Search

Greater hiring manager expectations, increased competition for talent, fluid candidate behavior, and a surge in the use of recruitment technology have combined to drive a heightened need for skilled, specialized recruiting resources. In this session, we’ll focus on three critical success factors in building a winning recruiting team and delivering on the ‘talent advisor’ vision.

• Who do you attract/hire/retain to do this work?
• How do you programmatically set talent up for success in terms of systems, workflow and governance?
• How do you integrate and culturally align people with your LoB and executive teams?

Top talent today doesn’t much like the job search experience, and they sure as heck don’t trust the people behind the experience. Anyone surprised? No? It’s because the relationship between talent and employers has been fundamentally adversarial, with friction written all over it; from communication to mobile to application to interview.

We are in a boxing match when we should be doing a tango.

To get there, we first need to invest in understanding our audience and simplifying the experience we give them. In this interactive session, Elyse Mayer will moderate a panel to discuss how talent (people!) feel about the career search experience, the common barriers we can overcome, and how we can evolve our thinking of “employer branding” to focus on building trust and advancing relationships.

Candidate experience matters when engaging and hiring the best candidates in your pipeline, but what about the experience of those who don’t receive a job offer?

If your organization mismanages this delicate stage of the hiring process, it has the potential to negatively impact your employment brand and your consumer brand.

In this session, you will learn:

• How Delta Airlines is rethinking its talent acquisition function
• Why the experience of all candidates matter
• Where you can improve your talent acquisition process right now

Rarely, if ever, have we seen a hiring market like the one in which we currently live. A little of this, a little of that, we’re seeing a confluence of events (past and present) firmly place the candidate in a position of strength.
In this session, you will learn:

• How companies “created” the new candidate mindset
• Why job-seekers have a decided advantage in this hiring market
• 3 Immediate changes that can help mitigate this situation

From chatbots that interview candidates to algorithms that predict future job performance, the recruiting landscape is changing fast while the search for talent has become more intense.

As artificial intelligence takes on more of the routine tasks within the recruiting function, how do we ensure that it casts the widest net possible while still returning qualified candidates? For example, veterans, older workers, and the formerly incarcerated may possess many of the skills you need but don’t match the “profile” the algorithms are looking for.

In this session, you will learn:

• How bias can creep into recruiting efforts in ways you might not have imagined
• Best practices for mitigating bias
• What to look for (and questions to ask) when selecting or working with vendors of AI platforms

In this highly competitive job market, how are you acquiring talent, and are you leveraging the full strength of your employees’ networks to source and attract quality candidates? Employee referral programs are a top source of quality hires, but nonexistent or poorly designed programs, ineffective rewards, and infrequent communication can tarnish your employment brand and the opportunity to obtain referral hires. In HCI’s proprietary research on this topic, we examined how employers are designing, implementing, and measuring the success of their employee referral programs. We reveal the incentives that work and the six recommendations that will help encourage your best to refer the brightest.

Objectives:

• Learn the prerequisites for any successful referral program.
• Understand how to measure the success of all your sourcing efforts including referrals.
• Explore best practices from case studies of leading organizations.

Corporate recruiting is a “contact sport” that requires staffing leaders to be responsive to the ever-changing hiring needs of their business units, allocate team resources, know what’s working and what’s not, stay ahead of any fires and communicate back to the business in ways that clearly conveys the challenges that recruiting teams face in a tight talent marketplace.

The simple goal of recruiting analytics is to provide staffing leaders with knowledge to manager their teams and talking points to enable those meaningful conversations with the business units.

In this session, you will:

• Learn five reports and key pieces of information that can cover your recruiting program
• View the three scorecards that every staffing leader should have
• Understand the frequency of reporting and how to engage your HR partners and business leaders

Recruiting and hiring in the healthcare industry can be incredibly challenging when it comes to finding highly qualified candidates.

Between the shortage of talent available and the constant dilemma of hiring the candidate with education vs. experience, Fresenius Medical Care recently reworked their strategy in order to develop a more holistic approach to their talent acquisition efforts. In this session, Jackie Sporar will talk through these challenges and explain how adopting a total talent strategy with the right technology platforms helped Fresenius integrate and engage a full range of talent sources, creating a better connected solution and approach.

In this session you will learn about:

• Healthcare hiring challenges
• Total talent strategies and supporting technology
• Foundational talent acquisition strategy overview

In the current hiring market, your organization cannot afford to lose high-quality candidates due to a lackluster candidate experience. First impressions matter and this journey is most candidates’ first introduction to your organization as a potential employer. Poor communication, unnecessary delays and clunky processes could be turning away top talent.

In this session, you will learn to:

• Analyze the current status of your employment brand in the marketplace.
• Capture and evaluate feedback on your candidate experience to improve hiring outcomes.
• Transform your candidate experience to remove unnecessary obstacles and stressors.

A recent Deloitte survey found that 13% of recent grads lack the entrepreneurial skills employers are seeking and that 24% of companies seek grads with entrepreneurial skills. Certain generational features that overlap the entrepreneurial skillset are often overlooked, which can contribute to an industry’s skills gap and result in a company’s failure to attract talent. Remarkably, at the intersection of the millennial mindset and an organization’s demand for top talent is the entrepreneurial skillset.

The session will engage the audience on novel approaches to foster innovation that attracts and retains talent.

In this program, participants can expect to:

• Identify novel approaches to entrepreneurship education
• Identify the entrepreneurial skills gap in the industry
• Recognize entrepreneurial skillset of talent
• Identify strategies to foster a culture of innovation