The Nation's Leading Talent Acquisition Event
Main Conference: May 10-11 | Workshops: May 9 | Nashville, TN
Does your recruiting program have what it takes to beat out the competition for top talent? RecruitCon 2018 will arm you with the tools and tactics you need to keep up with new trends, streamline hiring processes, sharpen interview skills, improve onboarding, and more!
Access the Latest Recruiting Strategies from Top Brands
Network and Ideashare with Peers and Experts
Earn Credits Towards Your Professional Development
Save with RecruitCon's Competitively-Priced Program
Get the Latest Developments on:
- How you can leverage algorithms over resumes to find the best match for your organization
- What unique benefits top companies are rolling out to attract (and keep) great talent
- How to prepare for the legal and managerial challenges of the ‘Human Cloud’—a more temporary and mobile workforce
- How to build a recruiting operating system that really scales
- Which new compliance imperatives will impact your talent acquisition policies
- How to ramp up your recruiting initiatives on a budget
- How to integrate video interviewing to completely revolutionize your hiring process
Pricing & Deadlines
Thank You to Our Sponsors
With short, customized recruitment videos spotlighting career opportunities and corporate culture, Digi-Me delivers information to candidates in a way that is easy to share on social, taking opportunities viral. Our professional-quality solution includes cloud-based tracking technology for real-time reporting on candidate behavior, as well as automatic integration into your ATS. Learn More
Our team of event liaisons would be happy to help you with your registration so your experience is as smooth as possible. Contact them now and they will get you set up in just 5 minutes!
2018 Program Agenda
|8:30 am – 9:30 am||Registration & Breakfast|
|9:30 am – 12:30 pm||Preconference Workshop (AM)
Growing Your Online Presence: How to Build Out Your Social Media Recruiting Strategy
|Job hunting is different today than it was 20 years ago. Today, it’s less about money and more about the ‘experience’. In a study done by Better Team, 59% of job seekers chose to accept an offer based on the company’s social media presence. However, having a successful social media presence isn’t as easy as it sounds. Many recruiters make the mistake of simply posting their job openings online and check off the ‘social recruiting’ box, but there’s more to it than that.
There’s more to social media than just promoting your message, it’s a place to engage and interact with the community around you. This interactive workshop will give you the skills and strategies that you need to start building a social profile that has an impact on the community and your future employees.
|2:00 pm – 5:00 pm||Preconference Workshop (PM)
Sourcing and Interviewing Do’s and Don’ts to Help You Identify Ideal Candidates While Avoiding Legal Pitfalls
|Facebook currently provides a tool that allow companies to filter out certain demographics when advertising open jobs. For instance, The New York Times reported that Verizon, when recruiting for financial planning and analysis positions, recently ran a promotion targeting Facebook feeds for users between the ages of 25 and 36 who lived within a specified region. The Times reported that hundreds of millions of Facebook users, many of whom are likely over the age of 40, weren’t aware the ad existed because it hadn’t been delivered to them. The article noted, too, that companies like UPS, Target, and State Farm all have targeted their recruitment ads as part of a comprehensive recruitment strategy to cast a net across all ages. But, do such practices run afoul to the Age Discrimination in Employment Act (ADEA)? Your company could be at considerable risk for high-priced jury verdicts and settlements in the event you’re sued for these or other allegedly discriminatory sourcing practices. And, that’s just the tip of the iceberg because there are a host of legal issues that could arise once you call in a candidate to interview. You must make sure you are asking the right questions to ensure that you are abiding by applicable legal requirements and that every candidate is given a fair and equal opportunity while also steering clear of questioning that oversteps and violates job candidates’ rights under the ADEA, the Americans with Disabilities Act (ADA), and other federal laws concerning equal pay and more. During this intensive workshop you’ll learn legal ways to source and interview job candidates, including what questions you can and cannot ask and which of your current sourcing practices may be exposing your company to legal risks. Plus. You’ll have the opportunity to participate in role-playing exercises and conduct mock interviews to get hands-on training on the legal do’s and don’ts of sourcing and interviewing.|
|7:00 am – 8:00 am||Registration & Breakfast|
|8:00 am – 8:05 am||Opening Remarks|
|8:05 am – 9:05 am||Opening Keynote: If They Don’t Trust You They Won’t Give You the Time of Day: Steps to Unleash Your Influence and Engage Those Who Matter to You
|Presented by John Hall, Influence & Co.
