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Paul Farnsworth from DHI discussed the current state of the tech recruiting environment, the shift in communication channels for job discovery, and the potential of using various online platforms for career insights and talent acquisition. He also shared the company's experiments with social platforms like TikTok, Discord, and Twitch, and their strategy of integrating tools into large online communities.
An enlightening workshop where Mark Chase and Paul Farnsworth from DHI Group, Inc. dive into creative strategies for tech recruiting. This session is designed for recruiters, HR professionals, and anyone interested in the nuances of attracting technologists in today's dynamic job market.
What You Will Learn:
- Adapting to the Dynamics of Tech Recruiting: Understand how to quickly adapt recruiting strategies in response to rapid changes in the tech industry. This includes adapting to new technologies, changing candidate expectations, and the shifting landscape of where and how work is performed.
- Utilizing Data for Targeted Recruiting: Learn the importance of data in crafting targeted recruiting campaigns. This section covers the types of data to collect, how to analyze it effectively, and how to apply these insights to improve both the reach and the responsiveness of your recruiting efforts.
- Creative Candidate Engagement Techniques: Explore innovative ways to catch the attention of tech professionals. This could include gamified elements in the recruitment process, unique perks and benefits highlighted in job postings, and creating compelling content that resonates with a tech-savvy audience.
- Best Practices for Sustaining a Tech Talent Pipeline: Uncover best practices for maintaining a continuous pipeline of tech talent. This includes strategies for nurturing candidate relationships, leveraging employee networks for referrals, and creating a compelling employer brand that attracts ongoing interests from top tech talent.
Mike Cohen
Founder
Wayne Technologies
Mike Cohen is the founder of Wayne Technologies, a company specializing in sourcing and recruitment. Known for his dynamic speaking engagements, Mike brings a wealth of knowledge in the application of metrics and Key Performance Indicators (KPIs) to optimize recruiting efforts.
Mark Chase
VP Technology Operations
DHI Group, Inc.
Mark Chase is a seasoned technology executive with extensive experience across various leadership roles in the tech industry. Since July 2019, Mark has been serving as the VP of Technology Operations at DHI Group Inc., where they oversee the strategic planning and operational execution of technology initiatives. Prior to joining DHI Group, Mark had a significant tenure at Level 3 Communications, where they climbed the ranks from Sr. Manager (starting in 2006) to Director of Information Technology, and finally, Sr. Director of Global IT Delivery, a role they held from August 2012 until June 2019.
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- Adapting to the Dynamics of Tech Recruiting: Understand how to quickly adapt recruiting strategies in response to rapid changes in the tech industry. This includes adapting to new technologies, changing candidate expectations, and the shifting landscape of where and how work is performed.
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Leave the generic, over-edited employee testimonial videos behind and learn how to create video content that is authentic and compelling with Maury Hanigan, .
Maury Hanigan, the CEO of SparcStart emphasizes the importance of video content in recruitment, demonstrating how if done correctly can be used to showcase company culture and values effectively. She will share various tools and techniques to create compelling job descriptions and highlight the critical role of employer branding in attracting top talent.
What You Will Learn:
- Authenticity Matters: Genuine employee testimonials can significantly enhance brand credibility and resonate with customers.
- Building Trust: Testimonials serve as powerful tools for building trust with customers by providing authentic perspectives on the company's culture and values.
- Effective Storytelling: Crafting compelling narratives through employee testimonials can captivate the audience and create emotional connections.
- Employee Engagement: Involving employees in the testimonial creation process fosters a sense of ownership and strengthens employee engagement.
- Marketing Impact: Leveraging employee testimonials in marketing campaigns can differentiate the brand, humanize the company, and attract prospective customers.
Mike Cohen
Founder
Wayne Technologies
Mike Cohen is the founder of Wayne Technologies, a company specializing in sourcing and recruitment. Known for his dynamic speaking engagements, Mike brings a wealth of knowledge in the application of metrics and Key Performance Indicators (KPIs) to optimize recruiting efforts.
