Recruiting Solutions Showcase
7 a.m. – 6 p.m.
Registration, Breakfast & Exhibits
7 a.m. – 8 a.m.
7:55 a.m.- 8:05 a.m.
Opening Keynote- Navigating the New Normal: Recruiting Data in Times of Change
Presented by: Josh Wright, iCIMS
8:05 a.m. – 9:05 a.m.
It has been nearly 20 years since “the war for talent” became a common phrase for recruiters, and in the current state of the job market, that phrase rings truer than ever. The macroeconomic data indicates the balance in the job market has tipped in favor of job seekers, and iCIMS’ data on national hiring trends confirms that this is being felt by employers and job seekers alike. Advances in HR software are giving recruiters more and more data they can use to benchmark their performance—and increasing the pressure to keep up with their competition. Already, mobile and social technology have impacted how candidates search and apply for jobs. Utilizing iCIMS customer base data representing over 3,200 client companies posting 2.3 million jobs per year, RecruitCon 2017 kicks off by exploring recent trends in U.S. hiring in the context of the larger U.S. economic outlook, and evaluating what the new frontiers of economic data and HR metrics mean for our ability to analyze hiring trends and the job market.
- How the U.S. hiring landscape fits into the broader labor market, drawing on data and candidate and job information originating from iCIMS Talent Platform analytics and surveys
- What the data reveal about segmentations by industry, location (both U.S. regions and select cities), and company size—so you can tell where talent demand and supply are strong and where they’re weak
- How HR and recruiting professionals are responding to those changing dynamics
- Challenges and opportunities in standardizing HR data to link it to established labor market data* How to bring HR analytics and labor economics into the age of big data
Google’s new CloudJobs API, currently in Alpha testing with jobsites like CareerBuilder.com, is an intuitive way of conducting job searches that anticipates what jobseekers are looking for and provides targeted recommendations and highly relevant search results through the use of machine learning-based principles. Learn how Google’s CloudJobs API works and how it could change the way recruiting on job boards is conducted.
Upping Your Leadership Game: How to Get Executive Team Buy-In on the Recruiting Resources You Need
Presented by: Scott Sherman, Sodexo
Do you have the talent acquisition resources you need to make your talent acquisition team the best it can be? Do company executives see you and your team as a mission-critical asset to the company? Get straight-up advice on how to up your leadership game, so you can effectively communicate with the C-suite to get the resources you need to help improve the company’s bottom line.
Networking, Refreshments & Exhibits Break
10:15 a.m. – 10:40 a.m.
Learning Lab Workshop – Recruiting Metrics: How to Let Data Steer the Analysis of Your Hiring Practices
Facilitated by: Andrew Gadomski, Aspen Advisors
10:40 a.m. – 12:15 p.m.
RecruitCon’s Learning Lab will be facilitated by an expert talent and data analyst who will walk you through the foundations of how to build and maintain a data-driven approach to analyzing your hiring practices. You’ll learn measures on experience, cost, speed, quality, brand, and recruiting operations, so you can review the metrics that matter when trying to improve quality, speed, and effectiveness of hiring.
Strategy Power Lunch: How Artificial Intelligence Is Reshaping the Hiring Process
Presented by: Steve Goodman, Restless Bandit
12:30 p.m. – 1:10 p.m.
The future of artificial intelligence (AI) is here. How will it impact the way organizations recruit talent? Steve Goodman of Restless Bandit will dive into how AI is solving unconscious bias and increasing diversity for recruiters while eliminating inefficiencies in the hiring process in various industries. You’ll learn:
- The value of AI and why HR/recruiters should care
- Unconscious bias in recruiting and the importance of diversity in today’s workplace
- The role of AI in transforming the workforce as automation moves into areas beyond manufacturing (which industries will experience the most impact?)
1:15 p.m. – 2:15 p.m.
How Does Your Recruiting Process Stack Up? Benchmarking and Other Tools to Evaluate the Strengths and Opportunities of Your Program
Presented by: Lori Kleiman, SPHR, SHRM-SCP, HR Topics
Ever wonder if you’re getting the full bang from your recruiting buck? Are you sure you are finding the top talent available for each and every position? Stop wondering! It’s time to access current benchmarking data, uncover information relevant to your job openings and your industry, and ensure that your entire organization is doing what you want—and the way you want them to.
