RecruitCon 2017 | Next-Level Talent Acquisition for Today's Evolving Workforce
May 11-12, 2017 | Bally's Las Vegas Hotel | Las Vegas, Nevada
Get on the cutting-edge of recruitment strategies!
Register now to secure your early bird rate for the 2017 conference.
The job market is re-energized, making this an exciting time for prospects and employers alike. But while the potential for landing star candidates is high, so is the competition, meaning employers need to be increasingly innovative with their recruiting techniques if they want to win the talent war!
RecruitCon showcases today's best practices for supercharging acquisition efforts, including new technologies to streamline recruiting,effective analytics trends to support employers’ evidence-based talent decisions, and cutting-edge strategies to help organizations fine-tune their culture and brand messaging for recruitment and retention. Attendees network with recruiting experts behind some of the nation's top companies and share the innovative approaches that have helped them land star talent and drive success!
At RecruitCon, the nation's top experts will reveal proven best practices for:
- Getting executive team buy-in on the recruiting resources you need
- Selecting the right metrics to measure the effectiveness of your hiring efforts
- Understanding the most impactful strategies to attract and retain veterans, Millennials, and other key demographics
- Implementing diversity strategies that really work
- Learning the very latest recruiting technologies and leveraging existing social platforms
- And more proven ways to supercharge your talent acquisition program!
Schedule at a Glance:
Thursday, May 11th
Conference runs from 7:00 a.m. - 5:00 p.m.
Registration/Breakfast 7:00 a.m. - 8:00 a.m.
Exhibitor Showcase - 7:00 a.m. - 5:00 p.m.
Opening Keynote begins at 8:00 a.m.
Friday, May 12th
Conference runs from 7:00 a.m. - 3:30 p.m.
Breakfast 7:00 a.m. - 8:00 a.m.
Exhibitor Showcase - 7:00 a.m. - 1:45 p.m.
Opening Keynote begins at 8:00 a.m.
Continental breakfast and lunch are provided both days. Morning and afternoon refreshment breaks provided on day one. Only morning refreshment break provided on day two. Welcome reception immediately following the final session of day one.
Area Sales Leader – California
Mark Bania has spent the last 6 years of his professional with CareerBuilder in several leadership capacities both within the United States and abroad, including the oversight of CareerBuilder’s Canadian business out of Toronto, and most recently the CareerBuilder’s California business out of Newport Beach, California.
His expertise and passion lies within the innovative and disruptive technologies that are impacting today’s talent acquisition landscape. He has been published in a variety of prominent HR publications such as the Canadian HR Reporter, HR Professional, and Pearson Education on a wide range of topics that impact the evolution of technology and the power of analytics in HR.
He holds a Honors Bachelor of Arts, specializing in Economics and Political science from the University of Toronto.
Director of Talent Acquisition
The Cosmopolitan of Las Vegas
Lori Calderon serves as director of talent acquisition at The Cosmopolitan of Las Vegas, where she oversees the employment of extraordinary individuals to provide exceptional service at the 3,005-room resort located at the heart of the Las Vegas Strip. Ms. Calderon has played an integral part in elevating the employee brand at the resort through general recruitment as well as organizing various veteran initiatives, making it a strong competitor in the employer-brand arena.
Prior to joining The Cosmopolitan of Las Vegas in June 2015, Ms. Calderon worked in many facets of the recruitment industry, not only along the highly competitive Las Vegas Strip, but also as regional manager for states that are industry forerunners such as Hawaii, California, and Washington. She fulfilled roles such as corporate director of talent acquisition for MGM Resorts International and regional director of recruitment for Wyndham Worldwide.
In her current role, Ms. Calderon and her team has significantly heightened the resort by making it Nevada’s first to partner with The U.S. Army’s Partnership for Youth Success (PaYS) program, a recruiting and job placement initiative. Additionally, she and her team assisted in making the resort the first employer to coordinate an event that invited competitors to pull together to better serve the community with the Supporting Our Veterans Career Fair. From these initiatives, companies have recognized the resort as a veteran employer of choice. Among other achievements garnered through Ms. Calderon’s leadership, the resort is a proven Green Zone employer and a proud winner of the Seven Seals Award, the most inclusive acknowledgement given by the Employer Support of The Guard and Reserve (ESGR). More independently, Ms. Calderon’s luminous achievements in the veteran employment spectrum granted her a Patriot Award from the ESGR, which reflects efforts made to support citizen warriors through a wide range of measures.
Employee Engagement Expert. Author. Speaker.
Jill Christensen International
With three decades of executive consulting, speaking, and most importantly, real-life, in-the-trenches global Fortune 500 business experience, Jill’s view is radically different. She shares with listeners that although HR “owns” culture change, they do not own culture change. Employees will not engage and stay, unless senior leaders and supervisors fundamentally change the way they manage employees from day on onward.