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- Authenticity Matters: Genuine employee testimonials can significantly enhance brand credibility and resonate with customers.
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This workshop on neuro-inclusive hiring practices provides an in-depth exploration of strategies to create an inclusive and equitable hiring process for neurodivergent candidates. It is led by experts from HireVue and Integrate Autism Employment Advisors.
In this comprehensive workshop on neuro-inclusive hiring practices, you'll gain valuable insights and practical strategies to create a more inclusive hiring process for neurodivergent candidates.
What You Will Learn:
- Understanding Neurodiversity: Grasp the fundamental concepts of neurodiversity, including common neurodivergent conditions such as autism, ADHD, and dyslexia, and how they affect individuals in the workplace.
- Hidden Curriculum and Executive Function: Recognize the challenges neurodivergent individuals face with unspoken social rules and executive functioning, and learn how to support them effectively.
- Best Practices for Neuro-Inclusive Hiring: Explore actionable steps to make your hiring process more inclusive, from clear communication and structured interviews to providing preview information and accommodating sensory sensitivities.
- Leveraging Modern Technology: Discover how technology, such as HireVue’s AI-based assessments and game-based evaluations, can be used to create a fair and consistent hiring process that is neuro-inclusive.
- Success Stories and Case Studies: Learn from real-life examples and success stories of organizations that have implemented neuro-inclusive hiring practices and the positive impact it has had on their workforce.
- Creating a Supportive Work Environment: Gain insights into how to create a supportive and accommodating work environment for neurodivergent employees, ensuring their success and retention.
Colin Willis, Ph.D.
Manager, IO Psychology Science
HireVue
Colin Willis, Ph.D. is an Industrial Organizational Psychologist with expertise in artificial intelligence, pre-hire assessments, employment regulations, neurodiversity, and data engineering. He enjoys using data and research to build tools and products that make the world of work a better and more inclusive place.
Tracy Powell-Rudy M.S.
Neuroinclusion Consultant/Non-Profit Executive/Autism Employment Advocate/Contributing
Integrate Autism Employment Advisors
Tracy is a seasoned leader at Integrate, forging impactful partnerships with Fortune 500 executives to promote inclusivity in the workplace. With a background in executive search and extensive experience in technology and telecommunications, she spearheads Integrate's growth initiatives, establishing innovative programs like the Job Search Boot Camp and expanding the premier Employer Connect initiative across the nation. Tracy's strategic vision, coupled with her strong interpersonal skills, drives transformative change and fosters a culture of diversity and inclusion in corporate environments.
Ian Bazzoli
Chief Operating Officer
Integrate Autism Employment Advisors
Non-profit executive & autism advocate. Passion for diversity, equity, and inclusion. Experienced senior-level HR/Talent Management Professional, with a focus on growth stage & technology organizations. Vice President of Board Of Directors at the Autism Society of Greater Cincinnati. President of the Advisory Board of the Work-Based Learning Program at the Summit School in NYC, a high school for students with learning differences. Skilled in Interviewing, Business Development, Succession Planning, Organizational Development, and Recruiting. Masters in I/O Psychology from New York University.
Justine Chalifour
Senior IO Psychology Consultant
Hirevue
Justine currently works as a Senior Consultant in the Science Services Team at HireVue, a HR Tech company, where she works at the intersection of AI and talent assessments. From a project delivery stand point, she supports multi-national clients in the implementation of our AI based pre-hire assessments. From a R&D perspective, she works on internal projects that aim to further understand the use of AI based assessments from a cultural lens, ultimately ensuring the development & design of inclusive assessments. Justine has gained international work experience in consulting and collaborated alongside senior management teams of multi-billion dollar organizations to support projects in strategy, organizational culture, as well as diversity, equity and inclusion.
Passionate about all things human, she strives in environments where people come first, and want to support other organisations in doing so. I have gained my experience in various cultural settings from the United Kingdom, Canada, Australia and Sri Lanka.
