• 9:00am
  • 8:00pm

Registration & InLounge hours

  • 1:00pm
  • 1:30pm

Main stage keynote: Great talent starts with you

Wade Burgess, LinkedIn

Talent is more active and open to new opportunities than ever before. In fact, there’s a whole new candidate journey, and the way talent finds and engages with information about an organization is evolving at a faster and faster pace. As recruiters, you’re the ones connecting talent to the opportunities within your organization. In this opening keynote, Wade Burgess, LinkedIn’s VP of Talent Solutions, shares his perspective on the importance of a recruiter’s role, and how winning as a business has a direct link to talent.

  • 1:30pm
  • 2:00pm

Main stage keynote: Talent acquisition: The true definition of partnership

What does it mean to be a true talent acquisition business partner? We have the notion that being a business partner is good and being purely a service organization is bad. We fight for the seat at the table. We want to be invaluable. We want our opinions and advice to be trusted. But what is the true meaning and value of partnership to our company and how do we achieve it? 


Some TA teams are known to be the best. Are they purely a reflection of strong employment brands? We all do the same work for our companies and what makes the TA team unique at Netflix is how effective we are at finding just THE RIGHT talent for our company. This impact depends on the deep knowledge of the business and the company’s culture and cannot be done without a true partnership. Partnership is mutual and is not just about what we, TA, need to be successful. It is also about what our hiring teams bring to the partnership to create that success.

Nellie will walk through how they established a culture of recruitment at Netflix and developed uncompromising attitude that every hiring manager is responsible for building their team and the trust and respect they earned as a TA organization to help them be the best at hiring stunning colleagues.

  • 2:00pm
  • 2:30pm

Main stage keynote: Creating confidence through charismatic leadership

Deborah Frances-White, The Spontaneity Shop

Charisma isn't a mysterious quality some people are born with, it's just behavior. It can be learned and it's a quality that can turn an excellent manager into a compelling leader. Deborah Frances-White is a stand up comedian who will share the secrets comedians use so that rooms full of people want to look at them. This session is entertaining, fun and will give you techniques to you can use straight away, including the difference between "lions and gazelles", why we find presenting, speaking or "being looked at" nerve wracking, how to create confidence with your physicality, and how to become "audience conscious" rather than "self conscious.”

  • 2:30pm
  • 3:00pm

Afternoon break

  • 3:00pm
  • 3:45pm

Five ways Cisco took their talent brand from "not" to "hot"

Cisco took a very hard look at their employer brand and realized it wasn’t working. You can’t market or PR your way to an employer brand. Since the true owner of your employer brand is your current/former employees -- in order to earn trust and show the world an authentic view of what it’s like to work at your company -- you have to give employees a bigger and better voice. Come listen, learn and leave with 5 ways you can take your employer brand from “not” to “hot”!

 

Session highlights:

  • How to use voice/tone to attract talent and show your culture.
  •  How not to spend a dime, but make an impact.
  • How to empower your employees to make your job of attracting talent easier.
  • 3:00pm
  • 3:45pm

How Hulu created an employer brand that helped them scale during hypergrowth

From its origins as a scrappy startup, Hulu soon found itself in a state of transition—with colossal headcount growth each year—creating tremendous hiring needs in locations outside the traditional Silicon Valley hub of innovation. Hulu’s core values were defined alongside an evolution of “what defines hulu” to serve as a road map for a thriving future. Enter Hulu’s Talent and Organization (TAO) team, powered by storytellers, social media managers, sourcing specialists, and data analysts. Together, they drove the creation of the “Powering Play” employer brand and built a longterm foundation for success.

 

Key highlights:

  • How to create messaging framework to tell your brand story and generate qualified candidates.
  • Proven social media tactics that fuel the right candidates in a volume of applicants.
  • The benefits of building a core recruitment “task force” with the right expertise.
  • How to scale successfully and keep up with demands of the business.
  • Earning a best in class reputation that makes your company standout from the competitive landscape.
  • 3:00pm
  • 3:45pm

Create digital experiences that matter to candidates

Dave Hazlehurst, Ph.Creative

The right digital ecosystem can make or break candidates' perception of your employer brand, which is a foundational component of attracting, engaging and recruiting talent. I'll explain how design thinking and Candidate Experience (CX) mapping can be applied to your company's digital ecosystem to generate ROI and help your company stand out from competitors with a world-class candidate experience informed by real-world scenarios.

 

Key highlights:

  • Hear how we mapped out the CX journey for Virgin Media and what it means to your attraction strategy.
  • Discover how Nationwide Building Society (UK's number 1) saved £1m on job board spend, with a digital marketing ROI of 4313%.
  • Learn what digital marketing strategies and best practices like SEO can do to attract quality talent and save millions in unnecessary spend. 
  • Understand the role simplicity, clarity and personalisation play in creating world-class digital experiences.
  • 3:00pm
  • 3:45pm

How to become a better listener

Tatiana Kolovou, Lynda.com

Being a good listener is a critical skill, whether you are interviewing a candidate or leading a team. However, very few of us have had any formal training in listening effectively and often times we miss important opportunities to use that skill. In this session, you will learn how "high-impact listening" will help you become a better communicator and leader and walk away with a formula for listening success. Some specifics we will cover in the session include:

 

  • The 5 different reasons to listen.
  • The exact non-verbals to show your speaker that you are present.
  • Ways to avoid common pitfalls.

 

Following these steps to becoming a better listener will help you thrive as an interpersonal communicator and boost your professional brand.

  • 3:00pm
  • 3:45pm

Love 'em with data: DocuSign’s signature weapon in elevating the recruiter

Mike Euglow, DocuSign
Tony Truong, DocuSign

We all know that hitting hiring targets with quality is critical to the success of any organization, regardless of size. However, something has been lost along the way as recruiting teams chase down the almighty hiring target. What about the Recruiter and their development? How do you nurture and unleash their potential? It’s not just about the hiring number if you want to build a high-performing and engaged recruiting team! Mike and Tony joined DocuSign at a time of hyper growth and had the opportunity to implement the things they learned in the past and later elevated the recruiting team to the next level by investing in their most important asset, the recruiter.

 

Mike spent over 10 years at Salesforce; moving up the ranks from just one of two recruiters in 2003 to SVP of Global Recruiting leading a team of 200 people across the world. Tony was the first ever Recruiting Analytics Leader for Salesforce and later became the Head of People Analytics at Pandora. Please join Mike and Tony as they share their story of how they have moved from traditional to progressive recruiting at DocuSign. Whether you are a recruiter looking for ways to up your game or a recruiting manager looking for a new way to lead and measure your team, this session is for you.

 

Session highlights:

  • Drive engagement by listening to your team.
  • Improve performance by re-defining recruiter success and then measuring it.
  • Create a culture of constant feedback and development by deploying a “Recruiter Scorecard”.
  • 3:00pm
  • 3:45pm

Game-changing campus strategy that works across TA

Tey Scott, LinkedIn

Doris Tong, LinkedIn

Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you!

 

Key highlights:

  • Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this.
  • Even the playing field: What processes and tools we use to help create equal opportunity.
  • Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting.
  • 3:00pm
  • 3:45pm

From bicycle to Harley: Turbocharging the power of employee networks

The value of employee networks is clear: employee referrals are the #1 source of hire for many companies. But how can you unlock your employees’ networks in an even more efficient and effective way? In this session, we’ll show you how LinkedIn Referrals can help you reach your strategic talent acquisition goals such as diversity hiring and executive recruiting, while at the same time addressing some of the most significant pain points often associated with managing a referral program.

 

Key highlights:

  • Leverage employee networks to drive diversity hiring.
  • Unlock your executives’ networks for your recruiters to reach warm leads within hard to find talent pools.
  • Learn how to eliminate manual processes in managing a referrals program.
  • 4:00pm
  • 4:45pm

Millennial Myths: They are not unique or the lazy, entitled, spoiled stereotype everyone says they are

Gregory Giangrande, Time Inc.

Millennials are not a problem. They’re a marketing construct. Young people today are no different than they were throughout history – challenging the status quo, questioning authority and seeking to make their mark. Take for example the hippies of the 60s, the radical anti-war protesters of the 70s, the treehuggers of the 80s, or the yuppies of the 90s.

