Plan out your days at SourceCon with this guide to the agenda.
Note: This is just the preliminary agenda, so check back often for updates as we continue to add additional sessions.
Thursday, February 7, 2013 back to top
SourceCon Atlanta 2013 gets started with Shally Steckerl, Conference Chair, reviewing the industry and setting the stage for two days of learning, networking, and collaborating….get your notebooks ready!
We are all citizens of this community called Sourcing, but do we really know what value our contribution brings to the recruiting process? The truth is, that after you strip away all of the cool tools and tricks that Sourcers use to find and engage candidates it’s really all (and only) about the value we bring to the talent acquisition process. In this keynote presentation, Adam Lawrence, Global Head of Sourcing at Alexander Mann Solutions, will bring a dose of reality that as a Sourcing community we need to hear in order to proactively address challenges to the value and relevance of our contribution. He will answer the critical questions like,
• What is the role of a Sourcer?
• What are the metrics that matter?
• What does “good” look like?
Plus, he will share some practical suggestions to improve your performance and help you stay relevant in this competitive and cost conscious market. You won’t want to miss this informative and enlightening event.
VP of Global Talent Acquisition
When most companies look to build or improve a sourcing function, they take a strictly external view on the challenge. But how can you really be successful if you don’t know what you already have or if you don’t have the building blocks to measure your success? Join Donna Quintal from Sears Holdings as she walks you through the process and tools her team uses to build an effective and more data-focused sourcing function that helps drive talent strategy and results company-wide.
Human Capital Data is one of your company’s greatest competitive edges. Predictive analysis on the skills, education, job experiences, and companies that provide the top talent for your organization is the “secret sauce” in building your strategic sourcing model. Start putting your workforce theories to the test Mythbuster’s style, and see what internal data can prove for your organization.
Manager, Talent Acquisition
Sears, Roebuck & Co
There are many sites for a recruiter to use to source passive talent. With the emergence of social media sites, mobile applications, job boards and search engines, a recruiter’s opportunity to locate candidates is almost endless. Each recruiter offers a unique sourcing strategy, and will use multiple tools. With so many options, juggling the workload and managing each site can become time consuming and overwhelming. This session will not only show you the latest sites, engines and applications, but also how to automate and integrate your sourcing strategy. Time saving techniques and shortcuts will be covered in this strategic session.
Copyright © 2012 AIRS®
Global Sourcing & Social Media
Are you building out your international sourcing function? Wondering what it takes to source in places like India and beyond? Join Sarang Brahme as he talks about the strategies and tactics necessary to source successfully internationally.
Full description coming soon!
Sourcing top talent in today’s market place is becoming increasingly competitive. Forget the challenge of finding the purple squirrel, the purple squirrel is easy! It is the Plaid Squirrel, A.K.A. the perfect candidate, who also is from an underrepresented group, can be even harder. But it is not impossible.
Just because you or your company wants to have a more diverse work force does not mean that the existing culture could embrace such an initiative. To start, we need an understanding of the job description, the company culture and your own biases that could affect your best recruiting efforts. It happens to everyone. Despite best efforts in sourcing diverse candidates, many companies sabotage their own sourcing efforts through their techniques of choice. So what now?
In the flood of new tools and sites for sourcing there’s the most important trend of a new generation sourcing software, which I called “the Dream Software” in a blog post back in November 2011. Since then, TalentBin and theSocialCV got a good number of competitors such as Entelo and RemarkableHire; Talentbin has significantly expanded its coverage beyond IT. More companies have joined the space in the recent months.
“The Dream Software” searches for “distributed profiles”. By a “distributed profile” I mean professional information about a person, collected from many sources, where she has some presence, such as the evidence of her skills, experience, location, current employer, certifications, education, contact info, or any other info. Note that it’s a new angle in sourcing, that information on the skills and experience can come not only from social profiles, but from the “big data”, i.e. posts, discussions, and tweets, that might showcase the author’s professional qualification.
The Dream Software needs to rank the search results. Does shared and “liked” content on a professional topic point to a stronger potential candidate? This is previously unexplored territory; these tools take a variety of approaches.
These are all paid tools, and they should be, because building a large index of profiles and identifying which pieces of a distributed profile are to be glued together is not easy. If the Dream Software is built well, and if your target candidates are among those that are indexed, the ROI can be high.