Ms. Christensen has served as the head of global Internal Communications at both Avaya and Western Union. She has a Six Sigma Green Belt – which she earned by catapulting satisfaction with Avaya’s global onboarding process from 38 percent to 88 percent in six months. She also authored the best-selling book, If Not You, Who’s Cracking the Code of Employee Disengagement, and works with the best and brightest leaders around the world to improve employee productivity and retention, customer satisfaction, and revenue growth. She has been named to the Top 100 Global Employee Engagement Influencers of 2017.
Senior Manager of Sales Engineers
Andrew Curtis currently serves as the senior manager of sales engineers at iCIMS, where he regularly visits customers to provide business and technical guidance, attends industry events, and manages a growing team at the company’s headquarters in Matawan, New Jersey. He has worked with customers in various market segments from small businesses to enterprise companies, including St. Jude Children’s Research Hospital, L.L.Bean, Enterprise Holdings, Kate Spade, Tory Burch, Sirius XM Radio, and Sharp Electronics.
Mr. Curtis received his Bachelor of Arts degree in business economics from Brown University, and joined iCIMS in 2001. He built and managed all customer operations for iCIMS while establishing the technical support, account management, implementation, and professional services divisions. Since 2010, he has created and developed the product specialist team as they assist prospects and customers in their growth and retention objectives.
Andrew Gadomski, CEO of Aspen Advisors, has been in the talent acquisition game long enough to know what it takes for a business to succeed. He is known for sharing his expertise and educating on talent acquisition strategy with others and regularly presents at staffing management conferences. He is also an adjunct Professor at New York University where he teaches a class on successful career transitioning. Mr. Gadomski began his talent acquisition career doing business development, client management and recruiting for supply and operations searches at Banister International, a Philadelphia-based executive search and consulting firm. As Banister International’s director of research, he led the creation and optimization of centralized research function across all function and industry practices in North America. Prior to Aspen’s inception, he was head of staffing for Honeywell Specialty Materials (currently Performance Materials), a multi-billion-dollar global leader in high-performance manufacturing.
Steve Goodman is the founder and CEO of Restless Bandit, an HR recruiting talent rediscovery software platform that uncovers the best candidates in a company’s existing talent and applicant pool. He is a seasoned CEO and entrepreneur based in Silicon Valley, the founder of three successful venture-backed companies previous founder of Bright, the HR company LinkedIn acquired for $120 million. He is an expert on artificial intelligence and has many years of experience in the HR tech industry leveraging his knowledge in data science and machine learning algorithms. He is also a partner at Toba Capital, a $500 million venture capital fund, where he focuses on HR technology.
Lori Kleiman, SPHR, SHRM-SCP
Lori Kleiman is an accomplished businessperson, entrepreneur, and leader. In her most recent corporate role, Ms. Kleiman orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group, and fostered a practical sense of HR to small businesses. Ms. Kleiman has conducted seminars to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, an SPHR designation, she has the depth of knowledge needed to provide her clients with the foundation of traditional study and real world solutions to drive immediate action.
Real Water Inc.
Upon release from a Virginia Department of Corrections facility, Thomas Krems experienced many struggles ex-offenders often face when returning to society. Through dedication and hard work, he became the president of the Hope for Prisoners Leadership Academy, which works with ex-offenders on helping them complete pre-vocational training workshops and mentoring programs, which are critical to having a positive impact on those the organization serves through leadership training and job development services.
Co-Founder & Principal Growth Hacker
Paired Sourcing, LLC
Jer Langhans of Paired Sourcing has over 15 years sourcing experience at companies like Cisco, Microsoft, EA, Disney, Starbucks, and Expedia. Most recently, he launched Hired in Seattle and sits on the advisory boards of startups. He is the former president of the Northwest Recruiters Association and was written up in Forbes magazine for his talent attraction strategies.
With more than two decades of experience in recruiting and HR, Steve Lowisz is a highly regarded trainer and educator on all things talent. After leading sourcing and staffing engagements for organizations across the globe, he has a unique and entrepreneurial perspective of the talent acquisition industry, its challenges, and its unique and changing opportunities.
Mr. Lowisz’s passion is to educate and equip recruiting & HR professionals with the tools and techniques required to create effective talent acquisition and retention strategies. His unique and unconventional delivery is engaging, challenging and thought-provoking for recruiters & HR professionals new to the industry all the way up to senior-level executives seeking the best talent.
Strategic Development Worldwide & Hope for Prisoners Board Member
Arte Nathan served as Chief Human Resources Officer for Steve Wynn’s gaming companies from 1983 - 2006, and opened all of his casinos in Atlantic City, Las Vegas, Mississippi and China. He retired from the gaming industry in 2006 and moved to Southern California to open the Resort at Pelican Hill. In 2013, he returned to Las Vegas where he’s engaged with several startups and providing advisory services to companies interested in optimizing their human capital.
