Social Recruiting - The GAME has changed, so what needs to change in your business?

The constant evolution of technology and the internet has a direct impact on how recruiting is done in your organization. It impacts changes in the systems, processes and strategies you use to recruit the best talent for needed to achieve your desired business performance goals. It also raises many new compliance, tools and process questions that can have a direct impact on budgets, change management and strategy decisions you make in order to move your recruiting practices into the future.

And then there are employment communications, branding and recruiter skills training considerations on the effective use of social sourcing and job distribution tools, messaging etiquette and compliance do’s and don’ts. All of this points to a definite need to have a formal and well thought out social recruiting strategy with input from marketing communications, legal and HR operations. Without a strategy in place, you leave your organization open to a variety of risks that could significantly impact your employment brand and recruiting effectiveness. Just remember… what is said or done online, can go viral and stay online….forever!

This session is for anyone seeking to optimize their current social recruiting practices OR anyone seeking to implement them for the first time. Carl Kutsmode, Managing Partner with talentRISE, will facilitate an interactive, panel discussion with practitioners and experts to provide answers to important questions needed to make informed decisions related to the impact social recruiting will have on the following in your business:

• Recruiting technology workflows
• Technology Integration considerations
• Passive vs Active Candidate Sourcing Processes & Strategies
• Legal Compliance Considerations

Panelists:

• Randy Goldberg, VP of Recruiting – Hyatt Corporation (Using Social Media for College vs experienced hire branding in a B2C business)

• Travis Kessel, VP of Recruiting – Edelman Worldwide ( Using Social media and meetup groups to recruit talent for creative vs traditional roles)

• Charles Bretz – AON/Hewitt – US Sourcing Manager for BMO Harris client ( implemented comprehensive social sourcing programs, tools and strategies f- lessons learned)

• John Kuenstler, Law Partner – Barnes & Thornberg Law Firm (Social Media Compliance)

Talent Acquisition / Recruiting Leaders, Risk/Compliance Officers, Corporate Recruiters and HR Professionals with recruiting responsibilities, HR Operations/Technology professionals

Key learning objectives will focus on key considerations, best practices and lessons learned related to the impact social recruiting will have on the following areas of your business: - Recruiting technology workflows - Technology Integration considerations - Passive vs Active Candidate Sourcing Processes & Strategies - Legal Compliance Considerations

The essential guide to developing a social recruiting strategy - Click here

		Carl Kutsmode talentRISE LLC View Profile