The 3rd Strategic Recruitment & Talent Selection Summit
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The 3rd Strategic Recruitment & Talent Selection Summit

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An event happening on May 29 and 30, 2014 at Pan Pacific Hotel Manila where Janette Toral will give a talk on "TACTICAL: Sourcing Nirvana! Power, Accuracy, and Speed in the Tactical Use of Boolean ...

An event happening on May 29 and 30, 2014 at Pan Pacific Hotel Manila where Janette Toral will give a talk on "TACTICAL: Sourcing Nirvana! Power, Accuracy, and Speed in the Tactical Use of Boolean Search Strings in LinkedIn, Google, and Other Important Recruitment Databases"

Competencies Targeted: Technological Savvy, Information / Data Management

1. Quick Guide
2. Basic Syntax Elements of Boolean Search Strings
3. Identifying the Limiting Factor that will Return an Optimal Number of Results in Your Searches
4. Using Boolean for List and Association Search
5. Using Boolean for Finding Recently Updated Resumes
6. Using Boolean for Facebook Groups
7. Boolean Search Techniques in Linkedin
8. Boolean Search for Sourcing Emails and Phone Numbers

Boolean search is an expertise that will aid the recruiter in filling up difficult positions from a multitude of online sources including website, fora, site groups, conference attendance lists, blogs, and the like). Voluminous data was borne out of the amount of information shared in social networks. Logically, learning Boolean search is necessary for effectively managing big data. It is utilized in major search engines, Linkedin, Facebook, and key job sites for sourcing prospective candidates who qualify for a post. A sample Boolean string would be: “Oracle consultant" (resume | CV | "curriculum vitae"). This session handholds the recruitment practitioner on the how-to’s of Boolean search.

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The 3rd Strategic Recruitment & Talent Selection Summit The 3rd Strategic Recruitment & Talent Selection Summit Presentation Transcript

  • T h e 3 r d S t r a t e g i c R e c r u i t m e n t & T a l e n t S e l e c t i o n S u m m i t T O O L I N G U P T H E R E C R U I T E R ’ S C O M P E T E N C I E S I N A B O R D E R L E S S A S E A N M A Y 2 9 – 3 0, 2 0 1 4 I T H E P A N P A C I F I C H O T E L – M A N I L A
  • The right sourcing model. Power, accuracy and speed in candidate search. Computing for the function’s ROI. Strategies for difficult- to-source positions. Recruitment expertise at its finest. Of late, some authors assert that recruitment is the most important function of Human Resources. While this may be open to contention, selecting the right person for the right job at the right time does have very serious impact on organizational outcomes. And such impact is not fleeting; rather, these influence company results over the long haul. This equation is further complicated for Philippine recruiters, whose organizations face the impending ASEAN Integration in 2015. The sweet burden of finding the right talent in this highly competitive environment rests upon their shoulders. The 3rd Strategic Recruitment and Talent Selection Summit is a definitive response to these challenges. Our battle cry for this year’s Summit is “Tooling Up the Recruiter’s Competencies Towards a Borderless ASEAN”, reflecting our intent to provide the latest principles, trends, strategies and best practices that will allow them to thrive in this new, highly competitive environment. There are three tracks in the Summit: Tactical, Leadership, and Recruitlab. Sessions categorized under “Lab” require hands-on computations and / or simulations. Enjoy the learning journey! TACTICAL: Managing Mayhem: Tips, Tricks, and Traps in Keeping the Recruitment Manager’s Day on Track RECRUITLAB: Does Your Sourcing Function Pay Back? How to Compute for Recruitment Measures, Metrics and Analytics that Impact Your Bottomline LEADERSHIP: Redefining the Recruitment Function: How to Systematically Align Sourcing Initiatives to Corporate Strategy RECRUITLAB: Increasing Sourcing Productivity through MS Office: Sourcer Spreadsheets and Collaborative Tools for the High-Performing, Cost Conscious Sourcing Team great reasons for attending Walk through Boolean and its utility in candidate search Learn the how-to’s of creating a sourcing model, which then serves as a solid foundation for all sourcing strategies, initiatives, key performance indicators, and lateral support tasks across other departments and functions. Learn the tactical use of the oldest recruitment tool for developing passive candidates Hear tips and tools on time management for recruitment managers Discuss the practical functions of Microsoft Office that may be applied in sourcing Compute for recruitment analytics and demonstrate the function’s Return of Investment Explain how to build a winning recruitment team from scratch; manage and motivate them; and stay constantly relevant in sourcing Ensure that the recruitment function adds value to the organization’s strategic goals Share strategies for difficult-to-hire positions – a common predicament even amongst the best sourcers Gather and analyze test data to make sound recommendations on which tests should be discontinued Interact with Recruitment subject matter experts and colleagues Expand your network 12 RECRUITLAB: Picking the Tests that Matter: Doing Step-by-Step Research for Choosing Tests that Bring the Right Hires TACTICAL: How Do You Create and Leverage on the Right Sourcing Model? Learning a Critical First Step in Strategic Sourcing RECRUITLAB: Sourcing Nirvana! Power, Accuracy, and Speed in the Tactical Use of Boolean Search Strings in LinkedIn, Google, and Other Important Recruitment Databases LEADERSHIP: Recruiting the Recruiter: Building, Managing, and Motivating a Sourcing Team that Delivers (amidst the ASEAN 2015 Backdrop) TACTICAL: When There’s a Will, There’s a Way: Sourcing Strategies for Needle-in-a- Haystack Positions TACTICAL: Reinventing Phone Sourcing: Tactical Use of the Oldest Recruitment Tool for Developing Passive Candidates 1 2 3 4 5 6 7 8 9 10 11 12