Mr. Nathan graduated from Cornell University in 1972 with a Bachelor of Science degree in Industrial and Labor Relations. He has been the recipient of many awards for his work in Human Resources, community affairs and education. He is a frequent guest lecturer at colleges and universities, and has addressed numerous professional associations and conferences on the subjects of leadership and human resource management.
Las Vegas Metropolitan Police Department
Chris Petko is a recently retired Lieutenant from the Las Vegas Metropolitan Police Department, having served nearly 30 years in law enforcement. A founding member of the agency’s first Community Oriented Policing team, his professional experience has also included Gang Enforcement, Internal Affairs, Emergency Operations, and several patrol assignments on the Las Vegas Strip. He is a Marine Corps veteran of the Persian Gulf campaign and a graduate of the University of Oklahoma, with a degree in Administrative Leadership. He is also a graduate of the Northwestern University School of Police and Command Staff and serves as a certified faculty member of the public safety institute at Cambridge University. He joined the staff of Hope for Prisoners in 2016, and currently serves as the Mentor Coordinator and Director of the organization’s Advanced Leadership Academy.
Jon D. Ponder
HOPE for Prisoners, Inc.
Jon Ponder is the founder and CEO of HOPE for Prisoners, Inc. As CEO, Mr. Ponder is responsible for all aspects of the programs and services, provided by HOPE for Prisoners, including overseeing a comprehensive array of program components designed to assist individuals within the judicial system to successfully reintegrate into mainstream society. He is responsible for developing and implementing strategic planning for the organization, and is extremely passionate about the value of mentoring for persons coming out of correctional settings. He routinely collaborates with board members, Advisory Council, community organizations, churches, and government agencies, with a focus on collaborative and synergistic approaches. Mr. Ponder is himself, an ex-offender with more than 12 years’ experience in providing training for offender populations in correctional settings. His personal life experiences uniquely equip him to provide the guidance, direction and motivation for individuals attempting to navigate the challenges they face during the reintegration process. In addition to his unwavering commitment to HOPE for Prisoners, Mr. Ponder is the founder and co-chair of the Coalition of Reentry Evangelicals, serves in key leadership roles with the International Church of Las Vegas, and is an ordained chaplain with Chaplaincy Nevada. He holds a seat on the Executive Committee of RECAP (Rebuilding Every Community Around Peace) with the Las Vegas Metropolitan Police Department. He was appointed to the Governor’s Reentry Taskforce, State of Nevada (2016) and the U.S. Commission on Civil Rights, Nevada State Advisory Committee (2016). He is a recipient of the Good Neighbor Empowerment Award (2014), the Community Awareness Award—Foundation for Recovery (2014), the ICLV Community and Leadership Award (2015), and the Congressional Record (2015). Also, he was featured in KCM Believers Voice of Victory (April 2014 edition).
Senior Vice President, Human Resources
Cheryl Prahl is Senior Vice President, Human Resources at Dell Technologies. She focuses on ensuring that Dell has the right talent, organization, and culture in place to grow and transform for the future. Ms. Prahl spends time with Dell's business leaders consulting on the needs and requirements of the company to meet the long-term talent needs that will keep the business successful. She knows that when taking care of our employees, they will stay with Dell and deliver industry-leading solutions and services to customers. In her 17 years at Dell, she has had a wide-range of opportunities and roles that have allowed her to grow and evolve professionally. That's what she loves about Dell, you are the author of your career. Dell provides innovative and flexible roles in an engaging environment that are second to none. Dell also fosters great relationships between colleagues, which makes work fun.
Nicole Price gets it. She understands that if leadership is anything, it is personal, and that everyone can be a great leader — everyone can lead his or her own, whole life. So she gets personal. her transparency allows others to learn from her mistakes and helps them avoid the same pitfalls. She gets real. She will tell you, yes, having differences within a team can be harder, but that hard work can really pay off — both professionally and personally. And she gets wise. She’ll tell you, in a heartbeat, how she’s gotten a few things wrong over the years, but a little grace and some solid coaching saved her.
Can you make mistakes and still be an awesome leader? Is it possible to lead effectively with so many personalities on one team? Can you genuinely lead people and still have a decent life and energy left to live it? If you ask Nicole, the answer is absolutely yes.
Through leadership development, coaching, consulting, keynotes, and other resources, Ms. Price encourages and enables others to live their lives in excellence. Her energetic and engaging sessions leave participants with strategies and specific tools that they can apply right away. Her lively presentation style garners rave reviews and, very often, an invitation to return.
Ms. Price received her B.S. in chemical engineering from North Carolina A&T University and her master’s degree in adult education from Park University. For more information about Nicole and Lively Paradox programs, please visit www.livelyparadox.net.
