s all sessions will be held in bellagio ballroom 5&6

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Conference-At-A-Glance All sessions will be held in Bellagio Ballroom 5&6SHRM

TALENTSYMP SIUM OCTOBER 21, 2016LAS VEGAS, NV

Presented in partnership with:

Top Recruiting Myths & Trends for 2017: A Panel of Experts Provides Its Insights

Executive Summary

© 2016 SHRM. All rights reserved. Created for SHRM by BullsEye Resources, www.bullseyeresources.com. 2


MoDeRaToR: Tony lee, Vice President, Editorial, SHRM

paneliSTS:Thomas M. Darrow, SHRM-SCP, Founder and Principal, Talent Connections, LLC; CEO, Career Spa; and Chair, SHRM Foundation

Danielle Monaghan, Director of Talent Acquisition – Consumer, Amazon

Debra Solt, Director, Workforce Training & Economic Development, PBS

Cindy Songne, Area Vice President, Hodes

Recruiting Myths & Trends for 2017: a panel of experts provides its insights

OverviewAdopting smart talent acquisition strategies is key to the successful growth of most companies. In adopting smart strategies, HR teams must reexamine the interview process, employee referrals, and total compensation.

Emerging technologies are a promising way to leverage predictive analytics, cultivate talent networks, and build strong company brands. HR teams are advised to look inside their organizations to determine whether they need to hire more recruiters and look outside to forge relationships with higher education institutions.

ContextThese four panelists discussed 10 recruiting trends and how their organizations have implemented strategies for success.

Key TakeawaysTrend #1: no need for candidate interviews.

New technologies will give organizations so much information about each candidate that interviews in their current form won’t be necessary. About a year ago, Amazon decided to experiment with assessments as a means of hiring new computer science graduates. The goal was to give candidates a great experience, make offers in weeks rather than months, and give the company an edge over competitors.

The data indicated that there was no difference between those people hired after going through online assessments and those hired after traditional interviews. Technology can remove hiring manager bias. Unfortunately, current systems and processes are designed to screen many great people out. Although assessments may not be appropriate for all roles, they could work for many.

Trend #2: Maximize employee referrals.

Referrals are still the primary source of new hires. Most incentive payments, however, are small. Some companies are trying to turn every employee into a recruiter. Tom Darrow offered four recommendations for maximizing employee referrals:

1. Teach employees how to be recruiters. Train employees about what types of candidates the company is looking for, where to look, and how to have a dialogue with them.

“I’m excited about technologies that will give all candidates the opportunity to get a job offer.”DanIelle Monaghan


“one of the things I always say is, ‘If you measure it and track it, then you’re going to do it.”Debra Solt

2. Remember: incentives are important. Make it worthwhile for employees to refer individuals.

3. Celebrate when referrals are hired. One company developed a special logo and put it on a piece of clothing for employees who made successful referrals. This became a status symbol within the organization.

4. Send information about the referral program to employees’ homes. Spouses may get involved in recruiting.

Trend #3: learn and embrace predictive analytics.

The role of HR metrics has grown dramatically. While HR teams may not need to hire a full-time data analyst, the organization or vendors should have the ability to measure recruiting effectiveness.

Research has shown that companies that use HR metrics outperform their peers because they engage in more strategic hiring. Debra Solt noted that HR analytics should tie with the company’s mission and the analytics that are used must be examined on a regular basis. Key metrics include where the organization gets its talent, salary trends, and where turnover is coming from. Analytics don’t have to be daunting. Vendors can create user-friendly dashboards so HR can examine key metrics regularly.

Trend #4: Build strong talent networks.

HR teams must learn to develop relationships with potential new hires long before relevant job openings are posted. One approach is to create “communities of engagement” where candidates can learn about companies.

Social media and company career websites are effective tools for creating communities of engagement. Cindy Songne outlined three critical characteristics of talent networks:

1. Leverage two-way communication. Sending emails to people about open positions is not a talent network. Two-way communication is essential to build relationships.

2. Share compelling content. Don’t just send job information. Send videos and discuss what is going on at the company. The key is to send information that will make candidates want to work for your organization, today or in the future.