 

Sure, there are key differences. Today’s 20-somethings grew up with instant access to information and new technology. They’re members of a global community and represent the most ethnically diverse generation yet. But they want the same things from work that any of your brightest employees do: respect, autonomy, and the opportunity to own their careers.

 

Session highlights:

  • We’ll dispel pervasive millennial myths – and unpack why perpetuating them is destructive to your organization.
  • We’ll uncover how to recruit, hire and engage the best millennial talent – which doesn’t mean turning your workplace upside down.
  • We’ll discuss how to create an impactful and inclusive culture that optimizes your company’s productivity.
  • 4:00pm
  • 4:45pm

Redefining employee growth and engagement: Using development to unlock employee potential and retain top talent

Ron Storn, Lyft

In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena.

 

Session highlights:

  • How to use structured 1:1’s as key building blocks for successful growth and talent development.
  • How to develop employees at all levels in a distributed workplace.
  • Why simple, self-explanatory core values are instrumental for alignment and engagement.
  • 4:00pm
  • 4:45pm

Driving profits with purpose: How HR and finance can collaborate and inspire

Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?

 

In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.

 

Session highlights:

  • How to get HR and finance to work together and collaborate.
  • How companies can create an actionable plan.
  • 4:00pm
  • 4:45pm

What are the great predictors of future performance and how to recruit for them

Nell Thayer Heisner, Fuze
Eric Trickett, TripAdvisor
Mike Hebert, edX

Sarah Lawless, Moderator, LinkedIn

Have you ever thought about how a company's core values impact hiring? In this session we will discuss how a candidate's attributes/characteristics/experiences are predictors of future performance and how to align them to core values.

 

Session highlights:

  • Why your company's core values are the link to anticipating and promoting employee performance.
  • How your recruiting team can quickly go from a basic interview to an elevated, value-centric interview.
  • Metrics and what the future looks like for recruiter performance evaluations.
  • 4:00pm
  • 4:45pm

From battlefield to boardroom: Leveraging LinkedIn data to recruit veterans

Amanda Veinott, Miligistix
Pam Hoadley, LinkedIn
Daniel Savage, LinkedIn

Military service members and veterans are power users of LinkedIn as compared to non-veterans. In this session, we'll discuss how to leverage the power of LinkedIn data to accelerate your veteran and spouse hiring mission, and how bringing veteran leaders onto your team can amplify your bottom line. Whether your company has a mature military talent program or no program at all, you'll benefit from the data driven approach to attracting, recruiting, onboarding and retaining military veterans and spouses.

 

Session highlights:

  • Use data to optimize your approach to hiring veterans and spouses.
  • Deeply understand LinkedIn's 2.2 million veteran members.
  • Learn how to become a military employer of choice.
  • 4:00pm
  • 4:45pm

Candidate behavior has changed - has your hiring?

Vidya Chandra, LinkedIn

Monica Lewis, LinkedIn

There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster.

 

Session highlights:

  • How the talent of today finds their next career move, and what it means for you.
  • Discover the signals that candidates give when they interact with your company, your employees, and your opportunities.
  • Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster.
  • 4:00pm
  • 4:45pm

Discovering the 10 (new) hidden gems in LinkedIn Recruiter

Maria Hardeman, LinkedIn

Perry Monaco, LinkedIn

This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.

  • 4:00pm
  • 4:45pm

How to handle difficult conversations with candidates, colleagues, and your boss

Katherine Vogt, LinkedIn

It has happened to all of us -- there is a tricky piece of feedback that you have to give to a hiring manager, candidate, peer or boss, and you are not confident how to deliver it. You feel anxious or uncomfortable. Join this session to hear from a seasoned HR leader on how to turn these awkward situations into constructive conversations.

 

The session will focus on demonstrations of real-life conversation scenarios and in this safe environment you will learn how to:

 

  • Delicately give "upward" feedback to your boss.
  • Handle candidate rejections, including those who don't take "no" for an answer.
  • Address issues with a tough hiring manager.
  • Deliver difficult feedback to a colleague.

 

No role playing required! Enjoy the show, step up to "stump" the speaker if you'd like, and walk away with ideas and approaches to take with you to that next conversation.

  • 5:00pm
  • 5:45pm

Winning the war for talent: A creative approach to employer branding in the technology industry

In a world where every software developer has multiple offers on the table at any given time, attracting and retaining top tech talent is especially critical. Since launching its B2E (business to employee) marketing program 5 years ago, Luxoft has grown its worldwide software engineering capacity from 3, 000 employees to just over 11, 000. A major key to this success has been the company’s approach to building a strong employer brand, communicating it creatively to a very challenging target group, continuously pushing innovation, and leveraging technology to automate the candidate journey. In this session, we will explore how an emerging market player stepped into the global talent league by leveraging programmatic advertising, marketing automation, social media (particularly LinkedIn) and a variety of other tools to fully digitize the candidate journey.

 

  • 5:00pm
  • 5:45pm

The playbook 2.0: Tactical tips for ‘committing' to a social media recruitment program

Adriana Kevill, KRT Marketing

Michelle Sargent, KRT Marketing

 

Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.

  • 5:00pm
  • 5:45pm

Campus to corporate: How recruiting millennials enabled AppNexus to incubate its strongest recruiting strategies

Ashley Babinecz, AppNexus

Lorraine Buhannic, AppNexus 

AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company.

 

Key highlights:

  • The framework to hire for potential and make better long-term hires.
  • How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels.
  • How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience.
  • 5:00pm
  • 5:45pm

Design thinking workshop: How personas and journey maps can improve the candidate experience

Anton Artemenkov, Sutherland Labs

Anna Fullerton-Batten, Sutherland Global Services

We all want a never ending pipeline of highly qualified talent and innovative solutions to make recruiting easy. However, the reality is that the war for talent is getting harder. So to enable smarter talent acquisition, new approaches need to be explored. In this session we tell the story of how, with limited time and budget, we experimented with new ways of approaching existing challenges by applying Design Thinking principles. Find out how we used immersive research, ‘walking in candidates shoes’, to understand the candidate journey throughout the recruitment process, created behavioural personas and journey maps and how we used the insights learnt to create better candidate experience.

 

Session highlights:

  • Top tips for personas and journey maps creation.
  • Learn how we applied this in our Bulgaria geography (one of the world’s hotbeds for multilingual IT and customer support talent).
  • Insights on how to enable leadership buy-in.

 

This workshop will have practical exercises and share tips of how they can start doing this themselves.

  • 5:00pm
  • 5:45pm

How to attract, develop and retain your millennial talent!

Frans Mahieu, Kimberly-Clark

Raymond Steward, American National

 

In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.

 

Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.

 

American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.

 

Frans will show you how to catch them; Raymond will show you how to keep them.

 

Key highlights:

  • How to differentiate your company from the competition.
  • Turning strategy into an execution that delivers.
  • Rallying the troops from collaboration to execution.
  • How to create a competitive edge by creating competitive VALUE.
  • 5:00pm
  • 5:45pm

Diversity & inclusion: A journey of cultural transformation for business success

Mo Karim, CBRE

Kathy J. Goss, LinkedIn

We have taken CBRE on a significant journey of self-discovery asking some incredibly honest and challenging questions over the last 24 months, including things like is unconscious (or even conscious) bias affecting our organisation, Is the organisation willing to judge leaders by progress made to improve diversity by including objectives in performance appraisals, and most importantly, is the way we want to keep doing business. We have used a number of tools and techniques to lead this journey, including the formation of a number of diverse networking groups, founding specific initiatives to drive industry change for women, as well as being the first firm in our sector to carry out a D&I organisation assessment with Ernst & Young signing up to the National Equality Standard. Not only have these efforts resulted in a journey of transforming hearts and minds at CBRE right from the very top where it most matters, as well as influencing the Real Estate industry as a whole to take notice of the importance of diversity and inclusion for commercial success. The aim of the session is to take the audience through this journey, outlining the challenges we faced along the way and more importantly how we overcame them to ensure D&I became a Board level priority driven by people in the business rather than just being just another HR or CSR initiative.

