Dr. Jen Welter is the first female to coach in the NFL. In the summer of 2015, she served as a linebackers coach for the Arizona Cardinals, a period of time defined by the bond she has formed with the players. Widely known as a trailblazer and pioneer in professional football, becoming the first woman to coach in the NFL was only her most recent first. In 2014, Welter became the first woman to play running back in a men’s professional football league. In early 2015, Welter was hired as the first female coach in men’s professional football, helping coach the most successful Revolution season in franchise history. Prior to joining the world of men’s professional football, Welter had a highly decorated 14 year career in women’s professional football which included four National Championships and two gold medals as a member of Team USA in the 2010 and 2013 International Federation of American Football’s (IFAF) Women’s World Championship.

In her own words, Coach Jen often says, “sports have the power to change the world.” With that philosophy as a guiding principle, she has become an innovator in the sports and fitness space. She is known for looking at the game of football differently, and has designed programs to increase access and opportunity to and through football.

Dr. Jen’s Programs include:

Grrridiron Girls: a national tour of flag football camps which empower girls through football by proving, “there is no game you cannot play, and no field you do not belong in or on.”

A Day In The Life: Dr Jen gives women insight and access to the game of football through her program, “A Day in the Life. Explaining that football is full contact chess, women get the opportunity learn the individual chess pieces and how they fit together to make players work. Women literally get into the game by getting them out onto the field.  A Day in the Life,” debuted with the Washington Redskins women’s program in 2015.

Camp On the Corner: Sports change many people’s lives, in many cases causing them to make a choice. In response to the tough choices kids face every day on corners in neighborhoods like the South Side of Chicago, Camp on the Corner was born. “You can’t hold a gun and catch a football at the same time, you have to make a choice.” So, why not use sports, such as football as a proactive mechanism to teach kids lessons and characteristics which help empower them to make the right choices.

In addition to coaching on the field, Welter has become a regular empowerment speaker and advocate. Welter has become a regular empowerment and sports speaker sharing the stage at events with sports and political giants like Serena Williams and Condoleeza Rice. As guest editor of Wired Magazine, Serena Williams highlighted Welter as one of her Trailblazers, 10 heroes who are showing the way forward to a better, fairer world for all. Welter was recognized at the United Nations as Sports Pioneer of the Year on Women’s Entrepreneurship Day. ESPNW named her one of the 25 most influential women in sport in 2015. The Arizona Women’s Foundation awarded her the Voice of Women Award in 2018.

Dr. Jen is on the Advisory Board of the Pro Football Hall of Fame’s Game for Life Academy and an Ambassador for the She is Campaign.

Welter holds a doctorate degree in Psychology, a Master’s in Sport Psychology, and a Bachelor’s degree from Boston.

Molly Bloom is an inspirational keynote speaker, entrepreneur, and bestselling author of Molly’s Game. She is best known for her memoir, Molly’s Game, which was adapted into an award-winning film of the same name by Aaron Sorkin. Bloom’s memoir chronicles her journey from college student to LA waitress to building and operating the largest and most notorious private poker game in the world. Her games featured hundreds of millions of dollars and players like Leonardo DiCaprio, Tobey Maguire, A-Rod, and Ben Affleck.

Bloom began her career as a world-class skier. While training as a pre-teen she was diagnosed with severe scoliosis and had to undergo surgery that the doctors said would end her athletic career. A year later, fully recovered, she was back on the slopes. She later joined the U.S. Ski Team and at 21 years old was ranked No. 3 in North America in moguls, but her Olympic dreams would go unrealized as she left the team to pursue other projects. This led her to what she thought would be a year sabbatical in LA.

Bloom was finishing her degree in Political Science from the University of Colorado – Boulder, and was in the process of applying to top tier Law Schools, when her assistant job turned her into an accidental entrepreneur, running one of the most exclusive, high-stakes underground poker games in the world, pulling in as much as $4 million per year. What happened next is where her story truly begins.

