The rapid growth of remote work has led to a business world without boundaries. However, while hiring global team members is now easier than ever, you still need to develop an international recruiting strategy to successfully overcome your competition and find the right talent — especially within the tech industry.   

A Korn Ferry study found that the global tech skills shortage will reach 4.3 million workers by 2030 and could result in USD 160 billion in unrealized annual revenue in the U.S. alone. So how can companies avoid local tech talent shortages and remain competitive in today's dynamic global market?  

In this session, Globalization Partners’ Mark Hedley, VP of Talent Recruiting, will explain how tapping into emerging tech talent hubs can help you overcome local skills shortages.  

Hedley will also reveal:  

• An overview of top global tech hubs
• Strategies to secure skilled tech talent before your competition 
• The benefits of a global growth strategy

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Session details coming soon! 

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Welcome to the second half of 2022 everyone.  If there is one thing that is clear at this point, it's that just about everything we used to know to be true about talent acquisition is open for reevaluation.  The impacts of the collective challenges we have faced during the past few years have taken the world of work and thrown it up in the air like a deck of cards in 52 pick up.  As we each look to establish some form of “normal” in our strategies and activities we are finding that just picking up the cards and stacking them back into a nice neat stacked card deck is not going to cut it.  Too much has changed, and we need to understand what we need to do to change with it in order to be successful in helping connect the right talent to the right jobs at the right time.

The truth is one of the most dramatic evolutions is in sourcing norms and strategies.  In this session, we will explore a few of the new realities sourcers face and discuss the new rules of sourcing in 2022.

• What Makes Up a Relevant Candidate Profile Is No Longer Just Fit to Job Requirements

• Where We Look For Talent Has To Now Include Internal, Alumni and Non Traditional Talent Pools

• How We Approach and Engage Talent Needs to Reflect a New Reality That Prospects Are Not Playing Our Games Anymore

• The Changing Landscape of Regulations and Candidate Data Management Is Evolving Faster Than Most Can Adjust To

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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 Sourcer - Machine Learning at Twitter will team up for this powerful and practical discussion. 

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If we’ve learned anything as of late, it’s that we need to be prepared for anything. Join us in this session to learn about strategies talent acquisition teams can use to adapt to, and even stay ahead of, rapidly changing market conditions.

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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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Two billion people are on Instagram every day, with over 50% visiting the platform 2-3 times in a 24 hour period. Engagement with brands on Instagram is higher these days than Twitter and Facebook. Learn how to utilize Instagram for your employer branding along with the tools to create content and measure your effectiveness from Dorothéa Bozicolona-Volpe, Marketing Strategist and Principal at Social Espionage.

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Linear career paths and lifetime positions are a thing of the past. Today, we’re living in a world where moving frequently and fluidly between roles, industries, locations and careers is the “new normal”. Employees want individualized and personalized career plans. Organizations that fail to shift their mindset to these expectations will only see churn increase. Learn how HR leaders make data-driven decisions, how to drive engagement and business growth with internal mobility, and ways to identify and divert exit-risk employees.

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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. Join us for this engaging panel discussion with global TA leaders to discuss how far employers are tapping into global talent pools and identify current challenges and opportunities.

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From employer branding to recruitment marketing - problems like decreased conversion rates and increased costs must first be overcome. Using data for better processes is the answer.  But many struggle with how to achieve buy-in for the change process.  In this session, Craig Fisher will tell it like it is, and share how to turn talent acquisition problems into fuel for change.  Attendees will be ready to have the hard conversation to convince leadership to utilize data to affect change for improved recruiting.

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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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How do healthcare companies measure their success? In this quick yet informative session, you will learn that healthcare is not all that different from other industries.  However, speed and candidate experience is the key to your success.  Over the last five years, Michael has consulted with medium to large healthcare-related organizations helping them fix processes and various experiences all through metrics.

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When we think about "sexy marketing," data isn't exactly the next thing to come to mind. But data is sexy when it comes to creating meaningful recruitment marketing campaigns. In this session, Crystal Miller Lay will use a real-world, case-study example to show you how data informed each step of building and executing a high-volume recruitment marketing campaign, including: 

• Data-driven audience segmentation 
• Using data for creative and message building
• How data helps better targeting
• Data-informed recruitment advertising
• Meaningful metrics  

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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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It’s no secret that TA teams who prioritize diversity and inclusion will find more quality candidates, and those candidates can turn into new hires. Metrics help employers committed to diversity and inclusion stay on track by encouraging the identification and management of bias.  Without clear measures to track diversity and inclusion efforts and outcomes, limits the ROI on those initiatives. 

This panel discussion will address: 

• Steps to build meaningful D&I analytics 

• Using metrics to prioritize initiatives, set targets and assign accountability

• Identify challenges global companies face with diversity tracking

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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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Not every company has dozens of recruiters or an employer branding team. And a massive budget for the best new ATS.  How can you be effective even without a big team or a big budget?  As a solo-brander, or small team, you have a significant opportunity to advance your organization’s employer brand. Build relationships with all stakeholders, and deliver a consistent narrative over what employer branding is for you and your organization. Join Amazon's James Marable as he shares tips for talent branders operating with small teams or flying solo! 