Areas of work:
♦ Assessment & selection
♦ AI in IO
♦ Diversity, Equity & Inclusion-
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Glen Cathey delves into the art of effective messaging for recruiters. Emphasizing the significance of crafting engaging and personalized messages that stand out in a candidate's inbox, he shares practical examples and techniques, encouraging recruiters to think creatively and empathetically about their communication strategies.
Glen Cathey focuses on effective messaging strategies for recruiters and HR professionals. In this workshop he emphasizes the significance of language as a competitive weapon in the industry and highlights the role of messaging in increasing productivity and response rates. He reiterates the importance of personalized communication, understanding candidate needs, overcoming objections, and building relationships before discussing job opportunities.
What You Will Learn:
- Understanding Candidate Mindset: Learn why candidates may not respond and how to address their concerns and objections effectively.
- Crafting Engaging Subject Lines: Discover the importance of breaking patterns and using creative subject lines to capture attention. .
- Personalizing Messages: Understand how to create hyper-personalized messages that resonate with candidates and increase response rates.
- Building Relationships: Learn strategies to develop rapport and trust with candidates from the first point of contact.
- Using Social Proof: Explore the concept of social proof and how to leverage it in your messaging to encourage responses.
Glen Cathey
SVP, Consulting Principal, Talent Advisory and Digital Strategy
Randstad Enterprise
Strategic thinker, talent acquisition leader and global keynote speaker, Glen is passionate about making a difference, developing others, sourcing & recruiting, innovation, digital strategy, technology, artificial intelligence, data & analytics, performance, solving problems
He's served as the thought leader for sourcing/social/recruiting strategies, technologies, and processes for firms with over 2M hires annually, played a key role in ATS/CRM and resume parsing/search/matching solution implementation and customization, and hired, trained, developed and managed large local, national, global and centralized sourcing and recruiting teams, including a National Recruiting Center with over 300 associates.-
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Join Glenn Gutmacher, a leading expert in sourcing and recruitment strategies, as he explores the importance and impact of diverse candidate interview slates.
In this engaging workshop, Glenn will share practical insights and actionable steps to help organizations improve their diversity hiring practices. With over 25 years of experience, Glenn delves into effective metrics, the role of middle management, and the necessity of comprehensive internal communication to achieve sustainable diversity goals.
What You Will Learn:
- The Importance of Diverse Slates: Understand why having at least two diverse candidates in the interview pool significantly increases the chances of making a diverse hire.
- Metrics and Tracking: Learn how to effectively track diversity metrics at different stages of the recruitment process to identify areas for improvement.
- Middle Management Engagement: Discover strategies to engage and align middle managers with diversity goals to ensure consistent application of diversity policies
- Internal and External Communication: Explore best practices for communicating diversity metrics and initiatives both within your organization and externally to stakeholders.
- Effective Use of Technology: How to leverage your ATS and CRM systemsImplementing
Glen Gutmacher
NVIDIA
He has strategized and operationalized talent sourcing systems, customized tools, and trained sourcing teams to build diversity-skewing candidate pipelines in full-time roles at 6 multibillion-revenue companies -- Getronics, Microsoft (then 2 years as a full-time sourcing trainer w/ Shally Steckerl), Avanade, State Street, Huron Consulting Group, and now NVIDIA. I speak periodically on sourcing & related recruiting topics at industry conferences.
Glenn enjoys building domestic and offshore sourcing teams and quickly getting them up to speed, motivating them to learn new and better ways of doing things, and create sourcing centers of excellence to put them into practice, refining and reinforcing what they learn to take themselves to another level, also incorporating aggressive diversity methods & metrics.
He also creates other sourcing systems that scale: datamining hidden gold in your ATS or CRM; thematically-coordinated email and social campaigns on a cadence; content best practices in job postings, emails and inmails; systematic online name-gen against competitors by titles, companies, directories, etc.-
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Join Lisa Russell, Co-Founder and CEO of Aleria, for a workshop on fostering inclusivity and driving business performance through measurable impact.