The film Molly’s Game, written and directed by Aaron Sorkin, stars Jessica Chastain (as Molly), Idris Elba, Kevin Costner, Michael Cera, Brian d’Arcy James, and Chris O’Dowd. Bloom has appeared on numerous shows and in media outlets such as Ellen, Vice, The Los Angeles Times, NPR, Vulture, and has been asked to speak at Fortune’s Most Powerful Women, for companies like Blackrock Financial and SiriusXM Radio.

Bloom is now focused on building WeWork for female entrepreneurs. For years she built a billionaire boys club, now she’s creating a community for women to nurture their ambitions by providing them with opportunities to collaborate and grow their businesses.

Dan Finnigan has spent his career launching and growing Internet businesses with a focus on the recruitment market. Previously, Dan served as Senior Vice President of Yahoo! and General Manager of Yahoo! HotJobs, doubling revenue between 2002 and 2007. At Yahoo!, Dan established a Yahoo! and HotJobs partnership with a consortium of over 700 newspapers, today representing 41 percent of total Sunday circulation in the U.S.

Prior to Yahoo!, he led the creation of Knight Ridder Digital, the Internet company of the world’s second largest newspaper publisher, serving as President and CEO. At Knight Ridder, Dan led the joint acquisition of CareerBuilder with Tribune, serving on CareerBuilder’s Board for three years.

Dan holds an M.B.A. from the Wharton School and a B.A. in Communication Studies from the University of California, Los Angeles.

Tim Sanders spent most of his career on the cutting edge of innovation and change. He was on the ground floor of the quality movement, the launch of the mobile phone industry and, most notably, the birth of the world wide web. Today, he’s gravitated to disruptive change for over 30 years.

He was an early stage member of Mark Cuban and Todd Wagner’s broadcast.com, which had the largest opening day IPO in history. After Yahoo acquired the company, Tim was tapped to lead their ValueLab, which enabled sales teams to close hundreds of millions of dollars of new business through rapid collaboration.

By 2001, he rose to the position of Chief Solutions Officer and later, the company’s Leadership Coach. In 2005, he founded Deeper Media, which provides consulting and training services for leading companies, trade associations and government agencies.

New York Times Bestselling Author
Tim is the author of five books, including the New York Times bestseller Love Is the Killer App: How To Win Business & Influence Friends. It’s been translated into over a dozen languages and has been featured in Fast Company, USA Today, the New York Times, The Boston Globe, Christian Science Monitor and on CNN. His other books include Today We Are Rich, The Likeability Factor, Saving the World at Work and Dealstorming.

Suzana DelliSanti is a Senior Talent Acquisition Leader with over 17 years of experience. She’s led high-growth recruitment teams for some of the most innovative financial and technology companies, including LinkedIn, McKesson & Barclays Global Investors. Creative and data-driven, she focuses on attracting high performing talent while improving brand recognition, cultivating a stellar candidate experience, and ensuring equality in our hiring. She thrives on building world class teams to do great work and evolve talent acquisition for the Fourth Industrial Revolution. She holds a B.A. in History and Political Science from Rutgers University. She is an east coast native and now a San Francisco resident for over 9 years. She enjoys travel, meditation, great food, time with family and striving for bliss.

Casey is the Director of Recruiting at KIXEYE, a global leader in online combat strategy games, where he attracts and develops talent in the growing mobile gaming space. He has 15 years of progressive experience in Talent Acquisition and marries his deep passion and love for video games with guiding people to their dream careers.

A South Carolina native, Casey received his bachelor’s degree from Syracuse University prior to moving to San Francisco where he resides with his wife and son. When he is not speaking with candidates about KIXEYE at meetups, hangouts, and gaming conferences, you can find him working on his golf swing at many of San Francisco’s beautiful courses, or watching Golden State Warriors basketball games with friends and family.