It’s vital to differentiate your brand within your space. John Hall, author of “Top of Mind,” will discuss the ways you can naturally build trust with your audience, as well as the steps for ensuring that your influence is long lasting. After all, to attract the best talent in a competitive world, you need to do everything you can to be top of mind at the right moments.
|9:15 am – 10:15 am||General Session
Outlook on the 2025 Workplace: How to Attract the Next Generation of Talent by Effectively Attracting Millennials and Gen Z
|Millennials and Gen Z’ers have a reputation for being complicated and needy. Whether this is true or not, by the year 2025, Millennials will make up 55% of the workforce and Gen Z will have been in the workforce for nearly 7 years! Recruiters and talent acquisition teams need to be more in tune with how to attract and retain these key demographics. This session will give insight into the newest tactics for attracting millennials and Gen Z’ers to your company, keeping them, improving your employer brand, and increasing your employee referrals.|
|10:00 am||Exhibits Open|
|10:15 am – 10:30 am||Networking, Exhibits & Refreshment Break|
|10:15 am – 12:30 pm||Intensive Workshop
How to Effectively Use Photos and Videos to Create Visual Job Postings with the ‘Wow Factor’ to Attract Talent
|Presented by Elena Valentine, Skill Scout, Inc.
Visualize your current job postings for a second. Are they long text documents listing the 20 or 30 beneficial traits or skills you want in a candidate? Maybe you’ve got a few paragraphs, some bullet points, and some required EEOC language. But, there’s a better way! Learn a step-by-step process on how to bring your job post to the next level to attract talent in the competitive market! Using photos and video to upgrade your job postings, you can improve your company’s image and entice qualified candidates who will be eager to work with you—and this intensive workshop will show you how.
|1:30 pm – 2:30 pm||Concurrent Sessions
|2:30 pm – 2:50 pm||Networking, Exhibits & Refreshment Break|
|2:50 pm – 3:50 pm||Concurrent Sessions
|4:00 pm – 5:00 pm||General Session
Tech Talk: Case Study on How to Master Machines for Next-Level Recruiting
|Presented by: Matt Buckland, Workable
The latest technologies, such as machine learning can augment a recruiter’s function. Understanding how this works is key for strategic HR professionals. It’s also crucial for companies that want to remain at the cutting edge and maintain high performing, competitive, recruitment strategies.
Come and find out how Workable uses data science, machine learning, and NLP (neuro-linguistic programming) expertise to train the world’s best recruiters. Machines can free up recruitment and HR teams to focus on the most important part of their jobs—people to people interactions—and this session will show you how.
|5:00 pm – 6:00 pm||Happy Hour Hacks Networking Reception|
|6:00 pm||After Hours Experience Tour|
|7:00 am – 8:00 am||Registration & Breakfast|
|7:15 am – 7:30 am||Breakfast & Learn: Interactive Demo of Award-Winning BLR Solutions|
|7:25 am – 7:45 am||Opening Keynote: You DON’T Have an Engagement Issue, You Have a HIRING Problem|
|Presented by Bob Kelleher, Employee Engagement Group
Companies and managers tend to hire based on education, experience, or skill, but they often overlook the more important behaviors and traits that define an organizational culture. The end result is often voluntary turnover and a disconnect between hiring systems and long-term employee engagement. Day 2 opens with Bob Kelleher, best-selling author and global speaker, revealing the importance of building your employer value proposition (EVP) by connecting your hiring practices to your culture. After all, engagement comes from hiring employees who will thrive in an organization’s unique environment.
-How best to link the organization’s interview and selection process to your unique culture
|9:10 am – 10:10 am||Concurrent Sessions
|10:10 am – 10:35 am||Networking, Exhibits & Refreshments Break|
|10:35 am – 11:35 am||Peer-to-Peer Roundtable Discussions|
|RecruitCon 2018’s Peer-to-Peer Roundtables give you the chance to network with other HR professionals and talent acquisition managers from similar industries and company sizes. You’ll discuss topics of interest (to be determined at registration) and take part in substantive conversations with peers and leading industry experts serving as your roundtable facilitators.|
|11:45 am – 12:45 pm||Concurrent Sessions
|12:45 pm – 1:45 pm||Lunch|
|1:45 pm – 2:45 pm||Concurrent Sessions
|2:50 pm – 3:50 pm||General Session
We’re All in This Together: How to Win Over Your Hiring Managers
|Recruiting is all about relationships – your relationships with candidates and especially your relationships with your hiring managers, which can make or break your recruiting success. RecruitCon 2018 closes with an eye-opening look at how to earn your hiring managers’ respect and successfully team up to create an open stream of communication that helps you change their perception of recruiters as “order takers” for their talent wish lists.
You’ll learn how to:
-Drill down to reveal what the hiring manager is really looking for in a candidate
|3:50 pm – 3:55 pm||Closing Remarks|
|3:55 pm||Conference Adjourns|
Free Resources For You
Recertification Credit Information
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 12.0 PDCs (17.5 hours total if you attend two pre-cons) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification