The Recruiting Trends Conference agenda is still developing. Watch this page or subscribe to our email list for updates.
Tuesday, October 28
7:30 AM - 8:30 AM Registration
9:00 AM – 4:00 PM Pre-Conference Workshops
5:30 PM - 6:30 PM Opening Cocktail Reception
Wednesday, October 29
7:45 AM - 8:30 AM Registration & Complimentary Breakfast
8:15 AM - 8:30 AM Welcome & Opening Remarks
8:30 AM - 9:30 AM Keynote Session
10 Ways to Align Recruiting Plans with Your Corporate Strategy
The holy grail of strategic recruiting is to align your recruiting plan and strategy with those of your Corporation. Although it’s not easy to do, aligning your approach will directly increase your measurable business impacts, which in turn will assure that recruiting is recognized by senior executives and is fully funded - and it may even get recruiting mentioned as a strategic contributor in the annual report. Corporate strategic goals cover the things that executives value most: building revenue, innovating, accelerating corporate speed, and building a competitive advantage. It is essential for you focus recruiting resources on areas that impact these goals: filling mission-critical and revenue-generating jobs with top performing talent; hiring innovators and those with “future skills;” and developing recruiting approaches that provide your firm with a competitive advantage. Having a shared focus on corporate goals may be insufficient, however, if you don’t also credibly measure your business impact and convert your results into the universal language of business: dollars.
Recruiting thought leader Dr. John Sullivan will lead a powerful and informative session about "Business Impact Recruiting," highlighting the 10 most effective approaches that top recruiters have successfully used to increase their business impacts. The session will demonstrate recruiting's high impact on a business' bottom line - and how strategic recruiting can change the direction and expand the business capabilities of an entire corporation.
Dr. John Sullivan, internationally known HR thought leader from Silicon Valley
9:30 AM - 9:45 AM Meet the Platinum & Gold Sponsors
9:45 AM - 10:15 AM Networking & Refreshment Break in the Exhibit Hall, sponsored by Glassdoor
11:15 AM - 12:10 PM Concurrent Sessions – Choose Track A, B, or C
Track A: Lean Six Sigma & the Path to Continuous Improvement in Recruiting
The recruiting team at Mass Mutual instituted a Lean Six Sigma Black Belt project, creating operational efficiencies and improvements, including daily huddles, problem solving sessions and other benefits.
Lisa O’Toole, Director, Recruiting Operations, MassMutual Financial Group
Track B: Three Steps To Creating A Magnetic Brand
In this session, top social recruiting strategist Shahid Wazed will cover how your organization can build a magnetic social employer brand on Facebook following three steps outlined below:
• Like: proven strategies to get your ideal candidates to "Like" your career page on Facebook
• Care: proven "care" strategies to build a magnetic employer brand on Facebook
• Initiate: proven CTA (call to action) strategies to convert fans into job applications.
Wazed's award-winning "3 Step Facebook Recruiting" model is based on rigorous academic research at Dalhousie University. He will prove that ignoring Facebook is one of the deadliest mistakes you can make in 2014. Find out how you can master Facebook recruiting in three easy steps, taking your employer brand to heights you never thought possible in just 6 months!
Shahid Wazed, Social Recruiting Strategist, Shahid Wazed International
Track C, Solution Provider: Assemble, Arm and Amplify: How to Build an Employer Brand That Attracts Rockstars!
Did you know 69% of Americans would blow off a job - even if they were unemployed - with a company with a bad reputation? On the flipside, 84% would consider leaving their current jobs if offered another role - even for just a 1-10% salary increase - with a company that had an excellent rep. Learn how embracing transparency, authenticity and openness creates a trusted employer brand that attracts and retains today’s top talent.
• Best practices in building an employer brand that sings, “We’re a great place to work!”
• Assembling, arming and energizing a Talent Brand Ambassador Army to differentiate your company from competitors
• Amplifying your message across the right recruitment and social channels
Alison Hadden, Director of Product Marketing, Glassdoor for Employers
12:15 PM - 1:00 PM Awards Luncheon
1:30 PM - 2:20 PM General Session - Trends Panel
Top Trends in Recruiting for 2015 and Beyond
In this session, a panel of industry thought leaders will share and discuss the trends they think will drive recruiting efforts next year and beyond, ranging from innovations in mobile and social networks to talent matching and targeting by niche to reach potential candidates where they live.