This session will explore:
- The legal obligations of the recruiting function, as well as best practices to consider
- Sources that can help you complete a full audit of your current recruiting process
- Fresh ideas to present to managers and the C-suite so you get their buy in on making changes that matter
- Action plan items to assess and benchmark your recruiting effectiveness quickly and efficiently
Case Study – Recruiting Veterans: Facilitating the Transition Between Military Service and Civilian Careers
Presented by: Lori Calderon, The Cosmopolitan of Las Vegas
The U.S. Armed Forces is the best in the world, comprised of many capable men and woman who are seeking to re-enter the civilian workforce following their years of service. Does your company have a successful way of reaching would-be recruits who may have been off the prospective employment grid but who could be tremendously valuable assets to your organization? This case study will feature a talent acquisition director from an organization that has designed a highly successful approach for recruiting and hiring veterans.
2:20 p.m. – 3:20 p.m.
Candidate Experience: An End-to-End Review of How to Strengthen That Critical First Impression
Presented by: Andrew Gadomski, Aspen Advisors and Mark Bania, CareerBuilder
Improving the candidate experience, from initial contact to onboarding, is a vital goal for any organization. The modern job seeker is a consumer of more than just your career site. Most of us understand this, but how do we apply this thinking to improve our candidate experience and develop recruitment strategies that attract today’s top talent? Research from CareerBuilder’s latest Candidate Behavior Study as well as the most up-to-date data from CareerBuilder’s Pulse of Recruitment Quarterly Report will fuel the insight behind this session.
- The typical experiences that candidates go through, and what processes your teams can consider implementing to improve them
- Metrics are useful to track, measure, and evaluate, the entire candidate experience
- Small tweaks you can make to your process to prove the candidate experience so you create a way for candidates to “shop” for jobs—just like consumers do on popular consumer sites
- How to differentiate and think creatively about your recruitment strategy to win these in-demand candidates
- Tips for revisiting classic recruiting methods that still work and the new ones that should become a part of your recruitment toolkit of the future
- The most up-to-date trends in candidate behavior that you can take back to your team today
Diversity Recruiting Strategies that Work
Presented by: Nicole Price, Lively Paradox
To move the needle on business growth and innovation, companies need to focus on building, onboarding, and retaining a diverse workforce. While it’s often easier—and frankly, human nature—to identify with and gravitate toward those who are similar to us in their way of thinking and approach to problems, the most savvy organizations know that to truly build a workforce that’s innovative and agile requires the assembly of a diverse array of talents—diversity that results in large part from workers’ personal and professional experiences.
This session will reveal:
- Approaches for identifying diverse talent
- Tips for leveraging your company’s strengths to acquire and retain diverse talent
- Strategies for challenging hiring managers to avoid hiring for “fit” alone
- How to evaluate the inclusiveness of your company culture
Networking, Refreshments & Exhibits Break
3:20 p.m. – 3:45 p.m.
Panel Discussion: Not Recruiting This Candidate Would Be Criminal
Moderated by: Arte Nathan, Strategic Development Worldwide
Panelists: Kevin McMahill, Las Vegas Metropolitan Police Department
Jon D. Ponder, HOPE for Prisoners, Inc.
Antonio Aguilera, Hope for Prisoners
3:45 p.m. – 4:45 p.m.
This lively panel discussion will challenge stereotypes about hiring ex-offenders by chronicling a successful recruiting program at a Las Vegas business that has achieved success with bringing workers who had been out of the workforce back into the company fold.
4:45 p.m. – 5:45 p.m.
Recruiting Solutions Showcase
7 a.m. – 1:30 p.m.
Breakfast & Exhibits
7 a.m. – 8 a.m.
Breakfast & Learn – Test Drive Award-Winning HR.BLR.com
7:30 a.m. – 7:45 a.m.
During this interactive demonstration, you’ll learn tips and tricks for mastering real-life recruiting challenges using BLR’s formidable resources. Plus, you’ll be entered into a drawing for a fabulous prize—must be present to win!
Opening Keynote- Candidate DNA: What Makes Them Tick and How to Attract Them
Presented by: Steve Lowisz, Qualigence
8:00 a.m. – 9:00 a.m.
What makes today’s job candidates tick? What’s most important to them? And, what drives them to a high level of performance and why? In today’s diverse, multi-generational workplace, recruiters should be thinking about candidates’ proverbial DNA—especially those from the youngest—incoming—generation of the workforce. What drives them, and why? By examining these questions, you’ll be in better position to figure out how best to recruit and retain them.
9:05 a.m. – 10:05 a.m.