Tim Sackett, SHRM-SCP,SPHR is the President of HRU Technical Resources a leading IT and Engineering Staffing firm headquartered in Lansing, MI. Tim has 20 years of combined Executive HR and Talent Acquisition experience, working for Fortune 500 companies. Tim is a highly sought after international speaker on leadership, HR Tech, talent acquisition and HR execution. Tim is currently the President-elect for the Association of Talent Acquisition Professionals (ATAP).

He also is a prolific writer in the HR and Talent space writing every day at his blog the Tim Sackett Project, and this year, in conjunction with SHRM, Tim released his first book, “The Talent Fix: A Leader’s Guide to Recruiting Great Talent”. Tim is married to a hall of fame wife, has three sons, and his dog Scout. In 2018, he was named one the Global Influencers in HR Tech, which gives him mad street cred with his teenage sons on Twitter (@TimSackett). He is a lifelong workplace advocate for Diet Mt. Dew fountain machines and he is considered the world’s foremost expert on workplace hugs.

Madeline’s primary focus over the last 12+ years has been on the talent management market, specializing in talent acquisition. Her work helps companies both validate and reevaluate their strategies and understand the role technology can play in driving business outcomes. She has watched HCM transform from a back-office function to a strategic company initiative with a focus on partnerships, experience and efficiency. Before Aptitude Research Partners, Madeline held research roles at Aberdeen, Bersin by Deloitte, ERE Media and Brandon Hall Group. She is co-author of Best Practices in Leading a Global Workforce and has been quoted in the Wall Street Journal, The Boston Globe, Yahoo News, and The Financial Times. She is a frequent presenter at industry conferences including the HR Technology Conference and Exposition, SHRM, IHRIM, HCI’s Strategic Talent Acquisition conference, GDS International’s HCM Summit, and HRO Today.

Matt Charney is the global thought leadership and content lead for Allegis Global Services, one of the world’s biggest talent services and total talent management providers. He is also currently a partner at RecruitingDaily, where he served as Executive Editor and head analyst for a network of sites representing the most widely read destination for recruiting related content in the world.

Matt serves as an advisor for a number of VC backed startups in talent technology, including companies such as Textio, HiringSolved, TrustSphere, HumanPredictions, Drafted and Clinch.

Matt is a frequent speaker at technology and recruiting events, making over 75 appearances a year, and has been presented at conferences such as SXSW, BlogWorld, SHRM Annual and the HR Technology Conference.

A graduate of the George Lucas School of Cinematic Arts, Matt has been named as a top HR influencer or recruitment innovator by publications such as the Huffington Post, Forbes, HR Magazine, TechCrunch and LinkedIn. His personal blog, Snark Attack, has been recognized as one of the top 25 business blogs in the world by WordPress, and was recently named the 2017 Recruiting Blog of the Year by HR Marketer.

Follow Matt on Twitter @mattcharney or check out blog.allegisglobalsolutions.com.

Most organizations do not have a single solution to manage what is now considered the most important investment of talent acquisition: the top of the funnel. Instead, they either rely on disparate sourcing tools, invest in third-party agencies, or simply do nothing. A single platform to handle all aspects of recruitment marketing gives organizations an advantage of having greater insights, a more consistent experience, and improved efficiency. Despite the value of a recruitment marketing platform, most companies are unable to define what a recruitment marketing platform does and understand what to consider when evaluating providers. This presentation will help provide clarity around what is becoming a very misunderstood market and examine what companies should consider when making an investment. Some of the questions that we will address include:

• What are some of the key drivers for investing in recruitment marketing?
• Should companies look at their ATS or a stand-alone recruitment marketing platform?
• How can companies translate the value of recruitment marketing to key stakeholders?
• What should companies look for in a provider?

Implementing change in a global organization is never easy—but Ingram Micro is living proof that it can be done successfully. The worldwide tech giant recently transformed its recruiting processes across 11 different countries, saying goodbye to decentralized strategies and hello to a single source of truth.