  • The 3rd Strategic Recruitment & Talent Selection Summit in a Glance Day 1 Agenda TACTICAL: How Do You Create and Leverage on the Right Sourcing Model? Learning a Critical First Step in Strategic Sourcing Creating the right sourcing model for your organization suggests a profound understanding of organizational direction and strategy. Recruitment has ceased to be an exclusively routine, back-end function, and has evident implications for corporate survival. Implicitly, in the Recruitment Manager’s hands lie the future of the company – as the calibre of one’s leadership talent will spell whether a company dies, survives or thrives. In this learning session, we walk through the how- to’s of creating a sourcing model, which then serves as a solid foundation for all sourcing strategies, initiatives, key performance indicators, and lateral support tasks across other departments and functions. Competencies Targeted: Environmental Scanning, Strategic Perspective, Strategic Agility & Managing Change Quick Outline Key Considerations in Creating Your Sourcing Model The Mindset of a Successful Sourcer Synergizing the Recruitment Model with Other HR Functions Evaluating the Success of Your Sourcing Model Ensuring the Visibility of Recruitment as a Strategic Function Boolean search is an expertise that will aid the recruiter in filling up difficult positions from a multitude of online sources including website, fora, site groups, conference attendance lists, blogs, and the like). Voluminous data was borne out of the amount of information shared in social networks. Logically, learning Boolean search is necessary for effectively managing big data. It is utilized in major search engines, Linkedin, Facebook, and key job sites for sourcing prospective candidates who qualify for a post. A sample Boolean string would be: “Oracle consultant" (resume | CV | "curriculum vitae"). This session handholds the recruitment practitioner on the how-to’s of Boolean search. TACTICAL: Sourcing Nirvana! Power, Accuracy, and Speed in the Tactical Use of Boolean Search Strings in LinkedIn, Google, and Other Important Recruitment Databases Competencies Targeted: Technological Savvy, Information / Data Management Quick Guide Basic Syntax Elements of Boolean Search Strings Identifying the Limiting Factor that will Return an Optimal Number of Results in Your Searches Using Boolean for List and Association Search Using Boolean for Finding Recently Updated Resumes Using Boolean for Facebook Groups Boolean Search Techniques in Linkedin Boolean Search for Sourcing Emails and Phone Numbers TACTICAL: Managing Mayhem: Tips, Tricks, and Traps in Keeping the Recruitment Manager’s Day on Track Having numerous deadlines, frequent changes in directions, and lack of personal time are typical daily concerns of the recruitment manager. However, with effective use of time management tricks specific for the recruitment profession, you may be able to effectively manage the mayhem! This learning session is designed for recruiters who have the perennial feeling that their tasks are endless and that they need to get a life. Recruiters, in general, have very hectic schedules that need to be managed to enhance productivity and avoid burnout. This learning session shall provide tips and tools on time management for recruitment managers. Competencies Targeted: Achievement Orientation, Adaptability, Personal Management Quick Guide Living the Pareto Principle Identifying and Allocating Time for Productive Clients Eliminating Dysfunctional Relationships Optimizing Recruitment Metrics Towards Productivity Tested Delegation Tactics Achieving Greater Efficiency on a Daily Basis How to Use Productivity Tools: To-do-Lists, Data Templates, Data Tool Bars and More Reserve a seat now! EARLY BIRD RATES ARE AVAILABLE UNTIL APRIL 30, 2014 Contact : Sandra, Alex or Vange Tel : 624-1641 / 966-0449/624-9233 Mobile : 0917.551.6582 (Globe) 0939.939.6238 (Smart) TACTICAL: Reinventing Phone Sourcing: Tactical Use of the Oldest Recruitment Tool for Developing Passive Candidates An age-old tool of the recruiter is the telephone. Having interviewing savvy in this medium is critical for recruitment success. As such, the recruiter must be able to establish trust over the phone and “sell” the organization expediently. Moreover, he has to take accurate interview notes and draft effective assessments from phone interviews. This learning session focuses on the tactical use of the oldest recruitment tool for developing passive candidates. Competencies Targeted: Customer Focus, Effective Communication, Interpersonal Effectiveness, Relationship Management Quick Guide Training the Sourcer on Phone Interviewing Engaging the Recruiter throughout the Whole Process Priming the Interviewee Using Apt Technology for Conferencing Putting Candidates at Ease on the Phone Standard Introductions Note-taking During Phone Interviews De-briefing Phone Interviews
