Talent Acquisition Conference 2018
Thursday, June 7
Registration 8:00 - 8:20am
Program 8:20am - 4:00pm
Qualifies for 6.75 General HRCI Recertification Credits, of which 1.25 is approved for Business Credit
6.75 SHRM PDCs
Price: Member $295 / General $365 / Join Now (includes a 1-year membership) $479.97
Join us for the 2018 Talent Acquisition Conference and leave ready to attract, recruit and retain the best talent for your organization this year with the most effective tools and resources. Hear from and engage with talent acquisition pros who have amazing results to show for their efforts, and they want to share their best practices with you!
Prepare to cover topics ranging from employer branding, employee value propositions, inclusive job descriptions, effective job postings, engaging interview techniques, up to measuring your return on hiring success. This full-day event will definitely propel your recruiting efforts forward into “What’s Next” for your organization’s talent!
8:00am - 8:20am: Registration
8:20am - 8:30am: Kick Off
8:30am - 9:45am: Strategic Talent Management: Role of Employer Branding and Employee Value Proposition in positioning for Business Growth, presented by Dr. Ekta Vyas, Director, Human Resources, Stanford Children’s Health
When competing in a candidate-driven talent market, it becomes important to communicate to prospective job seekers the unique value proposition offered by your organization, focusing on the realistic work experience – values, offerings, expectations, and the organization's futuristic direction. To be effective and believable in an increasingly competitive staffing environment, employer brands must match the realities that employees live and breathe within an organization (Maxwell and Knox, 2009). Join us as we take a look at the development of a new employer brand and recruitment marketing strategy at Stanford Children’s Health in preparation for high volume recruitment for the successful opening of the nation’s most technologically advanced pediatric facility in December 2017.
We will examine the process of aligning the employer brand to an evolving corporate brand, the holistic marketing framework applied to explore, align and establish the employer value proposition to internal insights gained from employee engagement survey, and the ROI measured through advanced analytics. You’ll be ready to manage an optimal candidate experience for handling high volume recruitment at any given time. From this session, you will learn how to:
· 1) Establish strong alignment between the corporate and employer brand through strategic partnership between Corporate Marketing and Human Resources.
· 2) Develop an Employee Value Proposition (EVP) to strengthen the organization’s employer brand with a foundation in organization's employee engagement data and trends overtime
· 3) Build a sound talent attraction and recruitment infrastructure, and track and measure ROI.
· [Stanford Children’s Health opened the nation’s most technologically advanced Children’s hospital, which included high-volume recruiting. Their HR team’s work is unique, real, and gaining attention in healthcare and other industries. What they did can be replicated and has data that shows the return on recruitment marketing campaign such as a 60% increase in the applicant pool and a reduced time to fill open positions.]
9:45am - 10:00am: Break
10:00am - 11:00am: Measuring the Return on Hiring Success, presented by Jerome Ternynck, Founder and CEO, SmartRecruiters
Who you hire defines your company, more than any other activity. It defines your outcomes and your culture. It defines your ability to innovate, customer experience, growth, survival, successes, and your failures. Bad performers can create a financial burden of 1x their annual salary while a top performer can generate a gain of 2x their annual salary. According to The Boston Consulting Group, “Companies adept at recruiting enjoyed 3.5x the revenue growth and 2.0x the profit margin than their less capable peers.” Average projects go 45% over cost and deliver 56% less benefits. On the other end, Top 10% of Engineers produce 5x more at higher quality. If you want your company to succeed, you need to hire people who will succeed. The question you need to ask is, how do we achieve and measure hiring success?
Hiring success is the ability to attract, select and hire the best talent for every role, on demand and on budget. Hiring success rests on three pillars: candidate experience, hiring manager engagement, and recruiter productivity. Using those three pillars, you can measure your return on investment by evaluating your quality of hire, time to fill positions, cost per hire, candidate satisfaction, and hiring manager satisfaction. By having a high candidate satisfaction score, you will increase your offer acceptance rate, generate more organic pipeline and elevate your brand in the market via positive word of mouth. Join us as we will cover:
- Key components to achieve hiring success.
- How to measure the quality of each hire with your hiring score.
- How filling positions ontime can impact your budget and how hiring manager and candidate satisfaction can improve the entire hiring process by increasing your quality of hire and decreasing your time to fill.
11:15am - 12:30pm: Improve D&I Efforts with Effective Job Descriptions, presented by Angela Hood, Founder & CEO, ThisWay Global LLC
Your organization my inadvertently be repelling the candidates you want to reach due to the language used in your job descriptions as well as where you choose to post. Support your company’s diversity and inclusion strategy efforts, beginning with your job descriptions.