3. Remember that talent networks are a long-term relationship-building tool. These aren’t quick fixes or a silver bullet for solving immediate hiring challenges. Debra Solt recommended engaging with people in the K-12 and college systems to build a pipeline of candidates for future hiring needs.

“Your career website is your ‘house.’ When you invite people to your house, why not interact with them? It’s a perfect opportunity to have a conversation”CInDY Songne


Trend #5: Strong company branding is critical.

If you don’t tell your story, others will do it for you. Managing your brand and highlighting what makes you special across social media and elsewhere is a basic requirement. Millennials value transparency and authenticity. Amazon has found that many employees talk transparently on social media about things they are doing at work. It is a trend that HR has to get ahead of. Amazon’s recruiters have been trained on social media and branding. The company creates videos of current employees talking about why they love working at the company. It is inexpensive and the videos don’t have to be production perfect. In fact, the lack of polish adds to their authenticity.

Trend #6: Forge a relationship with relevant colleges and high schools.

Many organizations are working with high schools and higher education institutions to co-create curricula in return for gaining the first shot at new graduates as they complete their studies.

The pace of change and innovation is so fast that it is outpacing companies’ ability to train. Organizations must identify the competencies needed in the future and ask schools to train students in these areas. The panelists offered several examples:

• Vogtle Power Plant. When construction started on this project 10 years ago, the companies involved co-created a curriculum with local schools that addressed the skills they would need.

• University of Waterloo in Canada. Around 10 years ago, the university went to Google and Blackberry and asked what skills they had the hardest time filling. The companies provided adjunct professors and the university offered courses focused on key competencies. The program has graduated 600,000 students who are now working for participating companies. Over 2,000 companies collaborate with the university.

• Amazon’s Recruiter Academy. Amazon brings in cohorts of individuals from non-traditional backgrounds and puts them through a five-month curriculum focused on recruiting. The goal is to hire for attitude and train for skills.

Trend #7: Consider hiring more part-time and freelance contributors.

When full-time talent is too difficult to find or too costly to hire, some organizations fill open positions with multiple employees who have embraced the “gig economy.” Freelancers are a great option when companies don’t need a full-time employee or only need help for a specified period of time. In some cases, controversy arises when freelancers linger in organizations.


“Companies see talent acquisition and hr as either a cost or an investment. organizations try to reduce costs and optimize investments. We need to go to management with the message that talent acquisition is an investment.”thoMaS M. DarroW

Trend #8: pay at least as much as your competitors for talent.

Make sure that your total compensation package is competitive. If one or more aspects are lagging, work with senior management to improve them. Companies need to get creative about benefits. Examples include paying for employee parking in urban areas, offering unlimited paid time off, and allowing employees to telecommute. A recent SHRM survey revealed that 78% of companies found telecommuting made for a better, more engaged workforce. It is important to find out what benefits candidates are looking for, which can be done through talent communities.

Trend #9: Hire more recruiters.

Talent acquisition isn’t a cost center to be squeezed during every budget review. Hiring is an investment in the future. Companies that adopt this belief will attract the best and brightest candidates.

Companies often see talent acquisition as a cost, and organizations try to reduce costs. HR must go to management with the message that talent acquisition is an investment. To optimize that investment, the organization must hire the right recruiters. Recruiters don’t have to be full-time or in the office. Contract recruiters can be a good option. And, technology alone isn’t the answer. Unless recruiters are working as efficiently as possible, adding technology means the organization does “bad stuff faster.”

Trend #10: Simplify job applications.

Poor completion rates for online applications result in loss of top talent, poor word-of-mouth from candidates frustrated by the process, and higher costs due to abandonment in cost-per-click recruiting models.

Research by CareerBuilder and Appcast found that recruiters can boost conversion rates by more than 300% by reducing the length of the application process to five minutes or less. One way to do this is to eliminate all “nice to have” questions. Those can be asked later. All that is needed up front is basic information to determine whether to have a follow-up conversation with a candidate.