Interestingly, the new generation software is facing a rather unexpected competition from LinkedIn Pipeline, which is also paid and is part of LinkedIn Recruiter. This happens because the Pipeline tool allows you to import any external data you might have and glues it together with existing LinkedIn profiles, providing search across all of the combined data. The ROI can be also very high.
How these tools compare and why you should care will be my topic at SourceCon in Atlanta in February 2013.
Brain Gain Recruiting
Recruiters and Sourcers get a bad name sometimes. They source candidates for technical reqs based on keywords that they see on resumes/profiles. Recruiters, even though they feel they can sell ANYTHING, will call the candidates without understanding what the candidate does. The candidates will get annoyed because they are listening to some weirdo who is trying to sell them something that they don’t need.
Understanding the technology and job functions within the requisition is key. This takes the discipline and drive to continuously learn. If you have this driving you, then there is no limit to what you can understand. And there will be no limit to the types of technologies that you can source/recruit for.
Technology isn’t keyword-based. To the average person it can seem that way, but to the engineers that live in this world, this is as natural to them as breathing. As staffing professionals, we have to understand and connect with these candidates on a real level.
In this presentation, we will talk about the pitfalls that occur when sourcing technical reqs. We’ll talk about mistakes that can be avoided when screening, and recognizing when the candidate is overstating their experience. We will talk about the ways that you can improve your technical understanding and how that knowledge can translate into finding the best candidates.
SourceCon Conference Chair Shally Steckerl will review our first day of sessions with the audience and get you pumped up for Day 2’s agenda!
Wind down the day with drinks and appetizers — a great opportunity to see what fellow attendees learned that day. Don’t miss out on this chance to engage your colleagues in discussions about the challenges facing our industry.
Sponsored by Dice
Friday, February 8, 2013 back to top
Conference Chair Shally Steckerl will recap yesterday’s sessions and highlight today’s discussions.
There are 3 concepts that are unique to sourcing high quality candidates that every sourcer and recruiter must understand. Differentiate: Jeff Weidner will discuss the strategies and tactics top companies like Ford, Whirlpool and UnitedHealth Group are using to differentiate themselves with candidates in the marketplace. Alignment: He will also review why it’s critical that there is alignment between the sourcing strategy and the messaging and tactics being used by the recruiting team. Format: In the final concept he will reveal how switching the format of your job descriptions can be the most powerful way to attract high quality candidates to your most difficult to fill positions. Jeff will pull back the curtain on these three concepts and show how they can incorporated into your overall sourcing strategy quickly, easily and inexpensively.
Global Director of Sourcing Science
KeneXa, an IBM Company
Join John Vlastelica, former recruiting director with Amazon and Expedia and Managing Director of Recruiting Toolbox, as he shares how you can build and use personas to improve the effectiveness and credibility of your sourcers. Personas have been used by marketers for many years, as a way to focus their messaging on their target market (think, “Soccer Mom”). In this session, we’ll discuss how you can build personas as a way to improve the cold-contact skills of your sourcers (many times, we only get one shot with leads!), improve their credibility with your target candidates (go way beyond reading job descriptions!), think beyond req-level sourcing to route talent to the right places in your organization (really understand who the consumers of various personas are across your org), and – overall – completely rethink how you describe your jobs so that you can skillfully show passive candidates how they’re a match for your opening. The key is to stop thinking ABOUT your target candidate, and start thinking LIKE your target candidate. This won’t be some theoretical presentation. We’ll share details on how to run a focus group within your organization to build personas, how to capture the key elements of a complete recruiting persona, and how to use these personas when sourcing. #willnotsuck
Recruiting Toolbox Inc.
Looking to build or build out your sourcing capability? Budget constrained? Confused as to where to start and in which direction to head?
Great sourcers don’t grow on trees but you can grow your own. Glen Cathey will walk you through his recent journey of building a team of 40 sourcers from scratch in 4 months. You’ll see his search strings, learn his hiring profile, interview process, training regimen, and performance expectations. In this interactive session, the pros and cons of hiring senior sourcers vs. junior sourcers will be discussed, and you will learn some surprising insights on what types of sourcers deliver the best results.
SVP Talent Acquisition Strategy and Innovation, NRC
Conference Chair Shally Steckerl will guide the audience through SourceCon 2013 – extracting the greatest takeaways, most memorable moments, and sharing learnings from sessions you may have missed. You won’t want to miss this wrap-up!