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Employee advocacy is no longer optional — it’s a key component of attracting talent to your organization. Yet building a successful program can be challenging for any practitioner: Where to start? How to drive engagement and results? How to show impact on recruiting goals? If any of these situations sound familiar, Ally Brown, Employer Brand Manager at VCA Animal Hospitals, has the answers!

Gained through her diverse marketing and employer brand experience spanning over a decade across multiple industries, Ally’s tried and true strategies serve as a blueprint for building a successful EA program at any company. Regardless of your budget or experience level, you’ll walk away with Ally’s pro tips for:

• Overcoming common challenges to get started and keep a program going
• Communicating what’s in it for employees – making it easy to say yes
• Choosing the right technology to support your goals
• Celebrating participation with surprise and delight

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The news is buzzing with headlines about high-profile layoffs and hiring freezes in tech. Is the bubble bursting? No one knows for sure. But we do know this: Whether we’re in a bull or bear market, people with technical skills are in short supply, and only companies that invest in technical talent will survive the future. As such, competition for these candidates will be steep for the long haul. To win them over, now is the time for leaders to build human-centered employer brands that put employees first.

In this presentation, leaders will learn how to:

• Humanize their candidate journeys (with examples of brands that are leading the way)
• Create hybrid policies that meet business needs as well as the unique needs of each employee
• Embrace personalized approaches to employee wellness versus the one-size-fits-all solutions of the past

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Join us for this interactive session while two industry icons guide you on an interactive tour of the "must have" tools in the business. Chloé Rada, Sr. Director, Global TA Operations for Nielsen and Allison Kruse, Head of Global Employer Brand at Baxter team up to share how you can become content heroes for talent attraction! Chloé and Allison sourced the secrets to success of brand activation by asking their peers across all industries and company sizes what they like best! From becoming a better writer, to removing gender bias, designing awesome graphics and videos and highlighting employee generated content, you'll feel like you’ve uncovered a new super power when you start using these free or low cost tools!

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The importance of diversity and inclusion in hiring practices and retention has increased exponentially in the last two years. But, as the story goes, well-intentioned companies often end up falling short. From making the shift to data-driven decisions to analyzing and improving employer brand and the way the organization comes across in their digital spaces and on social media, this opening session will address ways that organizations can set up and achieve meaningful DEI goals to empower the development of inclusive workplaces. 

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Join Roselle Rogers, Vice President, Diversity, Equity, and Inclusion at Circa, as she focuses on how to examine, operationalize, and embed DEI into our practices along four key pillars: talent acquisition, performance management, compensation practices, and learning and development. Roselle will dive into each of these areas to focus on the barriers and biases that may show up within each, how we may unintentionally be building bias into the systems and people practices that support our organizations, and discuss practical actions we can take to standardize and build in equity and inclusion in our policies, practices, and systems.

• How to evaluate key people practices to surface bias and inequity
• Identify measures to correct inequities and close gaps
• Actionable ideas to standardize and build in DEI into your talent acquisition, performance management, compensation practices, and learning and development processes

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Many talent acquisition teams have diversity initiatives in place. But without a strategy for how to find underrepresented talent, sourcers and recruiters find themselves not being able to contribute in a meaningful way.

Look no further, as this session will help you unlock the power of LinkedIn Recruiter, and give you the tools needed to build ultimate strategy.

This session will cover: 

• Pronouns  
• Women University & Sororities 
• Events 
• Name Search 
• ERG/BRG

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Learn the steps towards making lasting and positive impact so you can truly embed #DEI into your company strategy. In this session, Shayla Barnhart, Global Talent Acquisition Leader & Data-Driven Inclusive Sourcing Advisor will share tips and tricks for sourcing strategically to make a real difference in advancing your company's DEIB initiatives in talent acquisition.

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Not all interviewers in your company have been trained to identify/eradicate personal biases and provide equitable opportunities to all candidates. We will explore the changes that have taken place in the past two years, including the interpretation of employment laws. Focusing on specific elements of engagement that are inclusive and equitable to diverse people, there are safeguards you can put into place to help protect your organization, and employ best hiring practices.

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The last two years have proven that inclusivity should be a key initiative of all work, but specifically remote work. Collaboration tools and training initiatives have enabled leaders to encourage some of the voices that may not have been heard in traditional office settings to contribute their innovations and ideas. 

In the world of talent attraction, amplifying employee stories to showcase voices and perspectives of those that are underrepresented in your workplace, and in society, is one way to meaningfully engage in allyship.  Talent attraction professionals have the unique opportunity to gain further exposure to these voices by using these stories in recruitment marketing content. 

Join us for this insightful panel discussion to learn how you can be a true ally. 

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