Sourcing evolves so rapidly that if you aren’t watching closely, you’ll be left behind. As the Internet grows in both sophistication and complexity, it becomes more difficult to cut through the clutter and arrive at best practices that really work.

Join this full-day master class, where Shally will show you how to stay afloat in the mayhem of proliferating tools, data streams, and websites by focusing on the latest, most productive ways to get your sourcing pipelines filled. He’ll be joined by several of the cybersleuths from the Arbita Sourcing Lab at ERE’s SourceCon 2010 to present a lively mix of interactive lecture and hands-on lab. They’ll help you become smarter and more strategic about how you get your job done and gain back some time. Learn:

- the art and science of finding passive talent from non-traditional sources, delivering way beyond what most overseas outsourcers can

- how to mix SEO, SEM, social networking, and other sourcing methods to generate metrics automatically that will prove the ROI of your activities to management

- the best ways to automate and expand your reach with content that engages target passive talent, rather than turn people off with a slew of job postings

- spidering tools to grab, filter, and move data from online or wherever it exists into your CRM or ATS quickly

- browser add-ins, desktop formulas, and macros to increase your personal productivity with daily tasks that take up too much of your time.

- and more.

Don’t worry if you haven’t been exposed to all of these areas. Shally and the lab leaders will make sure you get comfortable with all the new things you’ll discover, and not waste your time with bright, shiny objects that don’t add value.

This session challenges you to rethink how you are currently determining the success of your team’s recruiting efforts. Exposing the shortcomings of traditional performance metrics and inputs, you will gain insight into a more effective approach to assessing the strengths and weaknesses of their recruiting professionals. This session provides you with a clear, concise look into a new breed of the “assessment center.”

Highlighting the key components of an assessment center, why it works, and the benefits it can provide, you’ll walk away understanding a new tool for getting the most out of your recruiting professionals.

Learning Objectives

•Determine if the performance metrics you are using today are falling short of measuring your recruiting team’s true strengths and weaknesses… and what you can do about it.

•Identify the five most critical recruiter skills and the importance of developing these skills to support your organization’s talent strategy

•Discover the benefits of using an “assessment center” with your recruiting team and how you can use post-assessment data to better target your training and development budget

Corporate recruiters face unique challenges, which if not understood and adapted to, can squelch both enthusiasm and influence in their role. And, corporate recruiters have a significant responsibility for and impact on the organization’s talent management initiatives, starting with recruiting the right talent. Yet, they often have limited or no formal authority to accomplish this critical role.

Challenges we see corporate recruiters facing are:

• How to get executives to have a better appreciation for recruiters and their role and value in the recruiting process

• Learning and managing the layers of bureaucracy and organizational politics that exist in many mid- and large-size organizations

• How to improve working relationships with hiring managers

• Positioning yourself as a partner and collaborator verses operating in the traditional role as a gatekeeper

• How to manage sensitive vendor relations (third-party recruiting firms and assessment services)

• Ways to improve standard recruiting practices and processes to optimize candidate selection

This workshop will address these challenges, and other issues raised by the audience, in an interactive learning format. You’ll learn why some people are more effective at getting others to buy in and support their efforts, and how to do it, specific to the role of a corporate recruiter.

We will explore how corporate recruiters can use influencing skills to improve their impact and contribution within the organization. We will differentiate between influence and manipulation. We will work through the key challenges and case scenarios of audience members, and provide concrete examples of the behaviors that prevent influence and the techniques that can be used to create positive influence.

Based on actual case studies and experience with clients, Kubica and LaForest will explain the behaviors and actions that will increase your influence and your ability to produce results without the need for formal authority.

You will be able to:

1. Understand Influence as a powerful tool to accomplish work and increase organizational impact, specific to managing key challenges faced in your role

2. Understand the philosophical underpinning of reciprocity in influence

3. Understand the Continuum of Influence and the 10 Key Influencing Behaviors (both enablers and disablers) that impact your effectiveness

4. Identify and apply positive Influencing techniques to increase influence and impact in your organization, immediately

5. Understand how to assess and respond to internal and external customers’ needs and interests (including peers, bosses, subordinates, and third-party recruiters) to improve relationships and promote greater outcomes through the application of influencing behaviors.