In this session, Rolling Out a Global Recruiting Strategy, senior Talent Acquisition leader, Blake Wettstein will explore Ingram Micro’s journey to building a common employer brand. You’ll learn why the company headed that direction, how it established a new culture of efficiency, and how it’s now delivering a first-rate candidate experience from source to hire. You’ll also get first-hand insight into best practices that can drive any global initiative, from designing processes for diverse locations, to selling the vision and securing stakeholder buy-in.

Ever have that uneasy feeling that you’re missing something? That somehow, things should maybe just be a little bit easier? Well, you probably are right. We release a new feature/feature enhancement set about every 6 weeks, so chances are there are a whole lot of things now available in Jobvite that you were too busy to notice when they were released. If you could learn about and adopt just 2 or 3 of them, your daily routine could forever change for the better. Hiring Team Mobile App, Enhanced Candidate Search, Smart Scheduler…these are just a few of the items we’ll explore! Join us to learn how you can save time and achieve better results in Jobvite.

Are you losing candidates because they misunderstand or have never heard of your brand? Are they familiar with your brand but unaware of what you’re like as an employer?

Recruiting for a company without a well defined employer brand strategy makes a hard job even harder. But according to employer branding expert, Will Staney, it makes it all the more exciting too – it’s one more challenge to be cracked.

In this session Will shows how he’s led and advised companies from VMware and SAP to GoDaddy and GE, through incredible employer branding transformations that reinvented their ability to attract and hire top talent – and how you can too.

You’ll learn:

• How to roll out a new employer brand so it sticks, internally and externally
• The secrets of crafting an authentic story that resonates
• How to turn your employees into powerful brand ambassadors
• The key steps to a compelling EVP (employee value proposition)
• And real-life success stories from some of Will’s most transformed clients and employers

Recruiting has always been at the forefront of innovation in HR technologies. Social, mobile, video; collaborative hiring and candidate experience; recruitment marketing and employer brand – we’ve embraced the hottest trends in marketing and communications for decades (often pulling the rest of the HR organization along with us). So, what is it about the latest wave of innovation (bots, automation, AI) that has us all so nervous?

Whether it’s fear of the unknown or the result of too many episodes of Black Mirror, many talent acquisition professionals see more threat than opportunity – and risk missing out on major operational upgrades. Join IDC analyst Kyle Lagunas for an examination of the leading use cases that exist today and discussion of the realities and misconceptions regarding automation and AI in talent acquisition.

In this session, attendees will get a behind the scenes look at the key lessons learned by leveraging the Jobvite recruiting platform. You’ll learn how to get more out of Jobvite’s reporting capabilities. Presenters will specifically deep dive into:

• Strategic insights and best practices in reporting and analytics
• Jobvite solutions to optimize reporting for your organization
• A look at the new Jobvite Analytics Dashboard
• Key reports all customers should be using
• Advanced Reporting Services and resources

Sites that Sell? Wait, I thought this was a Recruiting event?

Let’s face it; our current career sites might be killing our chances of converting the lookee Lou’s into applicants. Costing us quality Candidates. The main reason a candidate stops by a career site is to apply, right? So does it matter if our site sucks or not? Y E S it does! Now more than ever you need a Branded Career site worth visiting, or Candidates leave your site without applying.

Just try comparing your Career Site to a few of the big employers like Apple, HP, Starbucks, and even Amazon. Most of us know these companies spend millions on their sites. They hire full-on production companies to document what it’s like to work there. They show off the napping pods, free coffee, discounts, and all the free soda you can drink. Sounds good- right?

Little secret, not everyone wants to work for a mega-company.

Fortunately, there is something you can do right now to attract today’s top talent with a Killer Career Site that Sells. Think of this way, if we treat Candidates like Customers they become Raving Brand Fans, apply, and send referrals. Tannen Ellis-Graham founder of CareerKarma360 has a lot of powerful “way out of the box” tips (some are even free, cheap, and easy) for building a world-class career site. Working with startups, small, and mid-sized companies Tannen helps to uncover the unique “WHY Work Here” to showcase it on career pages.

