Communication is the key to a successful candidate experience. Candidates want more transparency from employers. They want to know where they are at in the process, how long before they will hear back about an interview, and what to expect from a potential employer. It is the most basic way that companies can improve recruitment efforts yet, it too often goes ignored. Aptitude Research found that companies that companies are actually getting worse in their efforts to communicate with candidates despite new strategies and tools for engaging with talent. In fact, 1 in 2 companies are relying solely on email to engage with candidates. When communication is consistent, relevant and meaningful, talent acquisition efforts improve significantly. This presentation based on data collected in 2019 will provide clarity on the following questions:

• What are the challenges that companies face with communicating with candidates?
• What are the ways that companies are currently engaging with candidates?
• What are the strategies to improve communication?
• What role can technology/AI and automation play in improving communication?
• What should companies think about for the future?

Many organizations are focused externally on customer experience to impact bottom line. But many forget that job seekers and candidates are important constituents too. Many job seekers admit to sharing bad candidate experiences online, which reflects poorly on your brand. When you delight your candidates like you do your customers, you build a larger base of advocates for your brand. In this session, Gina Papa will explain how talent acquisition executives are brand ambassadors who hold the key to candidate experience.

Make informed decisions backed by data, not by best guesses. Gain practical tips on how to get more out of Jobvite’s reporting capabilities with Dashboard Analytics and Custom Reports. In this session, you’ll learn how to:

• Optimize dashboard analytics widgets to drive specific action
• Integrate custom report bookmarks for deeper analysis
• Build key reports to promote a data-driven hiring team
• Utilize advanced reporting services and resources

The workforce of the future will look nothing like it does today. With changing demographics, increased automation, and a breakdown of traditional corporate silos, businesses which don’t adapt—and keep adapting–will be at a competitive disadvantage. In the future teams, not individuals will drive innovation, and research shows that diverse and inclusive teams maximize results.

An innovative, iterative, data-informed diversity & inclusion strategy can not only help you attract the right talent but also retain it. Right now, you have the data you need to begin understanding your barriers to building a diverse workforce, and how to invest to create an inclusive culture. Over the past two years, collaboration software maker Atlassian has been able to improve its hiring of women in technical roles by 80% while simultaneously improving the representation of employees over 40 and those from underrepresented cultural groups. Join Aubrey Blanche, Atlassian’s Global Head of Diversity & Belonging, to hear how you can leverage your data to build a balanced team at scale.

Join this interactive session with Tom Ricks to witness the power of integrated people analytics in action. Learn how Qlik uses analytics with data from Jobvite, Workday and other external sources to visualise the recruitment pipeline and answer key talent acquisition questions at a business and functional level. In six easy steps, discover how you could help your company in the same way inform your talent pipeline based and future hiring strategies based on Qlik’s established practices.

Getting more of the right people to apply for the right jobs is one of the biggest challenges facing recruiters. To attract top talent in a competitive market, you must deliver personalized candidate experiences that improve engagement throughout the entire talent journey. Come learn how to drive multi-channel strategies to reach your talent targets and set up the operational processes and systems to optimize applicant flow.

We don’t know how to hire for cultural fit, but we keep trying.

There are recruiting and TA leaders who use the phrase “culture fit” in a thoughtfully applied manner and create sourcing and screening practices to attract talented individuals who reflect their organization’s fundamental values. But at other companies, the hiring process is broken, and hiring managers choose from a talent pool that reflects a company’s subjectivity, biases, and blind spots.

Join Laurie Ruettimann to uncover why hiring for cultural fit is broken, and why you should rethink your sourcing, screening, and hiring processes in 2020 and beyond. She’ll shed light on the best global hiring practices and tell you how leading-edge organizations fixed the “cultural fit” problem and invested in candidates and employees who demonstrate the right mix of competencies, contributions, and values.

BEWARE! Robots are coming to take your job, j/k… In this session, Scott Sendelweck will discuss how implementing Chatbots can vastly improve the candidate experience while reducing recruiting administrative work. Check out how Artificial Intelligence is revolutionizing the talent acquisition industry and learn how you can utilize Chatbots to customize your recruitment process.

