At this session we show you how to build talent pools that positively affects both the recruiter and the candidate experience. In particular we will be exploring the following points that will help to maximise the ROI on any marketing spend:
How to use a marketing approach to grow and scale your talent pools by building relationships
We believe that if companies and people each know the best fit for themselves, matching them together is easy. And, if companies and people continue to live up to their promise, they should always be happy together. Your employer brand helps achieve this.
An effective employer brand should be the top priority of every competitive business in the world, because the people behind the brand are the only true competitive advantage left. But your employer brand isn’t words, logos and what you do: It’s who you are, how you make people feel and the experiences you create. And the good news for your business is that a strong employer brand and employee value proposition brings nothing but benefits.
Quite often inhouse TA teams are seen as administrative functions by hiring managers across the wider business, almost like a concierge service.
In this session I’ll share with you how we achieved 100% direct hiring in our IT function without any deep dark sourcing wizardry, big budgets or fancy marketing campaigns, but by truly partnering with hiring managers and the leadership team.
I’ll also share how we took this approach and have since implemented it in other business areas with similar success.
Find out how you can effectively identify your EVP and how best to use this information to attract and retain the best talent for your business. Analysis of your Employee Value Proposition is becoming an essential part of candidate attraction and retention Unlike Employer Brand, EVP can vary substantially within an organisation - with different business areas employing different personality types, who are attracted by different EVP factors. This session provides in-house recruiters with an easily understandable framework that they can use to better understand their own EVP.
Martin Dangerfield talks about how the practical use of AI has arrived, how to get the best use of it and where we need to add more human intervention.
Moving from being a Recruiter to being a Talent Advisor takes much more than just an update of your LinkedIn Profile. From renaming the Intake Meeting to presenting Insights and leveraging the Trade-Off Triangle, find out what you and your team should be doing to work more like a partner and less like a CV pusher.
Historically RPO has been seen as an alternative to building an in-house recruitment function, but now it is far more common that RPOs become a flexible extension to the in-house team. Charlotte Todd-Smith will share several examples of how ResourceBank has filled specific short-term needs for in-house recruitment managers, allowing them to focus on strategic talent attraction and branding.
LinkedIn remains the number 1 platform for sourcing professionals so knowing it’s algorithms, hidden areas and alternative search methods are essential to all recruiters. There are big differences between LinkedIn accounts, did you know free accounts have additional search filters to the paid ones? Some paid for filters can actually be used for free and in this session Martin will show some of them.
Snapchat and Instagram are two of the most visually appealing and fastest growing social media platforms - they’re also the ‘go-to’ social networks for younger Millennials and Generation Z. The opportunity for employers is clear, but how can you engage future talent on these platforms?