RECRUITCON 2019 - Nashville | The Nation’s Most Popular Talent Acquisition Event for Employers
RECRUITCON 2019 - Nashville | The Nation’s Most Popular Talent Acquisition Event for Employers
November 14-15, 2019 – Nashville, TN
*** LIMITED TIME OFFER: FREE $100 AMAZON GIFT CARD! ***
CONFERENCE SNAPSHOT: RecruitCon 2019 in Nashville is part of our biggest event, HR World. Come to RecruitCon Nashville for 2 days of jam-packed sessions lead by the leading recruiting minds in the industry.
RecruitCon 2019 - Nashville, will continue to help talent acquisition & management executives and leaders uncover new and emerging recruiting practices – while also offering access to new-tech, cutting-edge analytics, streamlining hiring as a process and delivering data as a foundation for decision making.
With most teams struggling with delays or lags in ‘time to fill’, leading to a cost uptick of as much as $22,000 (over an average period of 44 days), RecruitCon is architected to introduce new strategic interventions in optimizing timelines and candidate experiences. Last year's RecruitCon conference was a sell-out event, so be sure to register early for the recruiting event of the season and be on your way to landing (and retaining) those star candidates.
At RecruitCon 2019 in Nashville, you will discover how to:
- Structure effective veteran recruiting programs
- Create a team of employee advocates to strengthen your brand messaging
- Build a sourcing strategy from the group up using proven strategies from winning brands like Amazon—including tools and funnel metric models that really work
- Automate the time-consuming and mundane aspects of your job so you can maximize your efficiency and focus on innovation
- Leverage talent relationship management (TRM) systems to save you time and money while driving measurable improvements in talent acquisition
- Draft effective counter offers to secure top talent over the competition
- Integrate storytelling into your recruiting strategy for better results
- Isolate the most impactful data analytics to pinpoint hiring issues, optimize strategy and prove ROI
Pre-Conference Workshop | Wednesday, November 13, 2019
(Full day) Leader as Coach: Leadership Development Training
8:30 a.m. – 4:30 p.m. (lunch on your own from Noon – 1:00 p.m.)
This engaging, highly experiential course is designed for managers, leaders, and influencers who understand the necessity of superior coaching in today’s business ecosystem where leadership development has become everyone’s responsibility. The curriculum equips participants with immediately-usable skills they can use to cultivate collaborative talent development partnerships; engage in potent, performance-enhancing conversations; and create extraordinary engagement, alignment, productivity and innovation in their teams.
When you attend this action-packed workshop, you will:
Be introduced to a proven, very practical coaching model that can be effectively used throughout your teams and organization
Learn how to initiate and guide high-quality coaching conversations using Bluepoint’s Coaching Power Tools
Participate in real-life exercises that will allow you to hone your conversational coaching skills and receive direct feedback on your personal effectiveness
Understand how to apply the concepts of appreciation, constructive confrontation and accountability to your own leadership practices
Create your own professional development plan that will map out your leadership trajectory and set ambitious but achievable goals
Take away valuable course materials, tools, and a copy of Gregg Thompson’s popular book, The Master Coach
Employee Handbook Workshop: How to Draft and Revise Employment Policies and Procedures that Align with Current Federal Law
8:30 a.m. – 11:30 a.m.
Is your employee handbook up to date with the latest legal changes? Even if you think it is, you need to make sure your policies don’t unintentionally create a binding contract with employees—one that could jeopardize their “at will” status and open you up to devastating lawsuits. Plus, with the continuing expansion of employee-friendly state and local legislation—not to mention the ever-changing nature of the National Labor Relations Board’s reach—it’s vital to make sure you’re staying on top of it all. This half-day workshop will provide critical information on the latest legal changes to incorporate into your company’s employee handbook.
You’ll learn the practical implication of important new federal updates and best practices for designing, building, and customizing your own employee handbook. We’ll cover:
Important wording to include and what to steer clear of in light of new federal court, legislative, and regulatory developments and national employment trends
Suggested policy language to include for 2020 concerning hot topics such as:
Drug testing/use/zero-tolerance policies
Harassment prevention and antiretaliation, including compliant procedures for reporting
Reasonable accommodation requests due to Americans with Disabilities Act (ADA)-protected disabilities
Social media usage and confidentiality
Varied forms of paid and unpaid leave (e.g., paid sick and family and medical leave)
Parental/bonding leave (distinct from maternity/pregnancy leave)
Premium pay/use of time off during holiday periods
Treatment of accrued leave on termination (payout/forfeit/accrual cap)
Fragrances and allergens in the workplace
Discipline (to allow you, as the employer, the most flexibility)
Absenteeism/job abandonment/no-call, no-show
Employee travel/compensation for travel time
Inclement weather/business disruptions
Telecommuting, remote work, and flexible work arrangements
BYOD/mobile device privacy
Cybersecurity/data breach response
How to use your employee handbook as an effective tool in defending your organization against costly lawsuits
Best practices for distributing, storing, updating, and disposing of outdated versions of your employee handbook
Workplace Investigations: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking Action
8:30 a.m. – 11:30 a.m.