Thomas M. Darrow, SHRM-SCpFounder and Principal, Talent Connections, LLC, and Chair, SHRM FoundationThomas M. Darrow is the Founder and Principal of Talent Connections, LLC (www.talentconnections.net). Since 1999, the Atlanta based professional services firm has specialized in recruiting—including recruitment process outsourcing (RPO), executive search, HR consulting, and contract recruiting. Current and past clients include The Coca Cola Company, Habitat for Humanity International, Cingular, ADP, Booz Allen Hamilton, the American Cancer Society, Deloitte, Newell Rubbermaid, Microsoft, McKesson, Mercedes-Benz, and the Southern Company. Talent Connections was named in 2007 and 2008 to the Inc. 500 list of America’s fastest growing private companies for realizing 1700% revenue growth.

In March, 2009, Tom teamed with nationally recognized recruiting and career transition experts to launch Career Spa, LLC (www.careerspa.net). The career transition company is revolutionizing the way unemployed and misemployed workers are equipped to assess and proactively manage their career transitions.

Tom has over 27 years’ experience in the Human Resources and Recruitment profession—including 9 years with the global professional services firms of Price Waterhouse (now PricewaterhouseCoopers) and Andersen Consulting (now Accenture).

He is a member of the Society for Human Resource Management (SHRM) and the Atlanta Chapter (SHRM-Atlanta). In 2015 he received the SHRM-Atlanta Lifetime Achievement Award and was named the HR Leader of the Year by the SHRM Georgia State Council. At the National level, he is Chair of the SHRM Foundation Board of Directors and served on the SHRM Staffing Management Special Expertise Panel from 2005-2008, and on the Cost per Hire (CPH) Standard Taskforce. He was the 2006/2007 President of SHRM-Atlanta, the largest city Chapter in the country out of 600 Chapters and served on the Board of Directors from 2005-2008. Under his leadership as President, SHRM-Atlanta’s membership increased 60% to over 2600 members and the Chapter launched two programs that won a 2007 SHRM Pinnacle Award for membership growth and a 2008 SHRM Pinnacle Award for the Mayor’s Youth Program. He is the Founder and former Chair of the Technology Association of Georgia (TAG) Recruiting Society and has served on the TAG Board of Directors from 2005 through 2009. From 2005 through 2007, he was the Inaugural President of the TAG Leadership Council and served on the Executive Committee of the TAG Board.


Biographies


Tom earned a Bachelor of Business Administration degree in Accounting from the University of Notre Dame. He speaks internationally at conferences and workshops on topics related to improving corporate recruiting processes and career transition best practices, and he has been quoted in publications including BusinessWeek, Inc. Magazine, The Atlanta Journal Constitution, The Atlanta Business Chronicle, The Washington Post, and HR Magazine and has been interviewed on National Public Radio (NPR) and WXIA TV – Channel 11 in Atlanta.

In addition to his leadership in the Human Resources and Recruiting profession, Tom is dedicated to community service through many volunteer activities. He currently serves on the Board of Advisors for the Metro Atlanta Chamber of Commerce. As a lead volunteer with Big Brothers Big Sisters of Metro Atlanta, he served as a Big Brother from 1991 to 1998 and was honored as the Big Brother of the Year in Gwinnett County in 1996. In 2002 he served on the Board of Directors and was Chair of the Ambassadors for Big Brothers Big Sisters. In 2001, he was voted the Ambassador of the Year. In 2005, he was the Co-Chair of the Arby’s Charity Tour golf tournament which raised a record $285,000. He was Chair of the Board of the Inward Bound Center for Nonprofit Leadership from 2012 to 2015. From 2003 through 2005, Tom served on the Board of Directors for The Partnership Against Domestic Violence. He served as a Host Committee Member of High Tech Ministries from 1999 to 2011. Tom founded and is President of the Atlanta HR Prayer Breakfast, Inc. Tom has also a leader and frequent speaker in the Crossroads Career Network career ministry since 1997. In 2008 and 2011, Tom was nominated for the Turknett Leadership Character Award in the CEO category and was a finalist for the North Fulton County Chamber of Commerce Small Business Person of the Year Award in 2008.

