Overview is how to engage with hard to reach talent pools and why to engage with a partner.
In this ever changing landscape, attraction, assessment and pre boarding are crucial in Early Careers hiring. How can you make the most of your recruitment process to ensure not only you hire the right talent for the future, but that your business is hiring what is most needed.
We look at ways that your recruitment process may create barriers for diverse candidates, and how to remove those barriers, including in:
Candidates today make snap judgements about whether they want to go and work for an organisation – often based on the candidate experience. As a result, organisations enhance spend and increase activities to make the candidate experience as exciting and engaging as possible. Once a candidate becomes an employee, a lot of the aspects that played a role during their candidate journey evaporate. Speed, decisiveness, and gamification are often a long way away from the experience of an employee. The immediate impact: anticlimactic cognitive dissonance. So how do we manage to bring our candidate experience in line with our employee experience? This session will explore where experience design needs to start, why company values are so important in the design and how to approach technology to ensure it supports how candidates AS WELL AS employees experience our businesses.
Diversity in the workplace is all about creating an inclusive environment, accepting of every individual's difference, enabling all employees to achieve their full potential and as a result, allowing your business to reach its fullest potential.
Attend this session and hear from Simone Powell Payne, Director of People at Index Exchange – on implementing effective DEI strategies to foster a positive and welcoming work environment.
We have a dream to make you the Employer of Choice so you can Attract, Retain, and look after your valued staff.
We’ll be taking a look into some of the key areas and touch points of attracting and attaining passive candidates and why creating a consistent strategy is important
How can we create a candidate experience that is memorable, for the right reasons, whether the candidate is successful or not. Is it possible to merge a quality, efficient process with a positive candidate journey.
Where are we now – the talent landscape and the evolving role of workforce leaders adapting to managing talent in a whole new way. How best to develop and lead in a candidate driven economy with more businesses needing to upskill and reskill. Making sure you survive the recession with talent intact.
Join our session with Daria Levitskaya and Ana Pinto from HR team at Schneider Electric in the UK & Ireland and get to know how the company is using AI to help employees to own their careers and how this is transforming the way how they recruit, develop and build succession planning.
Roy from RNIB is partially sighted and will share his story of working in various roles and sectors, the successes and challenges after losing his sight. You'll gain an understanding of: number of people in the UK living with sight loss, how many are in employment and what types of jobs do they do? Misconceptions of being blind or partially sighted. why it matters for diversity and inclusion and the value blind and partially sighted people can add to a workforce. ways to support your existing employees and reach untapped jobseekers who have sight loss. free guidance and training available to employers and employment professionals.
How to reduce your time to hire and increase retention by focusing on the 3 essential A’s of hiring: Alignment, Assessment and Acquisition
The way graduate recruitment is done hasn’t really changed in a generation. The milkround which started in the 1960s where large companies attempt to skim off what they believe to be the cream of the crop, leaving the majority behind, perpetuates to this day. In this session we explore how removing barriers from your selection processes opens up a rich pool of talent. We will also consider how a well-constructed internship programme can contribute to a diverse and inclusive talent pipeline for your business.
Universities and others are developing new routes to advanced digital skills, tailored to the needs of diverse groups of learners. Rachid will discuss the changing landscape of education and training, the approaches to attraction, teaching and support that are making a difference and the ways in which both learners and employers are benefiting
Discussion points will include: Identifying requirements at the start of the process, understanding the motivating factors behind new tech, and getting buy-in
As organisations look to build more diverse and inclusive workplaces, technology has become an increasingly important tool for achieving these goals. Technology has the potential to both reduce bias and expand access to job opportunities for under-represented groups.
In this seminar, we will explore some of the ways technology can be leveraged to support inclusive hiring efforts.
Our speaker will share her insights and expertise on topics such as:
Removing bias from hiring: The role of technology of reducing bias in the recruitment process
Accessibility in recruiting: How technology can be used to create more accessible careers sites and job descriptions
Diverse candidate sourcing: The power of AI and other technology-enabled tools for identifying and engaging with candidates from under-represented groups
Virtual and remote hiring: The benefits and challenges of virtual and remote hiring, and how technology can make these processes more inclusive
Data analytics for inclusive hiring: How data driven insights can help organisations to identify areas where their hiring processes may be falling short in terms of diversity and inclusion
Overcoming behavioural barriers to successfully adopting new technology, how to address perceptions, concerns and risk-aversion when exploring new tech
In this fireside chat interview the HR & Talent analyst, author and podcaster, Mervyn Dinnen, will speak with John Hull (Head of Resourcing at Balfour Beatty plc) Emi Beredugo (Senior Manager, Recruiting Enablement) and Dave Scott (Talent Acquisition Partner at C & C Group) as they try to make sense of generative AI and its potential impact on the InHouse Recruitment sector. They will look at how AI might help recruiters and candidates, how the role of InHouse professionals will develop, and consider any potential pitfalls.
Embedding tech into your processes, and what successful implementation should look like