Event Details

Jumpstart Your Talent Acquisition Strategies – Tips on Going Beyond Recruiting for Vacancies: A Panel Discussion with Top Talent Acquisition Professionals

Many people think the terms recruitment and talent acquisition are synonymous, but companies with an eye on the bigger picture know there’s an important distinction. Recruitment and talent acquisition are comparable to short-term and long-term—quick fixes versus long-term planning. One tends to be tactical in nature and the other, strategic.

Hiring leaders can improve overall recruitment planning with a basic understanding of the strategic nature of talent acquisition. Independent recruiters can likewise improve relationships with employers by better understanding the unique role that acquisition plays in helping a company achieve its strategic objectives.

Attracting the best and brightest employees is not a one-time only event; it is a continual process. In today’s competitive environment for talent, companies need a talent acquisition strategy.

Our moderator, Mary Roome-Godbolt, PHR, SHRM-CP, will explore the following with our seasoned panelists:

Ongoing Talent Sourcing:  The ABC approach (Always Be Cultivating).  Think of recruitment as honing a great sales process – building a funnel.  A company needs to spend as much time and effort attracting and retaining employees as it does on finding and keeping customers.

Strengthen Your Employer Brand:  You must promote your company culture on social media and build a strong employment brand.  Look at building a strong marketing campaign for your talent acquisition efforts.

Get Organized:  Whether you are a small or large company, you need to have a way to keep track of the talent you find and the resources you are using.

Build Strong Networks and Relationships:  Expand your “communities of engagement.” Construct a pipeline of professionals to gain advice from and to stay on top of the latest trends.

Maximize Employee Referrals:  According to a 2016 SHRM benchmarking survey, an astonishing 96% of companies with 10,000 employees or more; and 80% of those with fewer than 100 employees say referrals are their #1 source of new hires.

Embrace Part-Time Contributors and Employee Flexibility:  It is time to accept a big cultural shift.  Baby Boomers and Millennials are looking for flexibility.

Learn and Implement Predictive Analytics:  Whether you can hire a full-time analyst or not, you must be able to measure the effectiveness of all aspects of your recruiting efforts.

Embrace Technology:  Whether you’re communicating with candidates and hiring leaders, researching companies and latest trends, conducting job/candidate searches or posting positions for candidates to apply – utilizing the latest technology is key.  If you don’t have a mobile platform today, candidates won’t find you, it’s that simple.

Retain the Personal Touch:  Remember not to lose the human factor.  Technology is a tool, not the answer.  We must actually talk to people.

Panel includes Teresa Buchholz, Partner & CEO at Essential Search Partners, LLC, David Parrish, Senior Recruiter at ICF and Michael Mills, Senior Recruiter at SRC, Inc.

Join us for this informative dinner panel discussion and walk away with new ideas on how to attract and hire top talent for your organization!

Meeting Agenda (Dinner)

• 5:30-6:00 Networking
• 6:00-6:10 Chapter announcements
• 6:10-6:35 Dinner
• 6:35-6:45 Sponsor announcements & Minute with M/M
• 6:45-7:45 Program
• 7:45-8:00 Closing remarks/raffles