Director of Talent Acquisition
Scott Sherman is director of talent acquisition at Sodexo, a leading quality of life services company with more than 420,000 employees in 80 countries worldwide. In this role, he is involved in strategy development and implementation to source and attract a highly qualified and diverse workforce. He has operational oversight and leads national recruitment teams in the USA for Facilities and Technical Recruitment, Strategic Sourcing, College Relations, Diversity and Military Recruitment. Prior to joining Sodexo, he worked in Branch Manager and Lead Technical Recruitment roles for Volt Services Group, developing and delivering recruitment solutions in the information technology, manufacturing, and banking industries. Mr. Sherman holds an MBA from the University of Colorado and a BA in Communications from the University of Washington. He also holds certifications as a Social Talent Internet Black Belt / Sourcing Ninja, AIRS CIR/CDR and SPHR, SHRM-SCP.
Co-Founder & Intent Discovery Engineer
Paired Sourcing, LLC
James Temple of Paired Sourcing earned his industry stripes over the past 15 years. As a consultant, he has focused on strategic sourcing for various companies like Microsoft and T-Mobile. He enjoys providing learning opportunities to sourcing professionals as a Board member of the Sourcing 7.
Founder and CEO
Sheridan Walker, the co-founder and CEO of HirePotential, has over 30 years of clinical background experience and over 20 years of staffing industry experience. She brings a wealth of broad-based expertise in working with people with disabilities, veterans, and the aging population.
Ms. Walker provides compliance service solutions related to the recruitment, hiring, and retention of talent from untapped sources, which includes people with disabilities, veterans, aging workers, and specialty niche groups. She has particular expertise related to ADA and OFCCP compliance solutions, customized staffing and recruiting, web accessibility solutions, technical accommodations, disability inclusion training, and tax credit administration.
Ms. Walker has served on the board of the U.S. Business Leadership Network, the Denver Mayor’s Commission for People with Disabilities, and the Colorado Business Leadership Network for the Employment of People with Disabilities. She is certified with the National Council for Therapeutic Recreation and the American Board of Disability Analysis. She also has lectured across the country on disability-related issues concerning employment, retention, productivity, risk management, and workers’ compensation.
B. Lynn Ware, Ph.D
Founder and President
Integral Talent Systems, Inc.
B. Lynn Ware, PhD, is an industrial/organizational psychologist who has practiced for over 20 years in the corporate education and organization development field, with a strong focus on how to increase employee productivity for the benefit of achieving business goals. Ware also has experience consulting in the consumer products, financial services, manufacturing, and retail industries. She is frequently quoted on trends in employee retention strategies in numerous publications such as the Associated Press, San Francisco Chronicle, Network World, and ComputerWorld magazine, and has recently been featured several times on CNN as a national employee retention expert.
As Chief Economist at iCIMS, Josh Wright is responsible for analyzing proprietary and external data in order to produce fresh insights on the U.S. labor market. He authors blog posts and quarterly reports on emerging trends in talent acquisition and ad hoc labor topics. In addition, he supports the development of software that allows iCIMS customers to analyze their own performance relative to industry benchmarks, in collaboration with our data scientists, software developers, and marketing executives. As a former Federal Reserve staffer, Mr. Wright helped build the Fed’s mortgage-backed securities (MBS) portfolio of more than $1 trillion, among other responses to the global financial crisis. As a researcher at the Fed and Bloomberg, he has published on labor and housing markets, as well as U.S. monetary policy, and advised policymakers across the legislative and executive branches of government.
Elaine C. Young, Esq.
Elaine Young is a member of Kirton McConkie’s International section. She advises a wide range of employers, including large multinationals and small businesses, on the immigration, tax, and benefits aspects of cross-border employment. Her practice also includes helping employers understand and develop compliant I-9 and E-Verify practices. Elaine writes the HR Hero Utah Employment Newsletter and Federal Employment Law Insider columns on immigration matters and serves as editor of the Immigration chapter of BLR’s HR Guide to Employment Law.
Global Employment Brand Leader
Shaunda Zilich is a global employment brand leader at GE, which has culture that encourages and promotes innovation. Over decades, the company’s leaders have built GE’s culture into what it is today—a place for bringing ideas to life. Today, that culture is the unifying force around the world. GE promotes that the employees are the greatest asset and the culture encourages employees be able to bring their best selves to work. Prior to working for GE, Ms. Zilich held marketing businesses across several industries. This gave her great experience outside of HR to do what she does today for GE. When starting at GE, she started on a quest to modernize GE’s recruitment and bolster its employer brand. She now runs a global team of three full-time employment brand leaders and a council of 35-plus members, building employer branding across all functions and regions, in all GE businesses, and within all GE employees. She has more than 10 years of experience in training professionals and companies on how to brand themselves, which has played a key role in GE’s success.
Las Vegas | May 11-12, 2017
Bally’s Las Vegas Hotel and Casino
3645 S Las Vegas Blvd.
Las Vegas, NV 89109
On the Strip, this landmark casino hotel is 4.7 miles from downtown Las Vegas.