  • RECRUITLAB: Increasing Sourcing Productivity through MS Office: Sourcer Spreadsheets and Collaborative Tools for the High-Performing, Cost Conscious Sourcing Team A readily available resource for recruitment practitioners is the Microsoft Office Suite. These tools, however, are underutilized. With the volume of data that the recruitment manager needs to analyze and report, it is useful to learn the unknown functions of Excel and PowerPoint. These may be leveraged to churn out meaningful analyses of recruitment activities; automate tedious tasks related to the function; and deliver impressive reports. This lab session shall show you the practical functions of Microsoft Office that may be applied in sourcing. HR is implicitly regarded as a cost center. While indispensable, we do not bring in the profits for the organization similar to how the Sales or Marketing functions do. Given this, it may be difficult for the recruitment manager to build his or her business case for the sourcing budget. This session thus intends to assist the recruitment manager in demonstrating how sourcing activities may directly impact the organization’s bottomline. Speaking in financial terms, knowing how to compute for recruitment ROI will lead to a better appreciation of sourcing and expedient approval for budget allocation. Competencies Targeted: Technological Savvy, Information / Data Management Quick Guide How to Optimize the Use of MS Excel in Sourcing Organizing Recruitment / Sourcer Worksheets and Table Data Calculating Recruitment Data in a Table or Worksheet Analyzing Sourcing Data Using PivotTables and PivotCharts Automating Tasks with Macros How to Make Impressive Presentations on MS Power Point RECRUITLAB: Does Your Sourcing Function Pay Back? How to Compute for Recruitment Measures, Metrics and Analytics that Impact Your Bottomline Competencies Targeted: Technological Savvy, Information / Data Management Quick Guide The Advantages of Effective Sourcing Bottlenecks in the Recruitment Process Dilemmas in Utilizing HR Technology Building the Business Case for the Recruitment Budget with Management Sourcing Metrics Time to Hire Quality of Hire Number of Vacancies Outstanding Cost Per Hire Longevity of Hires Recruitment Effectiveness per Source Time to Productivity Recommendations for Improving Recruitment ROI Day 2 Agenda LEADERSHIP: Redefining the Recruitment Function: How to Systematically Align Sourcing Initiatives to Corporate Strategy Recruitment does not exist in a silo, and is expected to strategically contribute to the organization’s goals. It is essential for the recruitment manager to have a thorough understanding of the ‘big picture’ strategies of the organization and the key units that will complete this picture. Moreover, to ensure holism and comprehensiveness of its strategies and objectives, the financial, customer, internal business process, and learning and growth facets of recruitment need to be considered in objective setting. The support that sourcing should accord vertically (to top management) and laterally (to other departments) must be drawn in painstaking detail. This workshop proposes an approach for ensuring that the recruitment function adds value to the organization’s strategic goals. Competencies Targeted: Continuous Improvement, Business Acumen, Planning and Controlling Quick Guide Understanding the Big Picture: Your Organization’s Strategic Plan Checking for Vertical Alignment: Recruitment’s Support to Top-Level Objectives Actual Samples of Vertical Alignment Aligning the Financial Perspective of Recruitment Aligning the Customer Perspective of Recruitment Aligning the Internal Business Process Perspective of Recruitment Aligning the Learning and Growth Perspective of Recruitment Checking for Horizontal Alignment: Recruitment’s Support to Other Units / Departments The 3rd Strategic Recruitment & Talent Selection Summit Learning Session Highlights LEADERSHIP: Recruiting the Recruiter: Building, Managing, and Motivating a Sourcing Team that Delivers (Amidst the ASEAN 2015 Backdrop) More than ever, recruitment practitioners are highly sought after and marketable. As a Recruitment Manager, you would not settle for a team that is not up to par with your performance standards. Innovative, performance-driven recruiters who are dissatisfied with using just job boards and Linkedin are a scarce resource. The scenario of scarcity is aggravated by the fact that some seasoned recruitment practitioners come with hard-to-break bad habits, skepticism, or unreasonable demands. In this workshop, you will learn a step-by-step approach in building a winning recruitment team from scratch; managing and motivating them; and staying constantly relevant in sourcing. This challenge becomes specially relevant amidst the challenges posed by ASEAN 2015 to recruitment practitioners. Competencies Targeted: Leading the Team, Managing Performance, People Development, Empowering Others Quick Guide Drafting a Picture of Your Ideal Recruiter Clarifying the Functional Knowledge and Strategies of Your Recruitment Staff Considerations in Recruitment Training Laying Down Performance Expectations for the Sourcing Team Sourcing Strategy Management and Delivery Motivating the Recruitment Team Keeping Abreast with Technology and Avoiding Being Obsolete
  • What You Will Gain  Widen your network of referrals and business prospects  Leverage on the abundant opportunities presented by business owners and colleagues with the same motivation  Forge partnerships and joint ventures  Explore client leads  Build new, relevant connections  Tap into advice and expertise of professionals from various industries  Be visible and enhance your reputation of expertise and credence  Create positive, uplifting influence  Enhance your sense of confidence by carrying on meaningful conversations  Gain satisfaction from giving other people sound business / professional advice  Meet new friends Who You May Network With  Subject Matter Experts  Owners of Established Businesses and Start-ups  Recruitment Practitioners  Human Resource Practitioners  Line Managers  Headhunters  Recruitment Agencies …from a wide array of industries! Bringyourbusinesscards! Leverage on this Ideal Networking Opportunity RECRUITLAB: Picking the Tests that Matter: Doing Step-by-Step Research for Choosing Tests that Bring the Right Hires This learning session discusses a systematic approach for conducting research about the effectiveness of your test battery. It is common for organizations to use off-the-shelf, standardized test batteries in recruitment; however, such protocol may be expensive considering that not all these assessments predict