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RecruitCon Virtual Conference: Hiring in the New Normal

RecruitCon Virtual Conference: Hiring in the New Normal

Product Code: RCV05182021

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$249.00
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RecruitCon Virtual Conference: Hiring in the New Normal

Tuesday, May 18 – Wednesday, May 19, 2021

RecruitCon Virtual Conference: Hiring in the New Normal provides you with the insight to recruit top talent during these times of uncertainty. Gone are the days of the candidate-driven market, but sadly, the need for skilled workers still remains. The coronavirus pandemic has caused a massive shift in the way we work, and this shift also impacts the way we hire. No more handshakes and introductory lunches—most hiring practices take place behind a computer screen these days, which means your organization will need to adapt in order to keep up with the changing times.

During the RecruitCon Virtual Conference: Hiring in the New Normal, you’ll learn top strategies for virtual recruitment, have the opportunity to earn valuable CEUs, and engage with industry experts in real time. 

The RecruitCon Virtual Conference: Hiring in the New Normal delivers the insight you’ll need to:

  • Successfully bring back furloughed or laid-off workers.
  • Implement new recruiting technology.
  • Recruit and onboard workers in a remote setting.
  • Apply new strategies for effective virtual recruitment.
  • Source and hire diverse candidates for long-term talent retention.
  • And more!


Who should attend?

  • HR managers, directors, and generalists
  • Hiring managers
  • Recruiters
  • Sourcers


After participating in this educational experience, you will be able to:

  • Identify and source top talent.
  • Uncover strategies for remote interviewing and onboarding.
  • Understand compliance challenges related to hiring in a post-pandemic world.
  • Master the art of creating remote job descriptions.
  • Discover alternative methods for assessing a candidate’s skill set.
  • And more!


Attendees will also have the opportunity to connect with speakers and get real-time answers to their most pressing questions during our live networking Q&A session at the end of each day.

Agenda

Main Conference Day 1: Tuesday, May 18, 2021

Talent Overload: Finding Purple Squirrels in a Forest of Job Applicants
1:00 p.m. – 2:00 p.m. Eastern / 10:00 a.m. – 11:00 a.m. Pacific
Presented by Brian Fink, Senior Technical Sourcing Recruiter, Amazon Web Services (AWS)
At the beginning of 2020, talent acquisition professionals were struggling to find skilled workers in the candidate-driven market. Within a few months, that all changed when the coronavirus pandemic hit the United States. Employers were laying off or furloughing workers left and right, and the candidate-driven market became a thing of the past.

Jobseekers are no longer in control, but that isn’t stopping them from applying to positions altogether. Due to the high unemployment rate, employers are seeing even more unqualified jobseekers apply for open positions, and this is creating a bottleneck in the hiring process. How can you sort through the thousands of job applications and résumés to find that purple squirrel?

In this session, you’ll learn:

  • Practical solutions for screening and assessing qualified candidates,
  • Creative ways to write candidate communications that attract the talent you want,
  • Cost-effective or FREE methods for sourcing the best candidates,
  • How to create a talent pool for future recruitment needs,
  • And more!

Closing the Skills Gap with Transferable Skill Sets
2:10 p.m.–3:10 p.m. Eastern/11:10 a.m.–12:10 p.m. Pacific
Presented by Crystyl Swanson, Founder and CEO of RENGA
Before the pandemic, an ever-growing skills gap was causing a major talent shortage, and while the shortage is no longer an issue, the skills gap still remains. Are there really that many unqualified candidates out there? Or is there a bigger issue at play?

According to a LiveCareer survey from May 2020, 58% of jobseekers aren’t sure how to include transferable skills on their résumé, and an additional 34% can’t provide good examples of how their skills would apply to the job. As recruiters, it is our job to identify talent based on their skills, but how can we source talent if their skills don’t align with the job description?

Depending on the position you’re looking to fill, transferable skills and experience in other industries can bring a valuable perspective to an available role. The key is to avoid becoming so devoted to a job description that you fail to keep your eyes and mind open to the people who could bring measurable success to your organization. In this session, you’ll learn how to help jobseekers understand which skills can be transformed for the role you’re hiring for, in addition to:

  • Different assessments that can help uncover hidden skills,
  • Interview questions and methods to assess a candidate’s knowledge, and
  • Strategies to continue building candidate's skill sets after they are hired


BREAK
3:10 p.m. – 3:25 p.m. Eastern / 12:10 p.m. – 12:25 p.m. Pacific

Metrics Matter: Analyzing KPIs to Gauge Your Recruiting Team’s Efficacy
3:25 p.m. – 4:25 p.m. Eastern / 12:25 p.m. – 1:35 p.m. Pacific
Presented by Mike “Batman” Cohen, Founder of Wayne Technologies
Using metrics and key performance indicators (KPIs) is a great way to monitor your recruiters’ ability to source and hire top talent. Yet you must understand what to measure in your hiring metrics and why it matters, which can help you streamline your process and save money in the long run.

