Sourcing and recruiting the best people to help build a successful organization has always been a challenge. Now consider the pandemic and the seismic shift it caused in the U.S. job market. In this keynote session. we will dive into the skills, tips and tricks for sourcing talent in a hyper competitive market. It all starts with being human. Making authentic connections to engage prospective candidates. Join us to learn more! 

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Brian Fink teams up with Mike "Batman" Cohen to collaboratively attack LinkedIn to mine for talent and help you find the information needed to integrate into your most elusive searches. Brian and Batman will demonstrate how to leverage the LinkedIn features "no one talks about" including search commands and other hidden features.

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Sending a boring, templated, predictable message to a potential candidate will get you absolutely nowhere. We're all busy and our inboxes are flooded with messages, many of which, are never read. Figuring out how to instantly warm candidates up to you, all while making your message stand out from any others they might have received is the best path to engagement. Join us for this fresh and open dialogue full of tips for creative messaging in a competitive world. Willena Long, Senior Diversity Technical Sourcing Leader at Roblox and Blair Fambro, Senior Technical Sources - Machine Learning at Twitter will team up for this powerful and practical discussion. 

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This session walks participants through a playbook of tactics for maximizing your talent acquisition resources to attract and hire the best talent for your organization. 

• How to utilize talent analytics

• Ideas for retaining the talent you already have at your company and how to hire internally

• Proven methods for improving your candidate experience 

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This session will help you to rethink your approach to campus hiring, onboarding and transitioning into the workplace. Hiring is just not about diversifying your hiring pools but about ensuring that you create belonging once you have successfully hired graduates and interns. Learn about what inclusive practices look like.

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In today's talent market, speed is critical when it comes to securing talent. Maintaining speed and quality when hiring is being scaled up is a big challenge for retail as well as other industries. Join us for this session full of insights to share on: 

• Scaling up hiring without losing speed or damaging the candidate experience
• How to take charge of your recruitment marketing plan
• Tips and tools for identifying top talent faster

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At Beamery, we believe in the power of relationship-centric recruiting. We’re dedicated to helping companies provide more personalized, more effective experiences for talent. In today’s talent market, this starts long before candidates are ready to apply. Beamery is Candidate Relationship software built for companies that are proactive about engaging the best talent. By combining Talent CRM and Marketing software, Beamery helps companies attract and engage passive talent, allowing companies to build pipelines of talent for both open and future roles so that they’re always ready to hire.

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We all know how important social media is to attracting and engaging talent, but do you ever feel like you’re on a hamster wheel, just going through the motions of posting content? Some posts get engagement, most fall flat, repeat. So how do you make this not the case? Are there practical, repeatable tactics that you can use to boost your chances of breaking through the noise?

Actually there are, and Rally’s Lori Sylvia will give you 5 best practices that you can put into action right now to increase candidate engagement with your social media content. Don’t let the social algos stump your Recruitment Marketing strategy. Whether you post to social media once a month or multiple times per day, you’ll walk away from Lori’s session with ready-to-implement tactics that get results.

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It is pretty clear that remote working is now a permanent fixture in the working life of many people. How far are employers tapping into global talent pools, and what are the challenges and opportunities.

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Frenetic hiring and employees quitting have plagued employers for the past year and we’re all still just trying to figure out what to do next in 2022 and beyond. Recruiting, hiring and retention strategies are all over the place. Recruiters are stressed out and candidate resentment continues to grow. 

Year after year, whatever the world looks like, Talent Board’s candidate experience research shows that sustaining a quality candidate experience is difficult for companies big or small across industries. However, the building blocks of a quality recruiting process and a quality candidate experience remain unchanged. Ensuring that consistent communication and feedback loops are delivered is critical in today’s competitive landscape. 

We control the candidate experience dials: the technologies we use, the processes we run, the communications we send to candidates and the timeliness of them, the recruiter requisition load, and the related hiring resources and support. We see how improving it positively impacts brand affinity, referrals and the business bottom line every year; candidate experience is your competitive advantage.                                                                      

During this informative session, Talent Board President Kevin Grossman will share insights from their candidate experience benchmark research including:

• How employers can improve all communication and feedback loops throughout the recruiting and hiring process

• How HR and recruiting technologies are empowering employers to provide a better candidate and employee experiences       

• How candidates will take their brand alliance, product purchases, and relationships elsewhere when they have poor experiences – and how they’ll increase it when it’s great  

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While the methodology for recruiting talent has changed drastically over the past 30 years, some of the most significant changes have come in the past decade. The move to a marketing-based approach for recruitment and the introduction of programmatic buying solutions have dramatically affected the way companies compete for talent.

More than a decade ago, Recruitics began beta testing the recruitment industry's first programmatic job advertising technology based on algorithmic rules -- where job-level analytics are tracked and measured for recruitment ROI -- and the industry has never looked back. Today, programmatic advertising (along with a few other staples) has become the 'holy grail' of data-driven recruitment strategy.

Join Mona Tawakali, Chief Strategy Officer at Recruitics, as she shares how programmatic ad data can:

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Like many employers right now, you may be wondering how your company’s current employment brand and recruitment tools are holding up to today’s hiring demands. The challenges associated with acquiring new talent continue to grow, and in today’s tough hiring climate, exploring the right tools to use at the right time to catch the attention of both passive and active job seekers can determine where the right candidate ultimately ends up.

Join Recruit Rooster’s Ruth Toombs and Rob Cox as they discuss various pain points employers have experienced during the pandemic and the current employment branding trends and tactics employers are using in today’s market. They will also explore how custom recruitment marketing solutions have leveled up employers’ recruitment efforts.

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Join us for a conversation at the intersection of recruitment and employer branding. To build a  great employer brand — one that attracts and retains candidates and employees — you first need to understand the market forces driving TA, from the great resignation to an unprecedented talent shortage. You need to understand what candidates and employees now expect from their employers, including pay transparency, DEI, remote work and wellness.  These dynamics have one theme in common: They require companies to put people first. Built  In’s Chief Marketing Officer Sheridan Orr shares why building people-first employer brands is the key to staying ahead of these trends and tailwinds in the recruitment landscape, allowing you to attract the professionals you need to not just survive but innovate and grow.

Built In serves more than 1,800 innovative companies of all sizes and industries across the  U.S., from SMBs to companies in the Fortune 500. By helping them share employer brand stories with the platform’s uniquely engaged audience — millions of skilled tech professionals who rely on the platform to learn and grow — customers capture the attention of in-demand talent they can’t find anywhere else.

During this presentation, you will learn:  

• What candidates and employees now demand from employers, including remote work,  growth opportunities, flexibility and a commitment to wellness and DEI.  

• Why the key to staying ahead of tailwinds in the recruitment landscape is building people-first employer brands.  

• Ways to do so, including introducing pay transparency, supporting work-life balance through efforts like sabbaticals, defining new approaches to career pathing and performance reviews, and engaging in the re-recruitment of employees.  

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