If we are to attract and retain the best talent in our organisations, why might our approach to hiring need to change? What can we learn from the most successful and progressive organisations and what new skills and mindsets might in-house recruitment teams need to develop?
The way we work looks a lot different than it did even a few years ago. So, why doesn’t the way we recruit? Matt Bradburn's closing keynote will explore how advances in technology, shrinking unemployment, and soaring tuition have transformed what employees expect from an employer, and vice versa—and how those changes can, and should, shape the way you hire. For example, with fewer people able to saddle the rising cost of higher education, coding academies are an increasingly popular alternative to college. Google, Apple, IBM, and others have already dropped their college degree requirements in response. So, how should recruiters respond? We’ll talk about the opportunities and challenges these changes present and how to make the most of both to move your hiring into the future.
How we moved the dial in finding the right talent: lessons learned in tech recruitment (both technology and technical) to encourage the talent we want to see us as a destination employer.
This session introduces the Gatsby Benchmarks of good career guidance, their role in the current Career Strategy (2017) and the impact their implementation has had on stakeholders in the North East where a pilot has been taking place. It concludes with a consideration of the different ways in which businesses can work with schools to develop links and pipelines.
Building an effective EVP and employer branding strategy can be a complex, time-consuming process. This practical session sets out to show how great results can be achieved using simple tools and proven steps in an easy-to-follow roadmap, drawing on experience of work with a variety of leading employers. From defining objectives to managing stakeholders, from brand toolkits to adapting the EVP to different audiences and markets, this session has useful and actionable content for anyone with a stake in employer reputation.
Hiring for tech roles comes with a unique set of challenges. In this session, learn how to clearly communicate technical requirements and how to best engage tech candidates. From job descriptions to outreach emails, the Stack Overflow Talent team will ensure you're set up for success.
Recruitment is getting tougher and needs to strengthen the ways that it enables HR to drive improved business outcomes. The result of this is a pressing push towards Datafication with a focus on improving both efficiency and effectiveness in all parts of talent acquisition including diversity & inclusion. In this session, Patrik Heggberg, a recruitment technology veteran spanning two decades, explores megatrends making Datafication the next big thing in HR for 2020 and beyond.
With Brexit, IR35, Gen Z hiring, Diversity, Employer Brand, new HR technology, candidate experience etc. where should the Talent Acquisition Director of 2020 focus.
Martin Dangerfield, Talent Director at UNiDAYS shares his focus areas and what he see's as the challenges and opportunities for the year.
A look at the pitfalls, mistakes and learnings from the perspective of a 3 year old British Tech startup.
The early careers landscape has changed considerably in recent years. Employers now recruit students into a wide range of programmes at different levels. And technology has changed how employers attract and hire students. Using research from the latest ISE annual survey, Stephen will outline the latest trends in student recruitment and development as well as recruiting levels and salary data. He will also explore how the apprentice levy is impacting employers and how policy may have to change to fund the government’s plans
Do you know what skills and talent your organisation is going to need in the future? And are you recruiting the right number of people, in the right way, with the right skills, at the right time to meet those needs? If not, you’re not alone. Most organisations simply take a best guess about things like apprentice, placement, intern or graduate hire numbers each year, or offer a fairly minimal number of future talent routes into the organisation. In this session I’ll offer some insights and share a simple framework to take a more strategic approach to your future talent strategy, planning and entry routes.
To deliver on your Talent strategy, you need to view the whole of the talent landscape, Societe Generale decided against an RPO and an MSP, they chose total talent acquisition. Come along to find out why and the results that their bold decision has delivered. Key results have been
· Retention of team and IP during recruitment freeze
· Innovation roadmap
· Thought leadership on diversity
· Competitive advantage through Employer brand
According to CV-Library research, a high percentage of hiring professionals want to reduce their time to hire next year, but how can you actually achieve this? This session will explore key actions companies can take at each stage of their recruitment process to help streamline it in 2020, including:
Perfecting your job adverts and careers page: Ensuring candidates understand what it’s like to work there, what the role involves and what’s required of them throughout the process Benefiting from better job matching: Using the right tools which push your jobs in front of the most suitable candidates, to help you achieve the best results Streamlining your applications: Considering whether to use profile apply, CVs, or application forms and what success looks like for your company Considering collaborative hiring: Maximising employee referrals and tapping into other areas of the business to help build your talent pipeline
In this session, the FIRM share their latest annual research from across the industry and look at what current trends tell us, and how this narrative can give in-house recruiters a clue into how to make the greatest impact in 2020
One element of the candidate experience that InHouse recruiters appear to have limited control over is the interaction job applicants have with hiring managers. How will the interview go? What will the feedback be? And can they sell the opportunity? In this session talent analyst Mervyn Dinnen will preview his exclusive research report on how hiring managers are performing and suggest ways in which InHouse teams can exert more control to help make hiring managers more effective.
