Pre-Conference Workshops

“It’s not selling someone something they don’t want. It’s about talking about their needs and positioning what you have to fill their needs.” - Nicole Giantonio, VP, Sales, Buck Consultants, a Xerox Company

Whether you are already “on board the Recruiter Sales Skill Train” or you are still not sure you’re ready for the “ride or the destination,” this special workshop is for you!

Designed to be interactive, practical, and fun, this session should challenge you, excite you, and equip you! The time will fly as you pick up practical tools as well as a proven method for building sales skills into your recruiting process. You will return to the workplace with specific, actionable tools and techniques that will help you either begin your sales skills training — or build upon your current recruiting/sales skills efforts.

Don’t have time for research? Just want to know what works? No problem. The Recruiter Sales Skill Train is built on the key learnings (and successes!) that have resulted from working directly with corporate recruiters – including three years of recording and debriefing over 600 recruiter calls.

Expect to receive:

Knowledge

• Find out how to select the “right” sales skills for recruiters.
• Review a practical sales skill scorecard, designed to assess recruiter performance in three critical sales skill areas.
• Learn about a specific type of question that has been proven successful in turning common recruiting questions into powerful sales questions. (… No, it’s not the ‘open-ended’ question!)
• Learn how the “sales pros” define and handle common objections.
• Learn the secret to “holding the gains” that result from your sales skill training.

Skills

• You’ll have the chance to learn and practice a powerful listening skill that has been proven to build recruiter success in assessing fit (… No, it’s not confirming or paraphrasing… “what I heard you say is…”)
• You’ll have fun learning and practicing a four-step process that has been proven successful in helping recruiters overcome the salary objection.

Practical tools

• You’ll depart with job aids and a Recruiter Sales Train ”‘Starter Kit” that you can immediately apply upon returning to your workplace. And, oh yes, probably a smile on your face.

Recruitment reinvention is a practical sidekick to strategic operational excellence and innovation. In 2012 and 2013, as sourcing and hiring become more predictable and planning solidifies around the demands of our post-recession economy, organizations will pursue in earnest the reinvention of their recruiting operations into even more effective valued components of the business.

The challenge will be finding and tapping into a ready source of reinvention knowledge, wisdom, case studies, and shared learning.

What if you had the opportunity to share in four years of reinvention lessons learned that have been shared amongst some of the nation’s most dynamic and successful talent acquisition groups in one three-hour workshop?

In collaboration with ERE, the Thought Leadership Institute, one of the leaders in peer-to-peer best practices development for sourcing and talent acquisition, has reached into its arsenal of reinvention thought leadership formulated over the past four years to provide attendees of this workshop with a practical introduction to the principles of recruitment reinvention.

During this workshop:

Andrea Hough, VP of talent acquisition for ServiceMaster, will present the latest techniques and technology devoted to what we call “Rapid Recruiting Implementation." She is a master at developing innovative community connections, advertising, and creativity to hire hundreds and even thousands in a very short period of time. Her methodology was recently highlighted on MSNBC and CNN as a model to be used in challenging economic times.

Tom McGuire is head of Global Talent Acquisition for one of the most venerable brands in world: Coca Cola. Over the past four years, he has reinvented global sourcing and recruiting for Coke, using his experience as a former CFO and marketing executive. In his presentation, “Reinventing Global Recruiting," he will explore the benefits of direct sourcing versus contracting with external search firms; he will do a case study of some of the “superstar” searches his group has completed over the past few years, and he will demonstrate a model which can be applied to many other global companies.

Recruitment Reinvention Review: TLI will put an exclamation point on the workshop with a concise review of the Top Five Reinvention practices/ideas developed via its peer-to-peer member network, which includes companies such as Lockheed Martin, HSBC, KPMG, Johnson & Johnson, Waste Management, W.L. Gore, and other industry leading recruitment organizations. We’ll also share state-of-the-industry research that supports our selection of the Top 5.

Case Study: The workshop will conclude with a case study of the post-reinvention practices of one of the nation’s Fortune 500 companies who has become a showcase of purposed reinvention, resulting in a talent acquisition operation that is an exemplar of efficiency, quality of hire, and effective process.

This workshop is designed for current recruitment and human capital leaders or other senior practitioners working on the strategic operational components of their recruitment and/or talent management operations. We welcome these leaders with at least six years of operational experience to register for this unique and powerful reinvention workshop.