Tannen’s motto is Recruit Like A Rebel and Break All Rules! Her book of the same title is due out in late October. Her hands on breakout session will be entertaining, to say the least. If you want to break recruiting rules, bust out of the same old norm, and become a Recruiting Rebel attend this breakout.

After this breakout, your Career site will Rock! You’ll have broken a few recruiting rules! And you’ll have a trick or two on how to create Raving Brand Fans from those who visited your Career Site.

The concept of personal branding may seem like a catchphrase being thrown around by authors and self help gurus; however, the concept isn’t new. You already have a personal brand – whether you know it or not.

Your personal brand is more than your reputation. It’s a value proposition that helps companies evaluate whether or not to recruit, hire, develop and retain you – and also whether or not people want to work with you, or at your company.

Your personal brand is an important aspect of your career, and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill-sets that are unique to you, you can effectively manage your brand and communicate your best attributes to the constituencies that matter.

Dinosaurs were killed off by asteroids; Elvis died of a massive heart attack caused mostly by his daily consumption of peanut butter and banana sandwiches. Disco crashed and burned because, well, because disco sucks. What does that have to do with the perennial HR Tech fight between Suites and Best of Breed solutions? Not much or everything, depending on your perspective and/or where you’ve over-invested in HR Technology. It used to be a fair fight with pros and cons for each purchase. Not so much these days, Best of Breed solutions are just better and easier to implement. I’ve read that a correlation between IQ and the selection of Best of Breed solutions exists. I’m tracking down that research. Anyhoo, during this session, I’ll give you a bulletproof case study to bring back to your team. Might just be the best session at RNL. Just saying.

Generation Z is expected to account for 40% of all consumers by 2020—is your company ready? Join Salesforce VP of Global Recruiting, Futureforce, Suzana DelliSanti, as she discusses the top recruiting trends, tools and tactics to engage this generation in order to build a stronger talent pipeline and attract the best on campus. Beyond that, she’ll share how developing lasting connections will require companies to engage with next-gen talent, and make them partners in progress.

Poor hiring manager engagement often tops the list of the major obstacles recruiters face to do their job effectively. However, lack of hiring manager engagement is costing your company a lot more than just delays in the recruiting process, wasted time, and lost candidates. In today’s competitive talent landscape, hiring manager engagement is a critical success factor to improving quality of hire – and we have the data to prove it. In this session we’ll share new strategies for increasing hiring manager engagement and we’ll discuss how to build a business case that shows the ROI of deploying such a strategy.

In this session, you will learn the following:

• A new recruitment model that drives hiring manager engagement and how to implement it
• What to measure and how to leverage data for better collaboration
• A glimpse into the hiring manager of the future

The War for Talent is Over. Talent Won.

We’ve officially entered the age of the, “hyper-hopper” where a global workforce changes jobs every 2.3 years. Even more staggering is that 80% of employed professionals are open to listening to another opportunity if presented.

Think about the damage it would do if 80% of your Sales, Engineering, HR, etc team put in their notice tomorrow without a qualified talent pool.

This session will arm you with creative ways to begin attracting and building a talent pool of future hires. We’ll share industry leading best-practices from innovative HR leaders on how to utilize Recruitment Marketing to engage, nurture, hire, and retain the best talent available. You’ll walk away equipped to stay top of mind from your next hire’s first look to their first day with your company!

In today’s environment, candidates are in control with record-low unemployment rates and the looming talent crunch driven by a shortage of skilled labor. It’s now more essential than ever for companies to stand out to attract and secure the top talent they need to achieve their business goals. To attract top talent in this environment, recruiting teams must evolve from a recruiter-centric process to one that puts the candidate at the center to ensure the most compelling candidate journey possible.

Deploying a continuous candidate engagement strategy empowers your talent acquisition team to put the candidate at the forefront of a remarkable experience that will differentiate your company and increase the likelihood that candidates will choose your organization over your competition.