Panelists: Tony Lee, Publisher, CareerCast and author, The Jobs Rated Almanac; Fran Russell, Director, Talent Acquisition, Ralph Lauren; Frank Sprague, Senior Technical Recruiter, Blackboard; Dean Da Costa, Search Authority, Lockheed Martin
2:30 PM - 3:20 PM Concurrent Sessions – Choose Track A, B, or C
Track A: Evolving Culture-Scape & Employee Expectations
Leading companies such as Google, IBM, Whole Foods and Southwest Airlines have prioritized culture in their organizational design and strategy, thereby driving strong results across people and financial metrics alike. JWT INSIDE proprietary research confirms a landscape of evolving workplace expectations and aspirations, on a broad level but especially among high performance employees and Millennials. A segmentation reveals 5 ‘next-job-ideals’ in the American workplace, and the research points to a variety of nuances by professional discipline and demographic. Are your recruiting tactics evolving with this changing landscape?
Michael Savage, Director of Employer Brand at JWT INSIDE
Track B: Legal Pitfalls & Minefield In The New Age of Recruiting
No conference on recruiting or talent would be complete without a number of sessions on the use of social networking for sourcing, recruiting and employer branding. However, before jumping onto the internet, employers need to be aware of the dangers and pitfalls that abound. What might seem like a strategic use of social media is may be a fast track to litigation, governmental investigations and bad press. In this session, Attorney Lester Rosen will review some of the legal considerations in using the internet to select and screen candidates. Social media is here to stay, but if employers don't use it carefully, they may spend more time in the courtroom than they do growing their business. Topics include:
• Avoiding allegations of discrimination based on prohibited criteria such as race, creed, color, sex, medical condition, marital status, age or other criteria
• Tempting fate: assuming that just because information is online, all rights to privacy have been waived
• The internet as a virtual petri dish for fraud and deceit, with candidates pushing fake credentials, education and employment histories; how to avoid the sophisticated scams
• The latest on how state laws are restricting internet use, such as prohibitions on considering lawful off-duty conduct and on requiring applicant passwords
• The 2012 EEOC Guidance on the use of criminal records and how it may change the way every US firm recruits and hires
• The risks of using social media searches as a form of pre-hire background check
• Other dangers of using the internet for recruiting - and potential solutions
Lester S. Rosen, Attorney At Law and President, Employment Screening Resources
Track C, Solution Provider: Stack Overflow’s Crash Course in Hiring Developers
Building a product is hard enough, but building out your developer team can be even more challenging. As the most in-demand job nationwide, four open jobs exist for every one developer out there. To hire best-in-class developers, you need to know how to stand out and attract top tech talent. Join key players behind Stack Overflow to learn how to build out your tech team and how developers wish to be contacted, based on results from our annual user survey.
Will Cole, Product Manager, Careers 2.0; Joe Humphries, Recruiter, Stack Exchange
3:30 PM - 4:00 PM Networking & Refreshment Break in the Exhibit Hall
4:00 PM - 5:00 PM Concurrent Sessions – Choose Track A, B, or C
Track A: Optimizing The Candidate Experience
The optimal candidate experience is a whole lot more than courtesy and feedback; it’s an expectation that comes true. That expectation is created by an organization’s employment brand – the brand that tells candidates what to expect if they go to work there. The best talent is also among the best consumers. They want proof that their expectations can be met – and they look for it in the employer’s recruiting process.
Peter Weddle, Executive Director, International Association of Employment Web Sites (IAEWS)
Track B: Raising the Bar – The Super Recruiter
Find out what it takes to become a recruiting consultant - not just a paper pusher - for your hiring managers.
Leslie Mason, Senior Recruiter and Gail Houston, Product Manager/Recruiter, Intuit
Track C, Solution Provider: Recruiting Candidates in the Driver’s Seat: Switching Gears to Stay Competitive in a Candidate-Driven Market
According to recent studies, as much as a third of talent is looking to change jobs in the upcoming year, yet more candidates than ever before are turning down job offers. What was once considered an employer-driven market now sees candidates in the driver’s seat: deciding where to work, assessing an employer’s cultural fit, and making recruiters work harder than ever to sell the opportunity. In this session, we will lay the foundation of 3 Communication Strategies every recruiter needs to apply now in order to survive in a candidate-driven market, including:
• Customer Service/Sales Engagement: Specific examples of how communication in recruiting compares to the basics of customer services and professional selling, and how to leverage technology with our communication skills
• No More Blame Game: Assessment of statistics that prove a lack of communication leads to candidate disengagement, pipeline drop-off, and finger pointing between the recruiter and hiring manager in regards to who is responsible for quality of hire
• Repairing the Timeline: Embracing full transparency and engagement in order to keep candidates informed at all times (no more dodging questions and making excuses)
Steve Lowisz, stevelowisz.com
5:00 PM - 6:00 PM Cocktail Reception in the Exhibit Hall
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Thursday, October 30
7:30 AM - 8:00 AM Registration Reopens & Continental Breakfast
8:15 AM - 9:20 AM Featured Session
Recruitment Metrics and Analytics: Fact, Fiction and the Future
You cannot be strategic without data and measurement.
