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.

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

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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 Kevin@ere.net or 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.

Sponsored by:

Our Conference Chairperson, Jeremy Eskenazi, kicks off ERE Expo Spring and sets the stage for two days of learning and collaboration.

Are you hiring people who believe in the mission of the company? Are they promoters of the company or do they just need a job?

When your employees are also your best customers and promoters, you stand a better chance of impacting the bottom-line of your company with the people you bring in. Research is starting to show more linkage between employee productivity, engagement, and bottom-line business results. At JetBlue, people are the company’s top competitive advantage and the company works to keep it that way. In this session, you’ll hear how it’s done.

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

For sponsorship opportunities, please contact kevin@ere.net or danielle@ere.net.

Forget those corny awards presentations where all the audience gets is to watch people smile and accept a trophy. This will be an interactive learning experience where you can ask your questions of the innovative companies leading the way in our industry. John Vlastelica moderates what has become a perennial ERE Expo favorite session.

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 kevin@ere.net or danielle@ere.net.

Arie Ball will talk about Sodexo’s mobile recruitment strategy and recently launched mobile jobs app that enables candidates to immerse themselves in Sodexo Careers’ online presence as well as search and apply to jobs.  You will hear about the unique experiences for internal candidates, alumni and external candidates, and how the app supports multiple aspects of Sodexo’s recruitment strategy from diversity recruitment, internal mobility, and more. She will also walk through the process used at Sodexo to develop and launch the app.

In 2010 Deloitte NZ launched its award winning Facebook page. The firm’s Facebook initiatives succeeded in attracting top jobseekers, saving money, and receiving international recognition for pioneering different social technologies for use in recruiting.

What is the evolution of an engaged talent community? Richard Long believes it is to give that community a purpose; transforming it into an active, collaborative, and energized movement. Hear the Deloitte NZ story, what it learned, its journey to this point, and its plans to launch a collaborative initiative that blurs the lines between recruiting, corporate and social responsibility, and marketing, with the ultimate goal to build a community of jobseekers who are even more emotionally connected to Deloitte’s brand and values.

Richard Long will also describe initiatives launched at his current client, an Australian law firm, demonstrating how recruiting can spearhead social responsibility and drive increased value for business and society.

The best ways to recruit, select, engage, and retain hourly, frontline workers are not the same as those you use to hire salaried employees because these folks look for jobs differently and make career decisions differently. This session focuses on these differences and shows you how to find and hire a frontline staff that boosts profitability, increases customer satisfaction, and makes going to work more enjoyable and FUN for everyone. Specifics include how to take advantage of The War for Talent versus The War for Jobs; the six questions you need to ask yourself before you recruit anyone; and avoiding the most-common mistake recruiters make when it comes to finding and hiring frontline workers. Learn the five best sources of great frontline employees and what great frontline people of every generation want from their jobs.

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

For sponsorship opportunities, please contact kevin@ere.net or danielle@ere.net.

The biggest mistake brands make is failing at consistency and authenticity. This session will arm you with useful information by looking at both best practices and “worst practices,” illustrating what to do and what not to do to make sure your brand is authentic and differentiated in the talent marketplace. You’ll learn how to strengthen your employer brand across all media by studying both successes and failures in the world of digital branding.

Whether you’re beginning your branding effort or re-branding a well-known name, the lessons here will help you ensure that your brand is clear, consistent, and compelling to consumers, employees, and job applicants.

We all know how dire the unemployment situation is. Almost one third the nearly 14 million unemployed people in this country have been out of work a year or more. They describe themselves as the ghosts of the workplace.

Ron Katz has worked with people on both sides of the interview desk. In this interactive session he’ll help you to understand the special challenges and benefits when recruiting those labeled “long-term unemployed," including managers’ reluctance to consider them as well as applicants’ distrust of corporate America. He’ll outline the boatload of benefits to your organization and offer tools to get them back into the workforce.

Retailers tend to hire on the store level, but not Home Depot anymore. It has centralized big parts of its store hiring — screening and interviewing tens of thousands of people, including 60,000 during its spring busy season. Tonia Horton, Home Depot’s senior director of human resources services, talks about what any company, retailer or not, can learn about the big cultural changes this effort involved. Kevin Wheeler interviews her.

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

For sponsorship opportunities, please contact kevin@ere.net or danielle@ere.net.

The “topic to come” title you see isn’t a typo or a placeholder. It means we don’t know what this session will be about, and neither does the speaker, long-time ERE author Dr. John Sullivan. Right there on the spot, in the room, he’ll ask you what you want to talk about, make a list of the ideas, and hold a vote. And whatever wins — he’ll have to share his thoughts on the topic, and will lead a discussion about it to get your insight. We’re sure it’ll be an interesting and informative session, contain actual recruiting suggestions, examples, and takeaways … we just don’t know yet what about!

You know you need a college recruitment program but you don’t know where to start. You have a limited budget and have to compete against large companies that have already blanketed the schools with messaging and recruiters. You can’t outspend them, so you are going to have to do something differently.

If you lead recruitment at a small or mid-size company, building a successful college recruitment program can be a challenge. In this session, Becky Wilcox will share how Orbitz raised its visibility at the top engineering and MBA schools and significantly improved candidate quality, and candidate acceptance rates. Join this session to hear how small, inexpensive touches can make all the difference in improving your outcomes. Learn how to engage senior leadership and the employee base to extend your recruiting resources, how to be more strategic about school selection, and how to improve your employment brand on a shoestring.

If you need to compete against the big brands on campus and want to successfully attract the top talent, this session is for you.