Social Storytelling: A Look at GE’s ‘Owen’ Campaign and How You, Too, Can Leverage Snapchat, Twitter, and Instagram to Boost Your Brand
Presented by: Shaunda Zilich, GE
Snapchat is the fastest growing social network among those between the ages 18 and 34. Twitter continues to be a smart and effective way to succinctly get your point across. And, Instagram uses images to tell stories that can be powerful tools for evoking human emotion. This Tech Talk will examine how GE, the “Imagination at Work” company, launched its “Owen” social media campaign to attract talent. What was the result? And, what are other ways this global leader in innovation is using social media channels, such as Snapchat, Twitter, and Instagram to capture prospective candidates’ attention? This talk will answer this question and more!
Strategic Hiring: How to Improve Candidate Experience & Boost Manager Engagement with Mobile Technology
Presented by: Andrew Curtis, iCIMS
Within talent acquisition, mobile technology has transformed from a buzzy trend to an indispensable component of modern recruiting. Today, job seekers expect the hiring process to be quick and easy, with the option to complete their application from anywhere on their mobile phones or tablets. But, many qualified candidates will abandon their applications prematurely due to frustration with how the application process functions on their mobile devices. Efficient mobile strategies not only ensure a stronger talent pipeline, they can also help streamline and encourage hiring manager engagement. This session will introduce the latest in mobile hiring features to enhance the experience for candidates, recruiters and hiring managers, as well as best practices for maximizing recruitment strategy impact and ROI with a mobile-first approach.
Networking, Refreshments & Exhibits Break
10:05 a.m. – 10:25 a.m.
10:25 a.m. – 11:25 a.m.
How Accessible Is Your Company? Addressing Website Accessibility and Careers Page Issues to Maximize Response
Presented by: Sheridan Walker, HirePotential, Inc.
Is your website’s application portal fully accessible to disabled individuals? If it’s not, you could be subjected to costly legal scrutiny, as the Department of Justice is taking increased notice on this issue, and the U.S. Access Board soon will release new website accessibility standards. Some federal circuit courts of appeal have already ruled that the Americans with Disabilities Act (ADA) applies to e-commerce and websites offering goods and services unconnected to a physical place. This raises the issue of what businesses should do to ensure that their websites—as places of public accommodation—are ADA accessible. Also, if your online application process doesn’t allow everyone, regardless of disability, to apply then you could be missing out on qualified candidates who are right for the positions you’re looking to fill. This session will focus on:
- How to tell if your website meets or misses the mark concerning your job application and other automated processes
- 10 common issues with website inaccessibility that could negatively impact recruiting efforts—and how to fix them
- Examples of the latest assistive technology to consider for correcting deficient automated website features and tools
Culture Club: The Relationship Between Your Company’s Brand and Your Ability to Attract the Talent You Want
Presented by: Shaunda Zilich, GE
Your organization’s culture should be integrated with your recruiting strategy. Strong company branding has a positive impact on your ability to attract active and passive jobseekers. For instance, is your company’s website optimized to attract talent that you want to talk to? How can you tell?
This session will explore:
- How company culture relates to the organization’s recruiting strategy
- The link between cultural fit and employee performance and retention once a job seeker is successfully recruited
- How to evaluate the image you want your company to portray to potential job candidates—and tips for assessing whether your current efforts meet or miss the mark
11:30 a.m. – 12:30 p.m.
Improving Quality of Hire: The Right Way to Use Pre-Hire Assessments
Presented by: Dr. B. Lynn Ware, Integral Talent Assessments
Although we’re not going to give up interviews, it’s often helpful to supplement them by using pre-hire assessments. Online assessments, in particular, can create performance models and measure candidate thinking style, behavioral traits, and interests regarding the type of work the candidate prefers. If you can make better matches between candidate and job, you will improve your organization’s performance, employee retention, and management’s satisfaction with quality of hires. This session will provide an overview of a variety of assessments and how they can easily be implemented in healthcare, technology, professional, financial services, and other environments. You’ll see how they can help you hire talent that is the right fit for your organization.
This session will inform you on:
- How to use pre-hire assessments effectively for key roles in your organization
- Common best practices for selecting assessments for a variety of job roles, from front-line customer service professionals to executives in the C-Suite
- Different types of assessments available and when to use them
- How to easily link assessments to your application process or applicant tracking system
- Checklist of criteria to select the right assessments to use to avoid liability in your organization
Hope Is Not an Onboarding Strategy: Learning and Development Strategies for Engaging New Hires from the Get-Go
Presented by: Jill Christensen, Jill Christensen International
When a new employee assumes a role at your company, you’ve got only a small window of time to make a lasting, positive impression that will lay the groundwork for his or her continued success. Onboarding is not a day-, week-, or month-long orientation—it is a process and a way of thinking about bringing new talent into the organizational fold. This session will focus on ways to help talent learn and grow from the onset in order to maximize engagement and minimize the risks of costly turnover.
