Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

ereexpo RSS feed Tag: ereexpo

A Great Lineup Is Building for the Rapid-fire Session in San Diego

by
Todd Raphael
Mar 5, 2014, 5:16 am ET

Screen Shot 2014-02-27 at 1.10.41 PMWe’ve held rapid-fire sessions at our ERE Recruiting Conferences in the past, but not quite this way before.

A great lineup is in the works for the rapid-fire session at the upcoming ERE Recruiting Conference in San Diego next month.

Here’s how the April 24 session works. We will hand a mic to some of our attendees (mostly picked in advance) who will line up and give a short tip or valuable piece of advice for their peers.

Right now, among the folks slated are: keep reading…

4 Reasons for Recruiting Leaders to Go to the ERE Conference in San Diego

by
Kevin Wheeler
Feb 26, 2014, 5:50 am ET

Screen Shot 2014-02-24 at 7.45.24 AMAre you going to the ERE Recruiting Conference & Expo this year in San Diego?  If not, maybe you should consider it.

I have been to almost every conference since the first one in 2000. It’s hard to believe that 14 years have gone by and the conference is still the premier event for recruiters in the U.S. It presents a world-class roundup of great talent management speakers, thought leaders, and corporate talent executives.

Over the years, I have made lasting connections, forged relationships, met great recruiters and learned more than I thought I would or could! Each year I come away invigorated and more aware of the challenges and successes that have made the previous year unique.

If you have attended once and then decided not to return, I urge you to think again.

The format, agenda, and focus have changed to focus on how to be a better recruiting leader. Here are some concrete reasons to attend this year: keep reading…

ERE Conference’s Final Day: Yes, the Robots Are Coming to a Workplace Near You

by
John Hollon
Apr 18, 2013, 12:54 pm ET

Screen Shot 2013-03-13 at 10.45.39 PMRemember when the talk was about the great future that was available for people working in plastics?

Fast forward about 45 years, and now the discussion is about the huge changes coming to the workplace because of another trendy and cutting edge concept — robotics.

Attorney Garry Mathiason, chairman of the board of mega law firm Littler Mendelson, kicked off Day 2 of the Spring 2013 ERE Recruiting Conference & Expo in San Diego talking about Advanced Workplace Robots and Implications for Recruitment Strategies. While I admit that the title doesn’t sound like something you want to sit though early in the morning on the last day of a conference, Mathiason quickly said a few things that really got my attention.

Here’s one: “By 2025, robots will have taken over half of the jobs in the U.S.”

Robots Are Reshaping the Workplace keep reading…

From the ERE Conference’s First Day: Are Recruiters Ready to Be Masters of the Universe?

by
John Hollon
Apr 17, 2013, 12:26 pm ET

No one ever said that recruiting was simple, or easy, and if you were listening Tuesday on Day 1 of the Spring 2013 ERE Recruiting Conference & Expo in San Diego, you know that there is an overwhelming desire for how to do it better in today’s rapidly changing, post-recession workplace.

Ron Mester, the president and CEO of ERE Media kicked off the two-day event by observing that recruiting seems to be at a precipice and is viewed by recruiters and other talent managers in one of two very different ways:

  • The Golden Age of recruiting is over We’re not at the strategy table and technology is taking over. Call this the “Wile E. Coyote Group,” or the people who are always worried that the anvil is about to fall on their head. Or,
  • This is the time for recruiting to break out and soar — Executives finally seem to understand how important talent really is, and we are all about to become “Masters of the Universe.

Challenges to Be Addressed keep reading…

The New ROI for Social Media Recruiting

by
John Zappe
Apr 16, 2013, 12:53 pm ET

photo by David ManasterJody Ordioni wrote a prescient view about the ROI of social recruiting which posted Monday morning. Monday night I discovered first hand just how prescient, at a recruiting roundtable that marked the opening of the ERE Recruiting Conference & Expo.

I moderated two separate discussions of social media issues in 90 minutes. ROI concerns were uppermost in the minds of the recruiting leaders who joined our conversation. (More than 25 different topics were available at roundtables set aside in the ballroom of the Marriott here in San Diego where the conference is being held.)

It wasn’t surprising that these leaders who hailed from firms both very large and more modest size struggle with proving the value of social media as a source of hire. LinkedIn, I should point out, was an exception. Most of the 20 or so recruiters at the roundtable, and several others I spoke with later at the evening receptions, were enthusiastic users of LinkedIn Recruiter for sourcing. Most, though, admitted that getting their senior corporate managers and leaders to be active in posting and commenting on LinkedIn Groups is a struggle.

