A practical view on the challenges for a large recruitment team in driving change.
In this competitive world for high quality candidates, are you spending a disproportionate amount of time searching for candidates on LinkedIn or sifting through 100’s of irrelevant applicants via your ATS? Could you be using research and evidence based recruitment to better target your candidates via social media or other marketing channels?
I’ll show you another way; through the utilization of research and marketing techniques. It’s cost effective, can be delivered by you, and should save you time to focus on building better relationships and partnerships.
The UK unemployment rate is currently at the lowest it has ever been, putting more pressure on UK employers to be proactive as they source and recruit the top talent. In this session, we'll draw upon some of our most recent research pieces and explain how you can get the most out of your CV searches, in order to be proactive with your hiring efforts in 2019 and beyond.
A current view of the UK labour market
How to target passive candidates
A step-by-step guide to using Boolean
What you can achieve through a CV Database
Karen Moran, Director of Disruptive HR shares the latest trends and innovative approaches in talent attraction and candidate experience, including:
Why traditional approaches to attracting talent are changing? a new way of thinking about talent attraction that can transform our approach ideas to develop a compelling employment brand The new look for in-house recruitment functions
The ISE reported in 2018 that “where degree apprenticeships are being used they are tending to replace graduate vacancies”. Our research seeks to understand if graduate recruitment model is going for good as companies grow their own talent for less cost and with visible benefits. This session will explore the impact of the levy on strategic talent pipelining being released later this week through 121 interviews and surveys with Graduate and Apprenticeship Leaders across sectors. Takeaways will include insight into what your peer organisations are doing with suggestions on how to benchmark your own strategy.
Join Charles Hipps, CEO and Founder of talent acquisition technology leaders Oleeo, for a session that will offer best practice advice on how to make the most out of artificial intelligence (AI) and machine learning as a focal part of your recruitment activities.
This session will help you understand how AI can:
Break the sources of talent wide open and address talent scarcity head on
Ensure organisations focus more on candidate relationships and less on admin
Foster greater diversity & reduce bias
Reduce costs, improve business performance.
Join Josh Willows, Head of Corporate Sales at Broadbean, as he discusses how to nurture social advocates within your business to help create an employer brand and referral scheme that provides value to candidates beyond job opportunities.
How do you create an authentic recruitment story? What’s the ‘method’ to shaping targeted messages to individual candidates? Can you convey your overall employment brand promise in every communication? Find out how you can bring together the ‘science’ and the ‘art’ of storytelling to create an immersive narrative and inclusive messages - winning the hearts and minds of the people you want to recruit - in all attraction channels.
This session considers practical approaches to attracting and selecting disabled candidates, drawing on specially commissioned research and successful Civil Service disability and graduate programmes.
What to measure and when to measure it.
Still using careers fairs as your main route to find your next generation of student and graduate talent? Well the world has moved on. And at pace. In this session I’ll explore how the U.K. HE and graduate recruitment sector has dramatically changed over the last five years and what this means for students, universities and employers alike. I’ll wrap up the seminar with leading practice examples from across the sector and a range of ideas for how you can refresh your approach to graduate recruitment.
You'll get a look into what we've learnt working with global brands to attract tech talent and finding out what their secret is
How to gain key insights into the human truths; what we've heard, what they like and how to stand out to attract and engage
To build a talent attraction campaign based around making friends first before you need them
Martin Dangerfield, founder of consulting firm DANGERFIELD hosts a panel event that explores the impact of automation on all things recruitment and offers practical advice on what is working and what is work in progress. Panellists include: Gemma Lockhart,Tara Clarkson,Nik Sobolev,
Riham Satti & Roland Hoxha
As the competition for talent continues to intensify, Lee offers an insight into how IBM is creating differentiated talent attraction offerings and personalising candidate and hiring manager experience through digitisation, AI, and use of Agile.
In this 30 minute session I’ll be sharing my experience in building a talent community in a new location. How we went from zero presence to a tech office and active talent pipeline in 5 months. We’ll look at the strategy, and key elements which helped to drive success, then finish off with takeaways to help you develop talent communities in your respective industries.
Contingent workers form a key part of any dynamic workforce – in the face of the huge legislative change in our sector coming in April 2020 - how do HR, Talent and procurement partner to deliver a best in class total talent strategy whilst managing the risks and challenges IR35 will bring.
This session will explore: - Emerging trends and how recruiter/TA profiles might need to adapt from traditional profiles - Research around how TA professionals regard their current levels of capability to deliver in the new world - Areas of focus and differentiation for individuals and teams - How admitting development gaps opens up a world of learning
Setting the right culture for your Start-up (or scale-up) and hiring the right people is crucial to the long-term success of your product and team. Jason Waterman has built numerous start-ups teams over the past two years at BCG Digital Ventures, and will share some ideas on how to get this right and avoid a toxic culture.
Sue Ransom will take you on GSK’s digital journey, featuring insights on GSK’s results on attracting & retaining specialist digital talent by experimenting with new methodologies.
As TA functions begin to work more strategically the traditional role of ‘recruiter’ has changed again. With increasing foresight of hiring needs across the business recruiters are being asked to resource roles that are one, three, or even six months away. This session looks at the practical activities required to put TA strategy into action.
How Mencap have been able to increase interest in roles and recruit an additional 25% staff
What is automation? How is it currently impacting the world of recruitment and what does the future look like?
Discover how you can get your hiring organisation to rise above the volume of reactive recruiting to truly become strategic pipeliners of talent or even agile recruiters whilst still filling the mountain of roles in front of them. Easy? No, but it's a lot simpler than you think!
A fireside chat that explores how our TA functions have evolved and developed senior hiring in-house. Moving from big 5 search firms, to building credible in-house solutions, that have created market insights and data touch points that create business direction and outcomes. Kean August and Neil Purcell will support the conversation.
Iceland, the UK’s leader in frozen food, has sales of over £2.7 billion, employs over 22,000 people and operates over 900 stores across the country. For the past 12 years, Iceland has been ranked by the Sunday Times as one of the ‘Best Big Companies to Work For’.
With the growing success of the business, Iceland needed to modernise its manual stores recruitment processes with an online platform that would enable them to process an increasing volume of job applications more quickly, improve security and empower hiring managers with greater visibility across the recruitment lifecycle.
John Crossland, Iceland’s Retail Recruitment Manager tells us about this journey and how Kallidus’ technology is helping Iceland to manage the demand on the recruitment team and half the time to recruit, particularly around busy seasonal recruitment drives.
Challenging perceptions of recruitment in Higher Education - less public sector, definitely more robots.
Looking beyond the CV how can we recruit and attract the right candidate, with the right values and the right skill set
We will explore why companies are ramping up their apprenticeship programmes, how they compare to graduate programmes, and share best practice when it comes to recruiting apprentices and setting them up for success