Track 1: Employment Branding, Sourcing and Recruitment Marketing
Track 2: Screening, Hiring and Onboarding
Track 3: Jobvite Practitioners’ Track
* Sessions & Times subject to change
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:
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.
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:
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:
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:
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:
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:
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:
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.