This session is limited to only 60 people.

In this full day series of workshops, you’ll have the opportunity to learn from two of the recruiting industry’s leading practitioners the crucial tactics in winning the war for talent -- sourcing passive candidates and effectively recruiting them to your organization.

In part I, Shally Steckerl, Leader of Microsoft’s Central Sourcing Research Team, will show you how to use the resources available on the Internet to find the best prospects for your positions. You’ll get online with Shally, tackle your own live requisitions, and build a pipeline of leads.

In part II, you'll learn from Krista Bradford how to take those passive leads you just sourced and effectively recruit them to your organization. Bradford is the founder of Bradford Executive Search and is a three-time Emmy-award-winning investigative reporter.

All attendees will bring a laptop and a cell phone with them.

Don’t miss this opportunity to work with two of the industry’s leaders in this hands-on crash course.

Part I: Ten-Minute Sourcing

Successful recruiters can hardly make time to spend mining the Internet for leads, much less spend hours on end digging through hundreds of search results. With all the online resources and tactics existing today it has become even more difficult just to navigate everything that’s available to you and figure out where to start.

In this practical, hands-on lab lead by the industry’s foremost expert on Internet lead generation Shally Steckerl, you’ll learn where to start and how to apply the quickest sourcing methods.

Bring your toughest requisitions and your laptop and we’ll get online together to solve real-life challenges you’re facing. Shally will take you through the steps, complete with live examples, to using the most effective methods to reveal leads for your own reqs in real-time and get results in ten minutes or less.

During the course of the lab, you’ll become an expert in several techniques you can use to generate leads daily without disrupting your busy day. Every recruiter’s desk is different, so during this lab you will also become skilled at organizing your most effective resources and methods so you can track your research effectively and know exactly where to go when you need a lead. At the end of the course, you’ll have a number of leads for your open requisitions, and in part II of the course, Krista Bradford will show you how to cold-call your newly found leads to perfection.

Part II: Back To the Lab Again…Best Tactics in Recruiting & the Art of the Recruiting Call

A hands-on, interactive and tactical execution workshop for recruiters

Advances in recruitment technology have made a significant impact on the recruiting industry. Efficiency and performance can be enhanced using the right technology but can never replace the artful and skilled recruiter armed with competitive intelligence and the most effective weapons in the war for talent -- a phone and a proven method to execute. This workshop will provide both corporate and third-party recruiters with practical tactics and teaching that will enable them to outperform their peers and competitors.

• Identify ways to plan your recruiting day like a world-class recruiter should.
• Learn the art of getting around the gatekeeper without lying.
• Practice leaving a voice mail that gets a candidate to call you back.
• Learn how to execute the recruiting call -- and then role-play and make live calls.
• Be able to engage, build rapport, and build trust with a passive candidate in less than two minutes.
• Explore how to “consult with talent” about their career rather then “sell talent” on a career.
• Learn the means to identify expose and exploit a candidate’s “career wound” and why it is the most important piece of the recruiting call.
• Become a master “referral gatherer” from the most passive of candidates.
• Understand the critical difference between talent relationship management and candidate relationship management and why it matters.

Join an interactive journey through the art of the recruiting call. This second part of a two-part session will equip recruiters with the expert phone skills they need to call the leads generated from Shally’s Ten-Minute Sourcing session. Everyone should be prepared to make live calls and share their experiences with the group. This session is designed not only for the everyday recruiting practitioner but also the trainer/leader who wants to better equip recruiters with the skills necessary to succeed.

• How to set up a business case that provides dead bang proof that recruiting can impact the bottom line.
• How to use split samples and other tests to demonstrate the impact of recruiting on operations.
• How to translate operations impacts into actual dollar values.
• How to present data to elevate the visibility and power of the recruiting function.

• Employment Branding
• Retention
• Speed of Hire
• Selection
• Competitive Analysis

• Re-direct internal staffing resources toward strategic business objectives such as internal mobility and finding key hires
• Creating economies of scale for high volume hiring
• Support with expanding global operations
• Advanced application of data and metrics

• Creating internal employment branding to promote internal mobility while reducing employee turn-over.
• Branding external company websites on different continents.
• Managing/ developing a pipeline of well qualified passive candidates via electronic hot lists and corresponding with the candidates through electronic communication tools (i.e. email blasts and campaigns, automated updates/ notifications).
• Tracking staffing metrics/ achievements via custom reporting.
• Developing automated methods for targeting diverse candidate pools while tracking your recruiter’s effectiveness (i.e. number of interviews with "diverse" candidate shortlists versus number of hiring manager interviews with diverse candidate shortlists).
• Using advanced reporting and analytics to manage compliance with government regulations (OPCCP and EEO1 Reports).
• Uniting information related to staffing from merged and acquired companies into one centralized database while maintaining flexibility for individual branding and processes.
• Tracking the flow of applicants through the recruiting process and determining the effectiveness of sources.
• Developing a world class Employee Referral Program while automating the tracking of submittal to hiring ratio’s.
• Building a scalable recruitment model across multiple divisions in a variety of locations (domestic and international)
• Developing a searchable talent pool from candidate references and referrals (categorize references/ referrals into passive candidate groups for future reference)