Upscale rooms feature WiFi (fee), desks and cable TVs; some have seating areas, fridges and/or views of the Strip. Suites add whirlpool tubs and/or dining tables. Penthouses with wet bars and multiple living rooms are also available.
In addition to the casino, amenities include a fitness center, live shows (surcharge), tennis courts and a shopping mall, plus a seasonal heated pool with cabanas (fee) and a live DJ. Dining options range from a high-end steakhouse to a casual pizzeria. There’s also a spa (treatments available), a nightclub and 3 bars.
Room Rate: $129, plus $24 daily resort fee – Renovated Jubilee Tower Rooms
Resort Fee Includes:
- Unlimited local phone calls (no long distance or international calls)
- Two (2) Guest admissions per day to the Fitness Center (does not include use of the spa)
- In-Room Internet access to include one (1) device per room per day (Property-wide and inter-property roaming available at that property for an additional fee.)
Reference BLR RecruitCon Conference room block or Group Code SBBLR7 when making your reservation. Or book your room online: https://aws.passkey.com/go/SBBLR7
Reservation cut-off date: April 10, 2017
MAIN CONFERENCE DAY 1 | Thursday, May 11, 2017
7:00 a.m. – 6:00 p.m.
Registration, Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.
8:00 a.m. – 8:05 a.m.
Opening Keynote—Navigating the New Normal: Recruiting Data in Times of Change
8:05 a.m. – 9:05 a.m.
Presented by: Josh Wright, iCIMS
It has been nearly 20 years since “the war for talent” became a common phrase for recruiters, and in the current state of the job market, that phrase rings truer than ever. The macroeconomic data indicates the balance in the job market has tipped in favor of job seekers, and iCIMS’ data on national hiring trends confirms that this is being felt by employers and job seekers alike. Advances in HR software are giving recruiters more and more data they can use to benchmark their performance—and increasing the pressure to keep up with their competition. Already, mobile and social technology have impacted how candidates search and apply for jobs. Utilizing iCIMS customer base data representing over 3,200 client companies posting 2.3 million jobs per year, RecruitCon 2017 kicks off by exploring recent trends in U.S. hiring in the context of the larger U.S. economic outlook, and evaluating what the new frontiers of economic data and HR metrics mean for our ability to analyze hiring trends and the job market.
- How the U.S. hiring landscape fits into the broader labor market, drawing on data and candidate and job information originating from iCIMS TalentPlatform analytics and surveys
- What the data reveal about segmentations by industry, location (both U.S. regions and select cities), and company size—so you can tell where talent demand and supply are strong and where they’re weak
- How HR and recruiting professionals are responding to those changing dynamics
- Challenges and opportunities in standardizing HR data to link it to established labor market data* How to bring HR analytics and labor economics into the age of big data
9:10 a.m. – 10:15 a.m.
Machine Learning: Understanding the Engine Propelling Next-Level Recruiting
Presented by: Mark Bania, CareerBuilder
Google’s new CloudJobs API, currently in Alpha testing with jobsites like CareerBuilder.com, is an intuitive way of conducting job searches that anticipates what jobseekers are looking for and provides targeted recommendations and highly relevant search results through the use of machine learning-based principles. Learn how Google’s CloudJobs API works and how it could change the way recruiting on job boards is conducted.
Upping Your Leadership Game: How to Get Executive Team Buy-In on the Recruiting Resources You Need
Presented by: Scott Sherman, Sodexo
Do you have the talent acquisition resources you need to make your talent acquisition team the best it can be? Do company executives see you and your team as a mission-critical asset to the company? Get straight-up advice on how to up your leadership game, so you can effectively communicate with the C-suite to get the resources you need to help improve the company’s bottom line.
Networking, Refreshments & Exhibits Break
10:15 a.m. – 10:40 a.m.
Learning Lab Workshop - Recruiting Metrics: How to Let Data Steer the Analysis of Your Hiring Practices
Facilitated by: Andrew Gadomski, Aspen Advisors
10:40 a.m. – 12:15 p.m.
RecruitCon’s Learning Lab will be facilitated by an expert talent and data analyst who will walk you through the foundations of how to build and maintain a data-driven approach to analyzing your hiring practices. You’ll learn measures on experience, cost, speed, quality, brand, and recruiting operations, so you can review the metrics that matter when trying to improve quality, speed, and effectiveness of hiring.
Strategy Power Lunch: How Artificial Intelligence Is Reshaping the Hiring Process
12:30 – 1:10 p.m.
Presented by Steve Goodman, Restless Bandit
The future of artificial intelligence (AI) is here. How will it impact the way organizations recruit talent? Steve Goodman of Restless Bandit will explain how AI is solving unconscious bias and diversity for recruiters and eliminating inefficiencies in the hiring process and examine the types of industries and jobs that automation will continue to permeate, eventually making it smart enough to replace humans. He’ll give a lens into:
- The value of AI and why HR/recruiters should care
- Unconscious bias in recruiting and the importance of diversity in today’s workplace
- The role of AI in transforming the workforce as automation moves into areas beyond manufacturing (which industries will experience the most impact?)