Onboarding is a pivotal moment for making employees feel included from day one. Creating a world class onboarding experience is critical for employee engagement and retention. Come and learn about the challenges of onboarding and how Jobvite can help you create a consistent framework for success for your new hires and internal teams even before their first day. In this session, we’ll provide useful tips on how to streamline your onboarding process, maintain compliance, and make the right first impression with new hires.

When it comes to hiring top talent, it’s a candidates’ market. Your company demands that your selection process is rigorous. You know that in-demand talent won’t jump through unnecessary hoops; but if your process is too easy, you risk damaging your employer brand and hiring under-performing talent. In this session, Carmen Hudson of Recruiting Toolbox will discuss how to build and lead interview process models that help you assess top talent and create an enjoyable candidate experience.

Two billion people are on Instagram every day, with over 50% visiting the platform 2-3 times in a 24 hour period. Engagement with brands on Instagram is higher these days than Twitter and Facebook. Learn how to utilize Instagram for your employer branding along with the tools to create content and measure your effectiveness from Dorothéa Bozicolona-Volpe, Marketing Strategist and Principal at Social Espionage.

In the age of the, “hyper-hopper” engaging with emerging talents has never been so important. Many University Recruiting programs are now becoming blueprints for early-in-career hiring initiatives. In fact, many forward-thinking companies are planning for future talent years in advance. Whether you’re looking to improve an existing Campus Recruiting program or start from scratch, this informative interactive session will offer multiple takeaways. Leave equipped with best practices on how to attract, hire, and develop a world-class talent pipeline of future leaders for your company.

Jobvite Engage University Recruiting Data Sheet

Recruiting in an election year isn’t just about change, it’s about the stall that happens with businesses as they wait for the pending change. It has happened every election year, as many organizations slow funding of projects and choose that time to reflect on what they might have to change or brace for with election cycles. Talent Acquisition feels this pause months before the rest of the business, as we see it in changing requisition loads, time to fill and urgency for placements. Not every company has the same challenges. The only thing that is constant for everyone is the fact that there will be changes. Looking ahead to 2020 we can already feel the anxiety approaching over the election. This fear of the unknown can’t control our hunt for candidates. We must provide the best talent that benefits the company and helps the entire entity move forward toward its goals. Therefore, how do we prepare for the disruption? Come hear Elaine Orler bridge the gap and leave feeling confident walking into 2020. Expect to learn some early tips to be ready for any potential changes, how to quickly evaluate your readiness and agility to meet the change, and how to measure recruiting in a fluid year.

In order to have successful connections with candidates, you need to appeal to the personalities you are speaking to. That’s where developing candidate personas come into play. Everything related to candidate engagement – your job descriptions, emails, nurture campaigns, etc. – are more effective when targeted for your candidate persona. Candidate engagement is the one thing recruiters can control and it provides a better experience for both candidates and employers too.

In this session, Angela Rees of Recruiting Social will teach you how to:

• Create candidate personas
• Conduct talent mapping
• Effectively nurture and ultimately convert passive candidates

It’s been a tremendous year of growth for Jobvite as we acquired an innovative set of technologies that enable hiring teams to source, engage, hire, onboard, and retain top talent with one end-to-end platform. Explore what’s on our roadmap for 2020 and how Jobvite’s combined set of solutions and services will set a new bar for the candidate experience — driving engagement from the very first interaction, to the first day on the job, and to the next promotion.

In today’s recruiting environment, refinement around the edges can be the difference between success and failure. Strong operational execution is still one of the most difficult things to put in place mostly if you are leading a large recruiting function. A few percentage points of increase in application flow may seem trivial unless you get over 2 million a year.

In this session Jason Pistulka, AVP of Talent Acquisition Operations at HCA Healthcare, will demonstrate some ways to utilize data to drive operational excellence in your recruiting operations to better understand:

• What are the behaviors of recruiters and hiring managers and how it impacts candidate experience?
• What are third party data sources that you can use to help drive application flow?
• What is the current utilization of the resources of the organization?
• How are my recruiters performing?