Tom lives in Murphy, NC and Smyrna, GA with his wife Anne and parrot, Mango. He enjoys golf, Notre Dame Football, Christian music, spending time with family and friends, and comedy. In 2004 he made his stand-up comedy debut at The Punch Line, the premier comedy club in the Southeast. Tom is also a significant shareholder of the World Champion Green Bay Packers.

Tony leeVice President, Editorial, SHRMTony Lee is vice president of editorial for the Society for Human Resource Management, where he oversees all editorial functions and staff and focuses on evolving SHRM’s content strategy globally. SHRM’s publishing portfolio includes HR Magazine, HR News online, e-newsletters and SHRM-published books.


Lee is a recognized authority on recruitment trends, and prior to joining SHRM he was editor and publisher of CareerCast.com, an award-winning site he created for job hunters and the HR community. He also served as chief alliance officer of CareerCast’s parent company, Adicio Inc., a leading developer of online recruitment solutions. Adicio powers the HR Jobs site for SHRM, which is also a partner in the CareerCast HR Network.

Lee is a frequent conference speaker in the U.S. and internationally, and has appeared as a career guidance authority on a range of television and radio programs, such as those produced by NBC, ABC, CNN, FOX, NPR, CNBC, Huffington Post, WCBS and The Wall Street Journal, including “The Today Show,” and “Good Morning America.”

Lee is co-author of “The Jobs Rated Almanac” (Barricade), and “Career Choice, Change and Challenge” (JIST Pub.), and has published more than 15 books through his career. He also is a columnist for a range of industry web sites, including RecruitingTrends, Jobboarders and Staffing Stream. He has written The Wall Street Journal’s “Managing Your Career” column, and his articles have appeared in hundreds of newspapers and magazines globally. Lee also has served on the board of directors of the International Association of Employment Web Sites for many years.

Lee is the founder and former publisher of The Wall Street Journal Online Vertical Network and all of the sites within that network, including CareerJournal.com, OpinionJournal.com, StartupJournal.com, RealEstateJournal.com, CollegeJournal.com and “Political Diary,” a paid email newsletter about politics. Under his leadership, those sites won a range of awards and accolades. Combined, the Network sites attracted an average of 2.5 million unique visitors and 20 million page views each month. Lee also was one of two finalists for the Newspaper Association of America’s annual Online Innovator Award. Prior to moving online, Lee was editor in chief of the National Business Employment Weekly and of Managing Your Career, both published by Dow Jones & Co. Lee started his career as Director of Publications for the Chicago Chapter of the American Diabetes Association.

Danielle MonaghanDirector of Talent Acquisition – Consumer, AmazonDanielle Monaghan leads the talent acquisition team for Amazon’s Consumer Division. She has 20+ years of TA experience living and working on three continents (Asia, Africa and the Americas, specifically North America). Prior experience includes leading the HR function for Cisco for North Asia (Greater China, Japan and Korea), Cisco Technical Services in San Jose, CA and the HR and TA functions for Microsoft R&D in Greater China and Taiwan, as well as leading various TA functions, including


executive recruiting for Microsoft in Redmond, WA. In her role as Sr. Director of Global Staffing and Diversity for Microsoft’s Entertainment and Devices division, she also oversaw hiring for the U.S., Canada, UK, China and France.

She holds an MBA from the Jack Welch Management institute and a BA in Information technology. She also holds a certificate in Strategic Human Resources from the School of ILR at Cornell University.

Danielle enjoys travel, good wine and food, sailing, reading, music and squash. She hopes to be good at one of her hobbies some day.

Debra SoltDirector, Workforce Training & Economic Development, PBSDebra Solt serves as the Director of Workforce Training and Development for Vegas PBS and the new Desert Meadows AHEC, which launched in November 2014 under the Vegas PBS Workforce Initiative. She was responsible for the development and implementation of Vegas PBS’s Workforce initiatives and directly contracts with local business and industry, as well as works with students and workforce service providers to develop individual learning plans to retrain individuals for entry in today’s workforce. Ms. Solt is known nationally and internationally as a specialist in partnering with business and industry for the development and implementation of customized workforce programs that produce measurable results for clients and the community-at-large. Programs have ranged from adult literacy to administrative management and ethics, have been designed and delivered in traditional and non-traditional learning platforms, and have crossed all industry sectors and management levels.