You want to be able to evaluate how new hire decisions impact long-term retention, as the costs of hiring and replacing employees can negatively counteract healthy hiring numbers. And there are other metrics to consider, too.

For instance: Where are you getting the most qualified candidates from? Analyzing whether qualified leads are coming in through advertising, websites, or social media can help you determine where to put your recruiting energies.

You must also consider how many qualified candidates you have to interview before you find the right one and how much time it takes for the candidate to accept and sign on after you make an offer. If your process takes too long, your competition might swoop in and steal that talent. This is why picking the right KPIs and metrics is so crucial. In this session, you’ll learn about:

  • The sourcer and recruiter divide: What's the difference between a source and a recruiter?
  • The different metrics you should be using to analyze your sourcers’ and recruiters’ efficacy and why these metrics are important.
  • How to get these metrics using technology and different processes.


Live Networking Q&A
4:35 p.m. – 5:00 p.m. Eastern / 1:35 p.m. – 2:00 p.m. Pacific
Mike “Batman” Cohen, Brian Fink, and Crystyl Swanson
If you had questions from the day’s event, here’s your opportunity to get real-time answers from the speakers themselves in this live Q&A networking session. Attendees will have the opportunity to connect with speakers and their peers in an informal, virtual setting.


 

Main Conference Day 2: Wednesday, May 19, 2021

DEI for a Better Bottom Line: Why Your Organization Needs to Focus on Diverse Hiring and Top Strategies to Get You Started
1:00 p.m. – 2:00 p.m. Eastern / 10:00 a.m. – 11:00 a.m. Pacific
Presented by Eric Edelsberg, Vice President, CultureFit Technology Staffing
Diverse backgrounds and experiences ultimately lead to solutions that are more creative, holistic, and fully baked than those designed by a group of solely like-minded individuals. But how do we as recruiters open our arms to those whose workstyles may differ from those already on the team? How do we guide hiring managers away from “similar-to-me” bias and toward a “different is what we’re going for” mind-set?

This session will disrupt your thinking and approach to traditional hiring and address how aligning diversity, inclusion, and equity (DEI) to your business strategy and values is critical to a successful bottom line and, more importantly, a sustainable culture change.

You’ll learn:

  • How to create an inclusive hiring environment
  • How to brand yourself as a diversity-focused employer
  • How to build a diverse recruiting pipeline
  • How to remove bias from the interview process
  • And more!

Remote Jobs: Crafting and Communicating the Right Descriptions for Your Workplace
2:10 p.m.–3:10 p.m. Eastern/11:10 a.m.–12:10 p.m. Pacific
Presented by Rebecca Barnes-Hogg, Founder of Yolo® Insights
If your organization has decided to make remote work a permanent fixture—or you’re still remote due to safety concerns from COVID-19—then it’s time to update your job descriptions to meet this change. Going forward, you must put a remote work arrangement’s key terms in writing, creating a telecommuting agreement that sets the criteria for eligibility to participate. Specifically, employers need to revise and craft job descriptions to match the new remote work requirements.

Writing and updating job descriptions can seem like a tedious and never-ending task. And while no law requires employers to maintain job descriptions, if employers are going to have them, they should be accurate. With a number of employment laws changing every year, employers should be diligent in looking at their job descriptions (in addition to any time a new hire is in the position).

In this session, learn how to:

  • Draft job descriptions that clearly define candidates’ and employees’ job duties and accurately set forth the physical and mental requirements of a job.
  • Determine what essential functions and fundamental job duties should be included in a job description.
  • Format job descriptions for better recruiting results so they go beyond standard keywords, job duties, tasks, qualification, and experience-related requirements and really stand out to would-be candidates.
  • Avoid job description wording that could land an employer in legal hot water or otherwise turn off applicants.
  • Create job descriptions that will support the interactive process when evaluating requests for reasonable accommodations under the Americans with Disabilities Act (ADA).

BREAK
3:10 p.m. – 3:25 p.m. Eastern / 12:10 p.m. – 12:25 p.m. Pacific 

The Next Normal: Hiring in a Post-Pandemic World
3:25 p.m.–4:25 p.m. Eastern/12:25 p.m.–1:25 p.m. Pacific
Presented by Eric Edelsberg, Vice President, CultureFit Technology Staffing
The coronavirus vaccine is being distributed to people across the nation, but despite the increase in immunization, some COVID-19 problems still exist, like social distancing and remote work. How you overcome these problems will make all the difference when hiring workers back or bringing new ones on.

Social distancing and remote work are great ways to keep your employees safe, but they also present challenges in the hiring process. How can you successfully interview and onboard workers in a remote setting? How can you assess a worker’s skill set when you don’t have the ability to meet the candidate face-to-face in person? What other challenges and issues should you take into consideration when hiring remotely?

Get the answers to these burning questions when you join our expert speaker for this informative session.

