Strategic Talent Planning Workshop - Developing and actively exercising your planning skills.

Winning in a shifting talent landscape ripe with scarcity, competition for similar skills, multi-generational work environments, global complexities, and economic uncertainty requires new boundaries of thinking and action.

Recognizing the realities of the talent market on which we are so uniquely dependent and committing to strategic directives that establish a guiding path will help to further your own development and leadership capability while also ensuring your company's desired place in the future.

Broadening your strategic planning capabilities and expertise in navigating the market is the way to architect a course to decision-making success. This workshop will cover the following:

• Developing a broader understanding of the trends influencing the talent market today and in the future that shape the overall landscape.
• How to anticipate, prepare for and manage uncertainties in the business environment.
• Design and incorporate market data and company analytics to build a compelling case for enhanced talent function positioning.
• How to leverage a talent planning strategy to break through recruiting obstacles and reach new ground.
• Engage in a scenario planning exercise that incorporates your experience, learnings from this session, and interactions with others to broaden your perspective of potential and desired outcomes.

Join Susan Burns from Talent Synchronicity and Kevin Wheeler of Global Learning Resources for an all day session and learn how to develop, enhance and implement your strategic talent planning strategy.

Interviewing and selecting the right people is a recruiter's greatest challenge - and it's the reason the job exists. Recruiters are comfortable talking about the organization's jobs or the work that needs to get done. The hard part is getting past the candidate's "interview façade" to determine not only that the person can do the job, but that they can be productive in the corporate culture. The key is how to effectively establish and maintain a working rapport with candidates to get to the "real person" inside. Creating a climate for the easy exchange of information is an essential skill for anyone involved in interviewing and selection. Two people have just met, are both under pressure, and are both trying to make the other person like them. They're both looking for the Click! There are so many factors conspiring against us in this pressure-cooker environment it's a wonder we ever hire anyone! And building rapport and finding common ground with different types of candidates is an added challenge. This session is designed to help increase your "click rate" and make you more comfortable in getting past the nerves and onto the critical task of hiring the people who will make or maintain your organization's success.

Connecting With Candidates is an interactive session focused on the critical first minutes of the interview. But don't just build rapport with candidates at the beginning of the interview; find ways to connect with candidates throughout the interview as well as after. Through a series of exercises explore:

• What’s your Approachability IQ?
• Are you an active listener?
• The five stages of the interview
• Icebreakers and icebergs
• Clicking with different types of candidates
  • Students
  • Older candidates
  • Senior executives
  • Re-entries
  • Transitioners
• Maintaining the connection

Critical-sourcing survival skills will be demonstrated by two of the industry's pre-eminent Internet recruiters in this two-part event (sign up for either or both). Successful recruiters can hardly make time to data-mine the Internet for leads, much less spend hours on end digging through hundreds of search results. With all of today's online resources and tactics, it has become even more difficult just to navigate what's available to you and figure out where to start. As time demands grow and competition stiffens, recruiters need to increase efficiency in their daily activities to remain competitive. To ensure your job is not outsourced, learn how to best use sourcing technology and productivity tools to get the most out of your day. Free up your time to close candidates and add value.

In this half-day lab, you'll see how to easily source passive candidates for your open requisitions in just 10 minutes per search. Stop wasting time with complex Internet search techniques that take months to master and days to execute. Bring your toughest requisitions and your laptop and we’ll get online together to solve real-life challenges you're facing and build a pipeline of leads in class. During this practical hands-on lab, busy recruiters will learn where to start and how to apply the quickest sourcing methods for any kind of requirement. Become an expert in several techniques you can use to generate leads daily without disrupting your busy day including:

• Easy-to-use search engine commands that quickly reveal hidden leads
• Source from dozens of Web 2.0 and "new media" resources
• Get results from LinkedIn in ways you never even thought possible
• Let your research work for you with simple automation techniques

With the Latino purchasing power approaching close to $1 trillion in the United States, many organizations see the Latino community as a catalyst for economic growth. In order to tap into the Latino consumer pool, companies desperately want to hire top Latino talent to not only diversify their workforce, but also to gain insights into the Latino consumer psyche. Unfortunately, companies are realizing that their traditional recruitment programs don't effectively reach the Latino talent pool. This session will clarify the business case for Latino diversity and provide recruiting professionals with key insights into the Latino community. More importantly, the session will provide tips to enhance the effectiveness of recruiting programs aimed at reaching Latino job seekers. Also covered will be numerous examples of best practices by companies who are winning the war for Latino talent.

