Session Descriptions

We’re here to help! Stop by and pick up your conference pass and program for the event. If you have any questions, this is the place to find us.

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

For sponsorship opportunities, please contact danielle@ere.net

Join us for drinks and celebrate the best in recruitment advertising creative from the past year, as we announce the winners of the 2012 Creative Excellence Awards.

Join us for the annual ERE Foundation Poker Tournament – we’ll play some poker, have some fun, and raise money for great charities. It’s a Texas Hold ’Em tournament and buy-in starts at $40. Hope to see you there!

For sponsorship opportunities, please contact danielle@ere.net

We’re here to help! Stop by and pick up your conference pass and program for the event. If you have any questions, this is the place to find us.

For sponsorship opportunities, please contact danielle@ere.net

Grab a cup of coffee or tea and a bite to eat while mingling with fellow attendees during this networking breakfast.

For sponsorship opportunities, please contact danielle@ere.net

Our Conference Chairperson, Ed Newman, kicks off ERE Expo Fall and sets the stage for two days of learning and collaboration.

Historically, the Mars name was not associated with its brands and it had little recognition as an employer. With Mars’ re-branding of its food businesses to take on the Mars name, this family-owned company started a journey of building a more visible corporate brand. Brian Flanagan will tell you about this journey. He’ll tell you about the extra challenge because of the diversity of its businesses and the strong consumer brands. He’ll describe the deep reflection that went on about the principles and the culture that are the “Essence of Mars.” He’ll go through the compelling “One Mars” storytelling campaign that was launched — and the results.

Grab a cup of coffee or tea and mingle with fellow attendees during this networking break between sessions.

For sponsorship opportunities, please contact danielle@ere.net

A two-person Morningstar all-star team that has been digging deeply into employment data talks about what’s coming down the pike in terms of the economy and the election, and takes your tough questions. Linda Brenner moderates.

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.

For sponsorship opportunities, please contact danielle@ere.net

Come hear about how HP is re-shaping its workforce model to stay competitive in a changing marketplace. It’s expanding its global footprint beyond software and products, and re-inventing itself. Find out how it’s developing a high-performing, engaged workforce, in a cost-effective way. See how it hires as much for an individual’s potential as their current skills. They’ll also talk about internal sourcing, university hiring, staffing the recruiting department, and building talent pipelines at HP. Find out about some of its tools it uses to drive its success

This discussion will be about Recruitment Process Outsourcing and whether you should do it within your organization. This session neither advocates for and/or against RPO but looks at it agnostically and peels the layers to see when it makes sense and how to make it successful. Shanil has been on both sides, working internally with a company to make the decision and manage it (WellPoint at 3,000 hires/year) and working within a RPO managing the recruitment process (UnitedHealth Group — 15,000 hires/year). In addition, Shanil developed a business case to do a RPO and also to grow an internal staffing team to handle high-volume recruitment.

If you think you’re not Google and HP and some of the other sexier brands on this agenda — Aaron Abell can relate. He manages talent acquisition for a casket company that’s figuring out how to turn people on, not off, to its brand. He’ll talk about the self-inventory the company did to assess its reputation, and how it’s embracing, not hiding from, its place in the funeral business. He’ll also touch on other issues at the company: metrics; insourcing (they used to use an RPO); becoming a business partner; saving money, and more. This will be a discussion-interaction heavy session for you to discuss your own challenges and solutions when it comes to attracting people to not-so-big-name firms.

Grab a cup of coffee or tea and mingle with fellow attendees during this networking break between sessions.

For sponsorship opportunities, please contact danielle@ere.net

Many of us at smaller, boutique firms compete for top talent with brand name, multi-national firms and struggle to stand out among the competition. If you’re in that boat, this session’s for you. You can bring up your biggest recruiting challenges, and get ideas from the rest of the group for solving them. Yuan will moderate, and supplement answers with her own recommendations. She’ll also talk about the value of sourcing, branding, and more from her experience at a company highlighted in the book “Recruit or Die” as having impressive and creative recruiting strategies. Learn what criteria entry-level candidates seem to care about most, tactics of “heavyweight” firms worth mimicking, and how to define a “unique selling proposition” for your firm.

Jacelyn Swenson will discuss why IBM alumni — a candidate pool some companies ignore — are so essential to IBM. She will provide examples of how a well-managed alumni group can strengthen your brand and help deliver business objectives. More specifically, she’ll share how you can: Enhance thought leadership by tapping the expertise of your former colleagues; Promote collaboration between current and former employees; Deepen relationships with customers, partners, and influencers; Attract the best talent by leveraging the business and personal networks of your alumni.

China is on track to become one of the biggest economies in the world, but putting the brakes on growth is a shortage of talent. Owing to a combination of demographic and cultural factors employers are finding it increasingly difficult to fill their jobs at all levels — from factory workers to professionals. And the problem is about to get worse as the workforce starts shrinking as soon as next year. The reasons include policies on population control, limits on mobility, and an inadequate education system. Prosperity in recent years has also created wrenching cultural shifts with the current generation, consisting largely of only children growing up expecting a lot while lacking the work ethic and values of their parents.

This session will explore the challenges employers face in finding talent in China and how employers can succeed in finding talent in China. Drawing on experiences staffing in China for several U.S. multinationals, the speaker will discuss current trends that will impact any talent acquisition strategy in China for the foreseeable future. Included will be case studies and an analysis of what works and what doesn’t.

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.

For sponsorship opportunities, please contact danielle@ere.net

We’re here to help! Stop by and pick up your conference pass and program for the event. If you have any questions, this is the place to find us.

