RecruitCon 2017 | Next-Level Talent Acquisition for Today's Evolving Workforce

RecruitCon 2017 | Next-Level Talent Acquisition for Today's Evolving Workforce

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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.

2016 Speakers (2017 Coming Soon)



Lawrel AufmuthLawrel Aufmuth
Vice President of Talent Acquisition
Advantage Solutions
www.advantagesolutions.net  

Lawrel Aufmuth draws from more than 20 years of experience in Operations and Human Resources with a strong focus on leveraging human capital as a key organizational strategy. Her expertise is in building innovative strategies with the critical outcome being business strategies that can be implemented in the real world with limited budgets and competing priorities.

Ms. Aufmuth has worked for both private and public organizations known for their excellence in operations and human capital management. Her corporate experience includes Gap Inc., Starbucks Coffee Company and The Home Depot where she held various regional and national positions in Talent Acquisition and Human Resources. Currently, she is the Vice President of Talent Acquisition for Advantage Solutions. Aufmuth leads a team of several hundred recruiting professionals who support hiring throughout North America. In this role, she has overhauled the recruiting process, technology solutions and implemented a best in class Talent Acquisition team.


Mark BaniaMark Bania
Area Sales Leader – California
CareerBuilder

Mark Bania has spent the last 6 years of his professional career 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. 

Mr. Bania’s 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. 


Marie BurnsMarie Burns
Founder
TalentAmp

Marie Burns is a Boston-based talent acquisition and management, culture, and organizational development leader who rapidly scales companies, typically start-ups and mid-sized companies by advising and executing on strategic programs, motivating teams, and creating innovative ideas for any problem in need of a solution. Her insights have been shared through Recruiting Tools, The Muse, Mashable, Forbes, and other publications. She leads multiple recruiting and innovation communities including the BATSA leadership committee (the largest recruiting community on the east coast), and serves as a start-up advisor and on global boards. She also presents at local and global talent management conferences to evangelize innovative recruiting methods for building successful engaged, distributed, millennial and future workforces.

Ms. Burns founded TalentAmp in 2014 after becoming increasingly frustrated with the “same old” recruiting practices when talent acquisition has so much more to offer. Today she spends her time advising new product companies, training leaders and recruiting teams how to effectively hire the best talent. Simultaneously, she is building a new product unlike any other on the market. She tweets @marieburns.


Kerin ColbyKerin Colby
Team Trainer/ Diversity Strategist
PeopleScout 

Kerin Colby has spent over 20 years in the recruiting industry. As an award-winning employee of PeopleScout, she has the honor of training the recruiting team and developing the diversity recruitment strategy for their client McKesson Corporation.

In her current role, Ms. Colby is responsible for the development and execution of individual learning plans, on-boarding recruiters and managing their continuing education on every topic from compliance to creative sourcing. As a diversity leader, she collaborates with her team to develop recruitment strategies for attracting and cultivating diverse talent.


Bob Corlett
Founder and President
Staffing Advisors

Bob Corlett has been named one of the 100 most influential people in staffing, is a nationally syndicated weekly writer for the American Cities Business Journals, a contributor for the Glassdoor for Employers blog, and a founding member of the Editorial Advisory Board for The HR Examiner. Mr. Corlett is a frequent speaker at meetings of the Society for Human Resources Management.

Mr. Corlett continually upends the conventional wisdom in recruiting, developing hiring processes that are faster and more certain than the unproven practices used nearly everywhere. Thousands of hiring executives read his monthly newsletter, and the Resource Center on his website contains hundreds of his articles on innovation, staffing, leadership and performance management. Mr. Corlett has worked in recruiting more than 25 years, launching his retained executive search firm in 2002.


Andrew GadomskiAndrew Gadomski 
CEO
Aspen Advisors 

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.


Nicole GreenbergNicole Greenberg, Esq.
Principal Consultant & Chief Legal Advisor
STA Worldwide

Nicole Greenberg, Esq. serves as Principal Consultant & Chief Legal Advisor at STA Worldwide, a global professional services firm specializing in IT staffing, project management and consulting services. A licensed Illinois attorney and member of the American Bar Association, she has over a decade of experience in talent acquisition and recruiting strategy. Recognized as “the world’s only lawyer with a focus on sourcing,” she is a highly sought after public speaker, presenting on compliance, sourcing and technology topics to industry audiences around the world, and her writing on these subjects has been featured by top publications like SourceCon, Recruiting Daily and HRExaminer. A lifelong native of Chicago, Ms. Greenberg is a graduate of Lake Forest College and received her Juris Doctor from the John Marshall Law School. Follow her on Twitter @NGSEsq or connect with her on LinkedIn.


