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. Bring your laptop to make the most of this hands on workshop!

When it comes to competing for talent, there is no standing still. Whether you have recently undergone a strategic adjustment in processes or technology, or you are looking to continue delivering value on well-established operations, continuous improvement is a must. But what does it take to achieve improvement? What do you look for in people, process, and technology associated with your talent acquisition operations, and how do you measure results?

In this session, talent strategy expert George Hoffmaster of The Newman Group will provide a practical framework for assessing talent operations and identifying areas for improvement. Attendees will have the opportunity to participate in exercises for assessing operations, identifying strengths, pinpointing challenges, and determining action. From this session, attendees will gain a fundamental knowledge of the common needs associated with key areas of talent operations, including:

Brand: Understand the employment value proposition, how it impacts your company’s ability to attract and retain talent, and where companies find common areas for improvement.

Strategy: How do you ensure that your talent acquisition strategy is aligned to overall corporate goals? We’ll explore key areas of impact, including the maturity of workforce planning processes and effectiveness of go-to-market sourcing strategies.

Structure: Is your operational model in alignment with your business needs? We’ll look at key considerations, including roles, resources, and responsibilities, as well as how to map and evaluate processes with a focus on quality, efficiency, productivity, and cost.

Technology: Are the technology solutions that support your talent acquisition operations delivering maximum effectiveness? From user experience to data capture and process facilitation, we’ll look at how to identify areas for improvement.

Operations: How are you measuring the performance of your talent acquisition operations related to cost, efficiency, and productivity? How do you evolve operations to maintain alignment with core business needs?

This is great chance to gain a practical perspective on what it takes to assess complex talent acquisition operations, identify areas for improvement, and deliver continued value in support of your core business strategy.

This workshop is about assessments: in particular, moving from “test” to “experience.” Experiences offer much deeper value then do tests because they offer the opportunity to add value in employment branding and employee engagement. Experiential assessment can also be more effective and legally defensible than tests. The workshop will be in an interactive format and real-world information will be featured. It breaks down roughly like this:

A. Background (45 min): Will set the stage for the technical understanding needed to fully support an explanation of the content. Topics include:

1. The predictive model
2. Summary of traditional predictors
3. Best practices for implementing assessment
4. Proof of the assessment value proposition
5. Summary of trends in assessment and technology
6. Summary of candidate perceptions and needs within the assessment paradigm

B. Branding (45 min): How assessment can be a key part of a branded candidate experience

1. Employment branding and its traditional format
2. The value of realistic job previews to branding and effective hiring
3. How to support branding with assessment
4. Examples of branded assessments currently in use
5. Practical advice for using branded assessments

C. Simulations (45 min): How simulations add value beyond tests and the current state of the market

1. The scientific argument for simulations
2. The practical argument for simulations
3. Types of simulations available and their most appropriate use
4. Examples of currently available simulations
5. Practical advice for using simulations

D. Hands-on exercise (30 min) case study:
You’ll be given information about a company and its goals and asked to solve strategic issues using a branded, experiential simulation. We will review and discuss each group’s solutions.

E. Questions and answers (15 min)
Time to answer questions and facilitate dialogue

There is increased interest in corporate America in adding military veterans and veterans with disabilities into the workforce. While many HR/recruiting professionals understand the WHY aspect of adding military to their diversity strategies, they struggle with the HOW.

This content-rich 1/2 day workshop will answer all of your HOW questions. Appropriate for HR/recruiting professionals, diversity, and EEO specialists, spend your valuable pre-conference time learning:

SOURCING:
-Cost/low-cost/no cost options for finding military talent
-Pros and cons of each approach

MARKETING:

-Themes that resonate with military members, and how to incorporate those themes into your recruitment marketing messages

-Enhancements to add to your career page that will attract military members and encourage them to develop a relationship with you

-Social media recruiting techniques specific for connecting with veterans

TALENT ALIGNMENT:

-Develop a military-to-civilian skills crosswalk
-Decipher military occupations and translate a resume written in military-ese
-Understand levels of responsibility and salary expectations by military grade
-Avoid a lawsuit: questions you can and cannot ask a veteran in an interview

We all have our internal biases towards everything. You prefer the color red, while he might like the color blue. I enjoy coffee in the morning while you might like a nice hot cup of tea. It is scientifically reported that over 90% of human behavior is predictable, because over 90% of human behavior is based on re-enforced habits.

How then does the HR, human capital, or recruiting professional identify these habits, mitigate or eliminate the unnecessary or unproductive ones, and use the useful ones to her advantage through the use of reliable methods and not just their own internal biases?

In this unusual workshop you will learn how to track and identify – through the use of clear examples – your own biases in the recruitment process. You will learn how to really understand hiring managers and to identify what they really mean when they say “I’m looking for this type of person." You will learn how to use your recruiting team’s habits to meet strategic goals and objectives and to evaluate the value that you invest in major organizational initiatives. You will learn about common biases such as the halo effect, the primacy and recency effect, and several other important standard biases.

And finally, you will learn the power of simple numerical methods and how the recruiting leader can use them to her or his advantage and to the executive team’s surprise!
Let the use of unquestionable, clear, provable, and very simple numerical methods that you can take back to your executive team and show your thought process become your biggest ally in 2011.