  • 5:00pm
  • 5:45pm

The unified brand: Aligning your consumer, corporate, and employer brands

Nicolas Blanc, LinkedIn
Kristin Rice, LinkedIn

Make the most of your brand by leveraging all three pillars of it: consumer, corporate, and employer. There are positive qualities and aspects of each of your brand pillars, and the most successful companies take advantage of all of these together. This session will teach you how you can create a strong, unified brand presence that incorporates all of your brand entities.

 

Key highlights:

  • Companies that successfully align their corporate, talent and consumer brand, are better suited to engage with millennials and can also develop competitive advantages.
  • Your employees are your best brand ambassadors. LinkedIn can help to empower them.
  • A strong company culture and a powerful content marketing strategy are equally important when it comes to build a Unified Brand.
  • Branding is more than just a marketing function; it’s an organizational function. That means that everybody needs to contribute.
  • 5:00pm
  • 5:45pm

Swap out your hiring manager headache for a true business partnership

Do you find that your hiring managers are consistently asking you to search for impossible to find candidates, leaving you powerless and frustrated? In this session, we’ll uncover what it takes to set a relationship with a hiring manager up for success from the beginning, how to communicate the realities of the talent pool in a meaningful way, and how to motivate hiring managers to be recruiters long after their search is over.

 

Session highlights:

  • Setting the stage.
  • Powerful intake meetings.
  • Talent pool data is your friend.
  • Open communication throughout the process.
  • Turning hiring managers into recruiters.
  • 6:00pm
  • 8:00pm

Welcome reception

  • 7:30am
  • 6:00pm

Registration & InLounge hours

  • 7:30am
  • 9:00am

Breakfast

  • 9:00am
  • 9:30am

Main stage keynote: Talent lives on LinkedIn

Wade Burgess, LinkedIn

LinkedIn’s mission is to connect the world’s professionals to make them more productive and successful. In this state-of-the-union style keynote, Wade Burgess, LinkedIn’s VP of Talent Solutions, discusses the importance of members first, how this “true north” shapes member investment and product direction, and how talent acquisition leaders and their teams benefit from LinkedIn’s increasing member engagement levels. He’ll also reveal the latest in LinkedIn Learning, a solution for always-on learning and development.

  • 9:30am
  • 10:00am

Main stage keynote: How the nature of work is changing

Jeff Weiner, LinkedIn

Dan Roth, Moderator

It’s no secret that the very nature of work is changing. The widening skills gap, digital industrial revolution, rise of machine learning, and uncertain economy are all fueling this change. Join LinkedIn’s CEO Jeff Weiner & Executive Editor Dan Roth in a fireside chat as they discuss these trends and the impact on business and talent acquisition.

  • 10:00am
  • 10:30am

Main stage keynote: LinkedIn Talent Solutions products: Building a better talent marketplace

There are more ways than ever to find and connect with talent today, yet it's still difficult to hire. Together, we can build a more efficient talent marketplace, to ensure that you have the best odds of not just identifying the right talent but effectively recruiting them. Join LinkedIn Talent Solutions' Head of Product, Eduardo (Eddie) Vivas, as he unveils the latest in products that will enable your teams to be even more successful.

  • 10:30am
  • 11:00am

Morning break

  • 11:00am
  • 11:30am

Main stage keynote: Blitzscale recruiting: GE's digital transformation journey

Amber Grewal, GE Digital

GE, the 124-year-old global industrial giant is now a digital pioneer, actively reinventing itself to stay relevant in the 21st century and beyond. They have taken on the audacious goal to digitally connect 75+ GE factories across services, engineering, sourcing and commercial functions, across their six core businesses with the express intent to become both a platform company and an applications company – leading the Industrial Internet of Things.

In 2012 GE moved to Silicon Valley to build out GE Software. Over the next three years the small, but skilled, recruiting team set about to create a new brand identity, candidate/employee value proposition, and recruiting model to hire digital talent at a massive scale to result in the creation of GE Digital in 2015. Today, GE Digital Talent Acquisition has scaled horizontally to function across all of GE’s industrial businesses, globally – taking the company from a family of 50 to a nation of 30,000 digital employees.

  • 11:30am
  • 12:00pm

Main stage keynote: It’s all about the people: Sir Richard’s story

Sir Richard Branson, Virgin Group

Shannon Stubo, Moderator, LinkedIn

 

There is nothing more important for a business than hiring the right team. If you get the perfect mix of people working for your company, you have a far greater chance of success.” Sir Richard Branson is one of the world’s most forward-thinking entrepreneurs and business leaders. To date, he’s founded more than 400 companies as part of the Virgin Group, and a key to his own and his organization's overall success its talent.


Join Branson in an intimate fireside chat to discuss the importance of company culture, the impact talent has on any organization, and entrepreneurship. Branson will also share about his own journey and lessons learned through the founding of Virgin Group.

 

  • 12:00pm
  • 1:30pm

Networking lunch

  • 1:30pm
  • 2:15pm

Culture add is the new culture fit: How to attract and retain diverse talent in today’s marketplace

Lisa Lee, Pandora Media

Marta Riggins, Pandora Media

 

“Culture fit” is a dying term, often used to exclude diverse talent from entering your organization. Pandora looks for a “culture add” — what unique skills and viewpoints candidates bring to the table that don’t already exist in the organization. In this session, you’ll learn how the Employee Experience and Diversity teams work together to attract, engage, and retain employees through their unique culture.

 

Session highlights:

  • Crafting Pandora’s integrated B2E (Business to Employee) marketing strategy.
  • Engaging candidates and retaining employees by building a culture of inclusiveness.
  • Scaling a diverse culture and measuring ROI.
  • 1:30pm
  • 2:15pm

How we calculated the $ value of candidate experience and transformed the perception of our team

Graeme Johnson, Virgin Media

This session will provide talent acquisition leaders with a refreshingly honest assessment of how one of the UK’s most in demand employers were failing on candidate experience, and losing customers as a result. Graeme will explain also how Virgin Media then put a $ value on candidate experience by presenting an undisputable business case for positive change.

 

At Virgin Media, this work has led to a mind-set shift in the entire organisation including becoming friends with the CFO, and put their TA function on the map! Find out how you can do the same.

  • 1:30pm
  • 2:15pm

Purpose drives profit: How connecting talent to purpose elevates your company and the world

Anat Mahrer, Panelist, Toms

Leigha May, Panelist, The Honest Company

John Phillips, Panelist, Starbucks

Lauren Vesty, Panel Moderator, LinkedIn

Did you know that purpose-oriented employees are more satisfied with their work*? That they're 47% more likely to be promoters of their company and plan on staying at their companies longer than non purpose-oriented coworkers**? Recruiting and engaging with purpose is a lot easier than you might think - and uncovers massive value.

 

Companies leading with purpose see incredible impact on their talent, productivity, and profitability. Beyond that - they're making the making the world a better place!

 

Hear from three purpose-driven companies - TOMS, The Honest Company and Starbucks- on how to incorporate purpose into your talent initiatives.

 

 

*Purpose at Work, 2016 Global Report

**Imperative 2015 Workforce Purpose Index

  • 1:30pm
  • 2:15pm

How to humanize your employer brand with storytelling

Jaimeen Brahmbhatt, Abbott

Kristin Dudley, Comcast

Lisa Smith-Strother, Ericsson

Lars Schmidt, Panel Moderator

 

Employer Brand has become a strategic priority for most organizations. We've created our social channels. We're building relationships with Marketing. We're exploring content marketing, persona mapping, and targeting. The question now becomes how can we leverage these channels to help convey meaningful narratives about our employee experience that help us hire the right talent. The dynamic panel, moderated by Amplify Talent Founder Lars Schmidt, will take you inside the Employer Brand teams of leading global companies like Ericsson, Comcast, and Abbott to share how they built their teams and navigate the challenges and opportunities of building an Employer Brand at scale. This will be a fast-paced discussion with plenty of Q&A, so bring your questions!