HR is legally required to thoroughly investigate every complaint of unlawful or potentially unlawful conduct that crosses your desk, even when it seems without merit. You want to investigate in a timely manner and limit your liability for keeping a guilty party on the payroll. If you act too quickly, though, you run the risk of cutting some key corners. The secret to conducting a successful inquiry is to get your complete investigation plan in place before the complaint ever hits your desk—because, as you well know, in HR, it’s never a question of if, but when. This preconference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations.
What to do first when an employee comes to you with a complaint or allegation
How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but …”
How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
Interviewing tips to help you get to the truth
Strategies for resolving those “he said, she said” situations
What you should and shouldn’t do before the investigation is concluded
When you should consider bringing in an outside investigator
What to do after the investigation is over to minimize your legal risks under federal laws
Wage and Hour Audits: Find and Fix Your Biggest—And Most Costly—Trouble Spots Before the Feds Do
1:00 p.m. – 4:00 p.m.
Where do we stand on overtime? The Department of Labor (DOL) is diving back into the job of modernizing and streamlining the overtime exemption rules. After a court invalidated Obama-era proposed regulatory changes in 2016, all eyes have been on the DOL to see whether it will follow through with establishing a new salary level that would align with modern-day job duties, wages, and salaries. Currently, there’s buzz that a new threshold of about $35,000 is on the likely horizon.
Now is the time to get up to speed on the steps to take to ensure that your exemption classifications will pass muster under the new rules. This includes reviewing job duties against job descriptions, as well as compensation paid, to determine whether currently classified exempt employees will still be exempt under the new rules. And that’s just the tip of the iceberg because the DOL’s Wage and Hour Division (WHD) recently jacked up the penalty for repeat or willful Fair Labor Standards Act (FLSA) minimum wage and overtime violations to $2,014 per violation. Since wage and hour compliance runs the gamut from overtime exemptions to travel pay, on-call time, and more, it’s important for employers to get up to speed on the latest regulatory and enforcement updates so they can minimize the risk of costly civil penalties.
During this intensive workshop, you’ll learn how to:
Analyze job descriptions and duties to tell if positions are really exempt from overtime under current and anticipated federal DOL regulations.
Reclassify jobs as nonexempt or exempt in a way that minimizes potential legal risks and maximizes savings.
Calculate travel, waiting time, and on-call pay to ensure full FLSA compliance.
Establish and enforce legally compliant wage and hour policies.
Avoid WHD enforcement actions, which could result in financially devastating civil penalties.
And much more!
Sourcing and Interviewing Do’s and Don’ts: Tactics to Identify Ideal Candidates While Avoiding Legal Pitfalls
1:00 p.m. – 4:00 p.m.
Facebook provides a tool that allows companies to filter out certain demographics when advertising open jobs. For instance, The New York Times reported that Verizon, when recruiting for financial planning and analysis positions, recently ran a promotion targeting Facebook feeds for users between the ages of 25 and 36 who lived within a specified region. The Times reported that hundreds of millions of Facebook users, many of whom are likely over the age of 40, weren’t aware the ad existed because it hadn’t been delivered to them. The article noted, too, that companies like UPS, Target, and State Farm all have targeted their recruitment ads as part of a comprehensive recruitment strategy to cast a net across all ages. But do such practices run afoul of the Age Discrimination in Employment Act (ADEA)? Your company could be at considerable risk for high-priced jury verdicts and settlements in the event you’re sued for these or other allegedly discriminatory sourcing practices. And that’s just the tip of the iceberg because there are a host of legal issues that could arise once you call in a candidate to interview. You must make sure you are asking the right questions to ensure that you are abiding by applicable legal requirements and that every candidate is given a fair and equal opportunity while also steering clear of questioning that oversteps and violates job candidates’ rights under the ADEA, the ADA, and other federal laws concerning equal pay and more. During this intensive workshop, you’ll learn:
Legal ways to source and interview job candidates
What questions you can and cannot ask
Which of your current sourcing practices may be exposing your company to legal risks
The do’s and don’ts of sourcing and interviewing through role-playing exercises and mock interviews designed to highlight legal pitfalls to avoid
Day 1 Main Conference | Thursday, November 14, 2019
Registration & Breakfast
7:00 a.m. – 7:55 a.m.