What was more of a surprise, and what makes Jody’s article so spot on, is that I heard emerging among recruiters a recognition that social media is a marketing and promotional tool. The effectiveness of sites like Facebook, Twitter, YouTube, even Pinterest is probably not in the number of hires or even applicants a company can trace directly to one of the social media sites. Instead, as recruiting consultants Gerry Crispin and Mark Mehler reported last year, social media is a channel of influence. keep reading…

4 ERE Expo Sessions I’m Looking Forward To

by
Jessica Lee
Mar 14, 2013, 1:51 pm ET

Screen Shot 2013-03-13 at 10.45.39 PMThe ERE Recruiting Conference & Expo is less than a month away.

Here’s how Spring ERE is shaping up right now: Compared to the same time last year, there are 86% more in-house recruiting professionals registered. Attendees who are at manager level and above represent 72% of the registered in-house recruitment professionals (compared to 56% last year), and most of those are directors and VPs.

I was combing the agenda to start plotting out who I want to learn from, and it’s jam-packed with a lot of great speakers. Here are the four sessions I’m looking forward to the most: keep reading…

More We’ll Explore in Our Pre-conference Session in Florida

by
Denny Clark
Aug 13, 2012, 3:15 pm ET

Well, I am back and barely making it through this scorching summer here in the South. The good news is that the heat has kept me indoors talking to friends and doing more reading than I have in a while.

When I last connected with you we were chronicling some interesting trends in the recruitment arena. I would like to hit you up with more, based on some recent conversations I have had. We are moving pretty quickly toward ERE’s pre-conference lineup September 5 in Hollywood, Florida, and my business, Thought Leadership Institute, has partnered with some very cool speakers to bring a leader’s perspective to some of the challenges we face in recruiting today.

Take Andrea Hough, director of recruiting for Servicemaster. keep reading…

An Exciting Time for the Florida Expo

by
Ed Newman
Jun 22, 2012, 6:55 am ET

As the Spring conference season comes to a close, it is hard to believe that in just a few months it will be September and time for the Fall ERE Expo in Hollywood, Florida. And the summer is just getting started! If you do not have this one on your calendar, you should figure out a way to get there, and it’s not just because I will be the conference chairperson.

In my 25 years in the recruiting industry, I cannot remember a more exciting time. As the technology landscape shifts from traditional Web-based applications to the social and mobile web, the recruiting space is leading the charge. It seems like there are new recruiting solutions emerging every week, giving us all opportunities to improve, advance, and evolve our profession. With all of the exciting innovations and new solutions for recruiters, now is the time to get out and interact with your colleagues in the industry to make sure you are part of the conversation.

If that is not enough to get you there, here are few highlights from the agenda to whet your appetite: keep reading…

Hear Our Mars Story, in Florida

by
Brian Flanagan
Jun 7, 2012, 4:56 pm ET

When people think of Mars, most often they think of chocolate — and we do make some of the best-loved chocolate in the world! But we’re much more.

It began with Frank Mars and his wife, Ethel. Together they started making candy in their kitchen in Tacoma, Washington, in 1911. Little did they know that a century later, Mars Inc., the company they formed, would be a global giant in chocolate, pet care, food, drinks, gum, confections, and health sciences, producing some of the world’s favorite brands, including M&M’S®, Snickers®, Milky Way®, Orbit®, Skittles®, Uncle Ben’s, and Pedigree®. We own the world’s largest privately-owned veterinary practice. We’ve got more than 65,000 associates, and a reach that extends across five continents into 180 countries.

We’re extremely proud that even after 100 years of global success and hundreds of household names created, we’re still a private, family-owned business. And that’s a deliberate choice. Because by not having external shareholders to satisfy, and taking our own profits and investing them back into the business, we get to have a long-term view on investment.

So being successful, and yes, profitable, to us is not about paying out dividends. It’s about maintaining our freedom to do what’s right, on our own terms. This independence means our associates can work with far fewer restrictions, and at the same time carry more responsibility. They’re free to take educated risks, defy convention and, most important of all, act quickly and decisively.

It’s quite a success story, and one that became the foundation of our employer brand campaign that best be summed up this way: Storytelling.

In Florida, in September, I’m going to take you on this journey through the rich history of Mars; the principle-based approach to business; the portfolio of iconic brands; and the employer branding campaign that quickly led to international recognition.

The storytelling campaign launched with Mars’ re-branding of its food businesses to take on the Mars name. We set out to build a more visible corporate brand, as the Mars name was not associated with its brands and had little recognition as an employer.

I’ll tell you about the challenges due to the diversity of our businesses and the strong consumer brands. I’ll describe the deep reflection that went on about the principles and the culture that are the “Essence of Mars.” And I’ll tell you about the compelling “One Mars” storytelling campaign — and the results.

See you in Florida.

Integrated Talent Management: What Is It and Why Should You Want It?

by
Andy Rice
May 15, 2012, 5:22 am ET

How familiar do the three scenarios below sound to you? They’re a few examples of how the siloes in talent management impact HR, employees, managers, candidates, and corporate executives. The impact: companies waste time and money; they compromise on the quality of their talent; their employee engagement deteriorates; and, ultimately, their business performance suffers. Breaking down these siloes is the topic of a workshop I’m running at the fall ERE Expo.

Here are those three well-intended but ineffective scenarios of siloed talent management:
  • Company X has a rigorous succession planning process, but the results of this process sit in binders in several HR business partners’ desks. Mary, a senior manager, has a critical vacancy, so she calls her recruiter, John, to fill it. John hires a retained search firm at great cost and expends a great deal of effort, but finally fills this critical but difficult-to-fill position. After the hire, John gets a call from his HR business partner, who asks, “Why were the three ready-now internal successors identified during talent reviews not even considered for this position?”
  • Brad, a manufacturing site manager at Company Y, reviews his staffing needs on March 15 and determines that his plant is fully staffed. However, on March 22, he calls his recruiter, Jane, and tells her a change in business strategy has occurred, and he needs 100 new people at his plant by the end of April. Jane thinks, “Senior leadership must have known about this change three months ago. If only I had known ahead of time, I could have proactively pipelined external talent, and worked with Learning and Development and Succession Planning to pipeline internal talent. At this point, I’ll never be able to meet Brad’s timeline!”
  • Peter, a new employee at Company Z, meets with his manager, Lisa, two weeks after his start date. In that meeting, Lisa tells Peter that HR requires every employee to have a development plan. She hands him a copy of the development plan template, and tells him to put anything he wants on it. Peter thinks, “I wish Lisa would give me more direction and support for my career development. I interviewed with so many people to get this job; you think they’d have some sense of my development areas and some suggestions for how to grow. I guess this company’s stated commitment to employee development is just lip service.”

Integrated Talent Management: the Solution keep reading…

R … P … Oh No!

by
Morgan Hoogvelt
May 14, 2012, 6:28 am ET

Recruitment process outsourcing by definition is a form of business process outsourcing where an employer outsources or transfers all or part of its recruitment activities to an external service provider. Each letter in the term RPO represents a valuable and equal piece of the RPO process model, yet more and more RPO providers today are using the letters in the phrase but not performing up to standard expectations around each functional letter R-P-O.

Whether outsourcing any particular business function is good or bad can be debated, but for those companies who choose to outsource their recruitment departments and select an RPO provider, there are several key elements that will either make or break the initiative. Most important, understand what a particular RPO provider is willing to deliver and what they are good at delivering. Through personal experience it seems that most RPO providers have forgotten or ignored the “R” or “Recruitment” in RPO and spend the majority of their time and resources focusing on “Process” and/or “Outsourcing/Optimization.”

For me, the “R” is the most important aspect in the term RPO and is what I focus on. If a provider can’t deliver on the “R,” then “P” and “O” are useless to me.  Other organizations may place a higher value on the “P” and “O,” and again it is all what is best for organizational needs. To me, most RPO providers have lost the concept of recruiting and now focus on the outsourced part.

Although it may be more efficient and although it may be more cost effective — I still demand a certain bang for my buck and while I don’t expect executive-search-quality candidates for every position, RPO providers should still be focused on providing candidates of a certain level of quality and not just numbers.

Lucky for me after trial and error, I was able to locate a provider who has not lost focus on “recruitment” and that can and does deliver at a high level, and that is what it is all about for me. Do your homework, talk to some other professionals in the industry, and conduct a proper assessment prior to partnering with an RPO provider. And if all else fails – meet me at the 2012 ERE Expo in South Florida where I can tell you an RPO story that will make the hair on the back of any HR executive’s neck stand straight up. See you there.

Beyond the Dollar — the Real ROI of Internal Headhunting

by
Fraser Hill
May 1, 2012, 7:55 am ET

The recruitment marketplace has experienced a number of seismic shifts over the course of the last 15 years or so. Fifteen years ago, email was barely being used; Twitter, Facebook, LinkedIn, and even Google didn’t exist (Mark Zuckerberg was 12 years old!), and advertising for roles was done in print, not online; CVs were still largely being faxed or posted, and the only way to get good candidates in the market was to advertise, use an agency, or through internal referrals.