Carmen HudsonCarmen Hudson
Principal Consultant
Recruiting Toolbox, Inc.  

As the principal consultant at Recruiting Toolbox, the co-founder of the first ever conference focused on tech recruiting, Talent42, and the founder of Tweetajob, the first social job distribution engine, Carmen Hudson wears many hats. Drawing from over 15 years of recruiting experience, Ms. Hudson has a strong focus on helping organizations attract, source and recruit top talent. Her expertise is in helping clients build the right sourcing and recruiting strategies, and implementing them in the real world of limited budgets, competing priorities, and highly competitive recruiting environments.  She consults and trains companies to help them leverage high ROI solutions for big sourcing, social media, and technology implementation initiatives.

Ms. Hudson is a self-described “recruiting geek” who has spent years learning, creating, and sharing best practices around sourcing and talent acquisition. Her corporate experience includes Yahoo!—where, as a senior manager of talent acquisition, she led the strategic sourcing team to revitalize the employee referral program and the employer brand—and Starbucks, where she developed sourcing strategies and recommended resources and tactics to support U.S. retail management hiring. She also has held senior talent acquisition roles at Microsoft, Amazon.com and Capital One.

Ms. Hudson is a regular contributor to recruiting industry publications, including ERE Exchange and Recruiting Trends.  She is a frequent speaker at recruiting events, talent advisory board member, and has authored sections of the Candidate Experience Awards summary results.  rue to her passion, she blogs and tweets about the recruiting industry, social media, job search and recruiting technology.


David JohnsDavid Johns
Consultant
ICG Group, LLC

David Johns has over 50 years in the retail industry and is a widely recognized expert in the identification of talent and team member selection.  As a seasoned executive professional with a background with such retailers as Sears, Dollar General, Cash America, and Value Pawn, he has extensive experience and success in human resource management, employee selection and psychological testing.


Conni LaDouceur
President and Chief Sourcing Strategist
ExecuQuest Corp.

Conni LaDouceur challenges our fundamental assumptions about information gathering.  She consults to many of the world’s most admired companies as chief sourcing strategist, pursing her passion for matching people and opportunities by blending the art and science of sourcing. Previously with Heidrick & Struggles, Ms. LaDouceur was a popular speaker and trainer on best practices in sourcing and recruiting by sharing direct and disarming techniques to increase effectiveness at identifying and hiring the most qualified talent, not the most available. As president of ExecuQuest Corp., based in Baltimore, her strict, methodical process ensures efficient sourcing success in all functions, industries, levels worldwide from SW programming leaders to healthcare management to flight test engineer leaders, to investment banking analysts, and mining executives in South Africa. She has empowered talent acquisition and sourcing teams at PepsiCo, Microsoft, KPMG, Starbucks, MetLife, GlaxoSmithKline, Aon Hewitt, Lockheed Martin, TJX, Hershey’s, Wells Fargo, a leading RPO, and at many conferences and recruiting summits worldwide.


Jody Ordioni
Chief Brand Officer and President
Brandemix

Jody Ordioni is a brand planner and has spent more than 15 years in senior leadership positions within well-established advertising agencies such as J. Walter Thompson and Omnicom, consulting with major organizations seeking to build and promote successful brands. She has a passion for the latest trends in technology and marketing and has spent her career developing and implementing programs that make the most effective use of both. In her role as President of Brandemix, Ms. Ordioni leads the firm in creating brand-aligned programs that connect people to missions, cultures and business success.


Jason Roberts
Senior Vice President, Strategy and Standardization
Randstad Sourceright 

Jason Roberts is a leading authority on HR analytics and systems with more than 15 years of experience using big data to drive recruitment strategies for Fortune 500 companies. He has a mastery of using data to drive business strategy and outcomes and has led Randstad Sourceright to provide clients unparalleled insights into their operations. He also helped launched Randstad Sourceright’s TalentRadar®, an advanced analytics and recruiting intelligence platform that helps employers leverage data from multiple systems to support informed talent decisions. He has worked with RPO and MSP clients from the technology, consumer packaged goods, retail, fashion, and other industries to recruit and hire top-level talent. Mr. Roberts holds an MBA in project management from the University of Texas at Dallas, a BA in Communications from Dallas Baptist University, and is Six Sigma certified.


Jean SerioJean L. Serio, CPC, CMC
LinkedIn, Social Media & Content Marketing Consultant
Get Your Buzz On!