In this comprehensive workshop led by Lisa Russell, Co-Founder and CEO of Aleria, participants delve into the critical aspects of fostering inclusivity within their organizations. Lisa shares her expertise on measuring and enhancing inclusion to drive greater employee satisfaction and business performance. The session emphasizes understanding daily employee experiences and provides actionable strategies to promote a more inclusive work environment.
What You Will Learn:
- Understanding Inclusion vs. Diversity: Differentiate between diversity metrics and the day-to-day experiences of inclusion.
- Identifying Exclusion Moments: Learn to recognize specific moments of exclusion and their impact on employee satisfaction and organizational success.
- Actionable Tips for Inclusion: Gain practical tips for improving access and participation, career opportunities, work-life balance, and recognition within your organization.
- Creating Systems of Recognition: Understand the importance of ongoing, personalized recognition and how it contributes to employee engagement and retention.
- Implementing Flexibility and Wellness: Discover strategies to promote flexibility and well-being, ensuring a healthy work-life balance for all employees.
Lisa Russell
Visier
As a serial entrepreneur passionate about diversity and reducing barriers, Lisa Russell actively mentors founders focusing on impact measurement, go-to-market strategies, storytelling, sales operations, inclusive team building and more.
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Learn how to apply design thinking to improve your talent acquisition process in this comprehensive workshop led by Jessica Peña from Atlantic Health Systems. Gain practical insights and tools to facilitate your own design thinking sessions and drive innovative solutions in your organization.
In this workshop, Jessica Peña, Director of Workforce Management and Talent Operations at Atlantic Health Systems, provides a detailed guide on how to apply design thinking within talent acquisition. Drawing from her extensive experience in various industries, Jessica shares real-world case studies and actionable strategies to help participants facilitate effective design thinking sessions. This workshop is designed to help organizations foster a user-centric mindset, spark innovation, and solve complex challenges through collaborative problem-solving.
Key topics discussed included the importance of diversity in problem-solving sessions, the value of bringing together individuals with different perspectives and backgrounds, and the role of facilitation in guiding the design thinking process.
Overall, the workshop provides insights into the principles and practices of design thinking, emphasizing its role in fostering creativity, collaboration, and innovation within organizations.
What You Will Learn:
- Introduction to Design Thinking: Understand the fundamental concepts and benefits of design thinking, and how it can be applied to talent acquisition.
- Facilitating Design Thinking Sessions: Learn how to plan and conduct engaging design thinking workshops, including setting objectives, involving cross-functional teams, and using effective tools and exercises.
- Phases of Design Thinking: Explore the different phases of design thinking—Examine, Understand, Ideate, Experiment, and Distill—and how to navigate each phase to achieve optimal results.
- Case Studies and Practical Applications: Gain insights from real-life case studies demonstrating the successful application of design thinking in recruitment and onboarding processes.
- Overcoming Common Challenges: Discover strategies to handle common obstacles such as analytical thinking dominance, lack of motivation, and ensuring diverse participation.
Jessica Peña
Director of Workforce Management and Talent Operations
Atlantic Health System
Jessica Peña is a highly accomplished professional with over 20 years of experience in human resources, focusing on talent within the technology and medical industries. She has demonstrated a remarkable career trajectory, having held significant leadership positions in various renowned organizations.
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Learn practical strategies to attract and convert job applicants effectively. Kat Kibben of Three Ears Media shares insights on optimizing job postings, improving hiring manager interactions, and enhancing the candidate experience. summary
Kat Kibben, a job post writing expert and the founder of Three Ears Media, addresses one of the most common challenges in recruiting: getting candidates to apply. Kat offers actionable steps to improve job postings and attract qualified applicants. By focusing on both short-term fixes and long-term strategies, participants will learn how to create engaging job postings, ask better questions during intake meetings, and understand the evolving needs of candidates in today's job market.
What You Will Learn:
- Understanding Candidate Mindset: Gain insights into how candidates think and what motivates them to apply for a job.
- Optimizing Job Titles: Learn techniques to create effective job titles that attract the right candidates.
- Improving Job Post Content: Discover frameworks for writing compelling job descriptions that resonate with potential applicants.