7:55 a.m. – 8:00 a.m.
Opening Keynote (To Be Announced Soon!)
8:00 a.m. – 9:00 a.m.
9:05 a.m. – 10:25 a.m.
#1. Boolean Recruiting: Operators for Active Sourcing Success
9:05 a.m. – 9:25 a.m.
Proximity, parentheses, an asterisk, a plus, a minus—and don’t forget “and” and “or.” And, what’s the deal with those quotation marks? This Recruiting Hack will give you the rundown on how to use Boolean searching techniques to engage in proactive sourcing to identify highly- qualified, active candidates.
#2. Google for Jobs: How to Win at its ‘Candidate First’ Game and Optimize Job Postings for Search
9:30 a.m. – 9:45 a.m.
It’s estimated that 30 percent of Google searches are job-related, which means there are approximately 300 million job searches taking place on Google every month. It’s important for recruiters to have the marketing savvy to ensure their job postings are optimized for prime viewing. This Recruiting Hack will reveal the tricks of the trade for making sure this search feature aggregates your job board and career site listings for prominent display on Google.
#3. Top Low-to-No Cost Tools for Building Your Own CRM
9:50 a.m. – 10:05 a.m.
Repetitive tasks, such as sending follow-up emails to candidates, can—and should—in many cases be automated. And, by developing your own CRM (candidate relationship management system) using free technology-based tools, you can shave off previous time, save money, and reap better results. This Recruiting Hack will teach you how to get started with using Google products and App Script, along with some other low-to-no cost APIs to make your day-to-day recruiting life better.
#4. Interviewing for Emotional Intelligence
10:10 a.m. – 10:25 a.m.
Emotional intelligence (EI) is extremely important because it can demonstrate a candidate’s ability to thoughtfully respond to business challenges and to communicate in a manner that keeps their emotions in check when dealing with coworkers, supervisors, clients and customers. Moreover, incorporating EI into your recruiting process can help avoid a costly "bad hire" situation where an employee turns out to be unsuitable for a job, supervisor, and/or tea.m. This Recruiting Hack will teach you fundamentals for gaining more valuable EI-related insights while interviewing candidates.
Networking, Refreshments & Exhibit Break
10:25 a.m. – 10:45 a.m.
Employer Branding on a Budget: Crafting an Impactful Campaign to Boost Recruitment Without Breaking the Bank
10:45 a.m. – 12:00 p.m.
Hear from a seasoned employer brand and marketing expert on how to formulate and launch an employer branding campaign that your competitors will envy—all without adding budget or staff to do it!
Networking Lunch (Provided) & Exhibits
12:00 p.m. – 1:00 p.m.
Overcoming Talent Shortages: 5 Places to Invest Resources for Optimal Results
1:00 p.m. – 2:15 p.m.
Times have changed in the job searching world. Ten years ago, candidates were lucky to land a job and companies could be picky in who they hire. By 2014, the scale began to tip in the opposite direction. With more Boomers retiring, Millennials “job hopping,” and an 18-year unemployment rate low (4%), your talent acquisition group needs to take advantage of every opportunity to reach candidates since your company’s job opening demands may outpace your candidate supply. How can you, as a talent acquisition and recruiting leader possibly keep up with the influx of openings and employees’ lack of loyalty to their current companies? During this session, you’ll learn:
The obstacles that could be getting in your search for qualified candidates—and the tools and technology that can help you overcome talent shortages
10 tips for increasing the top of your candidate funnel
How creating a candidate experience affects your ability to hire the best talent
Best practices for keeping your team on track and unified throughout the entire hiring process
Networking, Refreshments & Exhibit Break
2:15 p.m. – 2:30 p.m.
Getting Candidate Experience Right: Find and Fix Mistakes That Could Be Sabotaging Your Recruiting Efforts
2:30 p.m. – 3:45 p.m.
