Dedicated 1 Day Summit for In-House Recruitment Professionals
Trends in aspects such as technological advancement, workforce demographics and ways of working all have an influence on employee preferences and expectations for employment. This session will discuss the changing world of work and its implications for workforce attitudes and the employee experience. In particular, we will consider how organisations might develop an employee experience to attract and retain the employees of the future.
In March 2020, the impact of the first lockdown on recruitment activity was significant for the majority of us. As we emerged from the worst of the pandemic, many of us had our busiest years on record only to be buffeted once again by the economic headwinds and market slowdowns of the last 18 months. What can be done to build and lead an agile and resilient in-house service? An in-house services that is able to navigate these highs and lows in the talent acquisition space more effectively to drive sustainable service delivery to our stakeholders?
Explore the transformative power of Human-Centered Design in enhancing candidate and employee experience. Discover practical strategies for applying empathetic design principles to recruitment and HR processes, ensuring a more inclusive and satisfying journey for all stakeholders. Learn how to effectively map out employee touchpoints, identify pain points, and implement innovative solutions that prioritize user needs, fostering a positive organizational culture and increased engagement.
15 drivers are pushing you and your people over the edge. Modern work and management are responsible for most of them. In this session you will get to understand the drivers and how to build a more positive relationship with them to prevent burnout and build resilience
The Labour party pledged to introduce new employment legislation within 100 days of forming a government - a deadline which falls just days after the IHRE24 Summit Birmingham. Ian will highlight the key developments employers should be aware of and discuss how employers can prepare for their new obligations.
In today's business landscape, organisations are facing the same recruiting challenge — the continual quest for top talent that puts them ahead of the competition. This means that talent acquisition transformation i.e. the move away from low-value, reactive recruitment towards high-value, strategic resourcing is an even greater driver of competitive advantage.
But this doesn’t have to be a massive change. It’s all about talent acquisition functions evolving, sometimes incrementally, to better align people, strategy, processes and technology with business goals to deliver more impact for your organisation In this session we will:
demystify the journey of talent acquisition transformation to understand why talent acquisition transformation is not just an option but a necessity in the current competitive landscape
understand how to build a business case for talent acquisition transformation that gets buy-in at all levels of your organisation
share best practices, tips, and proven strategies to assess your current progress, recalibrate your approach, and plan the next steps towards achieving an optimised, mature talent acquisition model
learn how to engage and bring people along with you on the talent acquisition transformation journey
12.3 million people in England and Wales have a criminal record. People with convictions can often go overlooked when employers are thinking about attracting talent, or enhancing their organisation’s diversity. Forward-thinking organisations understand that a diverse workforce is good for business, but they don’t always know where to start when recruiting people who have had contact with the criminal justice system. Join leading criminal justice charity Working Chance to find out why hiring people with convictions is good for society and great for busines
What’s the one thing that you can do to retain the talent you have, and attract the talent you need, even in the face of challenges like remote geography, sector awareness, and skills shortages. For us, the key was collaboration. And the creation of an employee value proposition that not only aligned to our corporate brand, but that elevated it. In only 12 months we’ve created the building blocks for future success; EVP/employer brand, talent communities, recruitment marketing and recruiter mindset, and delivered £3.1m ROI by applying what we learned along the way.
Join us as we uncover how the expert recruitment team at the Welcome Sanger Institute harnessed Agile working and Lean principles to revolutionize their processes. Discover how they achieved exceptional efficiency, enhanced connectivity, expanded capacity, and consistent organisation, transforming their work from overwhelming to success.
How has recruitment evolved and changed over the 10 years we've been running our events? Is the InHouse Recruiters job fundamentally different? And how have your priorities and skills changed? In this lively panel session you can join Talent Analyst and Author Mervyn Dinnen, along with Global Talent Acquisition, Employer Brand Leader Colin Minto, and Emma Parry,Head of Changing World of Work Group at Cranfeild School of Managment, as they look back over how the recruiting discipline has developed over the last 10 years, and take a look at how this evolution is likely to continue over the next 10!
How has recruitment evolved and changed over the 10 years we've been running our events? Is the InHouse Recruiters job fundamentally different? And how have your priorities and skills changed? In this lively panel session you can join Talent Analyst and Author Mervyn Dinnen, along with Global Talent Acquisition, Employer Brand Leader Colin Minto, and Emma Parry,Head of Changing World of Work Group at Cranfeild School of Managment, as they look back over how the recruiting discipline has developed over the last 10 years, and take a look at how this evolution is likely to continue over the next 10!
We will be looking at how the function has changed since Covid and how we are adapting our ATS to meet new recruitment challenges faced within the Social Care sector.
It’s said that first impressions count, what if the first impression of your organisation is a job advert? Unfortunately, role descriptions can be susceptible to unconscious biases, especially when written by hiring managers and not HR & TA professionals. Understanding how to communicate vacancies in an inclusive way will support your social value and increase the engagement of a diverse pool of talent - taking advantage of the future skills economy.
In House Recruitment Expo attracts visitors from top UK and global companies including:
