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? RecruitCon’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.
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.
Recruitment is getting tougher. Oleeo research has found that businesses are losing 14% of their staff each year, only to see 39% of their new employees leave within six months wasting an average of £125,347 a year on failed recruitment. Selection needs to get smarter if this wastage is to stop. This session will see Oleeo explore how to get smarter at talent identification and be more robust at hiring best fits in faster times including employer case studies.
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
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
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.
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
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.
How many of you think your ATS is the worst piece of technology EVER ? You may be right, but more likely it wasn't bought with much thought and doesn't meet your needs. The days of six-figure contracts being the norm for one piece of vanilla tech are over and the future is your own configurable technology stack that adapts to your changing needs......all you need to know is how to buy it !