positive outcomes such as length of employment or retention and performance ratings. The recruitment manager is taught how to systematically gather and analyze data to make sound recommendations on the utility of tests. Competencies Targeted: Technological Savvy, Critical Thinking, Continuous Improvement Quick Guide Theory and Practice of Employment Tests: Factors & Variables Comparative Practices: Private and Civil Service / Govt. Tests Pre-employment Tests Pychometric tests : Aptitude, Personality Types of Employment Tests: Intelligence Tests, Personality Tests, Skills Tests, Job Aptitude Tests Scoring and Analysis Basic Statistics: Average, Standard Deviation, Ranking Correlation and Linear Regression Tools Hands-on Exercise: Excel Spreadsheet and Statistical Tools Physical and Medical Examinations: Fitness to Work Case Studies and Workshops The 3rd Strategic Recruitment & Talent Selection Summit Learning Session Highlights TACTICAL: When There’s a Will, There’s a Way: Sourcing Strategies for Needle-in-a- Haystack Positions The recruitment landscape has drastically changed over the past decade. The sourcing function has now evolved into a sales and marketing role, where the company is offered as the “product”. Ten years ago, conventional sources of candidates sufficed, while it is now about talent diversity and the openness of he organization to develop candidates with potential. There are numerous and varying demands from applicants, before they accept job offers. A firefighting, reactive mode may be acceptable then; in contrast, organizations that succeed are on a constant grind to build talent pools and proactively plan their sourcing strategies. Against this complex backdrop, this learning session aims to share strategies for difficult-to-hire positions – a common predicament even amongst the best sourcers! Competencies Targeted: Environmental Scanning, Strategic Perspective, Strategic Agility, Managing Change Quick Guide Overview: Difficult to Hire Positions Recruitment Managers with Authentic Expertise Elevating the Company’s Brand Determining New Markets for Massive Sourcing Leveraging on University Partnerships Reinventing Workforce Planning Willingness to Try New Recruitment Technology Continuous Improvement of Recruitment Methods Maximizing Mobile Recruiting Tools Optimizing Cloud Recruiting Gearing Up for the Future of Recruitment
  • The 3rd Strategic Recruitment & Talent Selection Summit Speaker Profiles Juan Amor Palafox is the Vice President of All Transport Network and is an HR Consultant of numerous organizations. His latest LR stint was for Philippine Airlines, where he provided labor/employee relations’ services for managers/supervisors; policy and staff support for company-wide retrenchment and specialized units’ downsizing; and provided recommendations for Company and HR reorganization. He has also served as Dean and Associate Professor of the School of Labor and Industrial Relations from January 2002-2004. TACTICAL: How Do You Create and Leverage on the Right Sourcing Model? Learning a Critical First Step in Strategic Sourcing MR. JUAN AMOR PALAFOX, Vice President of All Transport Network; Former Dean of the UP School of Industrial and Labor Relations (CONFIRMED) He graduated with a Masters degree in Labor and Industrial Relations from the University of Illinois, specializing in Personnel Management and Organizational Behavior. He has edited the book Privatization and its Impact on Labor Relations in the Philippines; co-authored the book The Comprehensive Agrarian Reform Program: Scenarios and Options for Future Development; and authored Fair, Consistent, Reasonable and Legal HRM Practices: From Hiring to Firing. He is a popular resource speaker in international fora: Training of Trainers on Labor-Management Cooperation in 2008; the IIRA 5th Asian Regional Congress in Seoul, Korea in 2004; the 3rd Workshop on AFTA Social Charter—Shaping the Draft and Exploring its Chances in Singapore; 30th Asian Regional Training and Development Organization International Management &HRD Conference in Macau; the International Industrial Relations Association 13th World Congress in Berlin, Germany; the First World Conference on Learning in Kuala Lumpur, Malaysia; and the Program on Labor Market Information Systems in Turin, Italy with field visits in Belgium and Switzerland, among many others. Her personal website, the DigitalFilipino.com was founded in September 1999, to promote her e-commerce book and Philippine internet documentary. She has been campaigning for the application of the capability maturity model integration (CMMI)in the Philippines since 2002. This would ensure a higher-quality software development in the country, which would make the Philippines compete effectively in the international market. Her goal of making the country dependent on its own CMMI trainers and assessors, is still to be realized. Ms. Janette Toral is a practicing e-commerce, social media, and Internet marketing specialist, trainer, blogger, policy lobbyist, and entrepreneur (business and social), educator, researcher, writer, ambassador, community leader, business leader, and dubbed as "mother of e- commerce law in the Philippines". She founded the Philippine Internet Commerce Society in 1997. She lobbied for the Y2K Law and E- Commerce Law which was eventually passed in the year 2000, making it easier for companies in the Philippines to do online businesses globally. TACTICAL: Sourcing Nirvana! Power, Accuracy, and Speed in the Tactical Use of Boolean Search Strings in LinkedIn, Google, and Other Important Recruitment Databases MS. JANETTE TORAL, Mother of E-commerce in the Philippines; Internet Expert (CONFIRMED) TACTICAL: Reinventing Phone Sourcing: Tactical Use of the Oldest Recruitment Tool for Developing Passive Candidates MS. MEANN BATALLONES, Director for Recruitment of 24/7 Inc. (INVITED) Mr. Dioscoro P. Baylon, Jr. has previously been Dean of School of Professional and Continuing Education at De La Salle University-College of Saint-Benilde. He holds a Masters degree in Computational Finance from De La Salle University-Manila, with magna cum laude honors. His second Masters degree is in Business Administration, Major in Finance and Business Management, for which he has received summa cum laude distinction. He is currently completing his dissertation in his Doctorate Studies in Business Administration, from DLSU-Manila Graduate School of Business. RECRUITLAB: Increasing Sourcing Productivity through MS Office: Sourcer Spreadsheets and Collaborative Tools for the High-Performing, Cost Conscious Sourcing Team MR. DIOSCORO BAYLON, Former Dean of the College of Saint Benilde; MS Office Certified Expert (INVITED) Mr. Baylon has various work experience in different fields: socio-religious work; dealing with healing-impaired people; structural design and engineering; purchasing, materials handling and sourcing; customs bonded warehouse operations; import for reexport operations; and managerial and consultancy services. He has served as lecturer in accountancy and quantitative subjects for hearing-impaired and in management science and strategic management for regular students. He has traveled to more than 30 countries and territories in different continents – Asia, Europe, North America and Australia, and has also extensively traveled the countryside conducting socio-religious work. He has delivered numerous lectures and seminars to schools and some companies on export procedures. Ms. Maria Luz “Jig” Blanco is presently the Assistant Vice President for HR and Admin of Global Business Power Corporation. Previously, she was AVP for HR of First Philippine Electric Corporation. She advocates the continuous development of a paradigm of excellence, aligned to organizational and personal values. As an organizational development practitioner, she ensures that learning and enabling are embedded in the organization since these are key to high level of employee performance and in achieving the desired organizational culture. TACTICAL: Managing Mayhem: Tips, Tricks, and Traps in Keeping the Recruitment Manager’s Day on Track MS. MARIA LUZ BLANCO, AVP for Human Resources of Global Power Corporation (CONFIRMED) In her current role, she is tasked to strategize and drive organizational programs, primarily focusing on organizational development and competency build-up initiatives, to optimally support strategic and operational business requirements of GPBC. Moreover, she welcomes learning experiences and challenges to develop new competencies and skills and to hone existing set; believes in openness to feedback and recognizes the need to continuously improve. She raises the awareness that learning comes with diverse experiences which have to be applied in order to derive value from them.
  • The 3rd Strategic Recruitment & Talent Selection Summit Speaker Profiles LEADERSHIP: Recruiting the Recruiter: Building, Managing, and Motivating a Sourcing Team that Delivers (Amidst the ASEAN 2015 Backdrop) DR. VIRGEL C. BINGHAY, HR / LR Consultant, and Recipient of the HR Leadership Award of the World HRD Congress (CONFIRMED) Dr. Virgel C. Binghay is an subject matter expert in HR, and Associate Professor & Coordinator of the Graduate Studies Program, School of Labor and Industrial Relations of the University of the Philippines (U.P.). He is a resource speaker in corporate planning, organization development, human resource management, industrial relations and quality management. Moreover, he is an international lecturer of various conferences (Australia, Japan, Germany, India, Indonesia, Malaysia, New Zealand, Philippines, Singapore, South Korea, Taiwan, Thailand, etc.). Dr. Virgel C. Binghay is an subject matter expert in HR, Consultant and trainer, since 1987, of more than 200 organizations coming from different industries in the Philippines. In addition, he is an Accredited Voluntary Arbitrator of the Department of Labor & Employment. Dr. Binghay has authored several books and has written and published a number of research papers, and he is also an issue editor of the “Philippine Journal of Labor and Industrial Relations”; a member of the editorial board of the “Philippine Journal on Innovation and Entrepreneurship”; and of the international editorial board of the “Commerce Journal”. He is a recipient of various awards and recognitions, including the “HR Leadership Award” from the 2006 World HRD Congress. RECRUITLAB: Does Your Sourcing Function Pay Back? How to Compute for Recruitment Measures, Metrics and Analytics that Impact Your Bottomline MR. DAN MEYER, President and CEO of BPO Elite (A Company Specializing in Metrics and Analytics) (CONFIRMED) Analytics is simply the discovery and communication of meaningful patterns in data. While most people have an idea of what analytics is: data, analysis, metrics, and business intelligence are just the start… it is an abstract concept that is difficult to summarize in a sentence or two. Most business leaders know that they need more analytics based decision-making in their operations, however few have figured out how to obtain it as analytics software or engaging high-priced consultants doesn’t suffice. This is where Mr. Dan Meyer comes in. After spending 15 years as an analyst with Wells Fargo Bank, he has developed expertise in analytics. He has combined practical experience with theory and a sound educational background. He has a Master’s Degree in Education, and developed an innovative training approach to analytics here in the Philippines. Over the past two years, he has trained hundreds of Filipinos and dozens of companies on how to make more data-driven decisions using his innovative approach. LEADERSHIP TRACK: Redefining the Recruitment Function: How to Systematically Align Sourcing Initiatives to Corporate Strategy