Strategy Power Lunch: Next-Gen Video Interviewing Platforms
Presented by: Shishir Chaudhari, CEO, xPert Solutions, LLC
12:45 p.m. – 1:25 p.m.
Web- and mobile-based video interviewing platforms can be a game changer for recruiters. They can be useful for addressing current recruiting challenges and can reduce time to fill and save the company valuable time and money. Software-as-a-service providers can offer recruiters centralized dashboards and other tools for monitoring technical screening through all phases of the recruitment cycle in real time. RecruitCon’s Strategy Power Lunch features a demonstration of how such services can take traditional recruiting practices to the next level. You’ll learn:
- How cutting-edge interviewing platforms can be used to master today’s biggest recruiting challenges
- How “interview as a service” works to manage and monitor candidate screening and the full interview life cycle
- Examples of modules to illustrate this type of service in a real-life setting
- The live video interview features and functionalities to look for when evaluating which provider is right for you
1:30 p.m. – 2:30 p.m.
New Smart I-9 Form Released: Employment Verification Blunders to Avoid when Gathering Information and Completing the Form
Presented by: Elaine Young, Esq., Kirton McConkie
A revised Form I-9 is now in effect. What are the key differences between the old Form I-9 version and the new form, dubbed the “Smart I-9”? And, how can you ensure accurate completion, retention, re-verification, and correction (as necessary) using this new Form I-9? Questions continue to pour in on what’s changed and what’s stayed the same and how to maintain compliant I-9 recordkeeping practices when using the editable PDF Form I-9. This newly added session will address these concerns and much, much more including:
- What you can and can’t ask applicants about employment verification documentation during the recruiting stage—and the types of discrimination claims you could be subjected to if misstep
- The new Form I-9’s error-checking features
- Answers to common but tricky Form I-9 questions concerning SSNs, out-of-state driver’s licenses, temporary green cards, and more
- Tips for Form I-9 completion and the legally acceptable ways to verify worker documentation when you’re dealing with remote hires
- How to complete I-9s for new employees using automatically extended employment authorization documents (EADs)
- How to handle workers who may have temporary/expiring statuses
- The checklist to review to avoid hiring or employing anyone not authorized to work in the United States
Plus, you’ll receive a bonus handout outlining what’s changed with the new Smart I-9 and answers to frequently asked questions pertaining to employment verification and eligibility that arise during the recruitment and hiring process.
Referrals and Proactive Sourcing: A Proven Approach to Finding the Talent Needle in the Haystack
Presented by: Jer Langhans and James Temple, Paired Sourcing
New research from Lever shows that just 1 in 152 who applied for work via a company website or job board got the job, 1 out of 72 was hired when proactively sourced, and 1 in 16 signed on with the company when referred to the organization. Statistics like these support the notion that not all the tools in the recruiter’s toolbox basket are created equal.
This session will examine:
- The reasons why referrals and proactively sourced candidates are more likely to be hired than those who “anonymously” apply via your company’s careers page or a job board
- Proactive recruiting strategies that work in today’s competitive market where talent shortages have become the norm in many cases
- Tips on how to increase the number of qualified referrals that come across your desk
Closing Keynote- Successful Recruiting: The Key to Turning Employee Demands into Reality
Presented by: Cheryl Prahl, Dell Technologies Inc.
2:35 p.m. – 3:35 p.m.
Stunning changes in the workplace—Such as the influx of remote employees, increased flexibility, advanced technology, and collaborative tools—are creating the new workforce. Companies are recognizing this shift and have begun to take action; those who have not risk falling behind and struggling with recruiting and retaining top talent. Believe it or not, 42 percent of millennials say they would quit a job with substandard technology and 46 percent believe virtual reality and artificial intelligence at work will improve productivity, according to Dell and Intel’s Future Workforce Study. How can employers successfully build a work culture that meets these new demands and is designed for the future? RecruitCon 2017 closes with insightful discussion into the tools and steps organizations can take to keep up with the rapidly changing workplace.
Have a suggestion for a session topic? Drop us a line at firstname.lastname@example.org.