2015 NAA EduConf PPT final
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The document appears to be notes from the "Geeks in HR" conference held from June 24-27, 2015 at the Mandalay Bay Resort & Convention Center in Las Vegas. Some of the session topics discussed include wildcat hiring, turning to geekery, hiring apps, and comparing tattoos as an icebreaker. There are also notes about the challenges of status quo pressures and long learning curves for new hires. Solutions proposed to help onboarding and adaptation include education, communication, mentoring, coaching and individualized learning paths.
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2015 NAA EduConf PPT final
- 1. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas June 24-27, 2015 Mandalay Bay Resort & Convention Center | Las Vegas Wildcat Hiring Susan Sherfield – Mercy Housing Sherle Brown – Winthrop Management Debbie Phillips – The Quadrillion Tamela Coval – CORT.com
- 2. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Turning to Geekery..
- 3. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas San Andreas Fault. Groundbreakers.
- 4. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Balboa & Creed. Powerhouses.
- 5. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Sandra & Keanu. Speed.
- 6. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas BOTTOM LINE. Better. Faster. Cheaper.
- 7. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas An App For That. Source. Engage. Interview. Onboard.
- 8. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 9. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 10. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 11. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 12. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 13. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 14. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas “Let’s compare tattoos.” Means, “We like the same things.”
- 15. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Summary of Geeks in HR • Social media is infectious • Real time is so now. • Mobile, mobile, mobile. • Our tattoos are real.
- 16. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
- 17. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Wouldn’t it make more sense to hire someone with a clue about this industry? Wouldn’t it make more sense to hire someone with a clue about this industry? That is not the way we do things around here. That is not the way we do things around here. How can I babysit and get the other million things done on time? How can I babysit and get the other million things done on time? Challenges Status Quo Pressure for Immediate Results Longer Learning Curve
- 18. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas How didIgo fromSuperstarto this? How didIgo fromSuperstarto this? Why are people upset when I point out how we used to do things? Why are people upset when I point out how we used to do things? Ihave never feltthis overw helm ed. Ihave never feltthis overw helm ed. Fish out of water Perceived loss of value to company Unsure and possibly overwhelmed What have I done?
- 19. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas Solutions • Education • Communication • Monitoring • New hire and current staff • Reinforce the message • Individualized learning paths • Mentoring • Coaching • Observe, listen • Metrics
- 20. June 24-27, 2015 | Mandalay Bay Resort & Convention Center | Las Vegas
Editor's Notes
- The competition for talent continues to heat up. According to Manpower's 2014 Talent Shortage Survey, 40% of US employers experience difficulty filling jobs. As the power in the job market shifts from employer to candidate, understanding job seeker trends enables organizations to fine tune recruitment strategies and provides leverage for prospective candidates.
- SUCCESSFUL RECRUITING IS ABOUT MAKING CONNECTIONS WITH CANDIDATES ON THEIR OWN TERMS. MOBILE. Majority of Internet usage initiated via mobile for the first time ever. Mobile is a groundbreaker for all Internet behavior. Jobvite's own research reveals that of the 1,855 recruiters surveyed for their annual Social Recruiting Survey have a mobile recruiting strategy in place, 14% are seeing reduced time-to-hire and 13% report finding higher-quality candidates.oday's candidates look for vacancies on the move. Kelton Global Research revealed that 86% of job seekers begin a job search on their mobile. Employers with mobile optimized sites will benefit as job seekers veer towards organizations offering a straightforward '1 click apply' facility on their careers site.
- Leveraging & Social Networks is the new one, two punch. Facebook, Twitter, LinkedIn…are recruiting POWERHOUSES. 70% of smartphone users visit FB on their devices; more than 2M jobs are listed on Facebook's Social Job Partnership application, cites Forbes. LinkedIn, the ultimate mobile recruiting tool, has its own mobile recruiting playbook. Leveraging socMed improves candidate quality by 44% over using only traditional recruiting techniques like phone screenings and filtering resumes based solely on skills and experience. SocMed allows a better glimpse into their lifestyle, values and their cultural fit, which is crucial for companies looking not just to recruit and hire, but to also engage employees and improve retention rates.