For your employer brand to be successful — drive attraction, engagement, and productivity — your organization must consistently deliver on the brand promise in tangible ways. And no one can better deliver on that promise than your employees. But how do they connect with the brand and feel empowered to deliver that brand message?

It all starts with understanding the employer brand: a clear relevant and resonant and differentiating value proposition of what it means to work at a particular organization. But the role of the individual is also important. Each employee has to understand the role they play in supporting a consistent employer brand message. But they also have to find a place for their own unique talents and experience: their personal brand.

This workshop will explore the connection linking an organization’s master and employer brand and each employee’s personal brand. You’ll learn how to empower your employees to become brand ambassadors while highlighting their individual strengths. We’ll focus on why your employees need to understand what a personal brand is, how to build one, and why it matters. You’ll consider your favorite consumer brand and learn how to think like a brand customer and a brand creator.

The workshop will include storytelling, classic brand examples, live exercises, and takeaway instructions to get started on strengthening your brand and developing your people at the same time. It’s designed for human resources, talent acquisition, and employer brand leaders who are eager to engage their workforce. Individuals looking to develop their own personal brands to grow within their organization are also encouraged to attend.

Secure the right talent, at the right time and the right cost, and retain that talent to deliver continued value.

Today, many companies are improving their ability to meet those four goals by explicitly aligning their talent strategies to corporate strategies and building meaningful connections between key talent management functions: workforce planning, succession planning, learning & development, performance management, compensation, and talent acquisition. In this workshop, we will explore the role of talent acquisition in an integrated talent management function.

You’ll learn:

• What Integrated Talent Management is
• How talent management can better align with corporate strategies
• How talent acquisition can better integrate with other processes
• The advantages of talent management
• How companies are integrating their talent management functions

Integrated Talent Management strategy expert Andy Rice will help you answer these questions. He’ll introduce a practical perspective on the interaction and data flow between talent acquisition and other talent processes, and lead you through interactive exercises that will help you visualize these connections.

This is a great opportunity for talent management and HR practitioners and leaders to gain a practical strategic and operational perspective on the state of talent acquisition and integrated talent management today.

Everyone in staffing talks about the quality of the candidate and the quality-of-hire metrics. These are very hard to measure. But if you have sourcers, recruiters, and candidate specialists who know what they’re looking for, and know how to ask the right questions of the candidate that they’re talking to, then the quality of hire metric increases dramatically. This is especially true for technical requisitions.

In this workshop, we will talk about the steps that will help you improve your staffing process, from sourcing to interviewing and candidate closing. By focusing on the key points in the process and improving them, we can directly improve your quality-of-hire metrics.

If we don’t understand the technical functions of the job, then the whole hiring process will be wrong, from start to finish. The job reqs you post won’t be compelling because you can’t speak to the strengths of the project that the candidate will be working on. Or worse, the candidate doesn’t know what they will be doing even after you explain the job.

By combining higher-than-average technical knowledge with razor-sharp search string skills and interviewing questions, we vastly improve the quality of the candidate, which in turn, improves the quality of hire.

In this workshop we’ll cover:

· How to correctly analyze your technical requisitions and how to communicate that unified message to the entire team
· How to come up with multiple search strings and strategies that will capture these types of candidates while keeping the technical specs intact
· How to recognize the few good candidates from the thousands of generic ones
· How to write technical screening questions that get you the answers you need before you submit a candidate.

If you have a deeper understanding of technology than most people, you gain credibility with not only your candidates, but your hiring managers as well.

Companies need sourcers and recruiters with expert-level abilities. They need to be able to deliver the quality of hire that the hiring managers so desperately want. If you get the research/sourcing/recruiting process right from the beginning, then you can increase your quality of hires and your own success.

With today’s turbulent talent marketplace constraints, effectiveness only delivers average results. The extreme optimization of existing recruitment teams is required in order to establish talent identification practices that yield a virtuous cycle of sustainable competitive advantages.

Shally will demonstrate how in just a few minutes you can conduct his ingenious and innovative diagnostic to identify your sourcing and recruiting teams’ development path. You will also learn how to easily measure the productivity and efficacy of sourcers and recruiters together, and be able to fairly compare performance between them regardless of their diverse roles, experience level, and industry specialties.

After this session you will be fully prepared to accurately pinpoint bottlenecks, opportunities for gaining efficiency or reducing waste, and strategic advantages your team can gain immediately.