Strategic Talent Acquisition & Retention

DoSomething.org has an incredible intern program, which is not something most companies are able to brag about. In addition, 25% of DoSomething.org staff is former interns. Their secret to success lies in crafting an experience that is fun for the interns, creating opportunities for them to have big wins, and keeping lines of communication open during and after the internship process. To become an intern at DoSomething.org one must undergo the the internship interview process aka the longest and most in-depth interview one will ever experience.

Learn the steps to take to improve your current internship program in order to create a successful internship program that will help improve acquisition and retention, including how to:

• Create a structured and sustainable program: How do they apply? What are the criteria? How do you determine what positions to hire for? How do they onboard?
• Set goals for your program and for the interns: What do you want your intern to accomplish? Why is it important? What can they do that will convince you they are worth a full time hire?
• Follow up after the internship: How do you want to stay in touch with them? If you hire them, what should you expect vs other staffers?

Samantha Arpino, Head of Talent and Culture (aka Head of Fun)

DoSomething.org

In recent years, recruiting top company talent has become even harder. While the increase in job applicants makes it harder to single out quality candidates, the rise in competing job offers makes it ever-more important to convince applicants that your company is the ideal match.

Together, one of the Top-5 accounting firms, McGladrey, and, the innovative and interactive gamification app group, cityHUNT, will show you how events can help your recruitment process and attract applicants through your unique company values and culture. 

Walk away with an innovative way to recruit top talent, and learn how to:

• Gamify your process and use gamification to make hiring awesome
• Attend events and find top talent, with the right skills sets, without searching
• Make better hiring decisions for your organization

Gabrielle Nader, Talent Acquisition Manager

McGladrey

Ben Hoffman, CEO

cityHUNT

Choosing to be a talent acquisition professional is not for the faint of heart! The average tenure of most talent acquisition leaders is 18-24 months. This session will provide you with the knowledge to develop a world-class talent acquisition strategy, build a high-performing team, and achieve your hiring plans. You will also learn how to partner with key stakeholders, including Hiring Managers, HR Business Partners, Senior leadership, and Finance, who are crucial to your success.

Gain 5 tips to develop a winning talent acquisition strategy and achieve success in running a high performing talent acquisition team:

1. Encourage leadership to push talent acquisition engagement
2. Implement a talent acquisition strategic plan
3. Partner with key stakeholders
4. Develop your employment brand
5. And one more, that is a secret!

Susan Hailey, Vice President, Global Talent Acquisition

Medidata Solutions 

Video represents 70% of content on the internet and shows up even higher in Boolean searches. With video interviewing becoming increasingly more popular, how do Recruiters position themselves to engage new talent using these tools?

Learn how Express Scripts uses video as a core part of their recruiting strategy and how they partnered with LinkedIn to perfect the elevator pitch and engage with new LinkedIn followers. Leave prepared to harness the power of LinkedIn and video and take your existing recruitment efforts to the next level, including how to:

• Develop an elevator pitch for recruiters
• Shoot a “selfie” video and learn the best practices for shooting a quality video with your phone
• Add professional development for Recruiters (no other LinkedIn clients have done this before!)
• Have fun with your team and recruiters

Allison Dietz, Sr. Manager of Talent Acquisition

Express Scripts

Learn behind-the-scenes insights on how NCR Corporation applies their Five-Star Experience ModelTM to develop SMAC-enabled experiences fit for today’s Consumer-Workers.

This forward-thinking session will introduce you to NCR Corporation’s innovative concepts. You’ll gain an inside look at how their unique model of attracting and engaging today's top talent can be applied to your own organization, including how to: 

• Identify who today’s Consumer-Workers are and why they matter 

• Develop effective candidate personas for your own organization 

• Differentiate with relevant, engaging employer brand propositions 

• Design SMAC-led experiences that start with your recruitment initiatives 

• Partner with marketing and CX experts  

Wendy Smith, Head of Candidate & New Employee Experiences

NCR Corporation 

Kevin Finke, Culture Transformation Catalyst

 NCR Corporation

This data-driven and action-oriented presentation will combine the millennial-centric marketing and communications know-how of TMI Agency with the employee experience research and expertise of Brilliant Ink.

This session will leave you with the tools needed to identify where your organization is falling short and provide you with practical tips & ideas for what millennials actually care about throughout each phase of the employee lifecycle, including how to: 

• Demonstrate you're an employer of choice
• Effectively attract the best millennial candidates
• Ensure your interviewing, hiring, and orientation processes will build a strong foundation of trust and engagement with new millennials joining your organization
• Cut through the noise and communicate effectively with newly hired millennial employees
• Engage and retain your millennial employees

Ann Melinger, CEO

Brilliant Ink

Greg Perlstein, Director, Strategy & Partnerships

TMI Agency

 Engaged employees make the best brand ambassadors and recruiters. Giving your employees the space to be creative story tellers and community connectors not only attracts the right people to your company, it keeps them there.

Hear how lululemon atheltica distinguishes themselves in the talent war and leverages the Law of Attraction. Discover how they have continued to attract the right people and grow their talent pool with ease by implementing and spreading the right culture, developing leaders, and being committed to helping their employees be the best versions of themselves.