- Effective Hiring Manager Intake: Understand how to conduct intake meetings that yield useful information for creating better job postings.
- Bias in Job Postings: Identify and eliminate biases in job postings to attract a diverse candidate pool.
- Long-term Recruitment Strategy: Develop a roadmap for continuous improvement in your recruitment process.
Kat Kibben
CEO and Founder
Three Ears Media
Katrina (Kat) Kibben is an award-winning writer and keynote speaker known for helping hiring teams write inclusive, unbiased job postings that help them hire the right person faster.
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Learn how to transform your hiring process with competency-based recruiting. Dr. Maya Huber from TaTiO shares practical insights and strategies for implementing this innovative approach to attract and retain top talent.
Dr. Maya Huber, CEO and co-founder of TaTiO, guides us through the fundamentals of competency-based recruiting. Drawing from her extensive experience in recruiting and her passion for enhancing hiring practices, Dr. Huber explains how focusing on competencies rather than traditional qualifications can lead to more effective and inclusive hiring. She emphasizes the importance of understanding the context in which skills are applied and provides actionable steps to implement competency-based recruiting in various stages of the hiring process.
What You Will Learn:
- Definition and Importance of Competency-Based Hiring: Understand the core principles of competency-based hiring and why it is crucial in today's dynamic job market.
- Market Trends Driving the Need for Competency-Based Approaches: Discover the latest trends in the job market that highlight the growing need for competency-based recruiting.
- Benefits of Implementing Competency-Based Recruiting: Explore the numerous advantages of adopting competency-based recruiting, including improved hiring decisions, increased retention rates, and enhanced employee engagement. Understand how this approach can lead to a more diverse and inclusive workforce.
- Practical Steps for Incorporating Competencies into Job Descriptions and Assessments: Get actionable insights on how to revamp your job descriptions and assessment processes to focus on competencies.
- Real-World Examples and Best Practices for Competency-Based Recruiting: Gain inspiration from real-world examples and best practices shared during the workshop. Learn from successful implementations and avoid common pitfalls by following proven strategies from leading organizations.
Maya Huber, PhD
CEO and Co-founder
TaTiO
Maya Huber is an entrepreneur, Occupational Therapist, and expert in career development & HR with a strong focus on job analysis and the Future of Work. With over 15 years of practical and theoretical research experience, she has successfully managed HR companies, while also serving as a professional director for a staffing agency that catered to multiple sectors, including the Israeli government. Today, she is the CEO & Co-founder of TaTiO.
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Join Jason Lauritsen, author and industry expert, for an engaging workshop on how to retain employees by fostering meaningful conversations. Drawing from his extensive experience and unique insights, Jason emphasizes the importance of genuine check-ins and cultivating a supportive work environment.
In this workshop, Jason Lauritsen shares how to retain employees through meaningful conversations using his "Check-In Method." He explains how to ask great questions, actively listen, and provide support to foster engagement and build trust. Participants will learn practical techniques for effective check-ins and gain tools to align expectations and performance measures.
What You Will Learn:
- The Importance of Meaningful Check-Ins: Understand why regular, thoughtful conversations are crucial for employee retention and engagement.
- The Check-In Method: Learn a structured approach to having impactful check-in conversations with your team.
- Asking Great Questions: Discover the art of asking questions that lead to deeper, more insightful conversations.
- Providing Support and Encouragement: Gain strategies for offering meaningful support and encouragement to your employees.
- Building Trust and Connection: Explore techniques to build trust and stronger connections within your team through regular check-ins.
Jason Lauritsen
Author & Industry Expert
Jason Lauritsen is a global speaker, author, and advisor on employee engagement, workplace culture and performance management. Prior to this, he was the Director of Best Places to Work at Quantum Workplace and VP of Human Resources at Union Bank and Trust. He is also the North American Advisor for The Employee Engagement Awards, the first global awards to recognize excellence in employee engagement.
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- The Importance of Meaningful Check-Ins: Understand why regular, thoughtful conversations are crucial for employee retention and engagement.