Although most CEOs know how critical quality passive candidates are to improving their organizations, many have discovered that their corporate recruiters and/or hiring managers lack the skills necessary to successfully recruit this elusive group. Attracting and hiring passive candidates requires a completely different process than hiring active candidates, one based more on selling and relationship-building.

This interactive “how to” workshop will educate you on the skills and processes necessary to recruit and hire passive candidates. You’ll learn the communication strategies necessary for each step in the passive candidate recruiting process, as well as the sales methodologies, various interaction techniques, behavior and process differences between passive and active candidates, and how to combat typical passive candidate responses. All of these skills are essential to guarantee passive candidate recruiting success. By learning these skills, you will be able to identify, attract, and hire the results-producing passive candidate talent you want.

You’ll:

• Understand the changing role of the recruiter
• Learn how to source and recruit passive candidates
• Gain a clear understanding of the motivational differences between passive and active candidates
• Learn how to take the job order and set expectations
• Learn how to build a relationship with your candidate
• Learn sales methodologies and persuasion communication techniques
• Learn how to overcome objections from both hiring managers and candidates
• Understand the impact of the hiring manager in the recruiting process

You’ll also receive a training manual that contains sample scripts for voicemail, email, first and follow-up conversations, as well as reference materials for other strategies discussed.

Does it seem like younger employees value different things than your more experienced employees? Are you having a hard time motivating and inspiring them to perform at their highest level, let alone retain them for long periods?

In this highly interactive and engaging workshop, we will help you solve these troubling questions. We will share data about generation-specific “most critical” needs, as well as which needs are common across the generations. You will build a solid understanding of how to determine what is most critical to the Millennials, Gen X, and the Boomers. This presentation will equip you to take action back on-the-job attracting, engaging, and retaining this new workforce. By implementing practices learned, you will be able to focus your recruiting on what is most critical to the Millenials, how to engage them for highest performance, and what it takes to retain them for longer periods. You will see higher engagement levels, performance, and reduced turnover.

Learning Objectives and Outline:

• Understand the differences between the generations at work.
• Build the business case for employee engagement and retention.
  • Define the four levels of employee engagement
  • Determine the financial impact of each employee engagement level
  • Outline the link between employee performance and organization results
• Understand what is “Most Critical” to the different generations and how to understand each of your employee’s Most Critical needs.
  • How to create “fit” with employees
  • How to determine what is most critical to engaging and retaining employees
  • Understand that the differences matter—you must engage and retain one employee at a time.
• One-to-One Dialogue
  • How the one-to-one Dialogue can help you understand employees most critical needs.
  • How to perform the one-to-one dialogue process
• Take action on the job to engage and retain all of your employees.
  • Review the manager’s role in engaging and retaining employees
  • Creating a Team Member Talent Plan
• Review key manager responses to employee’s most critical needs
• Practice creating a Team Member Talent Plan
• Attract the new workforce by including their “most critical” needs in your employee value proposition.
  • How to interview for organizational fit.
• Determining a candidate’s most critical needs and how that matches up with the position’s strengths.
  • How to include the position strengths in your recruitment marketing.

Each participant will receive a deck of “retention cards” to get started engaging and retaining all generations.

In this intensive hands-on workshop you will learn critical-sourcing survival skills from two of the industry's pre-eminent recruiting research gurus. In the first of this two-part event (sign up for either or both) you will learn about the top 10 fastest ways to create, maximize and leverage online talent pipelines for free.

Successful recruiters can hardly make time to data-mine the Internet for leads, much less waste countless hours playing around with every new social networking tool. All of today's online resources and tactics are competing for your attention, along with the need to stay lean, flexible, and on the bleeding edge. This makes it difficult simply to navigate what's available or figure out where to start. Take this session to cut through the clutter, make yourself super-productive, and learn what really works versus what's just hype.

Learn how to recruit from all the online sources without being overwhelmed. After this session, you will totally understand how to easily create, grow, and maximize online recruiting pipelines using tools and features built right into your favorite existing websites such as LinkedIn Groups, Ning.com, Blogs, Facebook, and Twitter.

The killer combination to succeed in online recruiting is learning how to create sustainable pipelines and making the best out of already existing online communities. Among the critical skills you'll learn in this hands-on lab will be how to effectively stay connected to all your networks and be alerted to relevant talent and opportunities while spending a minimum amount of time managing the information overload. In this respect, Shally and Glenn will discuss free websites that let you stay up to date from a central location, tools that help automate your viral marketing campaigns, systems that enable you to be "everywhere all the time" from the comfort of your desk/laptop/PDA, and much more.