6. Assess your personal Influencing Style and identify improvement actions to build and adapt your influencing style to improve your results

7. Learn new ways to effectively address the key challenges faced by corporate recruiters

A talent acquisition leaders influence in an organization is directly proportional to their ability to build and deliver a compelling business case.   In this hands on workshop, Elaine Orler and Mark McMillan of Talent Function, will teach participants how to build and deliver a business case related to their talent acquisition initiatives.

Participants will learn:

To establish a baseline for their current people, process, & technology

How to discover financial and operational data that will support the case

To frame the return dimensions for technology investments

To link the project to the companies strategy

To engage effectively with other stakeholders like HRIT and Finance

To establish consensus and support through measured communication process

To incorporate the right amount of external research

To present the business case in a way that focuses on value (not cost)

To project transformative leadership

The workshop will address common business case challenges related to Talent Acquisition investment decisions such as:

Evaluating investment in best-of-breed versus an ERP

Evaluating the ROI of social media recruiting tools

Evaluating the ROI of a distinct sourcing function

Evaluating the ROI for replacing an existing platform

Updating the original business case based on achieved results

Participants will break into small groups and work through scenario-based case studies. The workshop will also address the presentation craft of a business case and tips for navigating organizational resistance to change.

Start the conference off with appetizers and beverages with your fellow attendees, speakers, and exhibitors.

Conference Chair Tony Blake kicks off ERE Expo Fall and sets the stage for two days of learning and collaboration.

With diversity and inclusion at the heart of talent acquisition’s DNA, Sodexo attracts a highly talented workforce. This session will demonstrate how actively engaging diversity recruitment best practices has placed Sodexo at the forefront of its industry.

Transformation is being used more and more in the world of recruiting. But what does it really mean? It certainly means change, but each company has different changes to make with different complexities. Join our moderator and talent organization architect Andrew Gadomski of Aspen Advisors and a panel of talent acquisition leaders as they discuss the internal transformations of their businesses in the wake of the recession and poor economic times, and how they now define recruiting internally. The panel will talk about how the recruiter’s job, the relationship with the HR business partner, and engagement with the candidate has radically changed for the better. Learn how world-class companies have enabled recruiters more, increased service, and made the function indispensable.

There’s a lot of talk about employer branding and its importance, but how do you drive adoption and integration with your business practices if people just think it is a logo and a color palette? Heather Polivka, director of employer marketing at UnitedHealth Group, has struggled with these same questions of adoption inside a global, matrixed Fortune 21 company which has 6 outwardly facing businesses. She will walk you through the practices and strategies used to drive adoption of the employer brand throughout her organization. This isn’t a best practice seminar in theory. This is a how-to and work-in-process in reality. You can expect to hear about:

Employer Brand Adoption & Ownership: How to drive adoption throughout your organization by giving up the illusion that you control the brand message

Multi-Business Organization: How to help the businesses understand the benefits of the whole while maintaining its own unique expression of the employer brand

Candidate Adoption: How to drive candidate understanding of your employer brand thru multiple channels including social media, careers website, collateral, communications, and the interviewing process to empower them to make an informed employment choice

Employee Adoption: How to link recognition to brand behavior to business results to measure the effectiveness of your recognition program, the effectiveness of your employer brand, and drive employee adoption to deliver on organizational objectives

Employer Brand via Social Media: How to determine the where, when, and how to launch into the social media space to drive your employer brand message. Hint: It requires more than just opening a Facebook page.

Enjoy a buffet lunch in the exhibit hall – mingle with other attendees, chat with speakers, and check out the latest and greatest from the recruiting industry’s leading vendors.