 

Session highlights:

  • Learn how to build your employer brand team.
  • Understand the role of storytelling in Employer Branding.
  • Learn how to win over Marketing and build mutually beneficial relationships.
  • 1:30pm
  • 2:15pm

How to build a tech hiring ecosystem at scale

Erica Lockheimer, LinkedIn

Tito Magobet, LinkedIn

Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people.

 

In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s:

 

P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks.

P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach.

P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale.

 

Session highlights:

  • 2-3 Actionable tips and examples on how to establish a pipeline hiring approach.
  • 2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders.
  • 2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent.
  • 1:30pm
  • 2:15pm

How to effectively recruit at the top of the funnel

Lou Adler, The Adler Group

If the people you’re attracting aren’t the best in the field, you’re spending too much time weeding out the weak rather than attracting the best. According to industry sage Lou Adler, by using a “less-is-more” sourcing strategy you can not only improve quality of hire, but also complete searches faster and at lower cost.

 

Session highlights:

  • Use a marketing campaign approach to achieve a 75% passive candidate response rate.
  • As long as you know to how to recruit the best, you only need 20 pre-selected passive candidates to make one great hire.
  • How to get every passive candidate to say a loud “Yes.”
  • Four metrics that will forever change how you recruit passive candidates.
  • 1:30pm
  • 2:15pm

What matters most in metrics for sourcing talent on LinkedIn

Companies that value talent have invested in building and growing that talent through LinkedIn and internal recruiting departments. Budgets have been created to invest in these departments and ensure they are maximizing and getting the best ROI out of this investment, but how are they measuring this success? Is it just number of hires? Is it speed of the hires? How are they measuring the quality of the candidate pool? In my session, I will discuss key metrics that HR, recruiters and executives will understand and make sense of the investment and the ROI in building a strong talent team. Coming away from this session individuals will have an opportunity to look at our KPIs and metrics and incorporate those into their key metrics for their organization.

 

Key highlights:

  • Using LI Metrics to measure success and gain insights into the ROI of their tools-review of key data in LI, usage, inmails, searches and pipelines in LI on a weekly, monthly and quarterly basis.
  • Key Sourcing Metrics we use to measure our recruiters effectiveness and ability to maintain workloads-number of phone screens, submittals to interviews to hires and pipeline lead generation metrics used to measure their success.
  • Quality of Hire - I will share how we use our data to measure the quality of hire by each recruiter and how our hiring managers view our quality of candidates as a way to evaluate our talent team.
  • 1:30pm
  • 2:15pm

How Eventbrite leverages marketing to scale recruitment & fills tough positions (in record time)

Mike Bailen, Eventbrite 

Erin Momont, Eventbrite

Eventbrite is at the forefront of an industry evolution. How did they ramp up their recruiting efforts at scale and reduce time to fill? Learn about how they implemented strategic marketing tactics and built a scalable global playbook. Eventbrite Director of Recruiting Mike Bailen and Business Recruiter Erin Momont share how the team leveraged storytelling and efficient targeting tactics, and the inner workings of their recruitment marketing organization that allows them to efficiently scale recruitment and fill tough positions in record time.

  • 1:30pm
  • 2:15pm

Six keys to reducing stress at work

Todd Dewett, Lynda.com

This invigorating and interactive session motivates while making stress reduction simple and practical. Building on good science and years of experience, Dr. Dewett delivers actionable steps that will change how you approach stress reduction. You will learn a simple plan, but it’s not just about diet and exercise. It’s about taking control of how you think, correctly managing your relationships at work, seeking purpose, and choosing how to define the your personal context. Join Dr. Dewett to laugh and learn as he helps you build the capacity to crush stress.

 

Key highlights:

  • Controlling your availability at work.
  • Maintaining awareness of your triggers.
  • Embracing fresh routines to stimulate thoughts.
  • Defining purpose instead of watching the clock.
  • 1:30pm
  • 2:15pm

Create a culture of learning to transform your organization

Britt Andreatta, Lynda.com

Organizations that flourish and succeed create a transformative culture of learning. Employees naturally seek mastery and leaders who know how to harness that natural drive bring out the best in their organization and their talent for years to come.

 

Dr. Britt Andreatta, author of The Neuroscience of Learning, Wired to Grow, and Leading Change, will share how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. Leave this interactive session with new strategies for intentionally building the professional capacity of people across all functions of your organization.

 

Session highlights:

  • Discover the benefits creating a culture of learning based on the growth mindset.
  • Learn how to maximize employee motivation and engagement.
  • Discover key learning design principles that lead to long-term behavior change.
  • 1:30pm
  • 2:15pm

Playing nice in the sandbox: Internal HR/talent acquisition and external search

Jon Davis, MATRIX

Let’s be honest. The relationship between internal HR/TA and external search firms leaves much to be desired. This session will present a balanced overview of the roles, responsibilities and value each brings to the game for a successful partnership. Jon will deliver a light-hearted view, poking fun at both groups, while preying on the notion these two entities may forever be destined to be frenemies. Using the musical magic of Michael Jackson, we will tie together key ideas to improve outcomes with a focus on candidate experience.

 

Session highlights:

  • Why isn’t this working? The history and dysfunction of external and internal staffing organizations.
  • Value Drivers Defined. Spelling out the real value each party brings to the game.
  • Key Success Factors: We’ll discuss the 6 key factors required to ensure a successful win/win.
  • Technology Enablers. How technology helps and hurts the search process.
  • 2:30pm
  • 3:15pm

The magnetic talent enterprise: Reduce the millennial / employer divide with talent magnetism

Brian Fetherstonhaugh, OgilvyOne Worldwide   

Brian brings a unique and valuable vantage point: he has deep insights into both sides of the talent equation. As CEO of one of the world's leading digital marketing agencies, Brian hires, evaluates and develops top global talent everyday. And he also understands talent from the employee side, and has become a global authority on career strategy for Millennials. His new book, “The Long View: Career Strategies to Start Strong Reach High and Go Far,” was published in September 2016. Brian will share his innovative new vision around the Magnetic Talent Enterprise and how companies must adapt and take advantage of all four levels of employer/employee bonding (Structural, Emotional, Financial and Social) in order to attract and retain top Millennial talent. He offers fresh and practical advice for the new, more strategic role that Chief Talent Officers of the world must play.

 

Key highlights:

  • The growing gap between Millennials’ expectations and employer needs means that the old model of rigid employer/employee relationships needs to be scrapped.
  • The way forward is to create a Magnetic Talent Enterprise, using all four types of relationship bonding (Financial, Emotional, Structural and Social). Brian presents concrete examples and strategies to improve talent magnetism.
  • The Chief Talent Officer must play a more strategic role in this new model of magnetism, driving the enterprise to constantly innovate to create greater talent attraction, retention and adaptability.
  • 2:30pm
  • 3:15pm

How THE ICONIC reduced their time to hire to 30 days by implementing a new employer brand strategy

Katy Harris, THE ICONIC

THE ICONIC is Australia’s leading online fashion and sportswear e-tailer. Although an industry leader with now a very strong consumer brand, their employer brand took a backseat, especially among technology talent. Learn how THE ICONIC tackled a small budget, lean team, and 3x the hiring needs year-over-year by doubling down on their employer brand.

 

Key highlights:

  • How they overcame the challenges in a start up business.
  • What significant but targeted steps they took to build out their employer brand.
  • What you can start doing today to build out a successful employer brand through a combination of simply applied strategies.

 

Whether its lack of time, resources or budget, you’ll walk away with tangible tips on how to maximize your results with what you have.

  • 2:30pm
  • 3:15pm

How we built an award-winning employment brand and how you can too

SAP's in-house employer branding team has been nominated for over 40 excellence awards and won 24. This didn't come easily -- it was the result of digging deep to understand our audience and pushing the limits, and now we want to share the secrets to our success with you.

 

In this session, we will walk you though how we took creative control of our employer brand and built an in-house team. You will see examples of how we humanized our social media strategy and successfully launched a new EVP, started an innovative real-time feedback program for candidates, and even experimented with cartoons and gamification. Join us to learn how this approach can help your brand thrive.

  • 2:30pm
  • 3:15pm

Create an internal brand for your talent acquisition team

Kara Yarnot, Meritage Talent Solutions

Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?