In today’s flourishing economy, jobseekers have the upper hand in many ways—and businesses need to adapt their approach to recruiting so that they can make the process as easy and impactful as possible. To succeed at recruiting, it’s important to pay close attention to how candidates perceive your organization and what their experience is throughout the process. By the end of this session, you’ll have a road map for evaluating how your company’s current recruiting practices are helping or hurting your goal of attracting talent that’s not only right for a given job but is right for your business’s culture, mission, and values. This session will cover:
How to evaluate the strength of your organization’s external-facing persona: What do you want to communicate—and how—to social media users, website visitors, etc.? And, what does your current persona really say about your company’s value proposition, your culture, and your brand?
How candidate personas can effectively be used to attract talent that aligns with your company’s present and future needs
The latest—and greatest—ways to create a candidate attraction strategy that’s engaging, easy to use, and stands out to candidates
How to walk through each step of your hiring process—from the application process to the offer or the rejection—to identify deficits that could be tanking your underlying recruiting strategy
Examples of well-structured candidate journeys and the biggest mistakes to avoid when designing or revising your candidate attraction strategy
How to bring your brand and strategy to life in all touchpoints of the candidate journey and ideas on how to break the mold and be innovative with candidate experiences
Effective ways to coach your hiring managers and interviewers through their role in the candidate journey
How to effectively use communication, coaching, and feedback loops to sustain solid connections with candidates
Recruiting and Empowering Women: A Panel Discussion with The Nation’s Top Female Recruiters
4:00 p.m. – 5:00 p.m.
In 2017, 32 percent of chief executives on Fortune’s 500 list were women. In 2018, this percentage fell significantly to just 24 percent—a 25 percent drop overall. This decline is attributed to women in top positions retiring or changing companies—with fewer women in the pipeline to take their place.
This panel, assembled of powerful and successful women in the recruiting industry, will discuss how talent acquisition and recruiting professionals can help reverse this declining trend. They’ll cover topics such as:
The decline of women in management positions, why it happens and how to overcome it
The “glass cliff” phenomenon
Retention levels of women in the workforce
Company characteristics that women value the most
How to boost your own career as a woman in recruiting
5:00 p.m. – 6:00 p.m.
Day 2 Main Conference | Friday, November 15, 2019
7:00 a.m. – 8:00 a.m.
Breakfast & Learn
7:30 a.m. – 7:45 a.m.
Opening Keynote (To Be Announced Soon!)
8:00 a.m. – 9:00 a.m.
Job Auditions: A Cutting-Edge Tactic for Assessing Talent to Ensure the Perfect Fit
9:15 a.m. – 10:30 a.m.
In the world of performance, actors, singers, dancers, and other stars of stage and screen need to nail their auditions to get their roles. So, why in our workplaces do we rely on an archaic interviewing process that doesn’t necessarily reveal the truth about whether a candidate’s behaviors and attributes align with business needs? Fortunately, blind and in-person talent auditions are a hot and growing trend. This session is designed to teach you how to design a job audition for a specific role you’ve come ready to work with. We’ll walk you through how to design the talent audition to measure candidates’ traits and skills against the job you’re sourcing to fill. Plus, we’ll cover:
Tips on how to structure your job auditions, including logistical considerations such as time, place, duration, and substance
Insights into when to use a blind vs. an in-person job audition, and the legal considerations to keep in mind for both
Networking, Refreshment & Exhibit Break
10:30 a.m. – 10:45 a.m.
Sourcing Metrics: Effectively Measure Conversion Rates and Optimize KPIs to Track Your Success
10:45 a.m. – 11:45 a.m.
How wide of a net should you cast when source candidates? And, how can you be sure that the ways in which you source are yielding favorable results—that is, connecting you with the right types of candidates for your organization’s talent pipeline both now and in the future? This session will outline what to measure and track and why. You’ll learn:
Why candidate pipeline speed is an important sourcing KPI metric to track
Indicators that provide information about your pipeline quality
How the interview-to-offer conversion rate factors into sourcing metrics
Networking Lunch (Provided) & Exhibits
11:45 p.m. – 12:45 p.m.
Lights…Camera…Film that Recruiting Video!
12:45 p.m. – 1:45 p.m.
This hands-on session will show you how to use video to communicate a powerful message that attracts attention and buy-in from qualified candidates. You’ll learn the tricks of storyboarding, scripting, shooting, and editing video job ads that really work!
Networking, Refreshment & Exhibit Break
1:45 p.m. – 2:00 p.m.
Closing Keynote (To Be Announced Soon!)
2:00 p.m. – 3:00 p.m.
Wrap-up Announcements & Conference adjourns 3:00 p.m.
*Agenda subject to change.
