (we had a talent community of stylists, but no data in order to segment the messaging).
We focused on the first problem, the employer brand. We started by finding out what our employer brand was by asking stylists. Based on what they told us, we created four pillars and based the brand on that. We did a photo shoot designed at creating a feel that resonated with stylists and then started developing content that matched the pillars. We released the brand with in-salon signage/print, on social media (new Facebook Careers page), and on a new career site. We then implemented a new CRM for our Talent Community and started building new data so that we could segment messaging. We launched email campaigns and media engagement with Modern Salon, an industry leading partner. Finally, we started educating franchisees on the next steps for their new leads/contacts, focusing on relationship building.
After multiple years of seeing a steady decline of applicants, Great Clips salon owners saw a 42% increase in online salon applications in 2016. We continue to build recruitment marketing to drive engagement.
You will learn:
- How to use recruitment marketing to drive engagement.
- How to build data to drive segment marketing.
- How to work with franchisees to develop contact and how to effectively relationship build.
HSBC Bank USA, is an American subsidiary of UK-based HSBC Holdings plc, and represents the world's sixth largest bank by total assets. In HSBC’s evolution to attract talent and redefine itself as an employer of choice globally to reach top talent in the marketplace through a thoughtful, global recruitment engagement. Through a strategic partnership, HSBC has developed an actionable strategy encompassing sourcing strategies globally, focused on the recruitment of talent at all levels of the organization including executive recruitment, with a heightened focus on diversity of thought and experiences. Such approach has driven cost savings for the organization while delivering exceptional candidate quality to the organization.
In this session, you will learn:
- How the strategy is evolving to include additional value drivers including Diversity, Executive, Campus, and Total Talent solutions
- How to develop a sustainable recruitment partnership.
- Implement a complex recruitment solution to solve global challenges.
- The best way to leverage scalability to drive results.
Learn how Sodexo’s Talent Acquisition functions of Employment Branding and Strategic Sourcing converge to take a candidate concentric approach to Recruitment. Today’s candidates expect relevant messaging, personalized contact, transparency and the impact they will make in your organization. As you streamline these functions, Chloe and Heather will show you how to sync these customized pools of talent for your Recruiters to maximize engagement and hiring.
In this session, you will learn how to want the right candidates to want you through a continuous and actionable process.
- Market – Give candidates trusted guidance to make better decision on whether to apply.
- Find – Develop a process of repeatedly uncovering new talent AND the strategy to reach them.
- Shop – Recruit across your cultivated pool of talent that are relevant, fresh and highly engaged.
Treat candidates poorly and they won’t be back. And they might leave a scathing review on Glassdoor for others to see. If you’re monitoring your company’s reviews on Glassdoor, you might think you’ve got it under control. But what about what you don’t know? When unhappy candidates tells friends and others not to apply at your company, you’re not privy to that conversation and don’t know what made them unhappy in the first place.
Leading enterprise organizations know. They know how long it takes for a candidate to complete their online application. They know that every candidate’s experience is consistent, because they collaborate closely with their hiring managers on crafting the interview experience. And their communication with their candidates is clear and concise, without anyone being dropped into a black hole.
This panel will bring together leading enterprise organizations with strong reputations and name recognition. We will share ideas and discuss:
- How to focus on the candidate in each step of the hiring process.
- The business impact of a poor candidate experience – and a great one.
- How communication with candidates plays a key role.
- How technology (specifically video interviewing) can support your efforts to build that great candidate experience.
The best recruiters understand they are a strategic talent coach. They need to coach a collaborative group of stakeholders through the job description to the interview and de-brief to the onboarding. To build the right coalition of decision-makers they need to understand every inch of the business, how expanding teams, adding new functions or building too quickly or too slowly has a certain impact on an organization and how it affects the overall company.
You will learn:
- What is crucial for every recruiter to understand about his or her organization.
- Why understanding organizational structures is crucial.
- How to use data to help you and your team to make the best hiring decisions.
- How to use the interview process to calibrate the hiring team.
- Why hiring for culture fit might not be the right corporate strategy.
- How cultural fit may work against a diverse and inclusive culture
- How do you define value for a diverse audience?
It’s no secret that among candidates and clients, recruiters don’t always have the best reputation or get the most respect. Just do a search in Google for “Recruiters are…” and our professional problem with public perception becomes crystal clear. Among the results Autofill suggests first: “recruiters are dumb.” “Recruiters are lazy.” “Recruiters are scumbags.” The list goes on.
That’s why recruiters who are doing it right need to start thinking not only about building an employer brand, but building their recruiter brand as well.
This session will go over some of the ways recruiters and hiring leaders can stand out from the competition, establish credibility and build meaningful connections and relationships with candidates and clients alike.
Attracting and converting the right talent for the right roles at the right time, all the time, is never easy. But with a strong recruiter brand, hiring doesn’t have to be so hard. You don’t have to be just another recruiter when you can be yourself, instead.
Join us for everything you wish you brand knew to create the “brand you” without having to live with the legacy left by the litany of lazy recruiters who have given our profession a black eye. Recruiters have a bad name. But with a recruiter brand, the only name that matters is yours. Here’s how to make sure that good name gets known.
- What People Really Think About Recruiters: We’ll look at some real life examples of what real candidates and clients think about recruiters in their own words, and deep dive into industry data to understand where these myths and misperceptions are coming from – and what you can do to stand out from the competition.
- How to Build Your Recruiter Brand: We will look at the concept of brand marketing, employer branding and what recruiters need to know to start building their own brands. We will look at some real examples of great recruiter brands and examine voice, tone, style and how to present and package and position your professional (not personal) brand.