 

You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.

 

Join this discussion and learn the secrets to internal branding for your team.

  • 2:30pm
  • 3:15pm

Leveraging hiring managers as your secret recruiting weapon

John Vlastelica, The Recruiting Toolbox

The secret sauce to great recruiting? According to John Vlastelica, Managing Director, Recruiting Toolbox, and consultant and trainer to companies like PepsiCo, Booking, Nike, Nestle, and Amazon, it's actually not technology, killer branding, or an efficient recruiting process. The secret sauce is all about getting your hiring managers engaged; that's how great companies win. In this fun, how-to session, John will share real-world strategies and examples of how recruiting teams are getting hiring managers to do more than play a passive role in hiring.

 

Session highlights:

  • Learn how to engage your hiring managers in attraction and sourcing.
  • Get actionable tips to position yourself as a talent advisor and partner.
  • Discover how to create a culture of recruiting ownership in your hiring manager community.
  • 2:30pm
  • 3:15pm

How Starbucks uses ecommerce principles to track, measure, and improve the pre-apply process

Alex Cooper, Starbucks

Matthew Kennedy, Starbucks

Neha Sinha, Starbucks

How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.

 

Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.

  • 2:30pm
  • 3:15pm

How Genentech developed its employee advocacy program

Lisa Rose, Genentech

Traci Scovel, Genentech

Employee Advocacy at Genentech engages and equips our community to create and cultivate connections by sharing compelling content about our company and culture.

 

In 2016, members of Genentech’s corporate staffing organization launched The ­Genentech Employee Ambassador Program (gEEP), an initiative designed to leverage influencing employees to help identify and attract new talent for a variety of roles across the company. This highly exciting program serves to empower and equip Ambassadors with tools and resources they need for enhanced networking opportunities.

 

gEEP demonstrates innovation on many levels:

 

1. By leveraging the networks of our employees and their interactions in various communities (e.g. their alma mater, memberships, associations), we can scale our staffing team without adding headcount.

 

2. gEEP offers the opportunity to implement new technology that helps share our mission and culture through social media to our employees and their networks. By adopting an employee advocacy platform for social media, we can take our social recruitment campaigns deep into the networks of our employees and beyond.

 

3. Recruitment in the US is evolving as candidates and employees alike take to sites like Glassdoor.com to learn from each other and not necessarily from the company they’re pursuing directly. By enabling our employees to be ambassadors, we amplify an authentic voice about Genentech to prospective candidates that resonates with their tastes and approach to seeking out a top employer, as well as helping to create a positive candidate experience.

  • 2:30pm
  • 3:15pm

Help wanted: Bringing the old one-size-fits all job description into the modern era with compelling content and creative methods

Chris Mulhall, PointClickCare

Yasemin Alev, LinkedIn

Lauren Sehy, LinkedIn

Learn how to craft compelling content and leverage creative job descriptions to transform your employer brand and attract better candidates. This session will explore some of the top candidate motivators for changing jobs, and how to incorporate these motivators into creative job descriptions. Attendees will also see the results from PointClickCare’s commissioned research study on job description effectiveness.

 

Session highlights:

  • Understanding and addressing each job’s target audience and their motivators.
  • The surprising results of using creative methods to better communicate your company culture, brand, and candidate value proposition.

  • 2:30pm
  • 3:15pm

Turbocharging the recruiting engine: How LinkedIn used data to drive recruiting efficiency

Chris Pham, LinkedIn

Jennifer Shappley, LinkedIn

By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.

 

In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.

 

Session highlights:

  • How we set up a framework to hold recruiting teams accountable to capacity plan.
  • How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
  • How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
  • 2:30pm
  • 3:15pm

Beyond acquisition: How LinkedIn’s newest product helps you develop, retain, and transform your talent

James Raybould, LinkedIn

Tanya Staples, LinkedIn

 

Nearly 25% of employee turnover is due to a lack of learning & development opportunities. Effectively engaging employees with the right learning content at the right time can help you retain more of the talent you’ve worked so hard to hire. Come see how LinkedIn Learning engages every employee with a personalized learning experience by combining high-quality learning content with LinkedIn’s network and insights. With this unique mix of content, curation and convenience you and your organization can retain top talent and achieve more.

 

Session highlights:

  • LinkedIn has a new learning product - LinkedIn Learning.
  • LinkedIn Learning combines world class content with unique data and insights from more than 430M professionals to deliver personalized learning for every employee.
  • LinkedIn Learning can help you develop, retain and transform talent.
  • 3:15pm
  • 3:45pm

Afternoon break

  • 3:45pm
  • 4:30pm

Gamifying your talent selection and employee engagement strategies to win over top talent

Michele Lanza, Ketchum

This session will focus on winning strategies we took to impact our diversity numbers, hire top talent and engage our employees. I will share our learnings, failures, successes and innovative approaches that landed us in Fast Company magazine.

http://www.fastcompany.com/3057218/the-future-of-work/you-might-apply-for-your-next-job-by-playing-a-mobile-game

 

Session highlights:

  1. Use gameification to attract, hire and engage talent.
  2. Make BIG impact on diversity numbers using a shoestring budget.
  3. Activate your employee base to help attract and retain diverse talent.
  • 3:45pm
  • 4:30pm

How the answer to your growth goals/challenges has been under your nose the whole time

Andrew Carges, GoDaddy

Daniella Gigante, Allergan

Sarah Wagener, Pandora

Natalie Cramer, LinkedIn

Marty Finn, LinkedIn

As our talent market evolves, it has been critical to increase engagement at scale outside of our typical channels for recruitment. While this type of mass awareness is important, we are finding culture and diversity have become as important as quality, cost and retention. It's time that we look inward at our current assets/employees to create opportunity within new and untapped talent pools. Who's better to tell your story than your team?

 

Session highlights:

  • Employee engagement on social platforms is an organic and free branding opportunity.
  • Referrals are #1 source of hire and easy to activate.
  • Diverse groups that refer can grow exponentially with the right strategy.

 

  • 3:45pm
  • 4:30pm

Building an EVP from scratch, in-house, super fast, for free, based on real data: The Uber story

Researching and defining an Employer Value Proposition (EVP) is one of the most important undertakings an organization can do. After all, EVP is how your employees feel about work and how candidates evaluate you as a potential employer. When done right, a good EVP helps you effectively, efficiently recruit and retain the best talent for your specific culture. Without EVP, your recruiters and employees may not be telling a consistent, truthful story about work.

 

For most organizations, EVP is a terrifying task -- it requires a significant investment of time and money -- often paid to a consulting firm. I'm here to tell you a different story of constructing an EVP. At Uber, we turned this process on it's head and decided to build EVP quickly and lightly, for free, in house, using tons of data points. Here's how we did it...

 

Session highlights:

  • You and your recruitment team are likely telling/selling the wrong story to candidates about your company without even knowing it. Years of reporting structures, cascading goals, and executive speeches have conditioned us to repeat messaging form the top even if it doesn't match the reality in the ranks.
  • Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools.
  • The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle.
  • 3:45pm
  • 4:30pm

Under the talent-acquisition hood: What’s happening with cost, quality, and speed of hire

John Ricciardi, ERE Media, Inc

Using data from corporations of every industry, this session tells you what it’s costing companies to hire people; how long it’s taking; and quality. You’ll find out the role recruiters and hiring managers are playing in speeding up (and often slowing down) the hiring process. You’ll see some surprising stats about time to fill by company size and industry. And you’ll leave not just with numbers but specific advice on improving the hiring process in your company.

 

Key highlights:

  • Valuable data on cost of hire, speed of hire, and more.
  • Tips on improving all this in your company - making the hiring process run smoother.
  • Advice for leaders on improving the recruiter/manager relationship for your team.
  • 3:45pm
  • 4:30pm

People analytics: Breaking myths with agility and passion

Piyush Mathur, The Nielsen Company

Douglas Shagam, The Nielsen Company

 

Like the tale of the shoemaker’s son, Nielsen only began to employ workforce analytics in late 2014. After a 3 percent increase in attrition in 2015, we calculated that we could avoid $5M for every point of attrition we reduced. With only a dedicated People Analytics leader, could we figure out why people were leaving and engage leaders to do something about it?