With competition for top talent heating up, many organizations are looking for any and all ways they can provide a competitive edge for their recruiters. DaVita is building a home-grown, high-touch “sales training” program for recruiters using a “personal trainer” theme.

During this process, several key questions had to be answered. For example, what are the right sales competencies for recruiters to learn? How can recruiters take advantage of sales training and apply newfound skills in the “real world?” How can we be sure that everything learned in training is relevant to each recruiter? What’s the best way to collapse the lag time between skills training and on-the-job application? And finally, what outcomes are appropriate to measure after the sales training?

Learn how DaVita has approached these key questions and more as part of a year-long pilot project. Find out the seven key recruiter competencies (and the recruiter sales competency assessment) that served as the foundation for DaVita’s recruiter sales training. You’ll see the key “lessons learned” as DaVita implemented a highly customized, just-in-time training model. See which metrics DaVita chose to use and what the results are so far.

Is it time to overhaul your company’s strategic vision for talent acquisition? Michele will discuss how Crowe Horwath was able to restructure its recruiting department, enhancing the firm’s overall recruiting efforts by building a sourcing function through developing and delivering on new and innovative programs and strategies. She will share
the challenges she faced with motivating herself and others to step outside their comfort zones and approach their jobs in a different way. Walk away from this seminar with a new knowledge of setting strategic vision through goals setting, implementing best practices in the area of social media strategies and sourcing channels, as well as an understanding of how to use metrics, and gaining buy-in from firm leaders and champions with a limited
budget.

Join Chris (aka: The RecruiterGuy) in this conversational-style presentation on the topic of “Glocalization” as it relates to employment branding. You’ll candidly discuss lessons learned by PepsiCo’s Global Talent Acquisition team as it pushed toward its recently launched “Possibilities…” employment brand. Among the topics addressed will be the basics to keep in mind when pushing new recruitment marketing; realizing the power of local vs. global messaging; implementing new technology for recruitment; and what it takes to gain buy-in from recruiting teams that span more than 20 different countries. Regardless of your company’s size, come and learn the difference between saying you’re an employer of choice and telling the world a story that relates to everyone.

It could be 500 people for a green field expansion, 100 people for an ERP implementation, or 20 people for a new department or function, but when your top executives call on you for a large-scale staffing initiative, it really is an opportunity for your talent acquisition team to help drive business success. In this session, Ed Davis and Kelly Penry from United Airlines will provide practical processes and proven tools to help you successfully navigate the most challenging strategic staffing assignments.

If you’re wondering why your yield from recruitment advertising is too much of a bad thing, this session is for you. Peter Weddle will explore the principles and practices of communicating effectively online with passive, high-caliber candidates. He’ll cover blogs and search engine marketing, job postings, and that first, critical message to a networking prospect on LinkedIn. Lots of folks are doing the right things in online recruitment marketing; this session will show you how to do them in the right way.

College recruiting is where the action is and will be. Demand is up for technical, health care, and other coveted graduates, competition for the same student is common, and many Gen Y grads don’t want to work for corporations.

It is no longer possible to be a passive corporate college recruiter. You have to have an aggressive and well-thought-out strategy. The traditional ways of campus recruiting are obsolete and not working very well. Costs are high and yield is low.

Kevin Wheeler will outline in a challenging and provocative session how social media and the Internet have changed the college game. He’ll tell you what college students are looking for and will expect. He will outline the 10 critical steps you will need to take to build a cost-effective, high-yielding college program.

A best-in-class predictive staffing model connects all the talent management dots, showing you the future so you can be ahead of the talent management game. Simply put, a predictive staffing model defines where you are going and how you are going to get there. Although you’ll never totally escape the must-fill-now positions, a progressive predictive staffing model greatly de-stresses your organization. It also speeds up the hiring process, directly contributing to your company’s profit line. Creating a best-in-class predictive staffing model is hard to do, but once you master it you will be a hero at your company. Find out more from Larry Clifton, whose team at CACI was a recruiting department of the year finalist at this year’s ERE Recruiting Excellence Awards.

