Tag Archive | "Recruitfest"

There’s no question that Recruitfest 2010! shook things up for us. Not only did it challenge the relevance of all that we’ve grown accustomed to in the HR and Recruiting conference space, but it gave us a platform for continuing the dialogue and debate. And, maybe most importantly, it generated buzzzzzz. How cool is it that our profession is getting recognition for being on the leading-edge of leveraging media and technology to communicate, to develop, to educate, to connect…and to entertain?! Eat your heart out, American Institute of Certified Public Accountants.

As the business climate continues to shift, so too does our industry’s professional and competitive landscape. This RecruitFest! session featuring Master Burnett and Susan Burns focused on resourcing talent organizations for sustainability, innovation and competitiveness, and what recruiters must do to deliver value and ensure the continued viability and development of the talent function…before it’s too late.

We can do better when it comes to the Candidate experience- much better. But first, we need to agree on what ‘it’ is and accept one critical component with all it implies- that it is THEIR experience not OURS.

Regardless of the extent to which we are using social media tools in our recruiting today, as HR and recruiting professionals, it is our responsibility to understand what these tools are and how they work. Saying that we “don’t get” social media tools is irresponsible and lazy. Once we understand the tools, we can make infinitely better decisions on how to use them.

Q&A with Chris Hoyt, Talent Engagement & Marketing Leader at PepsiCo and Eric Winegardner, VP Client Adoption, Monster Worldwide.

As more companies begin to understand the value of recruitment marketing, what basics should yours keep in mind when finally deciding to step into this channel? This informative session with PepsiCo’s Chris Hoyt illustrates the approach this global brand is taking to deliver “not just a ‘message’ to both passive and active job seekers…but an idea through its new “Possibilities” campaign.

If you’re an HR or recruiting professional, chances are your event calendar’s as crammed as ours. That’s why we’re so appreciative to all the attendees who chose to spend a few hours (or a few minutes) with us on Thursday, October 7 at RecruitFest! In terms of building a meaningful dialogue, we think the numbers speak for themselves: over 3800 attendees in 38 countries and all 50 states participated in RecruitFest! (and in this era of global talent management, that’s pretty cool), logging 3,200 total viewer hours and over 3000 tweets the day of RecruitFest! alone.

Based on the conversation generated at RecruitFest!, we think it’s important to create the framework of a Candidate Bill of Rights, generated by recruiting professionals for recruiting professionals. Put your John Hancock here and propose an amendment. We all know job seekers deserve better. Now’s the time to put theory into action.

The picture of the future is pretty murky right now. The economy is in toilet–people are still scared. Technology has turned recruiting on its head. The balance of power has shifted from the employer to the employee. And, the way we work has shifted. Even the way we define talent has changed. All of these topics have major implication for recruiting and talent management.

I think that the hottest topics will likely be things that are not on the agenda and either emerge from the conversation or come from the audience. The agenda is a good framework for guiding conversation, but I think that these are all issues existing within a larger context that is undergoing radical change. Some of these changes include how organizations create value and compete is changing, how we organize work and what ‘talent’ really means.