While the Latino community will be used as the case study, the workshop will highlight how similar strategies might work for other communities.

• The Business Case for Latino Diversity
  • Latinos as the next great source of intellectual capital
  • The growing Latino purchasing power
• Key Latino Terminology & Demographic Statistics Recruiters Need to Know
  • Difference between the term Latino versus Hispanic
  • Latino Diversity - Puerto Ricans, Mexicans, Cubans, etc.
  • Where do Latinos live?
  • Educational attainment
• Latino Cultural Insights that Impact Recruiting Effectiveness
  • Interviewing tendencies
  • Willingness to relocate
  • Focus on the family
• Common Mistakes made by Recruiters
  • Choosing the wrong Latino career fairs to attend
  • Misinformed Recruiters
  • Ignoring long-term solutions - building an employment brand
• Sample Best Practices in Latino Recruiting Practices
  • 3M
  • Wachovia
  • General Mills
  • Target Corporation
  • Aetna
• Q&A Session
  • Everything you ever wanted to ask about the Latino community but were afraid to ask.

Strategic Talent Planning Workshop - Developing and actively exercising your planning skills.

Winning in a shifting talent landscape ripe with scarcity, competition for similar skills, multi-generational work environments, global complexities, and economic uncertainty requires new boundaries of thinking and action.

Recognizing the realities of the talent market on which we are so uniquely dependent and committing to strategic directives that establish a guiding path will help to further your own development and leadership capability while also ensuring your company's desired place in the future.

Broadening your strategic planning capabilities and expertise in navigating the market is the way to architect a course to decision-making success. This workshop will cover the following:

• Developing a broader understanding of the trends influencing the talent market today and in the future that shape the overall landscape.
• How to anticipate, prepare for and manage uncertainties in the business environment.
• Design and incorporate market data and company analytics to build a compelling case for enhanced talent function positioning.
• How to leverage a talent planning strategy to break through recruiting obstacles and reach new ground.
• Engage in a scenario planning exercise that incorporates your experience, learnings from this session, and interactions with others to broaden your perspective of potential and desired outcomes.

Join Susan Burns from Talent Synchronicity and Kevin Wheeler of Global Learning Resources for an all day session and learn how to develop, enhance and implement your strategic talent planning strategy.

How staffing professionals can use refined recruiting, objective selection and focused, strategic onboarding to ensure that a higher percentage of their candidates become top performers.

Are you under increasing pressure from management to deliver more people at high levels, more quickly who perform well in your organization? Are you losing money on new hires that don't perform? Losing customers because they did not like working with your failed 'hires' and your company? Experiencing frustration and losing time with starting over again? Hearing concerns from senior management that they don’t really have the "A" team?

If these are some of the challenges you and your company are facing, you will want to learn about our methodology that combines recruiting, selection, and strategic executive onboarding into an integrated delivery system that supplies more executives that perform well and contributes directly to business performance.

In this interactive session, you will hear about key issues, opportunities, and research in the talent management arena that go beyond the typical range of staffing and talent management to include:

• Advances in talent management platforms
• The need to integrate recruitment, selection, and strategic executive onboarding for maximizing results
• A review a variety of assessment tools that support higher impact employee selection and engagement
• A CPA's point of view about the costs of managing talent
• How others in a variety of sectors have successfully tackled the problems of managing attraction, retention, and performance

Critical-sourcing survival skills will be demonstrated by two of the industry's pre-eminent Internet recruiters in this two-part event (sign up for either or both). Successful recruiters can hardly make time to data-mine the Internet for leads, much less spend hours on end digging through hundreds of search results. With all of today's online resources and tactics, it has become even more difficult just to navigate what's available to you and figure out where to start. As time demands grow and competition stiffens, recruiters need to increase efficiency in their daily activities to remain competitive. To ensure your job is not outsourced, learn how to best use sourcing technology and productivity tools to get the most out of your day. Free up your time to close candidates and add value.

Ready to be blown away? Join Glenn and Shally to elevate your sourcing skills to new heights. If you think you have mastered sourcing with nothing left to learn, you will be shocked and amazed at how much more these two experts will reveal. In this course, designed for the seasoned professional researcher, you'll learn techniques that will allow you to penetrate traditional sources deeper and faster than ever before. Join Glenn and Shally as they explore the new frontiers of Internet research including:

• Using regular expressions with search engines like Exalead and Google Scholar
• New search engines that revive search commands like NEAR and linkdomain: in ways you have never seen before
• Elegant yet simple negative search terms to remove the spam and garbage from search engine results
• Master the art of search-jutsu with little understood, yet easily applied, field search syntax
• Multi-window bookmarklets that bring up search-specific results from various channels in just a few keystrokes to ensure you don't skip relevant sources.

Do your prospects want to become candidates? Will their interaction with your company's virtual and not-so-virtual content engage them, inform them, or simply confuse them and drive them into the arms of the competition? What will a company promise to the highest-quality candidates? Are recruiters, and hiring managers "on message" regarding key elements of your corporate staffing brand or will candidates hear conflicting messages?

Candidates who have choices sometimes make bad ones. What relationship do your want with applicants who turn you down? Or those silver medalists you can't hire today? Or employees who leave for greener pastures? How do companies "map" their connections to their prospects as they develop an interest in your company and, eventually apply?

This workshop will examine factors that influence job seekers' decisions, showcase best-in-class examples from the authors’ 2008 benchmarking research, and examine critical issues facing employers in finding, assessing, and engaging the people you need in order to drive your company's performance. Participants need to bring an illustration of their staffing workflow and also be prepared to draw the organization structure that supports it.

Join former CNN anchor and correspondent Jan Hopkins - best known for anchoring the show "Street Sweep" - as she leads an interactive group discussion about the state of the economy, the current political climate, and changes surrounding the upcoming presidential and congressional elections and how these might impact recruiting in the coming year. Hopkins is an Emmy and Peabody award-winning journalist. At the end of 2007 she became the president of the Economic Club of New York, the first woman to fill this post. She covered Wall Street from the bull market to the crash in the 1980s and the business world from dot-com boom to bust in the 90s. She has a wealth of insight to share on the affects of the current economic and political situation for the future of hiring in the US.

If this year's Olympic Games were not based on athletic ability, but on recruiting success, what countries would be gold-medal winners and what could you learn from them? Kevin Wheeler - who regularly flies to different continents to examine local recruiting practices - takes you on a whirlwind recruiting tour of the planet. You'll be surprised at who the most technologically advanced recruiting nations are, and why it matters to your job. You'll learn why some countries lag behind the U.S. in GDP but are equally or more innovative when it comes to talent acquisition. You'll learn lessons about capitalism the Chinese and the Russians have learned in a decade that the West is still learning after hundreds of years. And you'll see why you need to watch what's happening overseas, even if you're only recruiting locally. Prepare to travel virtually, from China to Russia to Australia to Europe, with stops along the way.

Second Life, Linkedin, Facebook, or the myriad of other Web 2.0 applications have never hired anyone. These applications are little more than cool toys without the right people putting them to use. However, in the hands of forward-thinking recruiters and hiring managers, these applications become truly useful tools of the trade. It is still people who do the hiring. This panel of practitioners from well-known firms will share their innovative staffing programs using cutting-edge tools that separate the hype from the reality by discussing technology's promise, its challenges, and their results.

Enjoy lunch on the exhibit hall floor while browsing the latest recruitment products and services from leading vendors in the recruiting space.

While many organizations are talking about changing the way they conduct the business of staffing, few have actually been able to realize the fundamental change necessary to succeed at a high level in the new market place.

This presentation will shed light on Fluor's journey to intentionally drive substantive organizational change in response to today's challenges. Fluor Corporation is one of the world's largest engineering and construction firms, with over 35,000 employees and work in over 25 countries. We'll discuss the dramatic change the organization has undergone over the past two years in moving from a lean, decentralized recruiting organization into a highly strategic business partner that's valued as a key partner in a highly competitive market.

1. A summary of lessons learned
2. An understanding of the obstacles and facilitators of change and most importantly:
3. An action plan to cause change in their own organizations.

No matter who's president, there are likely to be tens of thousands of veterans coming home from an overseas trip that has given them an incredible portfolio of experience. Ask questions to a panel of recruiters from two companies experienced at attracting and hiring veterans. Also get your legal questions answered about employment laws related to the hiring of military men and women.

The world is shrinking. To stay competitive, recruiters must be able to recruit globally as well as they do domestically, but few "standard" techniques apply successfully overseas. Learn to engage people in Latin American countries where the Internet may not be widely used, and where traditional approaches are not as effective. Explore different approaches used to solve the unique problems presented by Internet recruiting, sourcing, and research for Latin Americans:

• Apply modern sourcing techniques to Latin American recruitment
• Leverage Top Level Domains, ISPs and Country Codes
• Find "curriculum vitaes" only from Latin American countries
• Get only local results from search engines
• Quickly translate pages written in Spanish and Portuguese for free
• Avoid cross-cultural sensitivity issues and learn how local customs and idiosyncrasies greatly impact your strategy
• Assess your current global staffing structure and develop recruiting strategies for each of the Latin American regions

Our world continues to evolve in ways that defy simple explanation. The advancement of web technology is re-shaping our society as we know it. We have become untethered from our desktops, and in many instances, the workplace. We have seen the migration from desktop-to-webtop, wired-to-wireless, our activities and experiences increasingly "virtual". For recruiters, trying to make sense of it all, change is happening at a rate of speed that blurs comprehension.

Today, Web 2.0 users are savvier than ever before and not only creating and consuming data on their computers but also on their mobile devices. According to GSM World, 2.4 billion mobile devices were sold around the world in 2007, and globally there are more mobile phones than PCs. While Social Media platforms continue to dominate our attention, there are nearly 50 million members in "mobile social communities" and that is expected to reach 174 million by 2011. Translation: It's time to consider a mobile recruiting strategy.

It's clear, ubiquitous access to data, software services, cloud computing, and mobile apps are helping to level the playing field. The question is, are we leveraging this advantage? As we look to the future and consider our next-generation recruiting strategy, it's critical we step out of our comfort zone and go beyond legacy thinking.

So what's next? Are we entering another tech-bubble? Is recruiting really moving to the clouds? What exactly is "cloud recruiting" and how does this impact me? Is the future laptop or mobile?

We invite you to join this session as we explore these perplexing questions, as well as discuss how the convergence of Software as a Service (SaaS), Cloud Computing, and Mobile 2.0 is fundamentally altering the recruiting landscape.

Click here to get a glimpse of the upcoming presentation.

If you are looking for a better mousetrap, this is where you will find it. You’ll hear from new companies hoping to convince you and the rest of the world that their approach to recruitment will help you hire smarter, better, quicker, cheaper or all four. They get their moment in the sun and then you get to ask questions, challenge their claims and even rake over their business plan.

InterActive Applicant, an employer-controlled multimedia candidate screening system which uses webcam technology to allow employers and recruiters to see, hear, and read applicant responses to job-specific questions, before first interviews are arranged. Darryn Severyn is founder and president/CEO.

Urgent Career uses linguistic technology to match sales professionals with compatible employment opportunities. Urgent Career's patent- pending technology digitally deconstructs conversations into thousands of data points that are then algorithmically measured on 32 key dimensions of sales compatibility. Urgent Career's services are free to sales professionals; employers pay per hire. Urgent Career was founded by serial entrepreneur and investor Jeff Stewart.

FutureResume.com and its affiliate, GreenJobInterview.com, are using the power of video technology to impact the way companies hire. Combining a video-based job board and a unique, point-and-click, browser-based videoconferencing system from the desktop, FutureResume.com reduces the cost and time-to-hire by allowing face-to-face meetings with more job seekers without the need for travel or significant expense.

SnapTalent is an online advertising service for recruiters and hiring managers that resembles a keyword marketing campaign, but places ads on content sites, rather than on search results pages. It targets ads to the site and to the user, analyzing their address to decide which ad to serve. Sumon Sadhu is CEO and co-founder.

*If you want to be considered for this panel, contact Todd at todd@ere.net.

From October 2006 to October 2007, the U.S. mortgage-related industries saw the loss of one in five jobs. While most mortgage- related firms were downsizing, Freddie Mac was embarking on an ambitious effort to transform its workforce from the top down. To date Freddie Mac has been successful in the assessment and selection of a diverse and productive workforce dedicated to supporting its core mission. This was accomplished during a period of intense competitive pressure, heightened scrutiny from federal regulators, and generally negative media regarding the industry. Learn how Freddie Mac's talent acquisition department, in collaboration with its senior leaders and corporate communications, spearheaded an innovative "leader forward" approach to recruitment and selection. Examples from the oil and gas, food service, and construction materials industries will be used to illustrate how to drive a recruitment function in organizations undergoing powerful and rapid change. Attendees will learn how to knit together effective messaging strategies linked to realistic employee value propositions to create a recruitment brand that excites and attracts best-in-class candidates.

Conference Chairman Jason Warner of Google leads an open-ended discussion of our most pressing issues. Get answers from your peers who have walked in your shoes, or are walking in them now. The video cameras will be off for this candid discussion. What are the macro-issues? What are the implications? What does the future hold? Attendees at ERE's last conference told us that a similar open-ended hour was one of the most valuable of the event.

The Internet technologies that recruiters have come to rely on can be an obstacle to finding candidates just due to the sheer size of the internet. This session examines common myths about conducting research on the web and covers search tools, tips and techniques, and recommends ways to integrate them to a recruiter's daily routine. Through a query-based approach, this session presents a series of exercises that can be used to reinforce learning.

It offers ideas for developing training curricula and offers several research techniques and training examples. You will not only walk away with a structured approach to training but you will also jump-start your sourcing/recruiting team.

• General structure or plan for organizing training - an example
• How to equip sourcers/recruiters to learn and apply tools and technique for online searching
• Plan and manage training to enhance the effectiveness of recruiters.

Talent shortages are nothing new in healthcare. We're all competing for the same limited pool of candidates. So why do our recruitment websites all look pretty much the same? If your website is awful - or even just average - this practical workshop is not to be missed. In this session, you will learn:

• Employment branding basics
• Website best practices
• Project and vendor management tips
• Strategies to avoid going over budget
• Considerations when integrating with an applicant tracking system

Participants will learn how MultiCare overhauled its cluttered, confusing website to create a new, interactive online career center that:

• Celebrates diversity
• Supports employee career development
• Manages candidate expectations
• Reduces recruiter workloads
• Sets MultiCare apart from other healthcare employers

You'll be given a tool to evaluate their own recruiting website and be encouraged to find at least three easy changes they can make to create a more candidate-friendly site.

Sean Rehder does a short demo of how the CRM application Salesforce.com can help your hiring needs and maintain a talent pipeline. Bring your tough questions and grill Sean about your specific needs and wants to get to the bottom of whether this idea will work for you -- or not. Like the rest of the Vendor Watch track of the show, this was a session chosen by our editorial team -- Sean didn't pay for the mic.

Enjoy drinks and hors d'oeuvres, mingle with attendees and speakers, and discuss the day's sessions and breakouts at this two-hour networking event.

You've seen Steve Lavin's familiar face on ESPN, and you saw him pace the edges of the UCLA basketball court, where twice he signed the nation's top recruiting classes. Now hear him shares his secrets to his huge recruiting successes at UCLA. You'll see how the tough recruiting competition between big-name teams is reminiscent of talent-wars you're familiar with, like those between Google and Microsoft. You'll come away with ideas for your own organization. And you'll be inspired by Lavin's determination to recruit top talent, despite the pressure of recruiting at one of the nation's most storied basketball programs.

Economies rise and economies fall - it's a fact of life most adults have come to accept. Unfortunately, when the economy turns ugly, often so to does the recruiting department. Historically the response to economic crisis has been cost containment, but what used to happen in the past wasn't always good for the business or necessarily a wise practice to continue.

Due to globalization, changes in workforce demographics, and extreme advances in technology, things like product patents, proximity to the customer, and brand matter much less than they once did. Today what truly enables an organization to survive is its ability to recruit, motivate, and retain talent capable of producing a never-ending stream of innovation. Making that possible often requires constantly rebalancing the workforce, and laying off obsolete blocks of talent while acquiring new blocks that bring new skills and capabilities.

Cost-containment efforts including hiring freezes and layoffs can easily decimate a company's talent acquisition capability, something that in the new economy is the equivalent to cutting an organization off at the knees. Now more than ever before organizations need to closely consider how they can leverage talent acquisition in down times to beat the local market and stave off their global competitors. For those who cannot adjust to the changing times and put talent acquisition out front as a key business strategy the future is clear, it's called irrelevance.

During this session, Dr. John Sullivan will address how organizations should adapt their talent acquisition strategies to fit both the economic cycle and their organizations business cycle. He'll tackle such difficult topics as:

• How to protect the recruiting budget
• How to attract talent when job security is an issue (i.e. following layoffs and bad press)
• What activities individual recruiters should focus their efforts on
• How to demonstrate the dollar value of recruiting efforts.

This is a session no one who touches the recruiting profession should miss. The time to abandon business as usual is now. Enterprises around the world are screaming for HR practices that manage to the new realities of business, not those left over from the industrial age. Protect your profession, protect your career, focus on business first, and recruiting second.

Enjoy another opportunity to network and mingle with attendees, exhibitors, and speakers of this year’s ERE Expo!

In this "confession" session you'll hear the best ideas and biggest flops from a leader who orchestrated four recruiting makeovers in the last 10 years. Tony will discuss forming vision and strategy, driving performance, implementing systems, conducting "experiments" (e.g., central sourcing, inviting boomerangs), expressing your employment brand, and more. Through stories (some funny) he'll share lessons (some painful) and provide tools you can apply in your day-to-day leadership. In the end you will be challenged with the big question: do you have the "right stuff" to be a great recruiting leader?

Tony's presentations are always chock-full-o-metrics, in-your-face honest, delivered with passion, and (somewhat) entertaining. If you are a recruiting leader, hope to be one, or at least work for one, you're sure to have a chuckle or two and leave with clear, actionable "take-aways." Maybe you will even shift your leadership paradigm a bit.

Employers face a difficult challenge in times of labor shortages. On one hand, they want to prevent their employees from taking jobs with other employers. On the other hand, when they cannot fill their employment slots using passive techniques, they must hire other employers' top performers. In this session, we'll take a close look at head-to-head competition for employees and explore why employers on the losing end of these battles are crying "foul!" and claiming that the companies that are hiring their employees are behaving unethically.

Hiring another company's employees, or talent poaching, is no different than any other type of business competition. Instead of competing for customers, employers are competing for the hearts and minds of hard-working people. Even when the issues of unfair competition and breach of contract are taken off the table, people seem to think there is something wrong with lateral hiring. In this session, we will explore four reasons why the losers in the talent battles think their rivals are not playing fair. We'll examine a broad range of thinking on this most interesting topic and come to conclusions that make sense for the 21st century.

Based upon the Roundtable's research on Building Talent Pipelines, this session is designed to help recruiters improve their candidate pipeline by better leveraging warm leads and extending deeper into adjacent networks. This presentation will reveal tactics to help recruiters optimize employee referrals, reach deeper into the labor market to generate leads, conduct initial outreach to these identified leads, and scale the outreach through strategic partnerships with hiring managers and other key constituents.

Donna Lin Weiss serves as research director for the Recruiting Roundtable, where she leads the program’s qualitative best practices research initiatives. With more than a decade of consulting expertise, she has authored numerous studies and research guidebooks on topics such as talent acquisition management, candidate relationship management, recruiting process effectiveness, and partnering with the line for the Roundtable membership at the Corporate Executive Board.

In this dynamic panel discussion, we will explore why it is valuable for recruiters to know their company inside and out and how to go about it. Our esteemed panel will reveal what they are doing within their companies to get to know not only their lines of business, but their competitor's as well. Come join Dan Nielsen (Towers Perrin), Geoff Green (Brown Shoe) and Jana Graham (Integrated Talent Solutions) for an engaging conversation moderated by Heather Hartmann.

How good is a computer at matching candidates to your job openings? That's what we'll find out at this first Vendor Smackdown. Part demo, part challenge and 100 percent enlightening, our company sampler will give you a feel for both the nature of job matching as well as how effective this new trend in sourcing can be. Our companies will be challenged to find matches for a typical job req as they explain how they made the match and then answer your toughest questions.

Jobfox not only matches candidates to jobs, it makes personal introductions of candidates to highly matched employers via instant messaging, mobile text messaging and e-mail alerts. In addition to precision matching, Jobfox combines job listings, resume databases, social networking and outside recruiters in a single package. Presenter Steven Toole is vice president of employer marketing at Jobfox.

Jobstick made a splash at the 2008 OnRec conference where it was named a Game Changing Recruiting Technology. Using its profile-matching technology, Jobstick Filter automatically screens out under- and over-qualified applicants making matches in real-time! Jobstick Filter powers a company's career and also integrates into a company's existing ATS to help HR staff identify top matches for each open position. The company was founded by CEO Avi Marcus, a lawyer.