 

The solution: engage a passionate, diverse group of people and tell a story with your data that people can relate to, all while retaining your most at-risk associates.

 

The field of analytics, and in particular, People Analytics, is exploding. Who knew that one day HR + Math = Game Changer?? We'll share our journey with you, some lessons we've learned along the way, how to get started if you haven't, and what's next for Nielsen People Analytics.

 

Key highlights:

  • Answer a critical business question and estimate financial impact.
  • Use the data and resources that you have and keep building.
  • Focus on creating outcomes, not uncovering insights.

 

  • 3:45pm
  • 4:30pm

Using generational data to inform talent management and recruiting

EY has commissioned 3 online studies in the last 5 years that have focused on generational differences with special focus on Millenials and Gen Z. We’ve undertaken these studies in order to better understand the needs and preferences of the newest cohorts to enter the workforce, which already comprise 2/3 of our global workforce. We wanted to take a closer look at what this means for the management ranks and companies faced with managing the mix, and understand what matters most to retain and engage employees of different age groups,. We will share what we learned from these studies and what it means to manage and attract talent across generations.

 

Key highlights:

  • The shift in management to younger generations.
  • The perceived strengths and weaknesses of members and managers of each generation.
  • How to retain and engage members of each generation, including workplace perks valued by members of each generation.

 

  • 3:45pm
  • 4:30pm

The pitfalls of metrics and how to track the right ones

Sydney Busch, Netflix

Metrics and success are tightly intertwined in most recruiting teams, but metrics only describe a small piece of the larger puzzle. We’re building complex strategies, learning industry trends, using multiple channels, avenues and tactics to find and attract talent - that can’t be simply defined in a number. So how can we transform how metrics are used - from solely defining our success, into how we can use them to build, refine and enhance our recruiting strategies.

 

At Netflix, we had the opposite problem where data was originally viewed as something that took away from our work and lead our hiring managers to focus too much on quantity (vs. quality). Partnering and hiring for the “Data Engineering and Analytics” organization created a paradox that I’m solving by using data to enhance my story, not tell it for me. I’ll take you through a few ways we’ve done this - how it led us to have not only successful hires, but successful long term recruiting strategies.

 

Key highlights:

  • Find the right tools to help you collect data. How to use Linkedin, internal ATS tools and ad hoc tracking to glean the right insights.
  • Choose the parameters that will help tell your story. Data can be a rabbit hole; we’ll look at a few parameters that help re-aim a sourcing strategy, instead of just showing success. Let time (and trends) help you tell a more robust story. One day, one week or even a few weeks aren’t going to give you a robust sense of the problem you’re trying to solve.
  • Find the balance of regularly checking metrics over a longer period time to help illuminate longer arching trends.
  • 3:45pm
  • 4:30pm

Microsoft’s transformation through the eyes of talent acquisition

Chuck Edward, Microsoft

Microsoft’s mission of empowering every person and every organization on the planet to achieve more is grounded in both the world in which we live and the future we strive to create.

 

To make this a reality, Microsoft is revamping its leadership principles and driving a cultural transformation. Operating on a global scale brings a unique challenge and now more than ever, talent acquisition is at the forefront for Microsoft.

 

Come learn about the Microsoft journey from “staffing” to Global Talent Acquisition: one where disparate, decentralized teams came together into one cohesive function spanning almost 50 countries around the world. One where it’s not just about filling jobs, but instead sourcing, engaging and converting talent that can change the world.

  • 3:45pm
  • 4:30pm

Employer branding 2.0: Where do we go from here?

Stacy Zapar, Tenfold

Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next.

 

 

  • 3:45pm
  • 4:30pm

Attract great talent: How to tell an authentic story with the next generation LinkedIn Career Pages

Charlotte Matthews, Anheuser-Busch InBev

Eric Owski, LinkedIn

 

Talent leaders agree - employer brand is a top priority in 2016 and beyond. But how do you bring your brand to life so people can truly sense what it might be like to work there? We want to help you give your company a unique, genuine voice. Eric Owski, LinkedIn Sr. Product Manager, will share the the vision behind the next generation LinkedIn Career Pages and how they will enable you to connect with and hire the candidates that are the best fit for your organization. You’ll also hear from Charlotte Matthews, Employer Brand Manager at Anheuser-Busch InBev, about how she has brought their new LinkedIn Career Pages to life.

 

Session highlights:

  • What it means to have a truly authentic employer brand.
  • How to balance authenticity with administrative control using the new LinkedIn Career Pages.
  • How to drive measurable results through authenticity and personalization.
  • 4:45pm
  • 5:30pm

The five-step guide to finding the purple squirrel

Melissa Thompson, Citrix
Michele Thompson, Randstad SourceRight

Join two talent acquisition executives—who also happen to be sisters—as they share insights into the synergies between recruiting and sourcing. This lively overview will set you up for success in finding the "purple squirrel." The session will cover how to maximize systems and technologies to boost ROI, leverage networks and engage stakeholders to identify elusive hard to find talent.

 

Session highlights:

  • Maximize systems and technologies to boost ROI.
  • Leverage networks and engage stakeholders to identify elusive hard to find talent.
  • 4:45pm
  • 5:30pm

How to get C-suite buy-in to build a cutting edge recruiting team

Amy Segal, Edelman

There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.

  • 4:45pm
  • 5:30pm

The power of play: Transforming work, learning and creativity

Deborah Frances-White, The Spontaneity Shop

From an early age we are brought up to believe that success depends on hard work and that play is fun but trivial. The truth is play is a process and work is a process and both are useful for different outcomes. If you want to dig a hole, work is what you need. But if you're trying to come up with ideas for a screen play or a new strategy or branding idea then play is a much better bet. Deborah Frances-White is a stand up comic, writer and improvisation teacher and in this playful, fun, delightful session, she'll help you unlock your talent for play and creativity.

 

Learn how to:

 

  • Turn off your censor.
  • Get the most out of collaboration.
  • Realise how your talent can be accessed if you can turn off your anxiety.
  • Remember how much you love to play and reconnect with its wonderful results.
  • 4:45pm
  • 5:30pm

Establishing an efficient in-house recruiting team in a larger region

Sharon Tan, Singtel

Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business.

 

No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change.

 

This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand.

 

Key highlights:

  • How to drive change and transform the recruitment model in your organisation.
  • How to centralize the TA function in a larger region.
  • Driving your team to refocus on your Employer Brand and strengthen through social media.
  • 4:45pm
  • 5:30pm

Leading a change: Collaborating to connect employees to your company's strategy

Nurit Kruk-Zilca, Ceragon

Holly Lignelli, LinkedIn

 

Change happens, but it's how you lead through it that matters. Effective change leadership happens when HR and business leaders build a solid partnership centered around delivering an employee-centric experience. Nurit Kruk-Zilca, EVP of HR at Ceregon Networks, has led her team and business partners though multiple strategic reorganizations, and will share her thoughts around how HR can create a strong partnership with business leaders navigating change effectively. Holly Lignelli, Senior Insights Manager at LinkedIn, led a global reorganization last year. She will share her perspective as a business leader on how to prepare teams to address change, and how HR can serve as an invaluable resource.

 

Session highlights:

  • Change management can be most successful when HR and business leaders build a productive partnership with each other.
  • It is possible to maintain a strong employer brand, even when a company has to reorganize its workforce to align with company strategy.
  • HR plays a significant role in connecting a company's strategic vision to the talent that supports it.
  • Business leaders need to get their leadership team and key stakeholders on board with the change if it is going to be successful.
  • 4:45pm
  • 5:30pm

How Atlassian transformed its candidate experience to out-care the competition

Kristen Clemmer, Atlassian

Caitriona Staunton, Atlassian

Atlassian sweats the details to provide a delightful candidate experience filled with personal touches and surprises turning candidates into raving brand advocates. In this session, Atlassian's Global Recruiting Leads share ideas and examples around three areas:Create High Touch Experiences, Go Beyond the Individual and Embed your values everywhere.