Recruiting Leaders Academy
Chris Comrie manages Recruiting Leaders, the fastest growing high quality community of recruiters on Facebook. He uses his experience to mentor and consult recruiters on how to scale and automate their business and reach so they can earn more revenue while freeing up time. His writing and videos on how to leverage the power of community in a saturated recruiting market gets over 50,000 impressions per month. He is a LinkedIn and Facebook Influencer and enjoys giving back by teaching webinars and speaking at conferences about the power of community and how others can scale their audience too.
Kristin Dudley is an award-winning Workplace Documentarian & Employment Brand Strategist. Her day-in-the-life documentaries of real jobs provide workplace transparency while attracting the most qualified candidates to apply. Through Co-Create LLC, she is taking candidate experience a step further. Passionate about building healthy teams and organizations, Co-Create facilitates collaborative content-generating exercises with employees to produce personalized solutions for the candidate experience while uncovering the authentic voice of the employment brand at hand.
Ms. Dudley formerly served as Senior Manager of Talent Brand & Attraction for Comcast NBCUniversal after many years as Manager of Comcast’s Emmy Award-Winning User Experience & Product Design team. Within her role leading Talent Brand & Attraction, she launched the social talent attraction strategy for the company and produced dozens of stories and pieces of content to support its growth. Driven by her mission to “help everyone love where they work,” she has spent the last five years applying design-thinking to address all touch points of the candidate journey.
Ms. Dudley holds an MS in Organizational Dynamics from the University of Pennsylvania and a BS in Fashion Design from Drexel University. She was recently named “Disruptor of the Year” by the DisruptHR NYC community.
Head of Customer Success
Karen Eisengruber is the Head of Customer Success for Fairygodboss, a start-up company committed to improving the workplace for women through transparency.
In her role, Ms. Eisengruber spends the majority of her time innovating ways to improve the Fairygodboss offering while providing invaluable insight on how companies’ can advance gender diversity in the workplace and empower their employees to do the same.
Prior to joining Fairygodboss, she spent the past six years in a talent acquisition capacity leading and growing teams, creating new and innovative processes, and understanding what excites job seekers at some of the top performing companies in their industries including Accenture and GEODIS.
The Talent Cast
James Ellis is an employer brand and recruitment marketing strategist working in Chicago. He coded his first webpage by hand nearly 20 years ago and since then has brought social media marketing to non-profits, content management systems to state governments and content strategy to Fortune 1000 Companies. At his core, he is a digital marketing strategist, helping people and businesses define their audience and message. For the last four years, he has used that thinking to help companies of all shapes and sizes hire and retain talent.
Chris W. Fitzpatrick, PHR, SHRM-CP
Talent Acquisition Manager
“No matter what business you are in, you are in a business of people and a business of relationships,” is the mantra of Chris Fitzpatrick, PHR, SHRM-CP, “and whatever your job title, we are all responsible in some way for the complete satisfaction of our customers.” This philosophy has been formed though his 12+ years with Enterprise Holdings, which operates the Enterprise, National, and Alamo Car Rental brands. More than 11 of those 12 years have been spent in Talent Acquisition, during which time he has developed ironclad relationships with a number of College and University career centers, as well as working with academic departments, athletic programs, clubs and organizations, fraternities and sororities, EOF and EOP programs, alumni associations, student support services working with veterans and students with disabilities, LGBTQA, etc. In addition to his work in Talent Acquisition, he is very passionate about workplace diversity, being named to Enterprise’s corporate Diversity & Inclusion Team from 2015-2017.
Mr. Fitzpatrick has written and delivered presentations and seminars to thousands of college students on topics ranging from “The 4 Types of Communication Skills,” “Turning Pro -from College to Career,” “Navigating the College Career Fair,” and “LinkedIntern – Social Media and Your Job Search.” A 2004 graduate of Montclair State University in Upper Montclair, NJ, he currently serves as the President of the Feliciano School of Business Young Professionals Board and is a member of the Career Center Advisory Board at the New Jersey Institute of Technology. Within the next couple of years, he hopes to have his first book published which offers job search and professional advice to job seekers and college students, while also detailing the hilarious horror stories of interviews gone awry.
Pamela J. Green, MBA, SPHR, ACC
President & CEO
The HR Coaching and Career institute, Inc.
Pamela J Green, is a business executive, leadership consultant, executive coach, keynote speaker, and published author with more than 30 years of business leadership experience. As the former VP/Chief Membership Officer for the Society for Human Resource Management (SHRM) she was responsible for membership revenue and strategies to engage and retain more than 260k business professionals and now she is leveraging that robust experience to support the success of leaders and executives.