Vitruva is a semantic job matching system that connects job candidates with job opportunities, notifying them of opportunities that fit their unique skills, work experience and work preferences without the need to search in the traditional sense. Employers and recruiters access qualified candidates for free and pay only for the highest-ranking job candidates. Jindrich Liska is the founder and chief executive officer.

Monster Worldwide. Trovix launched as an ATS vendor in 2002, implementing artificial intelligence to analyze reqs and candidate resumes and match them in ranked order. The matching technology was refined over the years and in 2007 Trovix introduced its own jobboard where standard job postings and resumes and jobseeker information were matched. In July 2008 Monster Worldwide, Inc., acquired the company in what CEO Sal Iannuzzi called a "a game-changing development." Jeff Benrey, now senior vice president of technology for Monster Worldwide, is a co-founder and former CEO of Trovix.

Enjoy your last opportunity to network and mingle with attendees, exhibitors, and speakers of this year’s Fall Expo!

In today's business world, market capitalization of many companies far exceeds book value. This was not always the case, and as recently as the 1980's, was in fact a very different picture. Whether you call it intangible value or intellectual capital, the contributions of human capital are often the most important factors in raising share value, through innovative thinking that drives profitable growth and enhances cash flow. This evolution puts a premium on being able to hire the right people for the right jobs, on time. Tom McGuire, group director of global talent acquisition at The Coca-Cola Company, and former CFO at a NYSE consumer products company, will engage you in new ways of thinking about business value and its connection to the recruitment function today.

Learn to use the latest Internet search tools to find anyone, anytime, anywhere on the Web. Use fundamental AIRS techniques in new ways and with new search engines to find perfect candidates. This is a comprehensive update for experienced searchers and a great tutorial for beginners. AIRS has been teaching recruiters to mine the Web for great, hard-to-find passive candidates for 10 years. This session will show you some of the newest and coolest sourcing concepts while focusing on quick ways to find candidates anywhere. We'll use Google to find hidden documents and create search alerts. You'll also be introduced to different search engines such as PageBull and Allth.at. Learn how to leverage the latest and greatest websites to find candidates anywhere in the world -- fast!

• Recruit faster and more efficiently with new navigational tools.
• Find candidates who are not actively looking for employment.
• Learn new ways to find more qualified candidates anywhere in the world.
• Maximize your recruiting time by using the latest and coolest sites.

Passive candidates, by definition, are not actively looking for a job. For the most part, they could care less about you and your opportunity. So you must recruit them differently. Founder and Principal of The Good Search Krista Bradford has mastered the art of intriguing and ultimately recruiting "rock star" candidates to some of the most powerful and successful corporations in the world. She will share her secrets of how best to market opportunities to candidates by email and phone, how to position your company, how to construct your pitch, and ultimately how to recruit a candidate the way you'd most want to be recruited yourself. In the end, you will know how to transform the a list of potential candidates into viable contenders.

MrTed, the recruiting technology company with a large footprint in Europe, unveils a new, free applicant tracking system for small and medium-sized businesses (under 2,500 employees). See its 10-minute demo and come armed with your tough questions to find out whether or not this is a game-changing product. Like the rest of the Vendor Watch track of the show, this was a session chosen by our editorial team -- MrTed didn't pay for the mic.

You've attended the sessions, listened to the keynote speakers and seen all the new tools designed to facilitate the staffing and recruiting functions. But what does it all mean? Join the ERE Expo Conference Chairman, Jason Warner of Google as he ties together the key conference learnings and reveals what lies ahead for 2009.

• Hear some of the great "a-ha!" moments gathered on conference feedback cards
• Learn the results of an exclusive ERE/ExecuNet research study that predicts the top markets, industries and functions most in demand in 2009
• Understand where the economy and the talent market are headed

You'll leave this session with some great concepts you can immediately put to work and others that will guide your 2009 business and talent acquisition plans.

Assisting in facilitating the Q&A at the session will be our session sponsor, Execunet's Vice President and Executive Editor Lauryn Franzoni.

All session attendees will also be entered to win exciting prizes including a free pass to the ERE Expo 2009 Fall event in Hollywood, Florida.