Larry Clifton, leader of the team honored for the recruiting department of the year last year, leads this discussion about developing your recruiting staff. Come prepared to participate as much as listen. Clifton will ask you how you currently handle recruiting training. He’ll then share CACI’s approach and how it has helped created results — and bigger checks for recruiters.

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.

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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.

Sponsored by:

Jeremy Eskenazi, Conference Chair, recaps yesterday’s sessions and highlights today’s discussions.

Even when the job market is tough and hiring should be easy, attracting and retaining the best talent — the people you need to make a company great — is always hard. For the past 12 years, Joel Spolsky has built two companies that specialize in creating a “quality over quantity” environment and are internationally recognized as having two of the highest-quality teams in the world. Find out what lessons have been learned and how companies and recruiters can create an environment that gives them an edge over their competition.

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

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Have you ever wondered where the recruitment industry is headed? Have you asked yourself “how will recruitment in 2020 be different than it is today”? In part 1 of this highly interactive session, you will go on a journey as we begin to explore the future of recruiting. The group will discuss several of the major future trends that will impact our industry and where we are going. There will be active participation where every idea is worth sharing. There will be three areas of focus for the conversation:

People:
a. How will the candidate & hiring manager experience change in the future?
b. What skills will the recruiter of the future need to be successful in 2020?
c. Will candidates be hired more on skill, their potential, or their ability to perform?

Process:
d. How much will workforce planning play a role in driving the recruiting and hiring process?
e. What will the recruitment model look like in the future?
f. How will sourcing candidates be different tomorrow than it is today?

Technology:
g. What role will social media play in the future?
h. Will the ATS and CRM still be relevant in 2020?
i. What productivity-enablers will need to be invented in order to support recruiters of the future?

Be a part of think-tank session and help define the future landscape of recruitment. Are you ready?

In order to hire great people — especially if you don’t have the big brass employer brand — you need a great job and a great hiring manager. According to Lou Adler, this means you have to eliminate the use of traditional skills-infested job descriptions and get your hiring managers to rethink your opportunities from the outside in, rather than inside out. This means everything you do must be from the perspective of the hot passive candidate, who is fully employed and is looking for a growth opportunity, not a lateral transfer. If the supply of great talent is far less than demand, you won’t want to miss this session. Key topics covered include:
1) Converting your job descriptions into growth opportunities by leading with the future and minimizing the past.

2) Four things you must do to get your hiring managers to think like a hot prospect.

3) Discovering how to increase the pull of your job postings and emails by 300%!

“Global recruiting” is a currently a buzzword in our profession. There are discussions in boardrooms all over the world about how to use global talent pools to fill key gaps inside of organizations. Local recruiting and staffing processes are not consistent around the world, and there are significant differences from region to region as to how talent acquisition processes are executed. Join global talent acquisition strategy consultant Jeremy Eskenazi and two corporate recruiting leaders, one from Cisco in the Asia/Pacific region and one from Coca-Cola Enterprises in Europe, to discuss how true global recruiting is really delivered inside of large corporate environments. Join the conversation about the challenges and obstacles of cross-border recruiting, the unique idiosyncracies of cultural and legal differences within regions, and how even though business is global, most recruiting is inevitably local.

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 kevin@ere.net or danielle@ere.net.

You’ve heard the conference sessions and read the articles about why you should be doing the social media thing, and how you need to be as much “social” as you are “media” and on and on. This isn’t that. Stephanie Lilak, General Mills’ Chief Staffing Officer, talks about the story behind the story. She talks about the challenges in creating a social media strategy for her company. She talks about the tricky task of continuing the company’s “high-tough” hiring process as it went digital. She talks about the ongoing demands of keeping talent engaged and present in each of the social channels. Most of all, she’ll tell you how she and her team overcame these challenges.

Some advice on the hiring process that’ll work even if you’re not a Fortune 500 firm. Gerry Crispin interviews two of the winners of a new award for providing a good candidate experience. He’ll involve you — the audience — with some quick polls to see how your experience compares to some of the best practices when it comes to handling the “did you get my resume?” questions; contacting rejected applicants; and employee referrals.

What do you get when you mix recruitment professionals with a little bit of creativity, competition, performance, and fun? Recruitment Idol 2020 – Extreme Team Edition! Six teams comprised of recruiters attending the conference will be given one hour to create a new recruitment product, solution, or service that will help recruit top talent in the year 2020. The Recruitment Idol teams will have to prepare and deliver a 3 – 5 minute presentation that will introduce their recruitment solution to the world – the world of ERE that is.

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

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Take 60 minutes to boost your metrics and analysis. Join Andrew Gadomski of Aspen Advisors as he moderates a panel of several talent acquisition leaders on building a strong metrics program. The panel will walk through the foundation needed, how to translate metrics to business leaders, and the importance of visualization. You are encouraged to bring your actual scorecards, metrics, and visuals with you to the session, as we expect a robust dialogue and sharing of experiences in analysis, presentation, and translation from the panel and audience members.

An open-ended session for an employment law attorney from a top firm to tackle your tough questions. She’ll spend a few (5-10) minutes at the beginning telling you about some of the most common areas of concern she’s seeing among your peers. Then, it’s open for your recruiting-law questions, from social media to assessment, from background checks to immigration, from non-competes to discrimination, and more.

Your company is still young and you don’t have a big department yet. Or, your company slimmed down and is making do with less. Either way, this session’s for those non-Fortune-500 companies with tiny recruiting departments where you’re finding yourself doing a little bit of everything. Get tips from your peers as to how to stay sane and recruit against bigger-name, bigger-money competitors.

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