1:15 p.m. – 2:15 p.m.
How Does Your Recruiting Process Stack Up? Benchmarking and Other Tools to Evaluate the Strengths and Opportunities of Your Program
Presented by: Lori Kleiman,SPHR, SHRM-SCP, HR Topics
Ever wonder if you’re getting the full bang from your recruiting buck? Are you sure you are finding the top talent available for each and every position? Stop wondering! It’s time to access current benchmarking data, uncover information relevant to your job openings and your industry, and ensure that your entire organization is doing what you want—and the way you want them to.
This session will explore:
- The legal obligations of the recruiting function, as well as best practices to consider
- Sources that can help you complete a full audit of your current recruiting process
- Fresh ideas to present to managers and the C-suite so you get their buy in on making changes that matter
- Action plan items to assess and benchmark your recruiting effectiveness quickly and efficiently
Case Study – Recruiting Veterans: Facilitating the Transition Between Military Service and Civilian Careers
Presented by: Lori Calderon, The Cosmopolitan of Las Vegas
The U.S. Armed Forces is the best in the world, comprised of many capable men and woman who are seeking to re-enter the civilian workforce following their years of service. Does your company have a successful way of reaching would-be recruits who may have been off the prospective employment grid but who could be tremendously valuable assets to your organization? This case study will feature a talent acquisition director from an organization that has designed a highly successful approach for recruiting and hiring veterans.
2:20 p.m. – 3:20 p.m.
Candidate Experience: An End-to-End Review of How to Strengthen That Critical First Impression
Presented by: Andrew Gadomski, Aspen Advisors and Mark Bania, CareerBuilder
Improving the candidate experience, from initial contact to onboarding, is a vital goal for any organization. The modern job seeker is a consumer of more than just your career site. Most of us understand this, but how do we apply this thinking to improve our candidate experience and develop recruitment strategies that attract today's top talent? Research from CareerBuilder's latest Candidate Behavior Study as well as the most up-to-date data from CareerBuilder’s Pulse of Recruitment Quarterly Report will fuel the insight behind this session. You’ll learn:
- The typical experiences that candidates go through, and what processes your teams can consider implementing to improve them
- Metrics are useful to track, measure, and evaluate, the entire candidate experience
- Small tweaks you can make to your process to prove the candidate experience so you create a way for candidates to “shop” for jobs—just like consumers do on popular consumer sites
- How to differentiate and think creatively about your recruitment strategy to win these in-demand candidates
- Tips for revisiting classic recruiting methods that still work and the new ones that should become a part of your recruitment toolkit of the future
- The most up-to-date trends in candidate behavior that you can take back to your team today
Diversity Recruiting Strategies that Work
Presented by: Nicole Price, Lively Paradox
To move the needle on business growth and innovation, companies need to focus on building, onboarding, and retaining a diverse workforce. While it’s often easier—and frankly, human nature—to identify with and gravitate toward those who are similar to us in their way of thinking and approach to problems, the most savvy organizations know that to truly build a workforce that’s innovative and agile requires the assembly of a diverse array of talents—diversity that results in large part from workers’ personal and professional experiences.
This session will reveal:
- Approaches for identifying diverse talent
- Tips for leveraging your company’s strengths to acquire and retain diverse talent
- Strategies for challenging hiring managers to avoid hiring for “fit” alone
- How to evaluate the inclusiveness of your company culture
Networking, Refreshments & Exhibits Break
3:20 p.m. – 3:45 p.m.
Panel Discussion: Not Recruiting This Candidate Would Be Criminal
Moderated by: Arte Nathan, Strategic Development Worldwide
Panelists: Jon D. Ponder, HOPE for Prisoners, Inc.
Chris Petko, Las Vegas Metropolitan Police Department (Ret.)
Thomas Krems, Real Water Inc.
3:45 p.m. – 4:45 p.m.
This lively panel discussion will challenge stereotypes about hiring ex-offenders by chronicling a successful recruiting program at a Las Vegas business that has achieved success with bringing workers who had been out of the workforce back into the company fold.
4:45 p.m. – 5:45 p.m.
*Agenda subject to change.
MAIN CONFERENCE DAY 2 | Friday, May 12, 2017
Recruiting Tools Showcase
7:00 a.m. – 1:30 p.m.
Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.
Breakfast & Learn
7:30 a.m. – 7:45 a.m.
During this interactive demonstration, you’ll learn tips and tricks for mastering real-life recruiting challenges using BLR’s formidable resources. Plus, you’ll be entered into a drawing for a fabulous prize—must be present to win!
Opening Keynote- Candidate DNA: What Makes Them Tick and How to Attract Them
8:00 a.m. – 9:00 a.m.