There is a sea change happening in the world of talent: forward thinking organizations are harnessing the latest technology to unleash the power of data, analytics and advanced talent metrics. Indeed, by offering perspective and insight on human capital, workforce and business data, HR is becoming a center of strategic insight for leading organizations.
Yet most recruiting organizations spend their time manually tracking and managing data instead of interpreting data and human capital insight to deliver the strategies required to improve the organizations they support.
Do you ever wish you could be more influential? Have you ever tried to convince a hiring manager to do something but simply couldn't get traction? Do you aspire to be more strategic and get a seat at the table?
In this practical and engaging session, Jason Warner, former Global Recruiting Leader at Google and Starbucks, and Jason Buss, Head of Talent Acquisition at TriNet, a global leader in providing outsourced HR and SaaS solutions to over 9,000 companies worldwide, will lead participants in developing a deeper understanding in the following areas:
- Influencing Executives with analytics & recruiting metrics - building the business with talent acquisition metrics
- Talent Acquisition Supply Chain: Leveraging Business Intelligence & Lean Principles to eliminate waste and experience breakthrough productivity in your recruiting supply chain
- Top mistakes to avoid with metrics
- Best practices: what are progressive recruiting departments doing now? Which metrics & analytics are creating shareholder value?
- “I know I need metrics, now how do I get them?” - practical tips and a pragmatic blueprint to get started
- Quality of Hire: What’s real and what’s not
Plug in, take notes, and be ready to learn.
Jason Warner, Co-Founder, RecruitingDash; Jason Buss, Head of Talent Acquisition, TriNet
9:30 AM - 10:30 AM Concurrent Sessions – Choose Track A, B, or C
Track A: Case Study: Building a Talent Brand for University Recruiting
Learn how Pandora has leveraged social media, experiential marketing, personalization and music to create a talent brand strategy to build brand awareness with millennials. We will also provide an overview of our internship program, “The Road Crew,” and how it has helped establish early academic pipelines.
Marta Riggins, Director of Recruiting Brands & Events, Pandora
Track B: Roadmap To Recruiting Innovation
Explore the uniquely structured recruiting program that makes Cognizant successful, especially in the challenging area of filling director-level positions. With a team of 150 people managing talent acquisition in North America - split roughly 50/50 between technical recruiting (manager level and below) & executive recruiting (senior manager level and above) - Cognizant employs a modified pay-per-hire model that directly rewards success. Speakers Paul Jesselson and David Amsden will walk you through the unique model that works for their organization and inspire you to think beyond the standard corporate base + bonus incentive plan.
Paul Jesselson, Executive Talent Acquisition Lead, Cognizant and David Amsden, Vice President - Recruiting, Cognizant
Track C: Solution Provider: Best Practices for Attracting Top Talent Through Social Media & Mobile Technologies
Mobile devices are steadily becoming people’s go-to source for getting and sharing information. In order to remain relevant and reach the most qualified candidates, businesses need to re-think their recruitment efforts and employment branding in ways that cater to these trending technologies and are tailored for on-the-go, pressed-for-time audiences. This interactive will delve into the expectations of mobile and social audiences and will offer easy-to-implement tips and tools to drive talent acquisition success in these arenas, including insight into visual messaging, candidate engagement, and metrics.
Attendees will learn:
1. Statistics on the dramatic growth of mobile technologies and social media and how the two are intrinsically linked together
2. Tools and tips for leveraging these technologies for maximum ROI in the talent acquisition and employment branding space
3. The game-changing effects these technologies will have on the future of recruitment and employment branding
Lindsay Stanton, Chief Client Officer, Digi-Me
10:30 AM - 11:00 AM Networking & Refreshment Break
11:00 AM - 11:50 PM Exclusive Recruiting Peer-Networking Groups - exchange ideas, share experiences with recruiting pros in organizations of your size range
12:00 PM - 1:30 PM Luncheon Session
Myth-Busting Using Real-Time Analytics
Do you ever wonder how many of the trends in our industry are really being put into practice by your peers? Are you really falling behind when it comes to social, mobile recruiting, global trends and other “must have” technology and recruiting strategies? In this engaging session, Jason Warner, former global recruiting executive at Google and Starbucks, Founder of RecruitingDash and our 2014 conference master of ceremonies, will separate fact from fiction – using real-time data analytics!
We will crowdsource the truth as audience members respond in real time to the top questions facing the recruiting industry. Using state of the art technology, Jason and his team will provide real-time analytics on audience responses, projected live during the general session. This crowdsourced data will be used as "real-time learning" on the state of the industry: what is fact, what is fiction, and what is the mindshare, budget and focus being given to each? The data produced on these hot topics will be available after the conference. Don't miss a rapid-fire session that's at once substantive, spirited, controversial and quantifiable.
Jason Warner, Co-founder, Recruiting Dash
1:30 PM - 2:30 PM Concurrent Sessions – Choose Track A, B, or C
Track A: Innovations in Employee Referral Programs
Most companies rely on employee referrals as a primary source of quality hires. Innovative and progressive companies are changing the referral game by adopting two top trends in referral programs:
- Leveraging their employees' social and professional networks to source and match candidates to jobs, and
- Expanding their programs to include individuals outside their employee base as referrers
These trends were uncovered in the 2014 Meritage Talent Solutions Referral Trends Report. In this session, you will learn about these top trends, the technologies available in the marketplace that can help you implement these trends, and the future of referral programs. You will also receive valuable program benchmarking data. Whether you are just starting a referral program or looking to improve an existing program, this session will provide you with data, trends and action plans.
Kara Yarnot, Founder & President, Meritage Talent Solutions
Track B: Using Technology To Source In The Cloud: Targeting Top Tech Talent
To recruit top tier developers, you need to know the skillset and understand the market. This session will focus on using LinkedIn, Gild and other tools to hunt high level developers, engineering managers and top tier tech professionals.
Jake Zerbe, Senior Technical Recruiter, Riot Games
Track C: Solution Provider Info coming soon!
1:30 PM - 2:30 PM Concurrent Sessions – Choose Track A, B, or C
Track A: Mind Altering Metrics
Have you ever wondered how Talent Communities, SEO, Social and Mobile really impact a large company's Talent Acquisition strategy? Well, if you attend this session you’ll find out. Over the last few years we been playing in these waters and have discovered that, yes, these crazy buzzwords can actually return hires. My goal is to provide you metrics that will alter the way you think about your recruiting strategies.
This session will uncover:
• Why Talent Communities are essential in today’s recruiting environment
• How social can help you fill positions
• Why mobile and SEO are critical to your success
Travis Triggs, Social Media Program Manager, Talent Acquisition and Movement, Time Warner Cable
Track B: Recruiting Regulation: What You Don’t Know Can Hurt You
Recruiters frequently grapple with tight deadlines for locating qualified candidates to fill mission critical positions. But bowing to time pressure can sometimes prove costly for government contractors in particular due to the need to comply with affirmative action and the labor category qualification requirements. Kristi Cell, Vice President of Recruiting & Assimilation for CACI International Inc, and Mary E. Pivec, Esq., a management labor & employment attorney who counsels employers on government contract compliance issues, will share their experiences on how what you don’t know can hurt you and offer best practice suggestions for dealing with OFCCP and Service Contract compliance issues. Kristi and Mary will also offer suggestions for coping with the new OFCCP Section 503 and VEVRAA affirmative action requirements and for avoiding penalties for billing for contract labor services performed by employees who fail to meet specific federal labor category requirements.
Kristi Cell, Vice President of Recruiting & Assimilation for CACI International Inc; Mary E. Pivec, Esq., Partner, Williams Mullen; Matthew R. Sottong, Director, Surveys and Research Reports, Bloomberg BNA
Track C: Solution Provider Info coming soon!
3:30 PM - 4:30 PM Closing session
Retention Starts with Recruiting: 5 Fresh-Thinking Ways to Hire Employees Who Stay
If asked how to hire employees who stay, which ideas come to mind? Make sure they are skilled so they succeed? That they fit into the “culture”? Or have no gaps in employment? Better ideas come from respected research that guides smart companies and recruiters to assess candidates in fresh-thinking ways. Join Dick Finnegan, author of Rethinking Retention in Good Times and Bad, to learn the savvy techniques available to recruiters. Included will be…
- Street-smart ways to build realistic job previews so short-terms walk away
- Employee referral programs that take pressure off recruiters and bring better candidates
- Job offers that invite the right candidates to say “yes” and others to turn you down
- Demographic studies that shine surprising light on which candidates stay longer
- Specific questions and interviewing formats that weed out wrong potential hires
Dick Finnegan, CEO, C-Suite Analytics
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