- SPEED. Today's job seekers target employers who nurture online talent communities and communicate consistently throughout the hiring process. Unhappy candidates vocalize their experience on Glassdoor, not just employees. Job applicants often expect immediate attention, especially if they are in high demand. Stay in touch with them through quick text messages, emails or phone calls. Make sure your recruiters have a smart phone that they can use anywhere," according to LinkedIn. The early bird gets the juiciest worm.
- The Bottom-Line. A solid mobile recruiting strategy will help ensure your organization is best positioned to find and attract candidates on their own terms, and make the application process smoother is BETTER, FASTER, CHEAPER.
- Source, Engage, Interview, OnBoard on your SmartPhone. There's an app for that. Here are 5 apps for streamlining, organizing and managing recruiting and hiring.
- SmartRecruiters features job postings, ATS, candidate assessments, direct sourcing, analytics and even a platform for candidate feedback on the process. The solution includes a mobile app, and is free for the basic solution. Premium options include analytics and upgraded levels of support; pricing for the premium options varies by job posting.
- iCIMS - an HR management suite that handles everything from sourcing to recruitment marketing to applicant tracking and onboarding from within one pure SaaS, Web-based application and is available via any Web browser, even on a mobile device. ICIMS also integrates with HRIS, ERP, payroll and other solutions. Pricing starts at $299 per month.
- JobDiva is a recruiting and staffing app delivered via a SaaS model. In addition to talent management and an applicant tracking system, JobDiva includes CRM and financial management capabilities. Pricing is based on number of users, and customers can access a free iOS or Android app.
- getTalent - lets recruiters add a plug-in to their job listings and recruiting pages so candidates can join a career community. The idea is to keep candidates engaged, even if their skills and experience aren't a fit for current job openings. The solution is currently available via invitation only, but interested parties can sign up for access at the company's site.
- WePow Recruiter - a sourcing, talent-management and recruiting app that includes the capability to perform video interviewing of candidates. The app also includes collaboration tools to facilitate better communication between recruiters and hiring managers. There are free iOS applications for both recruiter and candidate users available via Apple's App Store.
- Talent X-ray - CareerCloud’s new mobile sourcing application. The app allows for unlimited keyword searches of LinkedIn, Twitter and Google+ -- but doesn't offer Facebook integration yet -- for candidates without logging in to those platforms. The app costs $2.99 and is available for Android and iOS devices.
- CULTURE powers Employee referrals: As talent gets scarce, employee referrals will become a primary source of quality hires. Serious candidates are adopting a more strategic approach which includes the development of a well-connected professional network as an integral part of their job search. Where do they want to work? Where people who like what they like are. •The perpetual job search: A Right Management survey revealed that 86% of professionals planned to look for a new job in 2015 with the majority constantly open to explore new opportunities. While compensation is important, as Google's head of HR pointed out, work has to be meaningful too. Employers must provide a culture that matches the aspirations of today's job seekers. Friends tell their friends who tell their friends. What will they say about you?
- 1) SOCIAL MEDIA and Continuous Learning Continues To Grow In Significance. Social media ihas lived up to its hype. It’s an amazing talent management, branding and employee engagement tool. For example – by creating a 3-dimensional profile of an applicant (Google the person’s name-Wink), talent simply leaps out. Peoples quirks, interesting detours, offbeat skills all come to life as we learn more about people’s personalities and “real lives”. As do certain negatives like rigid ideology, or a tendency to be snarky or combative. Within an organization, social media, social learning and big data are an unparalleled communication and cohesion tool if understood and utilized correctly. 2) REAL TIME MANAGEMENT MATTERS. Tools that allow continuous monitoring of performance are better for everyone. A formal employee review every six months is fast becoming obsolete. What is far more important is software that enables us to stay on top of things in real time. Problems are nipped in the bud and the good stuff like recognition, gamification and rewards are in place to offer more productive employee relationships that can be nurtured. No more playing catch-up. Real time monitoring gives HR and Leaders more power to do more good and weed out the people who are not a good fit. 3.) MOBILE. MOBILE. MOBILE. Millennials view desktops as a relic from the past. The world is growing evermore global and mobile and HR has to be, too. To reach the right talent, you need to be mobile-friendly in design and ease of usage. HR should always go where the talent is – and these days it’s on mobile. 4. CULTURE RULES. I want to work where people like me work.