Our subconscious mind is 30,000 times more powerful than our conscious mind and may be keeping candidates from applying for your jobs. More than 90% of a candidate’s decision to become an applicant for your jobs will be based on their subconscious response to the words, format and location of the job post.
The good news is that advancements in artificial intelligence, machine learning and data analytics can help your business speak to the candidates that will be a strong fit in your organization. Dive into and understand specific ways to make your job descriptions more effective and gain a better understanding of what new technology can do to help you find greater success in today’s challenging talent market. From participating, you will learn:
> Particularly effective words to craft inclusive job descriptions to attract a diverse candidate pool.
> Where/how to post job descriptions to reach diverse candidates.
> How to utilize technology to reach candidates and find greater success in today’s challenging talent market.
12:30 - 1:30pm: Lunch
1:30pm - 2:45pm: Interviewing For Engagement: A culture of employee engagement must start with you, presented by Tadd Downs, Hiring Consultant, Decoding the Body
An engaged employee is a valuable asset, and creating a culture of engagement has to start within the Human Resources Department and with hiring managers. No longer does having satisfied employees help retain your best talent. To reduce turnover and attract the most qualified applicants, your company needs to create a culture where employee engagement flourishes.
Decoding the Body has taken an in-depth look at scientific studies involving employee engagement and the traits these employees possess. They then developed non-confrontational interviewing techniques to identify them early in the hiring process. Decoding the Body teaches how to interview for the 4 Ps of engagement (People, Purpose, Position, and Passion) during the applicant interview. By discovering whether your applicant has the 4 Ps, you can hire with confidence, knowing the applicant has the potential to be an engaged employee.
From this session, you’ll be able to:
· Differentiate between employee engagement and employee satisfaction.
· Develop an understanding of the importance of employee engagement.
· Learn how to interview for engagement by interviewing for the 4 Ps of engagement.
3:00 - 4:00pm: Small Wins that Transform the Recruiting Process, presented by Lauren Aguilar, PhD, Diversity & Inclusion Partner, Forshay Inc.
Gone are the days when hosting affinity groups or compliance training is enough to meet diversity and inclusion (D&I) needs. Companies looking to make significant impact take a “small wins” approach to transform their recruiting processes. This includes assessing the point at which they are losing candidates, as well as creating an interview protocol to mitigate the loss of particular groups going forward.
We now have the capability to integrate scientifically-validated small modifications to important people processes like recruiting, hiring, and performance reviews, and of course, tracking progress with data. Make enough of these small wins, and you’ve changed the organization. This session will reveal the science behind the small wins approach and show case studies that demonstrate how it works with recruiting and D&I initiatives. We will learn:
- A grounding in the latest science of D&I.
- Which innovative companies are doing to propel D&I.
- How to use data to identify areas of challenge and opportunities to transform your recruiting process.
BONUS! 6th Session via webinar - exclusive for conference attendees only.
Wednesday, June 13, 12:00pm - 1:00pm: Is Blind Recruiting Really as Gender Blind as It’s Supposed to Be? presented by Jeanette Maister, Managing Director - Americas, WCN
It’s no secret that gender, diversity and inclusion are central to business as uncertainty dominates headlines and makes waves globally. As gender equality is a topical issue, blind recruiting can help with fair screening to ensure non-discriminative shortlisting, but is it enough? Together, we will consider innovative strategies for implementing inclusionary recruiting processes to break down barriers and attract candidates from all backgrounds.
Businesses are vying for attention in ever-crowded marketplaces and, in turn, boardrooms are determined to attract candidates from the widest talent pools possible to be competitive and ensure the best service for their clients. PwC research shows 86 percent of female and 74 percent of male millennials consider employers’ policies on diversity, equality and inclusion when deciding what company to work for. However, current recruiting processes are viewed as imperfect, elitist and exclusionary. These concerns make it important for recruiters to consider innovative strategies for implementing inclusionary recruiting processes to break down barriers and attract candidates from all backgrounds. This session will help recruiters be more accountable for how they screen applications and work towards developing future leaders in the workforce without falling foul of discrimination laws. Recruiters can ensure that nothing prevents the best talent from joining their organization. Prepare to:
1) Gain insight into how gender can be determined even if a resume is scrutinized under blind screening.
2) Take away best practices and actionable insights for mitigating unconscious bias.
3) Learn how to demonstrate your best practice around fair and balanced recruiting with gender balance in mind.