Jean Serio is internationally recognized for her LinkedIn expertise. As a social media and content marketing coach and trainer, she delivers workshops, teleseminars and webinars covering everything from the fundamentals to advanced LinkedIn and social media marketing training. She is a trusted advisor to hundreds of clients, and she has worked with thousands of entrepreneurs and business owners, worldwide in the areas of training, consulting and coaching in social content development, planning, strategizing and marketing. Ms. Serios’s work has been featured on Forbes Magazine, Next Avenue (a division of PBS), The Recruitment Lab, All Business Magazine, the LinkedIn World Summit and more. All Business Magazine named her a Top Industry Influencer in 2015, and she has been recognized as a top 200 LinkedIn expert.


Shally Steckerl
Co-Founder/President
The Sourcing Institute

Shally Steckerl is the President of The Sourcing Institute and one of the originators of the talent sourcing discipline. A Returned Peace Corps Volunteer with nineteen years of recruiting experience Mr. Steckerl builds enterprise recruiting engines for Fortune 500 brands helping them efficiently find unfindable talent. He is the author of the industry textbook The Talent Sourcing and Recruitment Handbook ISBN 978-1928734796. Hailing from Colombia, S.A., Mr. Steckerl now lives with his family in Atlanta, Georgia. He is an Adjunct Faculty at Temple University’s Fox School of Business and a regular speaker at HR leadership conferences around the world. 


Grace StephensGrace Stephens
HR Recruiter
PCCA

Grace Stephens has always had a passion for connecting people with opportunity. She started her career in sales- putting one person in touch with a product or service. Today, she has made the move from agency to corporate recruiting- continuing to find that perfect match between her company's job opportunities and candidates with the right skill sets, experience and drive. In her current role, she focuses her efforts on building PCCA's recruitment and employment brand by developing and implementing new strategies and technology. She helps team members see the internal path to accomplish their career goals and develop plans for achievement to ultimately create a positive impact within the organization.


Dr. John Sullivan 
Professor, Author, Corporate Speaker and Advisor

Dr. John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact strategic solutions. He’s a prolific author with over 900 articles and 10 books covering all of Talent Management. He is an engaging corporate speaker who has excited audiences at over 250 corporations / organizations in 51 countries on all 6 continents. His ideas have appeared in every major business source including The Wall Street JournalFortune, BusinessWeekFast CompanyCFO, Inc., NY TimesSmartMoneyUSA TodayHBR and The Financial Times. He has been interviewed on NPR, on CNN and on the CBS and ABC nightly news. Fast Company called him the “Michael Jordan of Hiring.” He served as Chief Talent Officer for Agilent Technologies (the HP spin-off). He is currently a Professor of Management at San Francisco State.  His articles can be found on his popular website www.drjohnsullivan.com.


Mark TortoriciMark Tortorici
Founder/Training, Recruiting and Sourcing Manager
Transform Talent Acquisition 

Mark Tortorici is a Training, Recruiting, and Sourcing Manager who has been providing expert-level training for sourcers and recruiters since 1997.  He is also the founder of Transform Talent Acquisition, which specializes in training for high technology computer concepts, advanced active & passive sourcing techniques, and full life-cycle recruitment process. He has created and delivered robust training programs for companies like Google, Apple, Facebook, Twitter, Ebay, Pinterest, Disney, Yahoo, and many others.  He has trained thousands of staffing professionals in person through technical and advanced sourcing classes as well as month-long training courses for individuals with no experience who were looking to break into the staffing world.


Susan VitaleSusan Vitale
Chief Marketing Officer
iCIMS
www.icims.com

As Chief Marketing Officer at iCIMS, Susan Vitale oversees direct marketing efforts as well as business development across a network of strategic alliances around the globe. She also plays a role in portfolio strategy, helping to ensure iCIMS’ products and platform remain on the radar of the ever-changing HR technology landscape. A graduate of Lehigh University, Ms. Vitale joined iCIMS straight out of college in 2005 as a Marketing Coordinator. She quickly moved through the ranks, becoming the Director of Marketing, and then by the age of 30 was promoted to Chief Marketing Officer.

Ms. Vitale’s entrepreneurial thinking helps her develop new business opportunities via new product lines, expansion into new markets, and additional revenue streams. Having been in the HR technology space for nearly a decade, she serves as the spokesperson for iCIMS, the industry’s largest talent acquisition software provider, and speaks across the U.S. and U.K. on hiring technology trends, recruitment marketing, millennials and social recruiting. She belongs to several online mentoring communities where she gives career advice and provides insight on finding the right career fit for young professionals.