As U.S. companies expand operations around the world recruitment efforts need to adapt to local customs, practices, and laws. Recruiters confront challenges in other countries that they may be ill-equipped to deal with and hampered by tools that are U.S.-centric. This session will discuss what recruiters and employers need to succeed when recruiting overseas using examples from China, India, and the Middle East, including best practices.

Wind down the day with drinks and appetizers in the exhibit hall — a great opportunity to see what fellow attendees learned that day. Don’t miss out on this chance to engage your colleagues in discussions about the challenges facing our industry.

Conference Chair Tony Blake recaps yesterday’s sessions and highlights today’s discussions.

Talent management is the key buzzword today in HR circles. But what does it really mean? Christine Deputy, chief human resources officer at Dunkin’ Brands Inc., will talk about the role of recruiting as viewed by a generalist. How does the recruiting organization help enable the business by delivering critical talent before leaders ask for it? What can the recruiting organization contribute to building the corporate culture and driving engagement as well as retention? With real-life examples from a number of large organizations, she will speak to how her experience running global staffing fundamentally changed her approach to human resources, including:

Strategic Talent Planning and Succession Discussions: She’ll cover the impact the recruiting organization can have on these discussions, and how to partner with generalists.

Talent Philosophy: Every organization has a talent philosophy. Some are designed, and some are a result of actions taken over time. She’ll talk about how driving a thoughtful, purposeful approach to talent will impact retention and engagement of existing employees. When that philosophy is grounded in an employment value proposition. it will decrease the cost of talent acquisition.

Engagement with Generalists: She’ll cover some of the biggest challenges that recruiting is faced with in partnering across the human resoruces organization and some strategies to overcome those obstacles.

Three years ago, hundreds of recruiters in attendance at the 2007 Fall ERE Expo in Washington, D.C., listened to a panel of MBAs graduating from some of the country’s top schools talk about their “candidate” experiences. When one panelist said he ended his interviews if the recruiter admitted their firm blocked Facebook, gasps from the audience drew attention away from the four other panelists who were vigorously nodding their agreement. Confronted by a recruiter in the audience, the panelist defended his “cheeky” comment stating that he brings to work each morning an entire network of top talent to help him develop solutions and he simply preferred to work at a firm where he could keep it intact.

This Fall, come hear a new crop of students talk about their professional goals, candidate experiences, and their job-hunting observations. Moderated by CareerXroads founders Gerry Crispin & Mark Mehler, this panel will offer insight into what today’s stellar candidates are thinking and what they really want from your companies.

Enjoy a buffet lunch in the exhibit hall – this is the last chance to check out the cool gadgets, gizmos, and technology available from our exhibitors. It’s not about what you need today; it’s about finding that answer to the challenge you will be facing tomorrow

Is a single metric driving your recruiter workload? Is it as accurate as you would like? Are you unsure of how to properly balance workload versus service? Is there a magic number for how many requisitions a recruiter should handle?

Some companies use requisitions per recruiter as the primary driver. Others use days to fill, 90-day retention rates, or customer satisfaction scores. While these are all worthy measures and have their place, none of them alone can accurately show us the proper recruiter workload.

If you struggle with these and many more questions related to recruiter workload, then come join us for a lively discussion. Richard Newsom will share how Fifth Third Bank is tackling this issue. The discussion will center around the fine line between having a full workload and having pull-your-hair-out overload. It involves more than just how to assign requisitions to recruiters; the root cause is deeper than that. It goes to the core of team structure, workforce planning, and even the measurement and incentive plans.

All too often recruiters jump into the tactics of filling an open position without proper preparation. We skip over the vital strategic work of truly understanding the businesses we support. We then become frustrated by low
levels of prospect engagement, candidate flow, or acceptance rates, while not understanding that these results can be symptoms of working without a crisp, clear and comprehensive employment value proposition.

