Here at NICE the work we do transforms lives, which is pretty amazing. But nobody really knows what it’s like to be a NICE employee. My job has been to open the curtains and lift the blinds to life at NICE, and I’m doing it by the power of the employee x 650. No real budget, no team to call on and no creative agency, just ideas, opportunities and the passion to make stuff happen.
· The BBC is a truly creative organisation and our workforce is the most important corporate resource we have, are at the centre of everything we do and ultimately together we are responsible for delivering the BBC’s overarching mission: to inform, educate and entertain. In April 2016 the BBC insourced the recruitment function establishing a single point of accountability to drive a co-ordinated workforce strategy and new approach for all types of hires.
I will share learnings from our transformation to build a best-in-class Pan BBC resourcing and workforce model that supports the corporate objective to attract and retain talent.
What is artificial intelligence and how is it applied to recruitment? How can it be used to help inform hiring decisions and how can it improve candidate engagement? In this session, we explore how it can and is being used in talent acquisition today and the 5 key areas this will change recruiting for the better.
Does your recruitment strategy consist of a few vague objectives in your wider HR/People strategy? Do you wonder what needs to be included in a recruitment-specific, in-house resourcing strategy? If so, you’re certainly not alone.
In this presentation, Stuart Jones, founder of Insource Talent, will share his framework for building a specialist, in-house resourcing strategy that’s directly aligned to your overall business objectives.
As technology moves so fast the digital world continues to evolve, we need to make sure we consider the art, the feelings. People feel first and think second, to connect with people we need to be more human than ever before. So, how do we uncover the human truths?
Like never before people can see into your organisation – the greenhouse effect, they can see if you help people grow, how hot it can get there, what it's like and there will be positives and negatives to this.
In this talk, we will be exploring how to leverage the essential components of a recruitment marketing strategy to build such relationships: Candidates, Conversion, Communities and Content.
What you'll learn: how storytelling works on a neurological level and how businesses in other sectors have achieved success with it, how to use persuasive stories to improve your employer brand in an authentic way - a critical point for anyone who recruits millennials or Gen Zs, and practical ways to make storytelling work: which types of stories, avoiding pitfalls in storytelling, and how to boost your career site and other key recruitment channels without having to start from scratch.
Social mobility has become a dominant focus in the area of diversity and inclusion. Taking up this challenge, Civil Service Fast Stream and Early Talent made accelerating social mobility and a critical priority, with the aim to develop and action a new strategy, to genuinely shift the horizons of those from less privileged circumstances. Early indication of outcomes are encouraging - resulting, for instance, in Fast Stream being identified as the top public sector body in the 2017 UK Top 50 Social Mobility Employer Index. This session sets out how this was achieved and outlines some of the benefits and challenges arising from this activity.
While there’s much talk about how job boards are ‘dying out’ this couldn’t be further from the truth. Like many others, job boards adapt to changing trends across the market and remain an invaluable source for finding top talent. This session will cover how job boards have evolved and why they should remain your number one source for finding talent, including:
How to get the most out of your job board in 2018 and beyond to improve time and cost to hire Why you should consider integrating your Application Tracking System with your job board, reducing candidate drop-offs Integration with Google for Jobs and how this can boost the amount of traffic to your jobs Opportunity to have your jobs posted on niche and regional job boards for no extra charge – these sites are growing in popularity amongst candidates and many cite these as the future of the industry The future of job boards, including pay per performance models
Martin Dangerfield leads panel debate on how the in-house recruitment function has evolved to where it is today and yet still has some way to go. We'll look at technology, consumerization of the candidate journey and why we all struggle to say no.
With Panellists: Lee Harding -Shop Direct , Alan Walker -Udder/#ChatTalent, Theo Smith - NICE & Catherine Hearn- BBC.
Treating candidates as customers helps to establish expectations, perceptions and perceived fairness of the application process. Candidate experience defines every interaction and touch point that a candidate has with the company throughout their application journey, hopefully from initial attraction all the way through to job acceptance - it defines and set the tone for your employee/employer relationship and their perceptions of the company.
The application process, interview stages and every communication in-between impacts the candidates level of engagement and satisfaction with the hiring process and can make the difference between an offer being accepted... or not. Putting the candidate at the heart of the hiring process should create future ambassadors for your company, regardless of their ultimate outcome.
Working with a large cross section of clients, as well as designing and implementing Data Strategies within several in-house roles, has given Nicky Bizzell a unique insight into the common mistakes companies make when deciding on their approach to data. From engaging with your suppliers, to data integrity, business impact, culture change and embedding, Nicky will take you through the key mistakes to avoid when implementing a Data Strategy and how to maximise the benefits of your (probably considerable) efforts.
Many recruiters search in the same places, using the same search terms and similar messaging meaning they find the same people as their competitors.
There are a wealth of tools and techniques out there that will make a difference to your sourcing results. In this seminar, Martin will share some of them and give practical tips on how to improve your sourcing results.