MR. RICHARD MILLS, President and CEO of Chalre and Associates (CONFIRMED) Richard's extensive career in Executive Search includes 10 years working throughout Asia and 9 years in North America. He is Chairman of Asia CEO Awards (presented by American Express), the largest business awards event in Philippines and Chairman of Asia CEO Forum (presented by PLDT), the largest regular business event in Philippines and one of the most important in the Asia region . Richard is a featured presenter for Asia region conferences and provided Keynote Addresses for the following international expositions: HR Shared Services & BPO (Singapore), Successful Shared Services (Singapore), Executive Compensation & Benefits EXPO (Singapore). He is a columnist and thought leader for a host of international publications. Some of these include: ComputerWorld, AsiaTimes, TelecomAsia, YahooNews, AsiaMiner and IndiaDaily. He is an Expert Panelist for CIO magazine (US) and the Offshore Outsourcing Best Practices association in New York. He is co-founder and current Chairman of the International ICT Awards , the largest event of its kind in Southeast Asia for the booming Business Process Outsourcing (BPO) sector. Richard's clients are multinational corporations for senior management positions. Of the many international recruitment projects he worked on in the Asia Pacific region, one was particularly noteworthy as it was reported on national Korean television as the largest technical recruiting venture in Korean history. The project was also a cover story for ComputerWorld magazine throughout North America. Richard has an Honours Bachelor of Science degree from the University of Waterloo, Canada's most prominent technical post-secondary institution. He possesses the designation of Chartered Financial Analyst from the CFA Institute with its world head-quarters in Charlottesville, VA, USA. TACTICAL TRACK: When There’s a Will, There’s a Way: Sourcing Strategies for Needle-in-a-Haystack Positions MS. GRACE ABELL-ZATA, President and CEO of Corporate Executive Search (INVITED) Ms. Grace Abella-Zata is the President of the CESI group. She articulates the vision and value proposition of the companies under the group to ensure that philosophies, service lines and practices are sharply attuned to the evolving needs of business, while remaining true to the core values of integrity and professionalism, excellence, customer orientation and teamwork. Her professionalism expertise is in job/person organization fit and human resource planning and acquisition. For many years, she taught graduate courses in Human Resources Management. She also conducts trainings and workshops on competency-based interviewing, executive teambuilding, strategic planning and the balanced scorecard and is often invited to speak on HR topics in conferences. She has provided leadership in research and thought leadership in the human resources management field and was president of the People Management Association of the Philippines in 2009. She has a Masters Degree in Business Management from the Asian Institute of Management and majored in Psychology in her undergraduate studies in University of the Philippines.
  • The 3rd Strategic Recruitment & Talent Selection Summit Speaker Profiles Attend our upcoming conferences! Get a 30% SUPER SAVER RATE DISCOUNT if you book before June 30, 2014. Or get a free EMPLOYEE ENGAGEMENT SURVEY done for your company if you book 5 pax or more. Reserve a seat now! The 4th Philippine Tax Summit Sharpening the Saw of the Tax Practitioner: The Latest Tax Principles, Strategies, and Techniques July 30-31, 2014 The Pan Pacific Hotel -Manila The 4th Philippine Tax Summit Sharpening the Saw of the Tax Practitioner: The Latest Tax Principles, Strategies, and Techniques July 30-31, 2014 The Pan Pacific Hotel -Manila The 1ST Philippine Tourism & Hospitality Congress October 30-31, 2014 The Pan Pacific Hotel The 3rd Compensation & Benefits Management Congress ‘G L O C A L I Z I N G’ C & B P R A CT I C E T O W AR D S A U T H E N T I C CO M P E T I T I V E N E S S The 3rd Compensation & Benefits Mgt Congress June 26-27, 2014 I The Pan Pacific Hotel-Manila ‘G L O C A L I Z I N G’ C & B P R A CT I C E T O W AR D S A U T H E N T I C CO M P E T I T I V E N E S S Dr. Maragtas S.V. Amante is a professor of industrial relations at the University of the Philippines in Diliman, Quezon City. He has more than 20 years of experience in teaching, research and consultancy work in the areas of economics of human resources, industrial relations, and compensation. His research, publications and advocacy emphasize the interdisciplinary approach, using the tools of the social sciences, law and management, to promote decent work, and innovative resolution of issues in employment relations. He had consultancy work for various stakeholders in human resources and industrial relations, including trade unions, the National Wages and Productivity Commission of the RECRUITLAB: Picking the Tests that Matter: Doing Step-by-Step Research for Choosing Tests that Bring the Right Hires DR. MARAGTAS SV AMANTE, HR Consultant; Professor of Human Resources and Labor Relations, University of the Philippines-Diliman (CONFIRMED) Department of Labor and Employment (NWPC-DOLE), the Employers’ Confederation of the Philippines (ECOP), the ASEAN Secretariat, the International Labor Organization (ILO) among other agencies. He was an organizer, negotiator and officer of the All U.P. Workers Union, and the All U.P. Academic Employees Union, in the University of the Philippines, which has more than 9,000 employees in 10 campuses nationwide. In 2002 to 2007, Dr Amante was an HR consultant and facilitator with the ASEAN Secretariat and the Japan Ministry of Health, Labor and Welfare on a series of meetings and dialogues with government, employers and workers representatives on human resources and industrial relations.
