We ‘re three weeks away from ‘Innovation in Recruitment Summit 2014‘ London event, looking forward to seeing organisations like Barclays, Ocado and Talk Talk discuss the ever evolving talent acquisition space. Having had experience in deploying technology and digital innovation in attracting, assessing, engaging talent, I am mindful that all talent acquisition innovation must support the business objectives not be a ‘shiny new toy’ that we have decided is the latest ‘cool’ thing to try. This conference should provide tips, tools and case studies for us to take back to our companies and there is a huge mix of sectors size speaking at the event which is refreshing to see.
Some of the tracks I’m looking forward to going to:
Mark Astley @Barclays – Video interviewing can be like Marmite. Recruitment functions love it or steer clear, given Barclays huge diversity agenda. It will be interesting to see how HR has encouraged its use, what the adoption has been like internally and internationally. This morning track should set the scene with mobile adoption moving past something we have all talked about ad relentless to something applicants & candidates ‘Expect &Demand’ in all their interactions.
Gemma Lockhart @Essence’ track on international recruitment should provide insights into how the tools recruiters use be the same regardless which countries you are hiring in but without local knowledge , the recruiter ability to source, attract and land candidates can be impossible .Hope to see some examples of where local knowledge has been critical in successful hires and lessons on how a ‘virtual ‘ team can operate successfully globally. In my experience, when international recruiters partner closely with international mobility teams, hiring moves at pace and with more agility, will be interesting to see how this has been structured at Essence .
Brian Pa[email protected] – Candidate brand track will be hugely popular, with such an evocative , powerful brand name and consumer promise learning how the recruitment team have managed their volume hiring whilst focusing on creating a strong candidate experience will be fascinating. Hope Brian shares actual MI how to prove internally to the line and other stakeholder that the candidate experience matters especially in an environment that is seasonal, competitive and campaign led.
Mark [email protected] HR director view on how social media adoption can be ‘scary’ for some HR stakeholders and this track’s focus on creating a business case then reporting results on your social recruitment should be required viewing for any organisation still viewing social media as an ‘add on; to recruitment. Bizarrely there are still UK companies where social media hasn’t been embraced internally so Lisa Jones @Barclaysmeade will provide a list of easy to use tools on how to measure your social media spend which is guaranteed to support any internal discussions .
I will be tweeting from the Innovation in Recruitment Summit 2014 all day so do come say ‘hello’ , would be great to hear what your take is on these and other tracks occurring.