Since launching her consultancy in 2012, and now as President and CEO of The HR Coaching and Career Institute, she has been serving as a leadership consultant to global corporations, small businesses, and non-profit organizations and their teams developing strategies that lead to greater collaboration and productivity through training and conflict coaching. Clients, who include Walmart, Pepsico, WilmerHale, The Ohio State University, AARP, ICMEC, and the American Society of Association Executives, call her to help them achieve breakthrough performance with their HR strategies, leadership initiatives, and professional careers.
She is excited about the release of her current book, Think Like a Brand!
Keynote Speaker – John Hall
Influence & Co.
John Hall is the author of Top of Mind, a best-selling book published by McGraw Hill and the co-founder of Influence & Co., the largest creator and distributor of expert content to major media. Inc. has called Mr. Hall “one of the most powerful people in media who you’ve never met” and dubbed him a “must-see keynote speaker.”
Mr. Hall and his company have been recognized extensively for his contributions. He was the recipient of the EY Entrepreneur of the Year Award for Best Emerging Company in 2016 and was recognized as one of the Business Journal’s Top 100 Visionaries. Influence & Co. Ho also was ranked No. 239 on the Inc. 500 and No. 72 on Forbes’ list of the Most Promising Companies in America in 2014. Influence & Co. was also recognized at the United Nations for being Empact’s Best Marketing and Advertising Company of 2014.
Mr. Hall is consistently recognized as a top influencer, leader, and speaker. He writes weekly columns for Forbes and Inc. and has contributed to more than 50 online publications, including Harvard Business Review, Entrepreneur, Fast Company, and Mashable.
Gail Houston brings over 20 years of recruiting experience working for companies like Intuit and EDS and has been a conference speaker at TalentNet, Sourcecon and Recruiting Trends. In addition, she is the Director of Education for the Dallas Fort Worth Recruiters Network where she is one of the original founders. She also is the co-lead for the Stonebriar Career Transition Network where she has trained over 18k applicants on how to find their next career. She has a degree from Texas A&M in Psychology and Marketing.
David L. Johnson
Butler Snow, LLP
David Johnson is a member of the Firm’s Labor and Employment Group, Appellate and Written Advocacy Group, and Intellectual Property Group and works from the firm’s Nashville office. He focuses his practice on business litigation, employment litigation, non-compete and trade secret matters, appellate issues, and intellectual property litigation.
Mr. Johnson is AV-rated by Martindale-Hubbell, and his work in labor and employment has been recognized by The Best Lawyers in America® and Mid-South Super Lawyers®. He serves as Editor-in-Chief of BNA’s Employment at Will state-by-state survey treatise and is the Tennessee chapter author for BNA’s Covenants Not to Compete, Trade Secrets, and Employee Duty of Loyalty state-by-state survey treatises.
He obtained his J.D. from Vanderbilt University and is admitted to the Tennessee State Bar, the U.S. District Courts for all districts of Tennessee, the U.S. Courts of Appeals for the Sixth, Eighth and Federal Circuits and the U.S. Supreme Court.
Keynote Speaker – Bob Kelleher
President and Founder
The Employee Engagement Group
Bob Kelleher is a best-selling author and consultant and travels the globe sharing his insights on employee engagement, leadership, and workforce trends. He is the author of the best-selling books Louder Than Words: 10 Practical Employee Engagement Steps That Drive Results; Creativeship, A Novel for Evolving Leaders; Employee Engagement for Dummies, and the recently released I-Engage, Your Personal Engagement Roadmap.
Mr. Kelleher can be seen or heard on national media (most recently on CNBC, CBS, NBC News, Business Week, Forbes, and Fortune), and is a frequent guest writer and contributing editor on many national publications.
Mr. Kelleher has also presented to the leadership teams of many of the world’s top companies including Lockheed Martin, Cannon, Ceridian, Dana Farber, Cumberland Farms, Gulf, TJX, The Cheesecake Factory, Prudential, Abbott Labs, Fidelity, Dale Carnegie, amongst many others.
Mr. Kelleher is also the founder and president of The Employee Engagement Group, a global survey, products, and consulting firm working with leadership teams to enhance their leadership and employee engagement effectiveness.
Before becoming a speaker, author and entrepreneur, Mr. Kelleher was the Chief Human Capital Officer for AECOM, a Fortune 500 global professional services firm, with 45,000 employees located in 450 offices throughout the world, and CHRO and COO for ENSR, a 3,000-employee global consulting firm, and now a subsidiary of AECOM. During his years at AECOM and ENSR, both designed and spearheaded award winning engagement and leadership initiatives.