Live Networking Q&A
4:35 p.m. – 5:00 p.m. Eastern / 1:35 p.m. – 2:00 p.m. Pacific
Rebecca Barnes-Hogg and Eric Edelsberg
If you had questions from the day’s event, here’s your opportunity to get real-time answers from the speakers themselves in this live Q&A networking session. Attendees will have the opportunity to connect with speakers and their peers in an informal, virtual setting.

About Your Presenters

Rebecca Barnes-Hogg

Rebecca Barnes-Hogg is an entrepreneur, writer, and speaker who delights in helping organizations hire their ideal employees. She first discovered this talent helping her high school classmates find summer jobs. She excels at putting the right people in the right positions to make things happen. In 2010, she founded YOLO Insights® to ensure every organization can hire talented people. Her passion for finding top talent shows in the transformations she helps organizations achieve.

Barnes-Hogg is the author of The YOLO Principle, The Ultimate Hiring Guide for Small Business. She is also a coauthor of Rethinking Human Resources, a 2015 anthology edited by Kevin Williamson and Cathy Fyock. Her hiring insights are featured in Never Too Old to Get Rich, The Entrepreneur’s Guide to Starting a Business Mid-Life, by Kerry Hannon. Barnes-Hogg’s recruiting insights have been featured in Business News Daily, U.S. News & World Report, CBS Small Business Pulse, MarketWatch, Hotel Executive, and HR Magazine

Mike Batman Cohen

Mike “Batman” Cohen is the Founder of Wayne Technologies, a Contract Sourcing and Recruitment Training Organization. His approach to sourcing is one based on deliverables, transparent data, and using multiple platforms to find the greatest diversity and quality of candidates. 

Batman has worked with a diverse group of clients including Whole Foods, The New York Times, Waste Management, GIPHY, Walter P. Moore, and more.

Batman is also a contributor to SourceCon and RecruitingDaily, helps run SourceHouston, and is a Brand Ambassador for ERE, and an Executive Board Member on the Association for Talent Acquisition Professionals (ATAP).

Eric Edelsberg Eric Edelsberg is the Vice President of CultureFit Technology Staffing.  CultureFit is a boutique, recruiting firm that specializes in technology and marketing roles from Chicago to Milwaukee.  He has partnered with upwards of 400 organizations and has placed 1,000 candidates successfully. He and his team were mentioned as one of the best-recruiting firms by Expertise in 2019 with their standards of practice and market knowledge being their differentiating factors. CultureFit staffs a breadth of mid to senior-level jobs in technology and marketing ranging from data scientists to user experience designers, from cloud specialists to project managers, and the list goes on. With Edelsberg at the helm, CultureFit is becoming synonymous with technology, success, and Chicago. Edelsberg has been with CultureFit for over seven years during which he has spearheaded incredible year-over-year growth through ambitious and aggressive business solutions.
Brian Fink

With 10+ years of successfully guiding innovators across North America, Brian Fink focuses on building recruiting functions, candidate engagement, organizational transformation, recruiter training, and executive search.

 As a Senior Technical Sourcing Recruiter at Amazon Web Services (AWS), Fink attracts, finds, and hires open-source technologists who want to build the future! As part of a close-knit team that solves complex problems in a collaborative and supportive way, Fink partners with hiring managers to navigate and find unfindable talent.

 Even when he isn't recruiting, he's recruiting! In short, Fink enjoys relationships with visionaries who meet challenges head-on and driving talent towards opportunity.

Crystyl Swanson

Crystyl Swanson is the Founder and CEO of RENGA, a 100% female-owned business, devoted to creating revolutionary engagement in the workplace through a proactive, strategic approach to associate development, team collaboration, and recruiting.   Swanson has a little under two decades of experience in creating highly effective team environments, which foster diversity and inclusion, while increasing productivity.  She has held progressive leadership roles in account management, sales and marketing, and currently holds a principal position at one of the largest HR consulting firms in the world.   

Her certifications include Extended DISC Facilitator, Emotional Intelligence (EQ2), Hartman Value Profile (HVP), Organizational Culture Coach (Certified Coaches Alliance), and is working on her Associate Certified Coach credential (International Coaching Federation), Challenger Sales Model, Vital Smarts (Negotiation, Crucial Conversations & Crucial Accountability), and holds her Bachelors in Music from Oklahoma City University.

HR Certification Institute HRCI
SHRM Preferred Provider

CREDIT INFORMATION: HRCI® (www.HRCI.org) official seal confirms that BLR®—Business & Learning Resources meets the criteria for preapproved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.”

This program has been approved for 7 (HR (General)) recertification credit Approved Provider toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HRCI.”
These credits expire 12/31/21.

BLR®—Business & Learning Resources is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for (7) PDCs. For more information about certification or recertification, please visit shrmcertification.org.”
The live credits expire 05/19/2021.
The on-demand credits expire 12/31/21.