If your goal is to present the most qualified candidates and not the most available candidates, you will benefit greatly from these proactive techniques. Using this "forgotten" sourcing channel (the phone) Conni will demonstrate the "how-to" of successful and ethical, telephone identification. Not only will she help you identify which companies possess the best talent for a given role, but she will present the steps to identify, in organization chart form, the qualified talent your hiring managers most want to hire. You will learn:

• How to identify the on-target, qualified talent you seek from the very companies the hiring manager wants to recruit from
• How to overcome rejection and sidestep the gatekeeper
• How to efficiently obtain the names of the entire group/department/team
• How to prioritize research and diminish information overload
• How to build the competitive intelligence and make each call count
• How to reel in truly passive talent
• How to add value to your client beyond presenting candidates
• How to improve your ROI to your business

There is no substitute for calling into a company, identifying the individual who heads your hiring manager's competing organization, and identifying that person's entire team. You'll hear actual recorded calls, demonstrating the strategic and ethical approach that has propelled many corporate recruiting, sourcing, and search professionals to excel via this critical talent pipelining skill. Effective in all industries, all functions and at all levels, original telephone research delivers the added ROI your company seeks. Discover the lost art of telephone research, the industry's newest and oldest sourcing channel!

Do you want to learn to find (or get better at finding) hidden talent on the web but can't afford to spend too much time figuring it out on your own? This session will help a "Boolean Beginner" to get going and an Intermediate level person to refresh and sharpen his/her skills.

Learn from a web expert and a hands-on sourcer. In this interactive session we will go over:

In this intensive hands-on workshop you will learn critical-sourcing survival skills from two of the industry's pre-eminent recruiting research gurus. In the second of this two-part event (sign up for either or both) you will learn how to master new free web methods and get a toolkit to solve your challenging requirements.

Successful recruiters can hardly make time to datamine the Internet for leads, much less waste countless hours playing around with every new social networking tool. All of today's online resources and tactics are competing for your attention, along with the need to stay lean, flexible, and on the bleeding edge. This makes it difficult simply to navigate what's available or figure out where to start. Take this session to cut through the clutter, make yourself super-productive, and learn what really works vs. what's just hype.

With the vast amounts of information available today, the critical skill is in knowing how to find what you need quickly, or suffer through hours of tedious digging and clicking. In this part, you'll see how to easily identify, source, and contact 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 during your workshop.

During this practical hands-on lab, you will take advantage of Shally and Glenn’s favorite Web 2.0-geared methods and tools. Master the methods they recommend that you use every day in order to stay on top of all your research needs. Don’t expect to see the usual stuff, as they will go over only their most coveted and newest secret techniques. With new sources of information come new search techniques such as natural language, contextual search, semantic search, thematic search, and the creative use of wildcards.

BONUS: Attendees will walk away with a unique CD tool pre-loaded with many search shortcuts and applications that will make you more efficient, and the know-how to use it to its fullest.

Recruiters who once were sure what "discrimination" meant are finding themselves unsure about what it means when using Twitter, LinkedIn, and other new online-recruiting tools. Carol Miaskoff, assistant legal counsel at the EEOC, will discuss the latest court cases and EEOC priorities relevant to online recruiting.

Carol R. Miaskoff is Assistant Legal Counsel for Coordination at the U.S. Equal Employment Opportunity Commission. She supervises development of EEOC regulations and guidance documents under the full range of federal employment discrimination laws, and for many years has followed the development of online recruiting and selection tools with interest. She regularly represents the EEOC to other federal agencies, and she speaks frequently to labor and employment law conferences.

You've searched your ATS, external resume databases, and posted your jobs, but the quality of the candidate pipeline is still lacking. What do the world's top recruiters do next in this economy when they want to source productively against their tough requisitions?

Get a breakdown of the most effective and inexpensive tools that can help any recruiter do more with less time. Recruiting and sourcing guru Shally Steckerl, one of our most frequently requested and popular speakers, will take you from zero to 60 by showing how:

On Search Engines:

• get the most out of Google, Yahoo, and Windows Live with extremely easy-to-use, yet highly accurate search techniques that uncover hidden passive talent
• use 100% legal hacks that reveal candidates you thought were only available on sites with password-protected logins
• receive ongoing results automatically for your best search queries ... find skilled candidates meeting niche criteria / skills: diversity, country, language, certification, and more

On Social Networks:

• tap into online communities with time- and cost-efficient strategies. Learn ridiculously easy ways to quickly find free candidates on discussion groups, mailing lists, social networks, and more
• maximize time spent on LinkedIn and use built-in expertise branding tools to get noticed among its 35 million users
• ditto to take advantage of the growing popularity of Facebook and Twitter
• uncover the secrets to finding people in LinkedIn who are not visible in your three-degree network ... use social networking platforms like Ning to create your own pool ... and how to approach the people you find and the people that find you

Get the perfect mix of both strategic and the practical how-to information that will allow you to create your own blueprint for building targeted pools to help address your specific pain points. This will provide you with new no/lo cost sourcing possibilities and techniques you can immediately apply to your requisitions.

Recruiting organizations rarely get measured like other business units. There are many unanswered questions and challenges that cause us all to make decisions based upon less than ideal information, including:

• What pieces of the recruiting process to measure.
• How you should evaluate individual recruiter performance.
• The best way to stack-rank recruiters when they don't perform the exact same job.
• Relating your recruiting measurements to one another.
• How you tie your measurements to rewards, recognition and performance reviews.

While most recruiting organizations struggle with these questions, Fifth Third Bank has developed a measurement system that can:

• quantify recruiter performance to key stakeholders in a single measurement -- the department's "stock price"; and,
• provide the details to manage the process, coach individual resources, and base rewards on actual performance

In this enlightening session, Fifth Third Bank's Vice President of Recruiting Operations, Richard Newsom, will discuss how they gathered and used "voice of the customer" data with respect to quality, cost and delivery to develop a scalable management system that takes into account weighted customer specifications, hiring volume variation, and more. Richard will define how they migrated from a decentralized organizational structure with very little accountability and consistency across the company to a centralized, process-driven organization that actually compares (and ranks) the performance of each and every recruiter.

Improving your acceptance rate is the quickest way to increase your efficiency and productivity. Furthermore, if not handled properly, today's trend of engaging passive prospects threatens to tangle up HR and business resources with candidates who are just "browsing" and won't leave their jobs. In this session we will build closing techniques which:

• Increase acceptance rates by how you approach candidates in the very first conversation
• Avoid investing substantial time with prospects and candidates with a low probability of joining your firm
• Create high-impact interview experiences that directly address candidates' most crucial issues
• Immunize candidates against counteroffers from their current employer
• Get an acceptance before you extend the offer

Identifying, qualifying, and attracting a candidate is "needed to play" but isn't worth much if the person doesn't join your company. Come to this session to learn technical recruiting techniques that can liberate you from the feeling you get when a great candidate rejects the offer and you have to start all over again.

Most of us feel left behind when it comes to Web 2.0. It just seems that our approach to recruiting seems out of sync with Web 2.0. The more we think about adopting Web 2.0, the more questions go unanswered. This session will answer some of the lingering questions below about Web 2.0 as we showcase the ERE-recognized "Most Strategic Use of Technology" solution.

• People are seeking relationships; witness the growth of LinkedIn, Facebook, & Twitter. Yet, current recruiting models and ATS systems do not seem to allow for building relationships. How do I connect with people where they are?
• The pundits tell us that in these challenging economic times, amazing talent is available perhaps the type of game-changing talent only available every few years. How do I recruit top talent without an open requisition?
• Passive candidates are considered a premium. Web 2.0 solutions proclaim that this is the new way to pipeline candidates into a private talent community. What is a talent community and how do I build one?
• Job searches are conducted on search engines. We are told that we must optimize our jobs to be seen by the job seeker. How do I optimize my jobs (when I don't even know what that means)?
• Every day, we receive an email asking us to join another social network. Where do they all come from? There are so many Web 2.0 tools and social media sites, I am confused at best. How do I know which site(s) to join or which tool(s) to use?

While the Microsoft approach is an enterprise class solution, there are some definite takeaways for every recruiter in this "do more with less" economic environment. You'll leave with proven Web 2.0 tactics that can be implemented once you return to your desk.

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.

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

In this time of business slowdown, your recruiting department is probably less busy than it was a year ago. You may be overwhelmed by an increased candidate flow, but if your overall quantity of hiring has decreased, top leadership clearly sees you as "less busy" --- which puts you at risk.

If you simply chose to hunker down and keep a low profile, you become a target for further cost reduction. Progressive recruiting leaders have taken some creative steps to prevent this, and they've found new and innovative ways to add value to their organizations, and in many cases, increased the firm's ROI on their talent acquisition function.

We have polled a number of these firms to get the details of their strategies, some of which you'd expect, but many of which will take you by surprise. In this session you will learn of all of these methodologies and more to assist you in redeploying your recruiting staff:

• Delivering internal outplacement services
• Actively participating in sales solutions
• Supporting the company's marketing operations
• Partnering with other HR initiatives
• Initiating true workforce planning
• Strategic talent pool cultivation

Don't passively sit by and wait for things to "pick up on their own". True talent acquisition leaders will recognize this period as one of opportunity to step up and demonstrate the critical value of their operation during all business cycles.

While many organizations have engaged in cost-containment efforts to ride out the economic contraction, a few have paired those efforts with robust workforce planning and small talent-program investments that can produce dramatic results when circumstances change. If this recovery resembles any from history, well-known industry leaders stuck in their ways will fall while more nimble organizations rise.

During this interactive session you will learn how leading talent management organizations have right-sized their talent management strategy to cope with the global economic contraction, and invested in planning activities to provide their organizations with market-dominating access to top talent upon recovery. You’ll learn what those companies positioned to explode out of the box do differently and how they are approaching the labor markets from a different perspective than most.

Some of the key takeways from this session will include:

• An overview of the most common talent management mistakes organizations make, and their short/long term impact on the workforce
• An insight into emerging workforce planning best practices
• Examples of emerging talent management programs that support explosive growth
• Metrics and other business case elements to help convince business leaders to adopt an explode-out-of-the-box talent strategy

Recruiters are often the first to embrace a new technology, and it was no different when tools like Linked In, Facebook, and Twitter came along. But using it and being strategic about it are two different things. Join this session to learn how can you do more with social collaboration tools and tie them into your entire recruitment strategy. You’ll get practical, tactical, and strategic tips for building an effective social media recruitment strategy, and learn how to incorporate social media into all phases, including networking, career sites, and onboarding. You’ll leave this session with tangible take-aways of what is working, and understand how you can apply to your own initiatives.

In this time of business slowdown, your recruiting department is probably less busy than it was a year ago. You may be overwhelmed by an increased candidate flow, but if your overall quantity of hiring has decreased, top leadership clearly sees you as "less busy" --- which puts you at risk.

If you simply chose to hunker down and keep a low profile, you become a target for further cost reduction. Progressive recruiting leaders have taken some creative steps to prevent this, and they've found new and innovative ways to add value to their organizations, and in many cases, increased the firm's ROI on their talent acquisition function.

We have polled a number of these firms to get the details of their strategies, some of which you'd expect, but many of which will take you by surprise. In this session you will learn of all of these methodologies and more to assist you in redeploying your recruiting staff:

• Delivering internal Outplacement Services
• Actively participating in sales solutions
• Supporting the company's marketing operations
• Partnering with other HR initiatives
• Initiating true workforce planning
• Strategic talent pool cultivation

Don't passively sit by and wait for things to “pick up on their own." True talent acquisition leaders will recognize this period as one of opportunity to step up and demonstrate the critical value of their operation during all business cycles.

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

Too often Operations thinks of HR as "just administrators" and fails to recognize the tremendous business value that strategic HR offers. Over the past three years, Fluor Corporation has been on a journey to deliver ever-increasing business value via the human resources organization. This presentation will shed light on Fluor’s journey to align the HR strategy with business strategy in response to the today’s complex market. As a follow-up to last year’s Change Management presentation, this session takes the dialogue to the next level with a focus on business strategy and risk. Fluor Corporation is one of the world's largest engineering and construction firms, with more than 35,000 employees and work in over 25 countries.

Keeping employees engaged -- for many talent decision-makers, this is a foremost challenge as they continue to operate in a world of re- organization, layoffs, and uncertainty. Employee engagement and commitment to their employer can have a direct correlation to retention, productivity, and, ultimately, core business value.

How do you honestly assess your employees' needs and their perception of the company? Have they become disengaged due to recent activity? How do you identify the issues and improve relationships in a real, lasting manner? In this session, talent strategy expert Mitzi Adwell of The Newman Group will cover an honest, objective approach to getting to the answers -- an approach driven by a structured process with measurable, actionable results. She will explore key areas of employee re-engagement, including:

• Gaining an Objective View: Perhaps the most challenging part of employee engagement is achieving open, honest communication. A third-party resource can provide unique advantages in overcoming the challenge. What are the advantages, where are the pitfalls, and what can you do to make it work?
• Quantifying Employee Perception: By applying proven practices, based on employment value proposition research, companies can measure employee sentiment in key areas, identify gaps, and gain an understanding of what needs to be done to address those gaps. We'll cover a practical approach to the rating and ranking of 37 key attributes that drive employee engagement.
• Building a Strategy, Measuring Results: How do you build a strategy that leads to improved engagement? We will cover approaches for interpreting assessment results, identifying advantages and weaknesses, and applying the results to actual recruiting practices.
• Real-world Experience and Lessons Learned: Sound too good to be true? Learn about how a major automotive firm applied these practices to achieve success. We'll cover the challenge, the solution, details, and lessons learned.

This is a great chance to gain a practical understanding of a proven process for better understanding and engaging employees in these turbulent times.