Learn from lululemon atheltica’s approach to talent acquisition and brand awareness and return to your office with practical tips to grow your talent pool, including how to:

• Understand and play to the strengths of your company culture
• Encourage your employees to live your brand – they are the “faces” of your brand
• Build a collective and start creatively sharing your company’s stories
• Use the Law of Attraction as a tool – everyone can be a recruiter, if you provide them with the right tools

Colleen Pelly, Global Recruiter

lululemon athletica

 An overwhelming majority of Millennials want to be a part of something bigger when it comes to where they work. As this generation begins to grow within the workforce, companies should be prepared to not only embody the type of organization Millennials want to work for, but also to understand how to communicate their values to attract Millennial talent.

Learn firsthand from an actual Millennial, who has recruited and managed Millennials, on what Millennials are looking for, how to show you’ve got it, and how to keep them engaged once you’ve hired them. Discover best practices to engage and attract Millennials to want to work for your organization, including how to:

• Understand what motivates Millennials in the workplace
• Clearly communicate your organization’s values, particularly on social media, in order to attract the right employees
• Match your employee experience with the intangible benefits that engage Millennials

Lindsay Young, Global Marketing Manager

Urban Adventures

 Innovation is critical to evolving talent acquisition, but how do you innovate in a strategic way that involves your entire organization without having it devolve into a quagmire of cool, shiny things that don’t necessarily deliver ROI? Finding a way to balance your employee’s bandwidth with new and exciting technologies is often a struggle.

Learn how the Enterprise Talent Group at Fidelity Investments drove innovation strategically. Discover how you can harness the power of innovation while balancing the impact of it on your resources, including how to:

• Establish expectations for a programmatic approach to innovation
• Boost engagement of associates by creating an innovation-community
• Identify and socialize a framework for the flow of innovation projects

Kelle Thompson, Vice President Enterprise Talent Marketing & Innovation

Fidelity Investments

The growing importance of social media in recruiting is undeniable, but how can we move from simply having a presence, to actively listening and building relationships on social? Social listening allows us to hear beyond conversations that are happening with us, to conversations that are happening about us. It enables us to gain a better understanding of our reputation while identifying opportunities for engagement.

Hear how Allstate’s Employment Brand Team built a social listening strategy to improve the candidate experience, engage employees, and advance their employment brand reputation and what they learned along the way.

During this session, you’ll learn the benefits and applications of social listening in recruiting, including how to:

• Use social listening to improve your candidate experience
• Engage your natural employee advocates
• Better understand and track your employer brand reputation
• Encourage positive conversation around your employment brand

Carly Kinzler, Employment Branding Consultant, Talent Acquisition

Allstate

As Recruiters, we often meet candidates who are outstanding, but don’t get the job. How do we keep those candidates who were so close, and would maybe be a good fit for another role, at another time, engaged and interested?

J&J Talent Acquisition has developed a “Silver Medalist” Strategy around candidate engagement and marketing those candidates to other parts of the business that they may be a better fit for.

Learn how to keep your “almost there” candidates engaged, even after rejection, and learn how you can:  

• Develop a “Silver Medalist Strategy” of your own and get leadership to buy into it
• Manage candidate engagement – who owns what and who should do what
• Communicate with your Silver Medalists – what works best
• Measure success and continue to improve

Colleen Albright, Manager Talent Acquisition, Sourcing

Johnson & Johnson

Candidates today are becoming increasingly effective at circumventing the recruitment cycle using tools like LinkedIn, Facebook, and Twitter.  While this occurs we find ourselves asking “Why are they going around us?” The answer is simple, we are afraid to make ourselves available to them, to communicate clearly and to use social media to our advantage.  

Building your employment brand using technology has never been easier, yet many companies just hope if they post jobs the candidates will come. Or worse, paying recruitment agencies upwards of 25% of a salary to find passive candidates sitting just a few clicks away.

Learn how you can harness the power social media, design employment brand websites, and set up applicant tracking systems that help you find candidates instead of eliminating them. Open your mind to using cool technologies like video interviews, cultural assessments, and instant chatting with recruiters.

Leave this session equipped with best practices to help you craft your recruitment strategy to attract candidates in 2016, including how to:

• Emphasize the simplicity of creating an exceptional candidate experience and the ramifications of not concerning yourself with this element
• Build an authentic brand internally before trying to establish one externally
• Recognize “show me” versus “tell me” style of evaluating candidates

Bradford Wilkins*, Vice President, Human Resources

Altisource

*Bradford was named the #1 recruiter in 2013 and 2014 by TheLadders.com

Hiring isn’t the problem, attracting the right talent is. Attracting talent requires recruiters to have compelling, advanced, and authentic social marketing skills. At Cisco Systems, Inc., the Talent Team knew they needed to “up their game” on social media platforms. The Cisco Systems, Inc. Talent Team set out to grow their follower base, find the right talent for high growth business units, and use these platforms to better communicate their talent brand message. The outcome was that the Talent Team recruiters became Social Media Super Heroes – “Socialvengers” increasing the reach of Cisco Systems, Inc. by 2253%.

Leave this session with the toolkit you need to create a successful social recruiting program, including how to:

• Teach your recruiters to harness the power of each social media platform with customizable approaches  
• Create compelling content and stories to connect with potential talent
• Measure your recruiters’ results on social – followers, reach, applies, engagement, etc.
• Reward and recognize best practices and superior results
• Scale to the business and hiring managers

Macy Andrews, Director, Global Talent Brand

Cisco Systems, Inc.