This session will discuss how Dent Wizard developed a candidate-centric recruiting model that encompasses the smart use of technology, branding, and recruitment strategies to engage candidates with the right content, at the right time, and through the right channel from first look to first day on the job. We will also be discussing how organizations can undertake such a journey, the tools available to them, and what impact they can expect from such a strategy.

Everyone wants to be great at what they do. The main issue with rising to greatness, though, is knowing what “greatness” is. Do you know how you measure up against your recruiting peer group? For most of us, the answer is no, because the only measure we have is comparing ourselves to our current teams or predecessors. Fortunately, there’s a much better way. Tim Sackett, the author of the best selling book ‘The Talent Fix’, has successfully transformed TA teams at small, midsized and large organizations, surveyed hundreds of top TA leaders to uncover 8 traits that all great recruiting pros share in their DNA. In this entertaining keynote, he’ll not only reveal these traits to you but give examples of how you can strengthen these traits within yourself and in your team. And, if you’re brave enough to accept the challenge, he’ll get you thinking differently about your current strategy.

Are you struggling to find the best way keep Jobvite and your HRIS in-sync seamlessly? Are you struggling to find the best way to eliminate data entry errors? Are you struggling to synchronize data between Jobvite and your HRIS and other Background, Assessment vendors in real-time? Well this session is for you.

In this session, we will cover various Jobvite integration options which would accelerate your data sync. This session will help you understand the pros and cons of every option available and empower you to choose the right option for your business and IT.

Join us to learn how you can keep Jobvite and your HRIS and other vendors in sync in real-time with Jobvite Integrations.

Today’s candidates would rather text than talk – already using their mobile phone to research and apply to jobs. Text messages are viewed as convenient, less disruptive and more personal. That’s why text messages enjoy the highest read and response rates of all communication channels. Jobvite Text, powered by Canvas, gives recruiters a new innovative channel to connect with candidates in real time and engage in conversations that matter. In this session, you will learn how text helps you connect with candidates like never before.

Best in class employee referral programs can deliver up to 30-40% of hires. BioMarin has been in the 11%-17% range for years, in large part because we did not have the tools to manage the names, and the whole program became a black hole.

We used the launch of Jobvite as a reason to revamp and relaunch our underperforming employee referral program (ERP). The elements of the relaunched ERP are:

• Internal Branding, including logo and tagline to be pushed globally
• Training of the EE population to best utilize Jobvite for the purposes of employee referrals
• Preparation of the TA team to provide “white glove” service to referrals and their referees, including leveraging the tool to keep from becoming a black hole program
• Global Branding/Marketing push via social platforms (LI, FB, Glassdoor) so that we gain more visibility
• Use of the Jobvite Engage/CRM to capture and manage promising referrals into talent pipelines

Onboarding takes place in the critical time period between offer acceptance and start date—and, when done properly, it can set the stage for new hire productivity on day one. So why do many organizations still approach onboarding like an administrative black hole?

What if you could shift the onboarding process away from costly administrative overhead into a more seamless and efficient experience, so new hires can begin contributing the moment they walk into the office?

Join Cindy McGregor, senior talent acquisition and onboarding expert, in this valuable session aimed at understanding today’s best practices in onboarding. Sharing real-world examples, Cindy will outline how to create successful onboarding programs that save significant time, money, and effort. You’ll learn what’s involved in streamlining your onboarding process, how to get widespread adoption, and why the results will make it all worthwhile.

In this presentation, attendees will get a behind the scenes look at how and why you should consider an optimization of your Jobvite instance. Presenters will specifically deep dive into:

• How to assess and solve for pain points in your Talent Acquisition organization
• How to successfully align Jobvite capabilities with your people and processes to achieve an optimal future state
• An inside look at customers who have successfully optimized their Jobvite instance
• How to perform a successful Jobvite optimization for your evolving business

You know you need to be compliant. Maybe you even know what GDPR, WCAG, and SOC 2 stand for. But what does it mean in practical terms? Learn more about the actions that Jobvite takes to keep your data secure and ensure that we comply with all applicable laws and regulations, and hear about the product features we build to help you comply with security and privacy laws, as well as other regulations around accessibility, human resources, and more. We’ll cover:

• Jobvite’s approach to data security, including the testing and certification processes we go through to ensure our security is top-notch
• The product enhancements we’ve made to support the EU’s General Data Protection Regulation
• The steps we take, and the steps that you can take, to ensure accessibility and compliance for protected groups

We all know that diverse workforces can encourage greater creativity and productivity, but what’s the best way to build that diversity? Many organizations address this by creating a diversity program that operates as a subset of the standard hiring practice, but as a result diversity efforts are often pigeonholed instead of championed.

Join presenter Casey Manning of KIXEYE in this eye-opening session as he explores why conventional diversity programs often end up excluding employees, rather than bringing strong minds together. You’ll also learn:

• Why today’s most innovative companies are working to cultivate diversity early on as part of the overall hiring strategy
• Which elements of common diversity programs can be implemented directly into standard recruiting and hiring practices
• Tried-and-true interview techniques that lead to a more diverse workforce
• Real-world examples of driving diversity without the need to ‘sell’ or build a diversity and inclusion program
• Plus: Q&A time!

Become a proven diversity and inclusion champion the right way! Don’t miss this insightful discussion!

Persuasion Isn’t Accidental – It’s Intentional

What do some of the best sales people in the world do different than the rest? They know what and how to persuade and they make it planful and intentional. This session with Paul Hebert will introduce you to the various ways our human software can be leveraged for persuasion – and – help you create a plan to increase successful recruiting efforts across the entire candidate journey.

Do you know you can do and say things early in the candidate journey that will make the offer you ultimately put in front of them more attractive? Do you know how to “set the table” so when you do make the offer it is harder for your candidate to say “No”?

If you don’t then you need to sit in on this session. In addition to learning the tools of persuasion Paul will share a quick “plan” you can use with almost any candidate to plant the seeds for a “Yes” answer in the future.

Most candidates out there don’t even bother reading job descriptions – after all, they’re just boring, bulleted lists that all say the same thing (which is, of course, nothing). The same goes for your recruiting emails, with proverbial “passive” candidates facing a deluge of recruitment marketing emails in their inboxes every single day – and increasingly, top talent, like most consumers, are increasingly choosing to ignore all but a handful of messages that are actually relevant and compelling.

Chances are, your recruitment marketing efforts are falling on deaf ears. So, how do you cut through the noise and actually make sure your message is getting heard?

This session will take a look at established and emerging best practices for creating compelling career related copy that can effectively attract the right candidates at the right time, all the time, filling your hiring needs of today while building the foundation you’ll need to succeed in tomorrow’s world of work.

No matter how big your candidate databases might be, no matter how many friends or followers you may have on social media, and no matter how many opt ins you may have to your email list or “talent community,” if you’re not engaging and personalizing your message so it actually adds some sort of value to the candidate throughout their journey, it doesn’t really matter what medium you’re using, because your message probably sucks.

If you want to get results from any of these marketing initiatives, it’s all about voice, tone and style. This session will show you the tips and tricks, the marketing best practices and the emerging talent tools every recruiter needs to know to create more compelling content for job descriptions and recruitment emails that make real hires happen. For reals.

In this tech savvy world, the talent acquisition environment is full of statistical data. But do you understand what the data means and how the numbers relate to your organization’s business objectives? Data is just that, unless it can be turned into a powerful vehicle to provide insights and guide your organization’s strategic direction. When driving to a new destination, one first needs to know where one is before beginning one’s journey to the desired destination. The same is true in the talent acquisition space. Before your organization makes key decisions on how to grow into the future, it needs to understand the details of where they are currently operating from.

Elaine Orler, the talent acquisition industry’s most sought after thought leader will provide guidance on how to identify where your organization stands in the talent acquisition space. She will then outline the current trends in data collection, analysis and action in talent acquisition, and provide a framework for how to assess and frame your data for insights and predictive intelligence in the future.