Now with the Internet, social media, and applicant tracking systems, organizations are no longer entirely reliant on recruitment firms to provide candidates and market intelligence. Of course there has been a shift toward corporate internal recruiters and RPO models in the past 10 years, but internal headhunters (which I differentiate from internal “recruiters”),  and real market-mapping and cold-call headhunting is still very rare. Why? Well, mapping out competitors and building market intelligence takes time and time are of course expensive. Whereas an internal recruiter may work on upward of 100 vacancies per year (the numbers hugely fluctuate from company to company influenced by seniority of role, etc.), an internal headhunter doing the full lifecycle process may work on as few as 15 to 20 searches per year.

There’s also the issue of the skillset required to do both roles. It’s very different asking a recruiter to sift through 100 resumes received in an inbox from a job posting than it is to ask a headhunter to start with a blank sheet of paper and map out the firm’s top six competitors and cold-headhunt call everyone at those firms who may have a relevant skillset. In my time spent heading up an executive search function at J.P Morgan, I never once posted a job advertisement. My role was purely to headhunt top talent in the market.

An internal headhunter is of course a role that should be used only for particular vacancies. It may be the most senior roles, or for niche roles, where typical channels to market aren’t satisfying the requirement.

So how do you convince the budget holders to invest in an internal headhunter who costs more than a typical internal recruiter, but who works on far fewer roles? keep reading…

Tater Tots, Innovation, and the Hard Sell

by
Carmen Hudson
Apr 4, 2012, 2:08 am ET

Spring ERE Expo in San Diego wrapped up last week, and I have to say that, like many of my colleagues, I had a blast. This year, I didn’t have booth duty, so I could participate fully in the sessions, catch up with my pals, and meet new folks.

Sadly, I missed the charity poker tournament (I was having too good a time in the Gaslamp district). The event raised $7,500 for autism. Congratulations to Jason Martorana, the winner. I’m coming for that bracelet next year!

I did manage to enjoy a great dinner at a fun place run by Top Chef season 5 contestant Rich Sweeny (“Spanky”), who served up gourmet tater tots (seriously, the best you’ll ever eat) and the dish on Fabio, reality TV, and Top Chef drama. Nothing like great food and geeky discussions about talent, recruiting, and creepy social recruiting tools.

One of the best experiences at ERE this year was visiting the vendor booths to get a look at some of innovative technologies. Some of the highlights: keep reading…

ERE Expo Spring 2012 Expo — Your Chair Welcomes You!

by
Jeremy Eskenazi
Mar 21, 2012, 5:53 am ET

The countdown is on — and it’s an exciting one! For me, I’m counting down to my third time wearing the chairperson’s hat at the ERE Expo. That role gives me extra liberties to meet and greet, and I take my duty to ensure you’re getting all you can out of the ERE Expo seriously. By that I mean living the ERE Expo cornerstones of “Learn. Network. Recruit!” – things we all do daily, but sometimes forget about when it comes to our own experiences.

In my many of professional experiences, I’ve attended every ERE conference on the west coast and have participated in many others across the U.S. It’s an honor for me not only to represent ERE, but to help create an event experience that is just for the corporate recruiting profession. At the ERE Expo, I’ve made connections with so many interesting people, ones who I’ve stayed in touch with and look forward to seeing each year. This event brings our global profession local, which is a subject I’ve taken about at length lately. For a few days we’re all that much more visible and it’s a key engagement opportunity — so, if you are coming to San Diego, March 28-30, 2012 for ERE Expo Spring 2012,  don’t be shy, sit beside someone new, or clink a glass with a stranger.

What can you expect at this year’s event? keep reading…

Shared Value Recruiting

by
Richard Long
Feb 14, 2012, 4:16 am ET

During the six years I led talent acquisition for Deloitte New Zealand, much of our employment brand strategy revolved around humanizing our brand and creating an engaged talent community. We aimed to do this through allowing people to experience our culture and what it was really like to work at Deloitte NZ. We did this through social media initiatives and other means. Our culture and value proposition appealed to some and not to others — this was our aim and I believe it was successful.

So we had this engaged talent community — that’s great, what’s next?

Recruiting Needs to Look Outside of Recruitment keep reading…

Finding the Good Nut

by
Heather Kinzie, SPHR, GPHR
Jan 10, 2012, 2:10 pm ET

I was watching Charlie and the Chocolate Factory this weekend with my kids — I love that movie and not just because I have a crush on Johnny Depp! It is a fun movie — just lighthearted enough to keep the kids interested with just enough “life lessons” to allow my kids to watch it over and over again.

One of the parts I love about this movie is the scene where the squirrels can identify a good nut from a bad one. I was struck by how nice it would be if we, as HR professionals, could simply knock someone on the head and, depending on what we hear, know whether they were a good fit or not.

