This presentation will enable you to:
Look at the challenges faced by the Home Office when recruiting
Discover the insight and strategy behind implementing change
Understand and utilise Big Data & AI supported software
The BBC is a truly creative organisation and our workforce is the most important corporate resource we have, are at the centre of everything we do and ultimately together we are responsible for delivering the BBC’s overarching mission: to inform, educate and entertain. In April 2016 the BBC insourced the recruitment function establishing a single point of accountability to drive a co-ordinated workforce strategy and new approach for all types of hires.
I will share learnings from our transformation to build a best-in-class Pan BBC resourcing and workforce model that supports the corporate objective to attract and retain talent.
With looking for a job and a partner online being the biggest ‘purchases’ we make online what can we learn from the world of human attraction and online dating. The science behind online dating tells us so many tips and tricks that we could and should be doing in our attraction methods.
Increasingly, in-house recruiters and HR professionals are using Talent Mapping and Talent Planning as a key part of their strategy for executive recruitment. Mark Senior, Managing Director of Henley Research International, a leading executive research firm, explains why this approach accesses the best executive talent, is time-effective, cost-effective and projects your employer brand.
How can Talent Acquisition use HR data to help business stakeholders make informed business decisions? What techniques can you apply to drive strategic recruitment conversations vs. traditional reactive hiring requirements? In this session Ben will share some thoughts and his recent experience at Arm on building out a strategic TA function to engage HR and senior stakeholders, and how to effectively use TA and market insights to help them build compelling business cases
In this brave new world of inclusivity we all have the opportunity to drive real cultural change in our world of work. Gareth and Rosy from Carnival UK tell their story from the last year - from difficult beginnings of opposing agendas through to true behavioural change at the senior level. It’s not all been easy though…
With only 6% of UK candidates actively seeking a new role, how can you tap in to your own workforce and reward them for the hires they generate. With employee referrals representing better quality hires who typically stay longer the oldest form of recruiting is now the hottest opportunity for companies looking to secure the best talent. Josh will share with you, how to engage your workforce and make your employee referral scheme actually work!
Taking a marketing-led approach to talent attraction and retention to bring the employee journey alive and create stand out engagement.
Understanding how the latest technologies, such as machine learning can augment - not replace - a recruiter is key for strategic HR professionals. These advances are crucial to ensuring companies remain at the cutting edge and maintain high performing, competitive, recruitment strategies.
Social mobility has become a dominant focus in the area of diversity and inclusion. Taking up this challenge, Civil Service Fast Stream and Early Talent made accelerating social mobility a critical priority, with the aim to develop and action a new strategy, to genuinely shift the horizons of those from less privileged circumstances. Early indications of outcomes are encouraging – resulting, for instance, in Fast Stream being identified as the top public sector body in the 2017 UK Top 50 Social Mobility Employer Index. This session sets out how this was achieved and outlines some of the benefits and challenges arising from this activity.Click here to book this session
The Innovation Team at Resource Solutions trend-watches at a consumer level in order to stay in front of developing trends in HR and Recruitment. This year, in our mega-trend framework, we’re investigating how recruitment will meet the challenges of digital communication; how we will continue to use data to drive sourcing, engagement and decision making; and, as we enter the brave new world of Artificial Intelligence (AI), machine learning and automation, we’re exploring how this will help us to be more productive and offer ever more personalised experiences.
Research from Totaljobs and Robert Walters delves into the Skills Shortage facing the UK in 2018. Join us to find out predicted recruitment trends, the issues facing the industry and most importantly, to learn innovative solutions to help you hire smarter across some of the UK’s key sectors in the coming year.
In this seminar Mervyn Dinnen, author of Exceptional Talent, will challenge the way we look at selection, on-boarding and retention by offering some of the strategies enterprising organisations take in redefining talent and creating an employee experience that drives development, engagement and productivity.