VP Product Marketing
Rob Long, VP of Product Marketing at Workable, is responsible for Product Strategy, the most popular recruiting software for mid-size companies globally with over 6,000 customers in 80+ countries. With a background in recruiting himself, Mr. Long joined Workable in its infancy and held senior roles in Sales and Marketing before taking responsibility for product strategy.
Leslie Mason is an Executive Recruiter and part of the award-winning recruiting team at Intuit. She started as a member of the Candidate Generation team where social networking plays a large part and her focus now is on recruiting top talent for Intuit’s Executive Talent Community globally. Ms. Mason has been successful in both agency and corporate environments wearing multiple hats of project manager, sourcer, recruiter and account manager.
She is a social media enthusiast, an avid LinkedIn networker, long-time blogger and an active member of several local recruiting organizations. She has been interviewed and contributed as guest blogger multiple times as a recruiting thought leader. She is a public speaker for Crossroads Career Transition workshops, a presenter for TheRecruiting Conference and TalentNetLive as well as co-hosted webinars and been featured on a live video chat on Social Media and Recruiting.
Founder & CEO
Mack Munro is Founder and CEO of Boss Builders and is an experienced speaker, consultant, and coach who has worked with executive and management teams in companies of all types, sizes, and industries. He is also the author of How to Be a Great Boss.
He holds a Master of Arts degree in Organizational Leadership from Chapman University and a Bachelor of Science degree in Health Care Management from Southern Illinois University. He is a qualified facilitator of the Myers-Briggs Type Indicator® and has also written and developed a number of personality and behavioral assessments and online tools.
His background is primarily in Healthcare, Manufacturing, Consulting, Information Technology, Entrepreneurship, Leadership & Management, and Marketing. His typical clients come from these areas.
Prior to starting his company, Mr. Munro created training and professional development programs at U.T. Medical Group, Inc. in Memphis, TN, Holy Cross Hospital in Silver Spring, MD, and Contract Services Association of America in Arlington, VA. He has been an adjunct Professor of Business and Management at Vincennes University in Bremerton, WA and Crichton College in Memphis, TN. He a retired United States Navy dental technician who served tours in Australia, Guam, Long Beach, California, and Bremerton, Washington.
Mr. Munro’s clients include Pratt & Whitney, UTC Research, Qualifacts, Premier Medical Group, Munters Corporation, COCC, CU Direct, numerous Federal agencies, and all 4 branches of the United States Military.
In addition to his latest book on management development, he is also the author of: How to Win at Performance Management and 11 other business books. He has been featured as a career expert on radio, television, and printed and electronic media, including a monthly column in Men’s Fitness magazine.
Kara E. Shea
Practice Group Leader, Labor & Employment Group
Butler Snow, LLP
Kara Shea serves as the Firm’s Labor and Employment Practice Group Leader and focuses her work on employment counseling, employment litigation. She has extensive trial and appellate experience and regularly counsels clients in financial services, healthcare and home health industries on employment law compliance. She has conducted dozens of workplace investigations for public and private employers and drafts and assists in the enforcement of non-compete agreements.
Her work has been recognized by Chambers USA, The Best Lawyers in America® and Mid-South Super Lawyers®. She has been named “Best of the Bar” by Nashville Business Journal and “Nashville’s Top 101 Lawyers” by Nashville Post Magazine.
Ms. Shea obtained her J.D. from Vanderbilt University and is admitted to the State Bar of Tennessee, the U.S. Court of Appeals Sixth, Seventh, Tenth and Eleventh Circuits and the U.S. Supreme Court.
Marlin Smith, SHRM-SCP, SPHR
Mandrake HR Consulting, LLC
Marlin D. Smith is a dynamic HR professional who is passionate about helping employees and companies find common ground for success. As a founder of Mandrake HR Consulting, LLC, he has a solid background for leadership, safety, and employee culture deriving from over 15 years in human resources leadership. He believes that the key to a successful employer/employee relationship is commitment; on the part of the employer to provide the best environment for the employee to thrive, and on the part of the employee to bring the whole of their skills to the table to fulfill their given roles. He belives that when both parties bring their best, anything can happen!