Diverse businesses outperform homogeneous organisations . But how do you hardwire inclusion and a sense of belonging into your organisation? How do you get it to become the DNA of your business? In this groundbreaking talk Toby Mildon, Diversity and Inclusion Architect, shares some of the challenges that organisations face in becoming more inclusive, some of the common mistakes they make in changing their culture (so that you can avoid the same mistakes), 7 best practices on how to hardwire inclusion into your organisation and why this is important to future-proofing your business.
Scene setting, planning, delivery, iteration, delivery....
What is this Neurodiversity thing that everybody is talking about! We are facing a digital revolution and we lack the skills and people to lead us through this period of continuous transition. It’s those who think and act differently that will guide our organisations and fill the chasm that is appearing in our teams and functions. I’ll excite, delight and amaze you at the potential of these superheroes. But you best be ready to get up of your backsides and take some action!
With so many companies running work experience for either students in local schools, or for children of friends and family of employees (or both), there are a number questions to be asked: - why run work experience – CSR or a talent feeder? - what do we as a business want to get from it? - how much time and resource do we spend on it as a business? - how good is the experience for the young person? - what happens afterwards?
Employee Advocacy is the most authentic and sustainable way to tell your employment story. But how do you nurture a culture of advocacy? How do you empower your people? And how can you measure engagement and the overall ‘experience’? Chris Heron, founder of the employee experience and advocacy diagnostics platform Visibly.io, joins Steve McNally to reveal all …..
What can we learn from the sales and marketing function in sectors such as airlines and banks? How can we better understand the experience of the candidate? What quick wins can be implemented to enhance the experience? What role does the hiring manager play? Drawing on Cranfield University’s method, I hope to show that mapping your customers’ journey does not need to be a complex, time consuming task, but can enhance your customers’ experience.
A student recruitment strategy that is serious about diversity has to take into account all talent pools and look at social mobility. Join this practical seminar, where Rowena, PeopleScout’s early career expert, will share industry best practice and unique case studies to help to achieve your diversity ambitions and better social mobility. Her presentation will include examples of how to: 1) identify and target students from lower socio-economic groups, 2) channels, tools and techniques to attract, assess and recruit students from diverse and lower socio-economic groups, 3) recruitment marketing techniques for this hard to reach audience. There will be a competition and prizes on the day!
What I learned from developing an EVP and implementing an employer brand from scratch, how we did it for less than £20,000 and tripled our hires in 12 months
Mindful of the lightening pace of change in the consumer trend landscape, we take you on a journey of the latest trends driving recruitment today. Moving beyond the hype and into the reality of using innovative new tools every day in recruitment, we look at AI, Chatbots & RPA and how they’re moving from concept to production; Ethical Innovation & why it’s important to look behind the algorithm; and Diversity & Inclusion: Tech & Societal Trends. You’ll take away concrete examples of case studies and technologies that work, as well as thoughtful tips on how to evolve towards an augmented workforce of the future.
In this session, Andy Long of National Express will look at skills / capability / disciplines an in-house team may need to be effective.
A look at the changing role of employee advocacy on social media, and how companies are empowering their employees to share their workplace stories online.
The handover from TA to hiring managers is the most crucial part of the recruiting process. And yet, more often than not, it is fraught with issues which could be easily avoided. During this session, Holly will share three core tips to solve these issues, which will immediately boost success and stop the time wasting!
Talent acquisition strategies have not maintained the pace of advertising. Leo Harrison, previously the Global COO of OLIVER spent 15 years building in-house advertising agencies for global brands. He shares his vision and belief that talent acquisition teams need to think more like advertisers and not like recruiters.
“Content, Social Media and SEO have created more opportunities than ever to engage with talent”.
Leo will share his experiences on how he attracted talent as an unknown brand in the early days and opened in markets that many people couldn’t point to on a map.
In House Recruitment Expo attracts visitors from top UK and global companies including:
