TALENT ACQUISITION TO BETTER BUSINESS
This is a special discounted registration page. Discounted registration is limited and will not last. Register now to receive a 50% discount.
Participation in this online workshop will allow you to gain new insights in talent acquisition from industry leaders, while helping you identify areas of improvement at your organization. This online workshop will include 4 lessons, and take approximately 2 hours to complete. Pre-register today using this special discounted registration page to reduce the standard $240 fee by 50%. Discounted registration is extremely limited. The workshop will be available to be completed in March 2019, and will be available to complete on demand at your own time and pace.
The Evolution of Modern Recruiters
Julie Coucoules, Head of Global Talent Acquisition at Glassdoor
Recruiters have always played a key role in driving the success of their organizations, but never before has the role of recruiter been so tactical and strategic. Expected to go far beyond putting butts in seats, talent acquisition professionals are – more than ever – expected to have a deep understanding of their unique teams. By building meaningful relationships with hiring managers they can be highly effective and efficient, bringing on people who are the right fit, are highly motivated, and stay for the long term. It’s an exciting time, but the changes are happening fast and it’s critical to keep pace. In this session, you’ll learn how to:
Evolve the structure of your team to hire more efficiently at scale
Streamline hiring by ensuring a deep understanding of every role
Screen for retention and long-term career growth
Analyze talent analytics to set benchmarks and inform long-term strategy
Head of Global Talent Acquisition
Bottom Line Outcomes from a Centralized Recruiting Strategy
Bob Selle, Chief Human Resources Officer at Ocean State Job Lot
Bottom line outcomes of a well planned centralized recruiting effort is: 1. Consistent Brand Awareness, Improved Retention, and Higher Associate Engagement. All of these lead to a financial improvement on the bottom line.
In this session, you will learn how Bob Selle, CHRO at Ocean State Job Lot, a Forbes best mid-size employer, accomplishes this.
Chief Human Resources Officer
Ocean State Job Lot
Pre-hire Assessments in the War for Talent
Jonathan Canger, Senior Vice President, Global Talent Management & Corporate Human Resources, Marriott Vacations Worldwide
Pre-hire assessments, also known as employment tests or selection procedures are at a crossroads. On the one hand, advances in design, platforms and technology (including gamification, social media, mobile delivery and artificial intelligence) have opened up new worlds of options for assessing talent. On the other hand, companies in the United States find themselves in an escalating war for talent, with unemployment at record lows and job openings at record highs. In that environment, what’s the argument for employing tools that might drive away or screen out the few applicants they’re getting? What’s a companies to do?
Senior Vice President, Global Talent Management & Corporate Human Resources
Marriott Vacations Worldwide
Activating Your Internal Pipeline
Mark Bocianski, Global Head of Talent and Learning at Western Union
Understanding your internal talent skills and capabilities and creating visibility to that talent is essential to activating your internal pipeline. In this session, we’ll discuss why activate and how to get started.
Global Head of Talent and Learning