Liz WeeksLiz Weeks
Head of Employer Branding and Attraction – Americas
Alexander Mann Solutions

Liz Weeks leads Alexander Mann Solutions' Employer Branding and Attraction team in the Americas region. Her consulting experience includes employer branding, employee engagement, internal communications, graduate and student communications, managing the candidate experience, website development, social media, and people and organizational management. Ms. Weeks is passionate about helping organizations develop employer value propositions that attract, engage and retain the best candidates. Since graduating with a Business Management, Marketing & International Business degree, she has worked in the employer branding and marketing and communications space for over 12 years, working for professional services firms and global advertising agencies in Australia, United Kingdom, and now in the United States.

Location

Las Vegas | May 11-12, 2017



Bally’s Las Vegas Hotel and Casino 

3645 S Las Vegas Blvd.
Las Vegas, NV 89109 
702-967-4111
Free parking!

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.)


Call (702) 967-4111

Reference BLR RecruitCon Conference room block when making your reservation.
Reservation cut-off date: April 10, 2017

Agenda

MAIN CONFERENCE DAY 1 | Thursday, May 11, 2017


 

Exhibitors Showcase
7:00 a.m. – 6:00 p.m.

Registration, Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.

Welcome Remarks
8:00 a.m. – 8:05 a.m.

Opening Keynote- The State of Hiring: Putting Recruitment Data to Work
8:05 a.m. – 9:05 a.m.
It has been nearly 20 years since “the war for talent” entered the lexicon through a study by McKinsey & Co., and for recruiters, that phrase still rings truer than ever. The macroeconomic data show that the balance in the job market is tipping in favor of job seekers, and iCIMS’ quarterly report 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 filling 1.8 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.

You’ll discover:

  • 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


Tech Talks

9:10 a.m. – 10:15 a.m.

Machine Learning: Understanding the Engine Propelling Next-Level Recruiting
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
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
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.

Lunch
12:15 p.m. – 1:15 p.m.

Concurrent sessions
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
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
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.

Concurrent sessions
2:20 p.m. – 3:20 p.m.

Candidate Experience: An End-to-End Review of How to Strengthen That Critical First Impression
Improving the candidate experience, from initial contact to onboarding, is a vital goal for any organization. This session will review, step-by-step, the typical experiences that candidates go through, and what processes your teams can consider implementing to improve them. You’ll also learn what metrics are useful to track, measure, and evaluate, the entire candidate experience.

Diversity Recruiting Strategies that Work
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.

General Session

Panel Discussion: Not Recruiting This Candidate Would Be Criminal
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.

Networking Reception
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.

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.

Tech Talks
9:05 a.m. – 10:05 a.m.

Social Storytelling: Leveraging Social Giants Snapchat and Instagram to Boost Your Brand  
What’s the fastest growing social network among those between the ages 18 and 34? It’s Snapchat! This Tech Talk will provide examples of employers can tap into the latest social-networking phenomenon to build and grow relationships with prospective talent, especially those from post-Millennial Generation Z and the Gen Y Millennial demographic. We’ll also look at examples of how Instagram is being used to create winning recruiting branding stories.

5 Steps for Optimizing Mobile Job Applications
Today, many applicants expect to complete the application process on their mobile phones or tablets. And, many qualified candidates aren’t completing their applications because they become frustrated with how the application process works on their mobile devices. If your mobile application process isn’t optimized, you could be left in the dust. Learn 5 easy fixes for maximizing the impact of your mobile application process. 

Networking, Refreshments & Exhibits Break
10:05 a.m. – 10:25 a.m.

Concurrent Sessions

10:25 a.m. – 11:25 a.m.

Case Study - Surging Resumes: How to Excite and Inspires Prospective Candidates into Action
You’ve posted an ad for an open requisition across applicable channels, but you’re not getting the flood of resumes you had hoped for. Right now, many companies are experiencing talent shortages, so the ball is in the prospective candidates’ court. How can you stand out from competitors in a way that prompts candidates to complete the act of applying? At a time when many companies and public agencies are struggling to find talent, this case study will explore the success one organization had when others around it struggled to amass applications from qualified candidates.

Culture Club: The Relationship Between Your Company’s Brand and Your Ability to Attract the Talent You Want
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

 

Concurrent Sessions
11:30 a.m.  – 12:30 p.m.

Improving Quality of Hire: The Right Way to Use Pre-Hire 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
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. 

Lunch
12:30 p.m. – 1:30 p.m.

Concurrent Sessions
1:30 p.m. – 2:30 p.m.

How Accessible Is Your Company? Addressing Website Accessibility and Careers Page Issues to Maximize Response
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

 

Referrals and Proactive Sourcing: A Proven Approach to Finding the Talent Needle in the Haystack
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
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.

Sponsors



Exhibit Hours: 
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 dlee@blr.com or at (866) 297-1377 x2570.

Visit our website for more information.

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


CLICK HERE
to learn more!