  • C A L L F O R S P O N S O R S We are inviting you to sponsor The 3rd Strategic Recruitment & Talent Selection Summit. To give you an idea of our client mix, the following is a partial list of our conference patrons. 2go Group, Inc. 360 Training.Com Inc 401 Development & Construction A. Alfonso Supermarket/Hospital Abb Inc. Aceresource Acs, A Xerox Company Active Microtechnology Solutions Adamson Adidas Advance Computer Forms Advantek, Inc. Adways (Philippines) Inc AFP General Insurance Corporation Air Phil Express Alfa Medina Development Corporation Amdatex Las Pinas Services, Inc. Amkor Technology Phils Inc AMSWLAI Angelus Medical Clinic Antonina Industrial Corporation Anvaya Cove Aquasoft Water Systems Inc Araneta Group Asalus Corporation Aseana Holdings, Inc. Asia Brewery Inc Asialink Group of Companies Asian Hospital Asian Institute of Maritime Studies Asian Terminals, Inc. Assistplus, Inc Atlas Fertilizer Corporation Avida Land Corporation Axa Philippines Ayala Corporation Ayala Land, Inc. B&M Global Services Manila Bags In The City Manila Co. BCS Prime Holdings Biocare Health Resources Biocostech Biocostech Phils. Corp. Boardwalk Bsb Group Inc Bsb Junrose Auto Parts Corp Camox Agency Canon Marketing Phils., Inc. Caprice Pension House Cardinal Santos Medical Cats Motors Inc Cavite Pig City Inc. Ceneco Century Properties Group, Inc Cescorp Ceva Logistics Phils., Inc. Channel of Blessing Enterprise Chevron Holdings, Inc China Banking Corporation Chinese International School Manila Cinco Corporation Cocoplus Aquarian Dev’t. Corp. Colegio De San Juan De Letran- Calamba Inc Colegio San Agustin-Binan Colgate Palmolive Philippines, Inc. Conec Inc. Control Union Phils., Inc. Convergence Realty and Development Corp. Crossings Department Store Corp. DDVMH De La Salle-College Of Saint Benilde Debuts & I Do's Dhwr Food Corp Directories Philippines Corporation DKSH Philippines Inc. DMCI Holdings, Inc DMCI Mining Corporation DPU Accounting Services Dualtech Training Center Edward Keller Philippines Inc. Eei Corporation Egis Projects Philippines, Inc. Elixer Manpower Service Cooperative Emapta Versatile Services Inc. Energy Development Corporation Energyopt Envirosystems Technologies Corp Face & Body Rejuvenation Center Federal Land, Inc. Fern Inc. Ferrier Hodgson Philippines Inc. First Advantage Phils Inc First Bay Power Corporation Follosco Morallos & Herce Fort Wayne Frey-Fil Corporation Fuji Industries Manila Corporation Fundline Finance Corporation Gabionza De Santos & Partners Law Offices Gandang Kalikasan Genpact Services Llc Gentle Star Trading Corp Getz Bros. Philippines Inc. Ginebra San Miguel, Inc. - San Miguel Corp. Glaxo Smithkline Phils, Inc Global Contact Services Global Payments, Inc Global Visions Events And Marketing Network, Inc. Globe International Distribution Center, Inc. GMA Network, Inc. Grolier International Guill-Bern Corporation Havoc Digital, Inc. Healthway Medica Clinics, Inc. HGST, A Western Digital Company Holcim Philippines, Inc. Honda Cars Tarlac Idee Kreativ Ids Philippines, Inc. Imus Institute Indra Philippines, Inc. Ingram Micro Phils Inland Corporation Interglobe Technologies Inc Phils Ip Converge Data Center, Inc. Itt Water Technology Inc. Je Manalo & Co. Inc. Jet Sales Corporation JGC Philippines, Inc. JJED Phils. Inc. Johnson Controls IFM Phils. Corp. Kairosolutions Kawasaki Motor Phils. Corp. Khmaya Builders Incorporated Kintetsu World Express (Phils) Inc Knowledge Channel Foundation, Inc. L’ Oreal Philippines Inc. Laus Group Holdings, Inc. LBC Development Corporation Lead Generator For Concord Capital Linahein Corporate Services Inc Lisam Enterprises, Inc. Longridge Construction Inc Luxure Properties & Devt Corp Lyceum of the Philippines University M Lhuillier Business Group – Tacloban Macroasia Catering Services Mahatma Gandhi International School Majestic Shipping Corporation Makati Medical Center Manila Broadcasting Co. Manila Catering Corporation Manila Electric Company Manila Oslo Manly Plastics Inc Marc – Alain Gen. Merchandising Maria Montessori Children’s School Foundation Inc Maryland Distributors Inc. Masinloc Power Partners Ltd Maxim Enterprise Solutions, Inc. Maynilad Mbs Vitug Construction Media Convergence Inc. Medical Trends & Technologies Inc. Megaworld Corporation Merck, Inc Mesco Inc. Microgenesis Business Systems Microsourcing Mileva Pawnshop Mindanao Textile Mitsubishi Motors Phils Corp Mmldc Foundation Inc Monde My San Corp. National Grid Corporation Of The Philippines National Irrigation Admin. Nexans Oceanagold Phils. Inc. Ochoa Sison Corp Ogilvy & Mather Phils. Inc. One Pharma Co. Inc Only N D Phils. Delicacies Orion Support Incorporated Personal Collection Direct Selling Inc. Petron Bataan Refinery Petron Corporation Pharmacy Detailing & Drugstore Management, Inc. Pharmasia-Cuvest, Inc Philippine Batteries, Inc. Philippine Women's University Philsaga Mining Corporation Phinma Property Holdings Corp. Planters Db Properties, Inc. P'nt Electrical & Hardware Supply Pos-Fil Ship Management Corporation Poyry Energy, Inc. Precious Pages Corporation Pretiolas Philippines, Inc. Prime Technology Specialists, Inc Productive Work Specialists Professional Insights Marketing Services Public Safety Savings & Loan Association, Inc. Pura Realty & Development Corp. Radio Veritas Raquel Pawnshop, Inc. Red Dragon Farm Republic Chemical Industries Inc RFM Corporation Rio Tuba Nickel Mining Corporation Ronrich Enterprise Royal Canin Philippines Inc. Royal Cargo Combined Logistics Inc. Royale Business Club Rusley S’ Next Philippines, Inc. Sagaevents, Inc. San Miguel Corporation San Miguel Yamamura Packaging Corp San Paolo Ice Plant And Cold Storage Inc. Santos-Cua Aac Firm Sanyo Seiki Stainless Steel SC Johnson Philippines ROHQ SGS Philippines, Inc. Shindengen Philippines Corporation Sitel Philippines Corporation Sky Arrow Technology Inc. Skyway SN Aboitiz Power-Magat, Inc Solutions, Experts & Enablers Inc. Specialty Beans Philippines, Inc. SPI Technologies, Inc Splash Corporation SQL *Wizard, Inc. St. Luke's Medical Center - Quezon City St. Mary’s Academy St. Thomas Paper Corp. Star Accounts Mgt Services, Inc Star Cruises S-Tech Limited Steelasia Manufacturing Corp Subic Bay Marine Exploratorium Inc. Sunlife Financial Swiftstar Logistics Corporation Sykes Asia Incorporated Sytengco Philippines Corporation Tagala Pawnshop Tamsons Enterprises Inc. Telus Int’l. Philippines, Inc. The Area Press The Coffee Bean and Tea Leaf The Medical City The Results Companies The Roman Catholic Diocese of Cubao Thermaprime Well Services Total (Philippines) Corporation Transcom Worldwide, Inc. Transnational Uyeno Maritime Inc. Transprint Corporation Trimark Fashion International Inc. Unilab Unitec Resources, Inc. University of Asia & the Pacific University of Perpetual Help Data System Inc. UST Faculty Union Vans Vcustomer Philippines, Inc. Viva Communications, Inc. Wyeth-Pfizer Inc. YMC Global Incorporated Yokogawa Phils Inc Yomeco Construction & Dev’t Corp. Zi-Techasia (Pilipinas) Inc. Zuellig Pharma Asia Pacific Ltd. Phils ROHQ contactusfordetailsofsponsorship 624.92.33/966.04.49
  • let our track record speak for us Indu Inferentia is a private consulting entity that offers conferences, as well as public and in-house workshops. In 2012, we have successfully organized The First Philippine Tax Summit, which attracted 528 delegates from a wide cross section of industries. This was followed by the First Labor Relations and Management Summit, which was patronized by 270 participants. The Strategic Selection and Management Summit and The First Philippine Compensation and Benefits Management Congress, had 150 and 260 delegates, respectively. Within the same year, it has conducted the 2nd Philippine Tax Summit, with a total of 230 participants. Apart from sequels to these congresses, Indu has organized new conferences in 2013, reflecting its growing number of patrons. These are The Sales and Marketing Professional’s Conference, The OD and Training Congress, The 1st e-BIR Tax Conference, and The 1st Tax Remedies Executive Symposium. Only within 3 years of offering conferences, Indu Inferentia has now served over 4,000 organizations, including Top 10,0000 corporations in the country. This proven track record is borne out of its integrity, passion for excellence, and customer centricity. I n d u I n f e r e n t i a VENUE INFORMATION The Pan Pacific Hotel-Manila is a 2-time winner of the World Travel Awards (tagged as ‘The Oscars of the Travel Industry’ by the Wall Street Journal), and the first and finest five-star butler hotel in the country. Tel 318.0788 Mobile. 0917.597.0543 Contact Ms. Pauline Areglado of Banquet Sales.
  • Please print & accomplish the reservation form below. Email it to indu.inferentia@gmail.com. We will acknowledge your email within 24 hours. If no acknowledgement is received, please call us at 624.9233 / 966.0449 / 624.1641 and we shall gladly assist you. D E L E G A T E I N F O R M A T I O N C O M P A N Y I N F O R M A T I O N D E L E G A T E 1 D E L E G A T E 2 D E L E G A T E 3 Complete Name Position & Department Contact Details Office Mobile Office Office Mobile Mobile Food Preferences Vegetarian Allergies ____________________________________ Diabetic ____________________________________ Others ____________________________________ Vegetarian Allergies ____________________________________ Diabetic ____________________________________ Others ____________________________________ Vegetarian Allergies ____________________________________ Diabetic ____________________________________ Others ____________________________________ Company Name Billing Address Attention Invoice To Zero-rated / VAT exempt Yes No Email Address All cancellations should be made within seven (7) working days before the conference. If notice is made later, payment shall be forfeited in favor of Indu Inferentia Management Consultancy. Cancellations with punctual notice will merit a refund of 90% of the billed amount. Indu will not be liable for cancellation of the event due to typhoons, Acts of God, and unforeseen events of similar nature. Indu reserves the right to modify the topics and outlines of the conference; or to replace the speakers as they deem apt. Official, BIR-registered receipts shall be issued during the event. P A Y M E N T D E T A I L S C O N C U R R E N C E T O T E R M S A N D C O N D I T I O N S __ Cash / COD __ Check __ Partial / Full Payment __ Bank Transfer Account Name : Indu Inferentia Management Consultancy Bank / Account Number : BDO 5290042734 Branch : Taft Avenue-Libertad Branch Fax Deposit Slip to : 570-8427 (ATTENTION: CINDY) I have read and understood the terms and conditions of reservation to the Conference. Name and Signature of Participant / Date T E R M S A N D C O N D I T I O N S O F R E S E R V A T I O N The 3rd Strategic Recruitment & Talent Selection Summit R E S E R V A T I O N F O R M