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.
This includes:
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
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.
Session overview to follow
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. Panel speakers to be announced shortly.
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.
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.
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.
Challenging perceptions of recruitment in Higher Education - less public sector, definitely more robots.
In House Recruitment Expo attracts visitors from top UK and global companies including:
