Presentation skills are vital to your effectiveness as a recruiter. And presentation goes far beyond “standard platform skills.” Presentation skills are about how the recruiter presents in their job environment: how they influence, how they demonstrate their knowledge, how they build their credibility and repute, and how they communicate with their various constituencies. Strong presentation skills are in direct line of sight to better results.

This dynamic, interactive workshop will help you understand and work to improve the often-overlooked elements that influence your presentation and the experience others have with you.

Through the course of the workshop we will identify and work with real scenarios regarding key tangible and intangible elements of presentation skills, including:
• Focus management
• Responsiveness
• Impression management
• Knowledge of current recruiting and talent management issues and current events in general
• Emotional management/Emotional IQ
• Energy management
• Perfectionism
• Overselling

We will also cover crucial communication strategies to heighten effectiveness of the recruiter, considering different hiring managers’ styles, candidates, recruiting agencies, and specific techniques for difficult behaviors and situations.

Attendees will have the opportunity for a guided self-assessment exercise and to learn from peers in the room during problem-solving scenarios.

This workshop provides opportunity for improved effectiveness in presentation and influencing skills and strengthened communication skills and techniques, leading to: More timely hiring, less politics and mistakes in hiring, and a heightened responsiveness to the needs of the hiring manager.

Talent acquisition is changing more rapidly than any other part of the human resources function. And between now and 2012, many talent acquisition leaders will be challenged with every conceivable scenario, from hiring freezes to the highest req loads they’ve seen in years.

What hasn’t changed, though, are the resources available to talent acquisition. Headcount and budgets remain tight, and talent acquisition leaders have to be creative to figure out how to leverage what they’ve got in the most efficient and effective way. The pressure for great results never lets up from your stakeholders — who include nearly everyone in the organization.

In this session, talent acquisition process expert Linda Brenner will lead the group through a discussion of the six most common causes of talent-acquisition inefficiency — along with a high energy, interactive, and at times hilarious series of exercises which will allow the group to brainstorm solutions that make sense for their work environments.

This is a great opportunity to meet and network with other talent acquisition leaders, problem solve common challenges, and identify real-world relevant solutions that can be put into action immediately after the session.

For each of your new hires, you reject an average of 50 candidates. What would they say about your recruiting process? Would they still be your customers? In this interactive workshop, Talent Function’s Elaine Orler will take participants through a structured process to assess their own candidate experience. Orler will also outline technologies and practices that are making a difference for companies leading the way in producing good candidate experience. Participants will:

• Assess their own candidate experience by using a sample of the industry’s leading candidate experience diagnostic tool
• Leave with a roadmap for how to improve their candidate experience
• Learn what the best companies are doing to deliver excellent candidate experience
• Learn about technology tools and solutions that can enhance your candidate experience

Elaine Orler is a recruitment technology expert and she sits on the board of The Talent Board, a non-profit organization dedicated to recognizing excellent candidate experience.

This session is for corporate recruiting managers interested in growing their skills as LEADERS of recruiting teams. We’ll help managers of corporate recruiters improve their ability to:
· build a recruiting strategy,

· influence executives, and

· maximize the value their recruiters deliver to the hiring teams.

This is not a PowerPoint-heavy presentation. Instead, John Vlastelica and Jason Warner, former recruiting directors with companies like Amazon, Expedia, Google, and Starbucks, will deliver a very hands-on, case-study, exercise-intensive workshop that gets people out of their seats, completing real-time, scenario-based problem solving in small groups. They’ll share what they see as best-practice approaches to successfully leading in recruiting (from their www.RecruitingToolbox.com <http://www.RecruitingToolbox.com> consulting work with clients across industries), and ensure that you walk away with actionable tools and approaches that will help you build better strategies, speak the language of execs, and drive your team of recruiters to deliver what the business needs most.

They won’t focus on sourcing, social media tools, or candidate closing. Expect a 100% focus on recruiting MANAGER success; vendors, consultants, and search firm recruiters – while loved – are not able to register for this session.

Everyday recruiters are asked to do more with less. More candidates, more openings, more places to be, more responsibilities such as social media with less staff, less time, and less money. How can you turn technology into a competitive advantage in recruiting? The market sees new tools, websites, or software claiming to create efficiencies or greater effectiveness released every week. Staying abreast of the newest technology and identifying where to invest your time and money is a challenge all recruiters are facing.

In this session you will not only learn about a number of old and new technologies available in recruitment such as: time savers, lead generation, sourcing process tools, social media, marketing positions, applicant flow and back office, but walk through an approach to selecting and updating your desk on a consistent basis.

Recruiters will also learn practical approaches to adopting new technologies into your work environment including:

· —Tool selection with approaches to assess and identify current and future needs. Learn how to easily identify what is going to work or not for your individual desk.

· —Ways to minimize disruption while maximizing impact as you adopt a new tool.

· —How to stay current while not getting distracted by demos or new things on the market.

This session will demonstrate multiple tools and how a recruiter can use them. In addition to demonstrations recruiters will walk away with a list of multiple options, as Shannon Myers’ research spans the full value chain of recruiter workflow and has been compiled from interviews with recruiters across the U.S. in all facets and levels of recruitment. Plenty of time will be left at the end of the session for circling back to additional demos and answering questions regarding individual needs of the session participants.

You might have heard the term. You might even think you are using it. But are you? Behavioral event interviewing is a time-proven technology that minimizes interview errors. After completing this workshop, you never look at interviews the same way again. Instead, you’ll see them as verbal tests with something to measure, structured questions, and standardized scoring standards.

The workshop will begin with an introduction, agenda, and questions where we will talk about the accuracy and validity of interview technology. We will also take a few minutes to gather your expectations and objectives. Recent EEOC and OFCCP objectives will be briefly discussed and why it’s becoming even more important to formally document job requirements, business necessity, and selection tools. Then, we’ll do some practice interviews using traditional job descriptions and your favorite interview questions.

After a short debrief, we will introduce three different definitions of competencies and why it’s critical for a hiring manager, recruiter, and trainer to understand the differences. Then, we’ll use what we learned about hiring competencies to formulate and practice using behavioral event interview questions. Finally, we’ll compare what we learned early in the workshop with what we learned at the end. We won’t promise you will come away a behavioral event interviewing expert (that takes weeks or months of practice) but can assure you that many of your questions about competencies behavioral event interviewing will be made clear.