Chief Client Officer
Lindsay Stanton is Chief Client Officer for Digi-Me, a Video Technology Company for talent acquisition that helps organizations add new dimension to their job and employment brand messaging. In her time with the company, Ms. Stanton has facilitated relationships with many partners, including the largest recruitment advertising agencies, global recruitment process outsourcers, and staffing firms. These partnerships magnify the organization’s reach into the Global Fortune 1000, providing an effective and innovative solution to the largest global employers, including KellyOCG, TrueBlue, Aureon Staffing, Advanced RPO, USG Corporation, Prudential, and LG Electronics. A subject matter expert on the use of video technology as a recruitment tool, Ms. Stanton works closely with industry leaders, creating new and better ways to connect jobs and jobseekers.
Cofounder, Head of Marketplace
Paul Slezak is a cofounder of RecruitLoop – a global marketplace of expert sourcers and recruiters available on-demand.
With nearly 25 years in the recruitment industry and having worked for both an international publicly listed group as well as a global niche recruitment business, Mr. Slezak has been a hands-on recruiter, manager, trainer, coach, mentor, and regular speaker for the industry across Australia, the USA, Asia, and Europe.
He has seen international success in the highly competitive recruitment industry by applying his professionalism, drive and creativity to develop and deliver solutions that exceed business expectations, and push the boundaries to create innovative solutions.
He is also an avid writer and blogger. One day he would still really like to host his own talk show! He holds Bachelor of Economics from the University of Sydney and a Masters of Arts from Macquarie University.
Founder, Training Expert
Transform Talent Acquisition
Mark Tortorici is an expert technical sourcer and recruiter. Since 1997, he has trained thousands of staffing professionals including those at Google, Apple, Facebook, Disney, Pinterest, Twitter, Nvidia, eBay, Yahoo, AppNexus and many other companies. He has worked in both corporate and agency roles and has also managed staffing teams with great success.
Mr. Tortorici is the Founder and Training Expert at Transform Talent Acquisition. Although he trains in every aspect of the staffing process, he is known for his sourcing methods, ability to turn technical reqs into sourcing strategies, and an easy to understand teaching style. He is also a big believer in research, learning, and technology when it comes to sourcing and recruiting. He currently resides in California with his family and also plays a veriety of instruments and sings in two bands.
Skill Scout, Inc.
Workplace storyteller, #HRAgainstLame movement builder, and design researcher, Elena Valentine spends her days leading the team at Skill Scout to bring jobs to life on video. Every workplace has a story to tell about the team, skills, environment, and output. She is passionate about bringing company and candidates’ stories to life as a way to make meaningful hiring connections. She believes that empathy is the foundation for change. And, that clear communication and storytelling is key to making that change stick. Ms. Valentine helps tell those stories to attract the right candidates for the job, and showcase candidates’ skills. As CEO, she wears many hats, but really geeks out on: new media (360, VR, POV videos, silent storytelling), partnerships, and building Skill Scout’s diverse workforce.
Angie Verros is the founder of Vaia Talent. A passionate, strategic and innovative talent acquisition leader, she has a unique combination of successful recruiting leadership coupled with talent brand and operations experience. She has an impeccable work ethic and proven track record of success in identifying, recruiting and hiring outstanding talent. With experience in fast-paced entrepreneurial and start-up environments, she excels at designing and implementing recruiting programs to build social and brand awareness.
In her 13-plus year career in the recruiting space, she has been responsible for managing and executing overall company talent acquisition strategy to meet firms’ high growth people needs, improve policies, procedures and tools for effective and seamless candidate sourcing. She has also led employment branding and social recruiting efforts to create candidate awareness and engagement.
Chief Marketing Officer
As Chief Marketing Officer at iCIMS, Susan Vitale is ultimately responsible for shaping and sharing the iCIMS story across various audiences, including prospective and existing customers, the media, industry thought leaders, employees and candidates. She is also responsible for iCIMS’ brand strategy across public relations, events, advertising, product marketing and content marketing.
After graduating from Lehigh University in 2005, Ms. Vitale began her career as a marketing coordinator at iCIMS. She quickly grew alongside the company, becoming the director of marketing, and by the age of 30 was promoted to chief marketing officer.
Ms. Vitale takes pride in converging the worlds of recruitment and marketing, and incorporating this passion into the company’s own recruitment marketing strategy. Given iCIMS’ role in talent acquisition, she has a deep understanding of how to effectively manage recruitment advertising investments, social recruiting strategies, candidate relationship management (CRM) and recruitment events. As a member of several online mentoring communities, she provides career advice and insight on finding the right career fit for young professionals. She also serves on the board of advisors at Switch, a job matching technology, and Oodi, a marketing services marketplace, and is a member of the board at NY/NJ Baykeeper Association.
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