Presented by: Steve Lowisz, Qualigence
What makes today’s job candidates tick? What’s most important to them? And, what drives them to a high level of performance and why? In today’s diverse, multi-generational workplace, recruiters should be thinking about candidates’ proverbial DNA—especially those from the youngest—incoming—generation of the workforce. What drives them, and why? By examining these questions, you’ll be in better position to figure out how best to recruit and retain them.
9:05 a.m. – 10:05 a.m.
Social Storytelling: A Look at GE’s ‘Owen’ Campaign and How You, Too, Can Leverage Snapchat, Twitter, and Instagram to Boost Your Brand
Presented by: Shaundra Zilich, GE
Snapchat is the fastest growing social network among those between the ages 18 and 34. Twitter continues to be a smart and effective way to succinctly get your point across. And, Instagram uses images to tell stories that can be powerful tools for evoking human emotion. This Tech Talk will examine how GE, the “Imagination at Work” company, launched its “Owen” social media campaign to attract talent. What was the result? And, what are other ways this global leader in innovation is using social media channels, such as Snapchat, Twitter, and Instagram to capture prospective candidates’ attention? This talk will answer this question and more!
Strategic Hiring: How to Improve Candidate Experience & Boost Manager Engagement with Mobile Technology
Presented by: Andrew Curtis, iCIMS
Within talent acquisition, mobile technology has transformed from a buzzy trend to an indispensable component of modern recruiting. Today, job seekers expect the hiring process to be quick and easy, with the option to complete their application from anywhere on their mobile phones or tablets. But, many qualified candidates will abandon their applications prematurely due to frustration with how the application process functions on their mobile devices. Efficient mobile strategies not only ensure a stronger talent pipeline, they can also help streamline and encourage hiring manager engagement. This session will introduce the latest in mobile hiring features to enhance the experience for candidates, recruiters and hiring managers, as well as best practices for maximizing recruitment strategy impact and ROI with a mobile-first approach.
Networking, Refreshments & Exhibits Break
10:05 a.m. – 10:25 a.m.
10:25 a.m. – 11:25 a.m.
How Accessible Is Your Company? Addressing Website Accessibility and Careers Page Issues to Maximize Response
Presented by: Sheridan Walker, HirePotential, Inc.
Is your website’s application portal fully accessible to disabled individuals? If it’s not, you could be subjected to costly legal scrutiny, as the Department of Justice is taking increased notice on this issue, and the U.S. Access Board soon will release new website accessibility standards. Some federal circuit courts of appeal have already ruled that the Americans with Disabilities Act (ADA) applies to e-commerce and websites offering goods and services unconnected to a physical place. This raises the issue of what businesses should do to ensure that their websites—as places of public accommodation—are ADA accessible. Also, if your online application process doesn’t allow everyone, regardless of disability, to apply then you could be missing out on qualified candidates who are right for the positions you’re looking to fill. This session will focus on:
- How to tell if your website meets or misses the mark concerning your job application and other automated processes
- 10 common issues with website inaccessibility that could negatively impact recruiting efforts—and how to fix them
- Examples of the latest assistive technology to consider for correcting deficient automated website features and tools
Culture Club: The Relationship Between Your Company’s Brand and Your Ability to Attract the Talent You Want
Presented by: Shaunda Zilich, GE
Your organization’s culture should be integrated with your recruiting strategy. Strong company branding has a positive impact on your ability to attract active and passive jobseekers. For instance, is your company’s website optimized to attract talent that you want to talk to? How can you tell?
This session will explore:
- How company culture relates to the organization’s recruiting strategy
- The link between cultural fit and employee performance and retention once a job seeker is successfully recruited
- How to evaluate the image you want your company to portray to potential job candidates—and tips for assessing whether your current efforts meet or miss the mark
11:30 a.m. – 12:30 p.m.
Improving Quality of Hire: The Right Way to Use Pre-Hire Assessments
Presented by: Dr. B. Lynn Ware, Integral Talent Assessments
Although we’re not going to give up interviews, it’s often helpful to supplement them by using pre-hire assessments. Online assessments, in particular, can create performance models and measure candidate thinking style, behavioral traits, and interests regarding the type of work the candidate prefers. If you can make better matches between candidate and job, you will improve your organization’s performance, employee retention, and management’s satisfaction with quality of hires. This session will provide an overview of a variety of assessments and how they can easily be implemented in healthcare, technology, professional, financial services, and other environments. You’ll see how they can help you hire talent that is the right fit for your organization.
This session will inform you on:
- How to use pre-hire assessments effectively for key roles in your organization
- Common best practices for selecting assessments for a variety of job roles, from front-line customer service professionals to executives in the C-Suite
- Different types of assessments available and when to use them
- How to easily link assessments to your application process or applicant tracking system
- Checklist of criteria to select the right assessments to use to avoid liability in your organization
Hope Is Not an Onboarding Strategy: Learning and Development Strategies for Engaging New Hires from the Get-Go
Presented by: Jill Christensen, Jill Christensen International
When a new employee assumes a role at your company, you’ve got only a small window of time to make a lasting, positive impression that will lay the groundwork for his or her continued success. Onboarding is not a day-, week-, or month-long orientation—it is a process and a way of thinking about bringing new talent into the organizational fold. This session will focus on ways to help talent learn and grow from the onset in order to maximize engagement and minimize the risks of costly turnover.