For sponsorship opportunities, please contact danielle@ere.net

Grab a cup of coffee or tea and a bite to eat while mingling with fellow attendees during this networking breakfast.

For sponsorship opportunities, please contact danielle@ere.net

Ed Newman, Conference Chair, recaps yesterday’s sessions and highlights today’s discussions.

When an engineer on LinkedIn receives a recruiter ping
every 40 hours from over a hundred of recruiters each year, how does a
resource-starved startup compete in today’s talent war? When tech
giants’ recruiting teams outnumber your entire organization by
tenfold, how do you stand out from the pack?

In late 2009, Elaine Wherry created an online persona named Pete
London – a self-described JavaScript ninja – to help attract and hire
the best recruiters. After receiving 530 emails from 382 recruiters
across 172 organizations, she’ll share what you should know about
competing online for talent.

Come hear what you can learn from sports agent Molly Fletcher, who moves top coaches from one school to another and famous television personalities from one team or network to another. This isn’t a talk about sports — it’s about what corporate recruiters can learn from the way Fletcher sees all sides of a relationship — the players, the teams, and the schools — and the parallels to the recruiting that you do. She’ll talk about consistently and productively fielding the best talent, and how you can implement these tactics in your practice — now.

Grab a cup of coffee or tea and mingle with fellow attendees during this networking break between sessions.

For sponsorship opportunities, please contact danielle@ere.net

This is your chance to hear from corporate recruiters who’ve run successful campaigns to attract people. You’ll hear what business challenges drove the campaigns, how they decided to allocate money and time various ways, the role of social media, and the results. We’ll include people finding active candidates quickly, as well as the long-term building of passive candidate pipelines.

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.

For sponsorship opportunities, please contact danielle@ere.net

Are you at a point in your career when you are ready to dramatically expand your thinking? If you are ready to look beyond low-impact recruiting activities and do something strategic that could really WOW your senior executives, this session could be an eye-opener. In case you don’t know anything about the strategic agendas of CEOs, they are laser-focused on “topline” or revenue growth. And even though you might think that recruiting could never impact that lofty goal, this session will show you how recruiting can directly increase corporate revenues and make other business impacts. If you’re looking for a strategic, bold, and fresh new way to approach recruiting, Dr. John Sullivan, long-time ERE.net author and renowned metrics expert, will guide you through this approach. This highly interactive session will highlight:

· How to prioritize recruiting resources to maximize your focus on revenues
· How to identify high-impact recruiting actions and the jobs with the highest revenue impact
· How to convincingly demonstrate your revenue impact to skeptical executives

Morgan, Kevin, and Brad have an interactive discussion of outsourcing parts of your recruiting. They talk about how RPO can be more about process than talent. They discuss the big theme in RPO proposals right now — “putting the recruiting back in recruiting process outsourcing.” And Morgan shares a personal RPO experience that’ll make you squirm.

Real-time information on the social web has fundamentally changed the nature of how candidates learn about companies and new jobs that exist today. The explosion of social interactions online has created new opportunities for recruiting organizations to build unique, authentic relationships with prospective job-seekers, beyond the traditional sourcing and interview processes. Come hear Jessica Safir talk about the latest innovative practices in candidate management through the use of social media and targeted programs.

Grab a cup of coffee or tea and mingle with fellow attendees during this networking break between sessions.

For sponsorship opportunities, please contact danielle@ere.net

You’ll learn how to not just say you are a proactive sourcing organization, but to really be one where it counts: time and media dollars. Over the last five years through a partnership with Parsons Strategic Consulting, DaVita has gone from a post-and-pray media strategy to one that knows their recruiters are spending time on better quality candidates. Despite a sharp increase in hiring, DaVita has kept a flat marketing budget and has driven stronger results than ever before.

Kristen Neubert will discuss exactly how DaVita made the journey. She will share how it used data and the recruiters themselves to identify and validate their strongest talent pools. In addition, she will share how DaVita brands to candidates throughout the recruiting life cycle. Through stories, real data, and lessons learned, she will provide you with the tools you can apply in your own organization. In the end, you will be equipped with the knowledge to have a data-driven media strategy that could be less reliant on standard sources and more true to what delivers quality candidates and tools.

Not social media, not job board advertising or writing InMails, but true market mapping, cold call headhunting. When we measure up direct sourcing (social media, job boards), agency recruiting, and executive search firm recruiting against each other, where do we get maximum return? This session aims to outline a model that graphically illustrates to the internal budget holders why they should be investing in real internal headhunters, along with a step-by-step guide to planning an internal headhunt strategy.

Just because your company is in, say, land-locked Tucson, Arizona, doesn’t mean an “Anti-Submarine Warfare Control System Level II Technician” wouldn’t be a great asset to your team. What the heck is an “11B” and what kind of transferrable skills does someone with that Military Occupational Code have? Do you know what a “CSM” or an “XO” or a “platoon leader” does in the military? Making sense of “foreign” job titles and cryptic job codes on the typical military resume is hard enough. Trying to determine a service member’s transferable skills based on a five-minute conversation at a crowded job fair is even harder.

This session will empower you with tools and techniques to be able to:
· Determine the types of career fields offered through the military and how they correspond with your hiring needs
· Understand the differences between officer and enlisted grades, including levels of responsibility and salary expectations
· Map your hiring needs to military skill sets
· Translate the veteran’s Military Occupational Code
· Avoid a lawsuit (also known as “questions you should never ask a veteran during the hiring process”)

Ed Newman leads a wrap-up discussion of the last three days, takes your questions, and makes sure you get tips from the sessions you missed.