But alas, we don’t have that luxury; we have to ascertain whether a candidate is a good fit based on the information we have at the time. And, as most decisions go, the result is only as good as the data leading up to it.

Herein lies the foundation for the upcoming pre-conference workshop for the ERE Expo in San Diego. Recruiting Beyond the Job Description is a pre-conference workshop designed to help you take the data you have about a job, combined with the commitment you have as professionals, and build a recruitment and selection process that greatly increases the chances for a good organization and job fit. keep reading…

The Talent Management of Recruiting Professionals: An ERE Expo 2012 Primer

by
Joe Shaheen
Dec 15, 2011, 5:47 am ET

Most methods of hiring, retaining, developing, and managing recruiting and talent acquisition professionals are ineffective, non-strategic, and mostly outdated.

In my upcoming workshop at the spring ERE Expo, we’ll be discussing many of the common issues that are faced by those who manage and hire recruiters, and will share some of the most groundbreaking research in this arena.

For now, let’s discuss one issue in the hiring of recruiters, and one issue in the performance of recruiters and talent acquisition professionals.

Hiring Recruiters

It is safe to assume that most professionals enter the recruiting industry into highly transactional positions where performance is mostly measured by how much they “do.” keep reading…

Of Course I’m Global — I’ve Been to France

by
Jeremy Eskenazi
Dec 13, 2011, 5:17 am ET

I’ve often chatted with talent acquisition professionals about the global aspects of their business — an increasingly important focus. What I hear a lot of is that people have travelled to another country a few times, or have a friend or colleague there, and assume that they’re prepared to successfully recruit from their North American office or integrate into local culture if relocated. While unintentionally, many of us in North America make these assumptions about what recruiting and staffing are like based on our own experience.

Over 20 years I’ve learned that these assumptions in a global context rarely pay off. I often hear people say things like “Singapore is similar to Hong Kong because they are both in Asia”; or “Italy is similar to France because they are close to each other and in Europe.” Well, that is sort of like thinking the United States of America is similar to Mexico because they’re both part of the Americas. I think many of us in North America would shake our heads at this comparison, but it is not uncommon to develop plans based on what we know, and then take a few assumptions about the target location expecting to excel. Wrong! What works in our own space doesn’t necessarily translate when you cross a border, ocean, or even a region. At times, it can feel like you’ve brought your baseball bat to a cricket game — yes, the function seems the same, but without understanding the game, the home run is much more difficult to achieve.

This is why I’ve called on two of my esteemed peers, Danielle Monaghan and Roel Lambrichts, to join me at the upcoming ERE Expo Spring 2012 in San Diego for an open dialogue about creating and sustaining talent acquisition success on a global scale. Essentially, we’re inviting everyone to have coffee with us and join the discussion. I chose this type of session and dynamic presenter group because of the diverse backgrounds and global companies that have benefited from our expertise. Danielle is the HR director North Asia – Greater China, Japan, & Korea at Cisco Systems, based out of Beijing. Roel is the head of talent acquisition Europe for Coca-Cola Enterprises based out of Brussels.

You may have experienced the kinds of things we’re talking about here. If not, it’s likely you will in the future as companies continue to globalize. While “global recruiting” is a currently a buzzword in our profession, there is more to it than making some overseas calls and sifting through resumes. I know I made a lot of assumptions when I first started to recruit outside my own home region (more than 20 years ago); we all do.

I’ll never forget the “aha” moment when I realized the one-size-fits-all-model was not going to work. keep reading…

A Little Chatter From the ERE Expo Halls

by
Todd Raphael
Sep 8, 2011, 2:04 pm ET

Just a bit of what I’m hearing here in Florida, at the annual fall gathering of hundreds of recruiters and companies in the recruiting, staffing, and human resources field: keep reading…

Recruiting Intelligence: Presentation Is a Package, Not an Event

by
Tony Kubica and Sara LaForest
Aug 15, 2011, 1:22 pm ET

Many recruiters we meet believe that their value to their organization is predominately in identifying and bringing good candidates to the table. Yes, this is certainly your role (it says so in your job description), but it is only a part of your value.

Your value — what you can get done — depends on increasing your influence and strengthening your reputation. And part of that is presentation: not so much what you say but how you say it.

Presentation skills, or a person’s “presentation” is a package; a combination of tangible and intangible behaviors and skills, including:

  • How you perform “on your feet”
  • Appearance
  • Poise
  • Knowledge
  • Preparation
  • Value

How are you known in your organization? Are you known as someone who: keep reading…