12:30 p.m. – 1:30 p.m.
1:30 p.m. – 2:30 p.m.
New Smart I-9 Form Released: Employment Verification Blunders to Avoid when Gathering Information and Completing the Form
Presented by: Elaine Young, Esq., Kirton McConkie
A revised Form I-9 is now in effect. What are the key differences between the old Form I-9 version and the new form, dubbed the “Smart I-9”? And, how can you ensure accurate completion, retention, re-verification, and correction (as necessary) using this new Form I-9? Questions continue to pour in on what’s changed and what’s stayed the same and how to maintain compliant I-9 recordkeeping practices when using the editable PDF Form I-9. This newly added session will address these concerns and much, much more including:
- What you can and can’t ask applicants about employment verification documentation during the recruiting stage—and the types of discrimination claims you could be subjected to if misstep
- The new Form I-9’s error-checking features
- Answers to common but tricky Form I-9 questions concerning SSNs, out-of-state driver’s licenses, temporary green cards, and more
- Tips for Form I-9 completion and the legally acceptable ways to verify worker documentation when you’re dealing with remote hires
- How to complete I-9s for new employees using automatically extended employment authorization documents (EADs)
- How to handle workers who may have temporary/expiring statuses
- The checklist to review to avoid hiring or employing anyone not authorized to work in the United States
Plus, you’ll receive a bonus handout outlining what’s changed with the new Smart I-9 and answers to frequently asked questions pertaining to employment verification and eligibility that arise during the recruitment and hiring process.
Referrals and Proactive Sourcing: A Proven Approach to Finding the Talent Needle in the Haystack
Presented by: Jer Langhans and James Temple, Paired Sourcing
New research from Lever shows that just 1 in 152 who applied for work via a company website or job board got the job, 1 out of 72 was hired when proactively sourced, and 1 in 16 signed on with the company when referred to the organization. Statistics like these support the notion that not all the tools in the recruiter’s toolbox basket are created equal.
This session will examine:
- The reasons why referrals and proactively sourced candidates are more likely to be hired than those who “anonymously” apply via your company’s careers page or a job board
- Proactive recruiting strategies that work in today’s competitive market where talent shortages have become the norm in many cases
- Tips on how to increase the number of qualified referrals that come across your desk
Closing Keynote- Successful Recruiting: The Key to Turning Employee Demands into Reality
Presented by: Cheryl Prahl, Dell Technologies Inc.
2:35 p.m. - 3:35 p.m.
Stunning changes in the workplace—Such as the influx of remote employees, increased flexibility, advanced technology, and collaborative tools—are creating the new workforce. Companies are recognizing this shift and have begun to take action; those who have not risk falling behind and struggling with recruiting and retaining top talent. Believe it or not, 42 percent of millennials say they would quit a job with substandard technology and 46 percent believe virtual reality and artificial intelligence at work will improve productivity, according to Dell and Intel’s Future Workforce Study. How can employers successfully build a work culture that meets these new demands and is designed for the future? RecruitCon 2017 closes with insightful discussion into the tools and steps organizations can take to keep up with the rapidly changing workplace.
*Agenda subject to change.
May 11: 7:00 a.m.-5:00 p.m.
May 12: 7:00 a.m.-3:30 p.m.
Interested in sponsoring RecruitCon 2017? Visit our website to view all thought leadership, brand awareness, and exhibiting opportunities, or contact Denise Lee at firstname.lastname@example.org or at (866) 297-1377 x2570.
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New opportunities for your business at RecruitCon 2017!
Why exhibit at RecruitCon 2017?
When you exhibit at the RecruitCon, you will have a high-impact access to a powerful group of decision makers looking to conquer their recruiting challenges. Exhibitors will have a chance to:
- Get industry insight
- Showcase new products and services
- Network with high-quality decision makers
- Build brand awareness
- Cultivate customer relationship
What are the benefits of sponsoring RecruitCon 2017?
- A highly focused way to reach decision makers in the recruiting industry through multiple marketing channels.
- Your brand on event marketing messages—online & e-mail—reaching over 350,000 HR professionals.
- Promotion of your sponsorship through e-mail promotions, newsletters, banners and event website.
- Link to sponsor website in all electronic correspondence regarding live event.
- Sponsors receive full contact details for the event’s registrants.
- All sponsorship materials available online post conference for attendees who are continuing their research.
What opportunities are available?
- Title Sponsor $7,500
- Platinum Sponsor $5,000
- Exhibitor $3,000
- Other Sponsorship Opportunities
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