- Brand Management: How To Maintain A World Class Recruiter Brand: This session will look at things like internal influence, external referrals, network analysis, engagement and conversion metrics and other ways you can easily tell if your recruiter brand is working and why. We’ll look at how to leverage that brand for business results, professional development and public recognition, along with some actionable insights, tips and tricks real recruiters can really use right away for building their recruiting brand the right way.
Wednesday, June 28, 2017
Talent knows talent. We all know the importance of a great employer brand and attract passive talent. However, you need to know how to motivate your internal employees to become exception brand ambassadors that bring in the right people. In this inspiring opening remarks, CEO Sudhakar Adapa will outline the top three employee motivations to great referrals.
You will learn:
- What motivates top performers
- How to connect with these top motivations in your employer brand.
- How referrals are the key to your long-term recruiting success.
The way people want to work is changing. They’re socially connected, mobile, and expect the same “on demand” access they have in their personal life at work. Most HR departments and TA functions aren’t equipped to handle that – Cisco’s certainly wasn’t when Jill Larsen joined. But HR teams have to adapt in order to attract and retain the workforce of tomorrow. And many of them have to do it within the reality of a shrinking HR budget. Under Jill’s leadership, Cisco started reimagining (and rebuilding) its approach to Talent Acquisition. They did so by shifting from simply filling requisitions to taking a high touch, strategic direction in support of Cisco’s transformation to software and cloud models. The result was a dramatic reduction in costs (almost 35% in 3 years) and the best KPIs in Cisco’s talent acquisition history. As a keynote speaker at the HCI Strategic Talent Acquisition event, Jill can give attendees:
- Insight into the importance of creating a Talent Brand – one which current and future employees from the top down feel engaged with and passionate about.
- Discussion on the next gen tools and models, e.g. AI, machine learning, etc., to build recruiter capabilities and enhance the candidate experience – and a look at the some of the best practices and lessons learned from these new services.
- Her view on how advanced analytics can be used to improve candidate sourcing and build credibility for recruiters with hiring managers.
Candidate-engaged recruitment starts with a comprehensive process. Using design thinking, pioneered by firms like IDEO, Apple, and AirBnb, you can successfully build an end-to-end recruiting process around the candidate. This keynote presentation unveils new, original survey research from several hundred organizations about the current state of hiring processes and recommends how to best simplify and focus those practices on talent acquisition customers.
In this presentation, you will learn:
- What the most inefficient, ineffective recruitment processes are.
- How to use the design thinking to understand the motivations of candidates and hiring managers.
- How recruitment processes are being redesigned to focus on the customers of talent acquisition.
- What the characteristics of an exceptional candidate experience are.
Accenture is a global professional services organization and has over 360,000 around the world. Their mission is to help improve the way the world works and lives, and lead the digital disruption on behalf of their clients. Accenture wants to humanize talent acquisition and one way it to make assessments more accessible, predictive and effective.
During this informative presentation, you learn from the Global Director of Talent Acquisition Jennifer Carpenter on
- How to use cutting-edge gamification to find the best fit in those fresh to the workforce.
- How to use psychological measurement and artificial intelligence to rout people to the best jobs.
- How to use AI to go through over 40,000 interviews to find what makes a successful employee.
A group of TA technologies battle out the emerging trends on talent acquisition technology. In this group of diverse panelists you’ll hear the latest on:
- How the latest job search behaviors are bring new delivery methods into play.
- What of automation and augmentation are lightening the load of the talent acquisition departments.
- How technology can enable you to get faster with relationships.
Automation can improve the talent acquisition user experience, however, not all candidates and hiring managers have ready access to all elements of the technology ecosystem. Rural and remote candidates often have limited or outdated internet connectivity and rely on paper-based resumes. In addition, many employees and hiring managers do not have work provided email accounts or devices. These challenges provided an opportunity to revisit work processes and explore options designed to incentivise user adoption.
Cameco Corporation has examined and addressed a series of the issues facing rural and remote candidates and hiring managers. This session will explore some of the innovative ways a mining company employing 50% of their operational workforce in a remote area was able to successful balance automation and the user experience with the implementation of recruitment management.
Key takeaways from this session include:
- Converting all employees over to an automating application process. This includes both union and non-union employees.
- Supporting local communities with education and training on a revised candidate process
- Working with local communities to increase awareness of employment qualifications and requirements
- What are the most important elements to any recruiting framework.
- What you should centralized all technology.
- Common mistakes in developing your recruiting framework.
Design and construction company PROCON knows the importance of delivering on a solid strategy. That design-build philosophy is captured in its small but nimble talent acquisition function that focuses on engagement across candidates, employees, hiring managers and the business.
In this session, you’ll learn PROCON’s approach to talent acquisition that has enabled them to become a prize resource for the company:
- “Act as if” your department is your own business, and it’s already a well-oiled machine.
- Why a “How may I serve” attitude earns results.
- Utilize creative internal marketing that is in alignment with your talent brand
- To deliver a successful employee referral program.
- To drive engagement through contests that resonates with your employees.
- To inspire an "attitude of gratitude" with Hiring Managers and employees
- Always build industry relationships, keep close with employees, hiring managers & strategic partners and you’ll discover new opportunities, determine flight risks and become an invaluable asset.
- How to transform how people think about a storied brand.
- How to update image to attract key talent in tech, software and autonmomation areas.
- How to redefine candidate experience while redefining brand.
Human resource executive Regina Hartley will revisit her motivational and personal Ted Talk on why we should give the “scrapper” a chance. As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. "Choose the underestimated contender, whose secret weapons are passion and purpose," she says. "Hire the Scrapper."
In this closing keynote, you’ll learn:
- How to recognize candidates whose diverse experiences developed their passion and grit, which made them—and their organizations—successful.
- To balance the efficiencies of technology and make sure technology isn’t getting in the way of making of the best hires.