Candidate experience begins with a great first impression. Establishing a meaningful connection from the onset can be the difference between a completed application and losing top talent to a competitor. Ensuring a solid representation of your company’s brand, vision, mission and values is key in the overall talent acquisition process. Candidates invest significant time researching an organization before they even hit apply. What are you doing to ensure what they see in the market is an accurate depiction of your organization? Additionally, proactive management and oversight of external career channels, and employer review sites such as Glassdoor and Indeed are a key component in the overall process. How do you drive positive impact of these channels in today’s digital world? Learn from Premise Health on building a brand that secures a position as an employer of choice and improves the chances of landing highly coveted and sought-after talent.

In our tight labor market, it’s not enough for recruiters to work harder, even faster (though that certainly helps!). The most successful recruiters must work smarter. Using AI, recruiters can now reach new candidates, engage with passive candidates, and make sure the right candidates are hired for the role that suits them best. Join this session to hear and see how recruiters have leveraged bots and automation to do things like:

• Think like a marketer by sending targeted text messages about new job opportunities
• Follow-up with multiple candidates from career fairs via text in just a couple of clicks
• Increase show-up rates to interviews using scheduled text reminders

Why stop at an offer letter when your ATS can provide so much more?! Onboarding can be time consuming, inconsistent and tedious for both employers and new hires. Why make it more complicated than it needs to be when the solution is right in front of you? Come learn how LAZ Parking has used Jobvite Onboard for an improved process visibility, process compliance and efficient API integration with our HRIS. Covering both non-exempt and exempt onboarding processes, Marissa Souza will provide a deep dive into how LAZ Parking has created a seamless process from new hire to new employee.

You don’t need a big budget to deliver a compelling employer brand and become a marketing-focused recruiting organization. In this session, Ryan Maglione and Katie Newland of Syneos Health will share their secrets to delivering a world class recruitment advertising and employer branding campaign with limited resources by using the right people, process and technology. You’ll learn how Syneos Health gets the right message to the right candidate at the right time. You’ll also learn tips, tricks, and tools to empower recruiters and hiring managers to stay on message.

In today’s job market where the candidates are in control, businesses need their entire organization to be involved in recruiting the best talent. Employees who understand how important recruiting is to their company’s future will prepare more thoroughly for interviews and turn in their feedback faster. Referral rates go up, and employees share job openings on social media, resulting in a higher quality candidate pool. In this session, you’ll get helpful tips and tricks on how to drive internal adoption and collaboration of Jobvite throughout the entire recruiting process to create a winning hiring culture at your organization.

Are you a cop, assassin or a fixer in the world of recruiting? You’ve heard the buzzwords about becoming a great recruiter or talent leader: get strategic; know the business. But the hard yet compelling reality is that every talent professional can be classified as one of only nine “faces” or personas. Some can get strategic, and know the business—and others can’t. This session looks at the recruiting landscape and profiles the Nine Faces of Recruiting using material and concepts from Kris Dunn’s recently released book, The 9 Faces of HR.

We live in a world where data has the final say – it is our “proof to the pudding” so-to-speak. But we know the most effective way to recruit is being more human, approaching the market with empathy, and using our EQ. The question then becomes: How do we use that data effectively to not just boost our efficacy but also to identify ways to recruit with more EQ? In this animated session, Mike “Batman” Cohen will discuss three ways that we can aggregate, track, and use our data to help us analyze ways to be better sourcers, recruiters, and humans.

$1 Trillion Dollars…That’s the cost every year of voluntary turnover for U.S. businesses according to Gallup. Unemployment Companies are growing vulnerable to not only losing the war for talent, but even more alarming, losing the talent they already have. That’s why recruiting shouldn’t stop after the candidate’s first day. Your existing workforce is the lifeblood of your organization and can be one of the best sources of talent to tap when you have new openings. Employees want you to leverage their skills and expertise, and match them with learning and other types of opportunities that will allow them to move around your company. Come learn how to “go beyond” modern recruiting efforts and add current employees to your candidate pipeline, providing them with an experience that allows for career development and moves laterally and vertically through the organization – helping reduce spend on recruiting and retaining talent.