Pre-Conference Workshops

Talent management is an important part of the organizational HR function. This management discipline is used to create a more effective and more engaged workforce. However, much of it is not applied to the management and development of recruiting professionals. Even though recruiters are central to building a thriving organization, they are rarely managed well. Partly due to outdated assumptions or misconceptions, partly due to lack of resources or a clear ROI.

In this session, we will combine two disciplines that are sometimes considered two separate pieces of the human resource management puzzle, by applying the concepts of talent management to the recruiting professional and beyond.

In addition, we will discuss groundbreaking research (within the last year) that provides a very different perspective on what makes a recruiter successful.

Finally, we will challenge many prevalent assumptions about recruiting, recruiters, and the management of recruiters.

Topics that will be discussed will include:

- Demographics and career paths
- Performance management for recruiters; tangibles vs. intangibles; strategic vs. tactical systems; rewarding behavior vs. results
- Organizational structure and team development
- Team players vs. individual contributors
- Recruiters and their environments (agency, corporate, RPO)
- Learning & development and succession management (in the case of time constraining our activities, this segment will be omitted, but much of it will be weaved throughout the workshop).

This presentation is suitable for talent management practitioners, human resource managers, recruiters hoping to one day lead an organization, current recruiting leaders, managers, directors , vice presidents, and consultants engaged in employer branding, RPO or similar services.

Social media is the world’s No. 1 recruitment tool. Most professionals are taught how to get their company noticed on social media sites and, additionally, how to access information about candidates. What they may not realize, however, that in searching for candidates they may be violating numerous state and federal laws, and that their conduct can give rise to claims against them and their employer. Ms. Wright and Mr. Cheng will walk you through laws that intersect with social media recruiting, and provide practical tips on how to keep on the right side of compliance issues.

With a focus on providing successful and proven sourcing tactics that support diversity recruitment, social media, branding, advanced Boolean sourcing, and recruitment fundamentals, AIRS will share the best of today’s innovations for your current sourcing needs.

You’ll get the newest and most efficient methods for finding top-notch passive talent on the web that can be implemented for immediate impactful results.

This session will explore:

- Social media in 2012. Exploring the ever-changing landscape of social media and how it can be harnessed and targeted to effectively locate quality passive candidates from any industry and any location.
- Seductive Sourcing. Attracting top talent to your pipeline and leveraging your network to expand your relationship base. Recruitment branding best practices using social media, search engines, mobile tools, QR codes, and more of today’s candidate-friendly tools.
- Chrome and Extensions. Proven tactics for extracting resumes, profiles, attendee lists, membership directories and more from a wide array of search engines to build your candidate pool and increase your recruitment success.
- Mobile Recruiting. One of the most increasingly popular frontiers in passive candidate recruitment. We will explore mobile based recruiting tools, techniques, and best practices.
- Custom Search Engines, and More! Time-saving and organizational tools to help recruiters manage and target their searches and focus on candidate information that can lead to cost effective hires.

We all know that employee “churn” hurts the organization and creates tons of work for the recruitment team. Turnover damages not just the bottom line but the organization’s — and your reputation! Some of that’s due to a bad description of a job that draws the wrong people who have the wrong expectations. With that in mind, in this workshop you’ll:

- Understand the primary purposes and “proposed audience” of a job description;

- Understand how to overcome the inherent flaws in a traditional and typical job description;

- Implement a practical five-step process to identify what an ideal candidate would look like; and

- Identify and implement a recruitment strategy to ensure ideal candidates are found.

If you are facing talent shortages, skills gaps, high turnover, difficulty in hiring a specific type of person, or are just interested in how the world of talent is changing, this is the workshop you should attend.

Along with Kevin, you will explore trends, issues, and emerging practices. He will present some of the work that the Future of Talent Institute has been doing and then engage you in conversation over your specific issues. He will provide some examples of best practices and explore the positive, upside, of what’s happening in the talent market.

This will be a highly interactive workshop where you will work in small groups to take on some of the issues presented and come up with potential solutions or ways to cope with them. He will circulate around and offer his views and suggestions.

At the end of workshop you’ll have:
- a comprehensive view of the issues and a better understanding of your own issues
- a framework for dealing with emerging ones (and anticipating new ones)
- and some potential ways to deal with those your already face.

This is a great workshop for two or three people from the same company to attend.

Recruiting expectations have changed, and so have the expectations of hiring managers. It is no longer the case that hiring managers just want their position filled; they now want to know what your recruiting strategy is and what steps you’re going to employ to get your job done. Hiring managers want to know that you have the ability and expertise to find skilled passive candidates for their openings. This workshop will walk through the entire recruitment process and teach some best practices as to how to better partner with hiring managers, communicate a sourcing strategy, and find hard-to-get passive candidates while optimizing your time.

Bring your laptop and one of your active positions and work through the material as it’s presented. We’ll walk through and use recruiting and sourcing tools that will allow you to find passive candidates. You’ll leave your session with not only a recruiting strategy for your position but also a candidate pipeline and increased confidence in your ability to communicate with your peers and leadership about your recruiting plan.

In this workshop we’ll cover:
- How to prepare for a recruiting kickoff meeting
- Cementing a partnership and engaging your hiring manager during your first meeting
- How to create and communicate a recruiting strategy
- Learn and use tools that will optimize your time and efficiency
- Creative ways to source for your position
- Interact and gain best practice scenarios from other participants

You will walk away with a recruiting and engagement strategy that you can implement right away. This workshop will be highly interactive. Be prepared to come work, network, and learn!