ABOUT THE PRESENTERS
> Dr. Ekta Vyas, Director, Human Resources, Stanford Children’s Health
Ekta Vyas Ph.D. is an Industrial/Organizational Psychologist and Strategic HR Practitioner driven by the purpose and passion to apply holistic thinking framework to address the complex realities of today’s organizations. With over 18 years of progressive consulting and leadership experience spanning across academic, healthcare, manufacturing and technology industries, Ekta’s major feats have been in developing and leading teams and programs through times of transformational change in organizations.
Currently, Ekta is a Director of Human Resources at Stanford Children’s Health and Adjunct Management Faculty with Lucas College of Business at San Jose State University. Her most recent successes include spearheading the workforce planning and recruitment strategy for the successful opening of 149 beds expanded facility of Lucile Packard Children’s Hospital Stanford. She is an elected member of SIOP (Society for Industrial/Organizational Psychology), and Academy of Management and is a regular contributor to various academic and practitioner journals, including Forbes.
> Jerome Ternynck, Founder and CEO, SmartRecruiters
Jerome Ternynck is the Founder and CEO of SmartRecruiters, the Hiring Success Company, now used by thousands of companies to acquire the best talent on demand. His 20+ years in recruiting includes pioneering recruiting technology with MrTed, a prominent first- generation ATS system. Jerome is an entrepreneur with his heart in recruiting and soul in technology. Jerome envisions a world where recruitment is transparent, and hiring is so easy that his grandma can do it. He's passionate for what he does, hates the status quo, and loves innovation especially when it reaches disruption. Jerome's goal is to bring the economy to its full potential by removing friction in the labor market and eradicating unemployment.
> Angela Hood, Founder & CEO, ThisWay Global
American entrepreneur Angela Hood founded ThisWay Global’s ‘AI4Jobs’ following more than two years of R&D at ideaSpace – University of Cambridge, UK. Prior to founding ThisWay, Angela spent 20+ years in defense and engineering and supporting military families through NMFA and USMC. AI4Jobs provides qualified candidates to top companies, affordably and efficiently, by applying artificial intelligence and machine learning.
> Tadd Downs, Hiring Consultant, Decoding the Body
Tadd Downs is an outsider to the HR profession, but his experiences are invaluable to the HR professional. He has spent over 25 years conducting interviews and investigations. His law enforcement career began as a Trooper with the Virginia State Police, after which, he spent 22 years as a Special Agent with one of the world's premier federal law enforcement agencies. Investigator turned consultant, he has authored the book, “Using the Investigator’s Mindset: How H-R Professionals Can Interview Like an Investigator to Avoid Bad Hires,” where he takes an in-depth look at the applicant interviewing process. He has spoken at various HR events.
> Lauren Aguilar, PhD, Diversity & Inclusion Partner, Forshay Inc.
Lauren Aguilar, PhD, is a leading expert on diversity and inclusion. Lauren specializes in translating the science of diversity into actionable strategies that organizations and teams can use to foster more diverse and inclusive workplaces. Lauren’s superpower is using a data-driven, yet human centered, approach to diversity and inclusion. Her research on diversity, team dynamics, belonging, and communication has been published in Physics Today, Gender News, the Journal of Experimental Social Psychology and the Journal of Personality.
As a thought leader, she has been featured in Fast Company and Top Employer and was named a “Distinguished Emerging Global Leader” by Womensphere. Prior to Forshay, a research scientist and co-director of a diversity fellowship/mentorship program at Stanford University, Lauren has taught courses on diversity at Stanford University where she was a postdoctoral fellow Clayman Institute for Gender Research and the Department of Psychology and Columbia University where she earned her PhD in social psychology.
> Jeanette Maister, Managing Director – Americas, WCN
Jeanette Maister is the managing director – Americas at WCN, a best-in-class global talent acquisition solutions firm. Maister is passionate about data and metrics. Before WCN, Maister was chief operating officer of Global Campus Recruiting at Credit Suisse. Earlier in her career, Maister spent eight years in a variety of campus recruiting leadership roles at Lehman Brothers. She also held positions at IBM in HR, and Gartner, an IT advisory company, as director of Global Talent Acquisition. Maister also serves as a career advisor and coach to MBA and EMBA students at Columbia Business School's Career Management Center. She graduated from Washington University in St. Louis with a BA in psychology and earned her MBA from Columbia Business School.
Cancellations received less than seven calendar days from the program date are not refundable. If cancellation within seven days of the program is unavoidable, a credit for a future event will be granted, minus a $75 administration fee ($15 for regional meetings). Credits must be used within one year of issue. A substitute attendee is allowed at the applicable NCHRA member/non-member rate in lieu of credit. Separate cancellation policies apply for the HR West Conference and Certification Preparation Courses.