Treating candidates as customers helps to establish expectations, perceptions and perceived fairness of the application process. Candidate experience defines every interaction and touch point that a candidate has with the company throughout their application journey, hopefully from initial attraction all the way through to job acceptance – it defines and sets the tone for your employee/employer relationship and their perceptions of the company.
The application process, interview stages and every communication in-between impacts the candidates level of engagement and satisfaction with the hiring process and can make the difference between an offer being accepted…or not. Putting the candidate at the heart of the hiring process should create future ambassadors for your company, regardless of their ultimate outcome.
As we work through the disruption of traditional work models and focus on the implications of a gig and machine economy there has never been a greater need to focus on attracting a diverse workforce from the broadest pool and leading it inclusively. To explore the future of work, join Fleur Bothwick, OBE, Director of Diversity and Inclusive Leadership for EMEIA at EY and co-author of the record selling book, Inclusive Leadership
An employer brand is too restrictive in today's economy, the methods of building one outdated & too focused on keeping everybody happy.This seminar/masterclass explores * the difference between an employer brand and a people brand. * the importance of identifying top performers when building a brand * the ease in which to identify values and brand essence without endless focus groups * advanced marketing tools that work in the people economy
Working with a large cross section of clients, as well as designing and implementing Data Strategies within several in-house roles, has given Nicky Bizzell a unique insight into the common mistakes companies make when deciding on their approach to data.
From engaging with your suppliers, to data integrity, business impact, culture change and embedding, Nicky will take you through the key mistakes to avoid when implementing a Data Strategy and how to maximise the benefits of your (probably considerable) efforts.
An opportunity to hear some of the lessons learnt by CCEP’s Talent Acquisition team as they support the on-going mission to put Diversity & Inclusion at the centre of everything CCEP does, with some practical insight into what has worked (and what hasn’t).
'What is artificial intelligence and how is it applied to recruitment? How can it be used to help inform hiring decisions and how can it improve candidate engagement? In this session, we explore how it can and is being used in talent acquisition today and the 5 key areas this will change recruiting for the better.
For the very first time, your job ads can be programmed to search for a meaningful candidate, rather than relying on the candidate to search for your ad. No more ‘post and pray’ recruitment campaigns.
Alastair Cartwright from Talentscape provides a series of insights into how Programme Advertising is transforming the efficiency and extending the reach of their clients' advertising budget.
From newspaper adverts, handwritten job applications and the rise of the internet, the recruitment function evolved to an online driven, data-focused, experiential, culture-driven hub of most organisations. But what next? Host Martin Dangerfield will be joined by a panel of talent acquisition professionals and innovators to talk about the future of recruitment, the impact of ai, automation, consumerisation of the candidate experience and lots more.
How would you build the business case to build up talent intelligence capability internally? What is TI, what is the potential impact and how can you harness it.
Lyndsey Simpson, CEO of The Curve Group is chairing a panel discussion with the Heads of Internal Recruitment and Talent of some major companies that have embarked on unusual and challenging project outsources. Hear the real life case studies and have the opportunity to ask questions direct to the In-house Leaders who have used project outsource solutions to solve short-term problems
A client story with Glassdoor!
30 minutes to walk through my approach to assessing and improving an internal hiring function, reviewing people, process and technology prior to making big changes.
Technology is rapidly changing the role if the recruiter with many fearing that AI will soon take over! In this presentation, Johnny shares his insights and the results of the latest Global Recruiting Survey which reveals how a new type of "Super Recruiter" is embracing technology and upping her skills to be ready for the next transformation in talent acquisition.
Corporations are facing increased competition from tech players and start-ups and now need to put increased efforts to differentiate themselves to attract top talent. Involving employees to communicate their personal stories is the most effective was to differentiate yourself and inform candidates of the compelling offer you have. Attend this session to learn how to put an effective ambassador programme in place, train your employees to share stories which are persuasive to candidates and leverage data around candidate behaviour to spot the right ones for you.