 

3 questions to think about when you're planning your own candidate experience:

  • Are you creating high touch experiences that make the candidate feel special?
  • Does your candidate experience go beyond the individual to others impacted by a job decision?
  • And what stages of your own candidate experience can be enhanced by embedding your company values?

 

  • 4:45pm
  • 5:30pm

Ultimate candidate sourcing hacks

Glen Cathey, Cathey Advisory Group

Are you interested in learning how to maximize your sourcing and recruiting ROI? In this session, Glen Cathey, senior talent acquisition leader and author of BooleanBlackBelt.com, will dive into 3 areas of opportunity for you to significantly increase your sourcing and recruiting effectiveness:

 

  1. Hacking human capital data: how to search LinkedIn to find more of the right people more effectively and increase response rates.
  2. Human hacking: how to leverage social engineering to earn a higher response rate on your outreach efforts, how to convert passive candidates into active candidates and how to increase referrals.
  3. Hacking time: a simple yet highly effective strategy for working smarter to increase your sourcing and recruiting productivity.
  • 4:45pm
  • 5:30pm

What’s next for the next generation of Recruiter?

John Jersin, LinkedIn

Candidates are signaling their interest in new opportunities every day - and Recruiter can help you leverage these insights to recruit the right person faster. Join LinkedIn product leader John Jersin for a look at what makes the next generation of Recruiter such a powerful jumping-off point for the future of proactive recruiting, and get a sneak peek at where the product is headed next.

 

Session highlights:

  • Ways that talent professionals are using the next generation of Recruiter to save 30% more time when searching for candidates.
  • New data-driven techniques that can guide your search - and don’t require Boolean.
  • Learn how can you uncover qualified applicants who are open to hearing from you.
  • Leverage your ATS and other Talent Solutions products more effectively in Recruiter.
  • 4:45pm
  • 5:30pm

Communicating with international candidates: Getting fluent in the language of global recruitment

Maya Babla, LinkedIn

Leonardo J. Intriago, LinkedIn

Consider: if you were a German or Chinese prospect, how would you react to an InMail with the headline, "This is an awesome opportunity for you"? If you are a US-based recruiter reaching out to an candidate in India, how should you adapt the tone and content of your message to resonate best? How can you effectively spark a conversation with a prospect from a foreign culture?

 

This presentation will help you strengthen your international candidate attraction strategy. You know that a one-size-fits-all approach doesn't work -- so what does? We'll take a look at what's important to job seekers across the globe, what makes for effective messaging, and how to quickly get savvy about a new market.

 

Designed with global organizations in mind, this discussion will equip you with tips, tricks and insights for engaging successfully with candidates across cultures.

 

Session highlights:

  • Develop your cross-cultural communication savvy and deliver InMails that resonate with candidates across different cultures.
  • Data on what does (& doesn't) work in international recruitment.
  • How to adapt your strategy and build rapport with candidates in new markets.
  • 7:15pm
  • 10:15pm

Evening party

  • 8:00am
  • 12:00pm

Registration & InLounge hours

  • 8:00am
  • 9:00am

Breakfast

  • 9:00am
  • 9:45am

Main stage panel: The future of talent

Erica Briody, Panelist, QuintilesIMS

Brian Fetherstonhaugh, Panelist, OgilvyOne Worldwide

Danielle Monaghan, Panelist, Amazon

Melissa Thompson, Panelist, Citrix
Brendan Browne, Moderator, LinkedIn

What will talent acquisition look like in 2020 and beyond? A group of seasoned talent acquisition leaders will debate their perspective on and experience with future-focused trends such as automation and machine learning in sourcing and screening, big data, importance of purpose and mission to an organization--and more. Don’t miss out on the opportunity to learn what to focus  your team on for success in the upcoming years!

 

 

  • 9:45am
  • 10:05am

Main stage keynote: Building a stronger market for talent

There are 6M young adults, many of whom are low-income, who lack pathways to education and employment, but 12M jobs will remain open over the next ten years due to a lack of skilled talent. We are at critical, watershed moment with baby boomers retiring, massive technological disruption, and an unprepared higher ed system. We must remedy this disconnect not just to provide pathways to employment and education for opportunity youth, but to ensure our businesses continue to have the talent they need to be competitive. Join Year Up CEO Gerald Chertavian as he discusses why a stronger talent market benefits us all, especially these young adults, and how their organization seeks to repair this market disconnect and prove the economic value of opportunity youth.

 

 

  • 10:05am
  • 10:30am

Main stage keynote: The power of belonging

Pat Wadors, LinkedIn

It's human nature to want to belong. In the workplace, we strive for a sense of belonging to our teams, project groups, and organization as a whole. As talent leaders, we focus our energies on diversity and inclusion, yet how do we ensure that a diverse group of employees feel like they belong? Furthermore, how do employees with a strong sense of belonging fuel talent attraction--and retention? Join LinkedIn’s CHRO Pat Wadors as she discusses how creating belonging moments for ourselves and our teams helps attract and inspire top talent, how it can start with the candidate experience, and how it ultimately sparks high performance and happy employees.

 

  • 10:30am
  • 11:00am

Morning break

  • 11:00am
  • 11:45am

Accelerating diverse hiring and talent development outcomes through external partnerships

Jacqueline Campbell, JPMorgan Chase

Gerald Chertavian, Year Up

Jeff Millman, JPMorgan Chase

Mark Taguchi, Management Leadership for Tomorrow

Jay Banfield, Moderator, Year Up

 

Partnerships with diversity talent-driven organizations is one key way that companies try to increase recruiting, branding and career advancement results with diverse talent. But while significant time and resources are invested, the ROI is often inconsistent. In this session we'll hear from Year Up and Management Leadership for Tomorrow (MLT), two top diversity partnership organizations with demonstrated results across many corporations and industries. JPMorgan Chase will also share their tips and lessons learned on how to effectively partner with organizations like Year Up, MLT and beyond.

 

Session highlights:

  • Articulate the value of organizations like Year Up and MLT to support business diversity efforts.
  • Describe best practices and outcomes from companies effectively leveraging partnerships.
  • Discuss common mistakes or pitfalls that organizations often make when trying to leverage external partnerships.
  • How can companies make sure that individuals from organizations like Year Up and MLT can successfully on-board, feel that they belong, and continue to feel supported in their career long-term.
  • 11:00am
  • 11:45am

Hiring for scale: 13 hacks in 30 minutes

For companies of all sizes in growth mode, hiring is the killer combination of absolutely critical and really hard to get right. In the course of supporting recruiting at hundreds of startups (while also expanding the Lever team at a healthy clip), we’ve learned how to hire well, along with some classic mistakes to avoid. Listen to this fast-paced session packed full of tips to hear how you, too, can hire the right talent to fuel your company’s growth.

 

Session highlights:

  • Why it's time to blow up your job descriptions.
  • Where to source candidates (beyond the obvious places).
  • How to make hiring a strategic priority internally.
  • And 10 other hacks!
  • 11:00am
  • 11:45am

Dropbox was skeptical about talent brand - learn what changed their mind and their ROI

Christy Childers, Dropbox
Kevin DuBay, LinkedIn
Stephanie Kender, Talent Brand Consultant

Joined by our client, Christy Childers, Global Employer Brand Manager at Dropbox (former recruiter with zero employer brand experience), we will share how her skepticism of talent brand was transformed into advocacy for LinkedIn and a new career for herself.

 

Continuing the conversation we started at Talent Connect 2015, we will pick up that story 12 months later, taking it from proof-of-concept to long-term ROI. Armed with more mature data, Dropbox is better prepared to tackle several challenges including diversity, quality of applicant, and managing through significant global growth. You’ll be sure to hear a candid testimonial of their journey and their ongoing partnership with LinkedIn.

 

Key highlights:

  • Talent Brand impacts your ability to engage top tech talent.
  • Taking control of your talent brand is critical to achieving both short term and long term hiring goals.
  • LinkedIn can partner with you to attain those goals.
  • 11:00am
  • 12:00pm

What's the (surprisingly) best recruiting app in the world and how to use it

Lou Adler, The Adler Group

Lou Adler's favorite recruiting app may come to some as a bit of a surprise -- it's the phone. Lou believes that when you combine a skilled recruiter and a phone you can have an instant goldmine of networking and top notch talent. The workshop will cover how to find great referrals and then how to masterfully convert them into potential hires with your superior phone skills.

 

Key highlights:

  • Start every search by asking “Who knows my ideal candidate?”
  • How to turn strangers into acquaintances on the first call.
  • Converting any job into a career move.
  • How to deftly handle every passive candidate recruiting objection known to mankind.
  • Special Bonus: Try to stump Lou with a passive candidate objection he can’t handle.
  • 11:00am
  • 11:45am

Hypergrowth and beyond: How to navigate hiring during rapid expansion while setting yourself up for long-term recruiting success

Glen Evans, Slack

 

Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.

 

Key highlights:

  • How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
  • How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
  • How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
  • 11:00am
  • 11:45am

Body language tips to make you an even better leader

Carol Kinsey Goman, Lynda.com

Body language savvy is the key to increased leadership effectiveness. It enhances your ability to project confidence, build relationships of trust, inspire your team, and present content convincingly.

 

In this entertaining and interactive session, you will learn:

  • The secret to making a dynamite first impression - all the things you can control, and one thing you cannot.
  • The two sets of nonverbal signals that people look for in all leaders, and why most leaders don’t use both.
  • Body language that robs you of your “leadership presence" - and tips to regain it.
  • And much more!
  • 11:00am
  • 11:45am

Show your ink: How authenticity can improve your professional life

Todd Dewett, Lynda.com

This energetic session inspires while making success as work practical and accessible. Building on organizational science and years of practical experience, Dr. Dewett delivers insight about relationships through personal, funny, and emotionally moving stories. Show Your Ink is a phrase that reminds us to be open and authentic. Managing impressions professionally is understandable, but we overindulge to the point that people share an incomplete version of themselves – say hello to mediocre relationships and lackluster productivity. Join Dr. Dewett to learn how to unleash a more interesting and authentic version of yourself. Get ready to laugh, cry, think – and change.

 

Session highlights:

  • Using authenticity to maximize productivity in professional relationships.
  • Turning mistakes into catalysts for learning and connection.
  • Making the positive attitude choice.
  • Understanding the difference between respect and popularity.
  • 11:00am
  • 11:45am

Want to know how to build a strong pipeline of talent? Tell a story.

Isabela Cardoso, LinkedIn

Ruth Neligan, LinkedIn

Building pipeline doesn’t mean you have to have recruiters sourcing candidates 24 hours a day, 7 days a week. Instead, put your talent brand to work for you and generate pipeline through your outreach efforts. Join this session to learn how you can use storytelling techniques to efficiently fill your pipeline with qualified leads.

 

Key highlights:

  • The importance of storytelling.
  • How to make your brand work for you.
  • Use your brand to create a long-term pipeline by influencing and attracting potential candidates.

 

  • 11:00am
  • 11:45am

Around the world: Building a global brand while maintaining local character

A clearly defined employer brand is the foundation of a successful talent acquisition strategy. But what do you do if you work for a global organization where one brand doesn’t feel like it encompasses all aspects of your culture? This session will teach you how to build a global presence that still lets your regional differences shine.

 

Key highlights:

  • Create core values and cultural pillars that are consistent across the world.
  • Build a global marketing strategy with collateral that can be leveraged in all locations.
  • Allow local markets to add their own cultural nuances while still maintaining the core components of the overarching employer brand.
  • 11:00am
  • 11:45am

How to create a compelling employer value proposition

Lauren Larose, LinkedIn

Daniel Sanders, LinkedIn

A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition.

 

Key highlights:

  • Have an understanding of the basics of Employer Branding.
  • Know the steps and inputs required to build/hone a compelling.
  • Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts.
  • 11:00am
  • 11:45am

Three insights that will define your recruiting strategy in 2017

Harry Dhebar, LinkedIn

Reuben Obaidullah, LinkedIn

Allison Schnidman, LinkedIn

Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.

 

Key highlights:

  • Learn what your TA peers are planning for in 2017.
  • Benchmark yourself against your peers on key metrics.
  • Understand the importance of employer brand to your overall strategy.
  • 12:00pm
  • 12:45pm

Plant the seeds now and grow a world-class executive recruitment program

Bruce Mattos, University of California, Davis

Michael Yates, University of California, San Diego

In one year, we saved our organization $1,000,000 in recruiting cost. Let us show you how you can do the same! Who better to represent your organization’s mission, values and diversity initiatives when hiring than your own recruitment team.

 

This presentation will provide you with an outline of how you can build, grow and sustain an in-house executive search service. Let us show you how we did it from real world, non-profit experience. We will examine the road traveled at several locations and provide you with lessons learned to help you navigate your journey. It all begins with hiring for one key position to open the eyes of your leadership, then it goes viral.

 

Key highlights:

  • How to become an influential strategic business partner with your leadership for talent acquisition.
  • How to build and grow an in-house search service.
  • Proving your case, how the numbers can justify the means… it is more than ROI.
  • 12:00pm
  • 12:45pm

Empowering non-HR leaders to hire talent

Laura Bronner, Education First

Mia Norrman, Education First

EF has over 40,000 staff, operates in over 50 countries and has virtually no centralized recruitment. Mia Norrman and Laura Bronner talk about how EF, despite this, manages to maintain a very strong corporate culture and engages over 8000 hiring managers across the globe.

 

Session highlights:

  • Management at every level needs to be dedicated to finding people better than themselves. And putting in the time.
  • Core values and personality trump CV.
  • The importance of intuitive tools that work globally.
  • Don’t try to have the cake and eat it (we promise to elaborate on this cliché!).
  • 12:00pm
  • 12:45pm

Sourcer re-defined

William Maurer, General Motors

General Motors recently went through a major overhaul in-sourcing all of our TA functions. Through this, we had to build a global sourcing platform and define the roles and responsibilities associated with being a world-class sourcer. Current market conditions and the evolution of TA had a large part to play in our strategy. William will discuss this journey and how GM defines success.

 

Key highlights:

  • How sourcing has evolved.
  • How sourcers can impact your organization outside of data mining.
  • The keys to defining / measuring success.
  • 12:00pm
  • 12:45pm

Re-imagining the talent supply chain: The HCL story

The war for talent has intensified and no industry feels it stronger than technology services. In the rush for better quality, faster output, and lower cost HCL has transformed their entire Talent Supply Chain to match the pace of a new age economy. In this session HCL's Head of Talent will talk about why they decided to embark on this journey, breakthrough moments, and transformational impact realized at the end.

 

Session highlights:

  • Audience will walk away with a keen understanding of how to identify the need for change, adapt their people, processes, and technologies to match the pace of innovation, and finally measure quantifiable impact.
  • This session will be most relevant to Talent Acquisition leaders faced with building or reshaping their organization in a rapidly evolving market.
  • 12:00pm
  • 12:45pm

Relationships matter: How to build, nurture, and transform your talent pipeline

Allen Hom, LinkedIn

Peter Sweeney, LinkedIn

Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.

 

Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.

 

Key highlights:

  • Case studies on effective Talent Pipelining strategies
  • Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule

 

  • 12:00pm
  • 12:45pm

Leading your talent acquisition team through change

Will Leahy, LinkedIn

Nick Stannard, LinkedIn

This session will detail how talent leaders can use a change management framework to transform their talent acquisition organization into a modern functioning talent acquisition practice. Included in this session we will detail how to build the case to modernize the talent acquisition organization, drive home value with a change management framework, and drive home tips and tricks to help the TA organization change effectively.

 

Results: The results really are the change management framework. Change can be easy in TA and we'll help leaders get to where they need to get to in order to drive change home.

 

Session highlights:

  • Change Management Frameworks.
  • Ways to build the case for change within the TA organization.
  • Large scale examples to takeaway to help understand how the change frameworks are leveraged in TA.

 

  • 12:00pm
  • 12:45pm

Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Certification

Craig Ringland, LinkedIn

Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!

 

Key highlights:

  • Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
  • Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
  • The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
  • Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
  • 12:45pm

Grab & go lunch / conference ends