In this interactive session, we will learn how to develop an employment value proposition that goes far beyond the best job description. The employment value proposition will clarify the full breadth of what your company offers employees in exchange for their effort and engagement. It will respond to a wide range of candidate needs and penetrate every aspect of the recruiting process. Developed in partnership with your business leaders, the employment value proposition will also engage those leaders in discovering their strengths and addressing the challenges you face in attracting talent into their organization. And finally, educating interview teams on your employment value proposition has the added benefit of increasing the engagement of your highest performers.

To demonstrate the importance of the employment value proposition, ask yourself these questions:

Would you feel confident describing the selling points of a job and responding to a candidate’s questions in front of your toughest hiring
manager?

Does the best talent respond favorably to your outreach efforts?

Does your company/industry knowledge cause candidates to forget that you are a recruiter and assume you work directly in the business you support?

Come to this session to improve results from your prospect outreach, dazzle candidates with a better interview experience, and gain more acceptances by building every step of the process on the strong foundation of a
well-crafted, high-impact employment value proposition.

Many organizations understand the importance of differentiating themselves in the labor market and leveraging recruitment marketing to sway perception, but how often is the talk backed up by processes designed to consistently deliver on the expectations being established? The hard truth is that rarely do recruiting functions go beyond designing recruiting processes to deal with the administrative side of recruiting, leaving the applicant, candidate, and new hire experiences to chance. In this interactive session with Dr. John Sullivan, you’ll learn how to assess the authenticity of your recruitment messaging and actions throughout each stage of the recruiting lifecycle, and how to rethink necessary processes to better establish expectations and improve your employer brand in the process.

Specific topics will include:

· An overview of the common recruitment marketing mistakes organizations make

· Key questions to assess your recruiting communications at each stage in the recruiting lifecycle

· Metrics to assess the impact of recruitment marketing efforts

· The financial impacts of failing to act

L.J. Brock shares the framework Red Hat used to develop an integrated global recruiting function (where one had not previously existed) that successfully aligned recruiting to the needs of a high growth business. He’ll talk about how they came up with this framework, how they positioned it to the executive team as the foundation of a business case for increased budget, how they implemented it on a global basis, how they used it to make more reasoned and strategic decisions in all aspects of recruiting, how the model helped improve the company’s recruiting culture and ultimately reduced Red Hat’s total cost of recruiting by $1.5 million annually.

The last two years have been a difficult time for recruiters. By one estimate, 60% of recruiting jobs have disappeared. But opportunities exist abroad in Europe and Australia, but also for those willing to be a little adventurous in India, China, Singapore, and several other countries.

Recruiting practices in most countries lag behind the U.S., and there is a dearth of experienced recruiting talent overseas. Employers, including subsidiaries of U.S. companies and even governments, frequently seek recruiters and consultants in locations from London to Auckland and plenty of places in between.

This session will present an overview of what recruiters can expect, where to look, and some of the challenges when working abroad. Raghav Singh, a global recruitment expert who has worked in multiple countries, including for the United Nations in Geneva, will tell you what you need to succeed as a global recruiter; where the jobs are; what to expect from the work, the salaries, different cultures, and more.

Are your recruiters identifying and recruiting top talent … or available talent?

Often professionals believe that top people are not actively looking for new opportunities. So how can today’s recruiter identify, attract, recruit, and hire the best of the best? David Amsden will lead a spirited discussion about using the best practices, best programs, and best tools for developing talent networks for today’s global workforce.

What does it mean to lead talent acquisition today? What does the future demand of the corporate talent acquisition leader to keep the function valuable?

This presentation from ex-Yahoo VP Carol Mahoney will first create a burning platform for change and then examine the corporate talent acquisition leader of the future: What skills will be required? What results will be expected? How do we stay ahead of the business need?

She’ll focus on four “hats” (or competencies) that a leader will be required to wear: Student of global talent trends; knowledgeable marketer; operations guru; and gifted manager.

Conference Chair, Tony Blake will lead an open mic session to highlight the conference takeaways before we all head back to our desks!