She has been recognized and commended for her vision, dedication, passion, and commitment to building better communities through workforce education, training, and community service and was recently named one of Las Vegas Business Press’ 2014 Women Who Mean Business and was also named Vegas Inc.’s Women to Watch for 2013. She was recently appointed by Nevada’s Governor Sandoval to the Jobs for Nevada’s Graduates (JAG) Board of Directors.

Prior to joining Vegas PBS, Ms. Solt spent over fourteen years in higher education in Nevada and Washington State. In Nevada, Debra served as Grant Writer, Director, Interim Dean and Program Developer for the College of Southern Nevada’s Workforce and Economic Development Division. Among her many roles at the CSN, she also served as a Campus Site Administrator/Program Developer and ACT Center Director, trainer, facilitator for strategic planning, team builder, and business consultant.


Ms. Solt attributes her success in Workforce Development to her ability to: build and maintain critical resource networks through collaboration and partnership with government and business leaders at local, state and national levels; identify critical needs and skill gaps; and identify and implement solutions. Solt coins her marketing strategy as one of “Marketing through Infiltration” and received the 2004 O’Callaghan Public Sector Award Recipient at the Annual Henderson Economic Development Awards Ceremony.

She currently holds elected and member positions to include: Current Governor’s Cabinet Member of the California-Nevada-Hawaii District of Kiwanis International and Conference Selection Committee; President of the Kiwanis Clubs of Southern Nevada Foundation, 2008/9 Past Lt. Governor, Division 28 of the Cal-Nev-Ha District of Kiwanis International, Kiwanis Club of Las Vegas Strip - Past President and Honorary Member and Club Counselor of the Kiwanis Club of Neon Lights Las Vegas, Las Vegas Chamber of Commerce Business Council Immediate Past President, Current Member Customer Service Excellence Committee - Las Vegas Chamber of Commerce, Member of the Small Business Excellence Awards Committee of the Las Vegas Chamber of Commerce, and Member of the We Care Committee of the Las Vegas Chamber of Commerce, Henderson Economic Development Resource Partner Group, Nevada State SHRM Council – Workforce Readiness Committee Chair, and member of the Nevada Adult Literacy Coalition. Ms. Solt is a 2012 Graduate of Leadership Las Vegas and has also served Southern Nevada’s business community as a Member of the Business Education Committee for the Las Vegas Chamber of Commerce, Member of the Nevada Restaurant Association, Member of the Nevada Hotel Association, Scholarship Committee for the Nevada Hotel & Restaurant Foundation, Board of Advisor for the Henderson Business Resource Center, Member of the Southern Nevada Human Resource Association, Member of the Nevada Task Force on Entrepreneurialism, Member of the Nevada Food Safety Task Force, and has sat on multiple other state, local and national task forces. Solt regularly speaks locally and nationally on workforce and education topics and issues. Solt relocated to the Las Vegas are in July 2000 and has two daughters and three grandchildren and one grandchild on the way—all residing in the Las Vegas area.

Cindy SongneVice President, HodesCindy offers over twenty-five years of valuable recruitment experience in a variety of management roles and industries, including staffing agency, corporate recruiting, classified newspaper advertising, digital advertising, employer branding agency, and eleven years of building strong, mutually beneficial relationships with the executives of Monster’s global ad agency


partners, significantly growing Monster’s agency practice. Cindy has served on the Newspaper Association of America’s Recruitment Board; was the Arizona SHRM Staffing President for four (4) years; won SHRM’s Host award for outstanding leadership; and served on the Southern California Staffing Management Association Board. She has presented at numerous conferences and industry association events, including AZ SHRM, Southern California SHRM, Southern California Association of Health Care Recruiters, TAtech (fka IAEWS), ERE and Recruiting Trends. She has published articles and a training video on recruitment best practices. In the early 90’s, Cindy was with one of the first newspapers in the country to put employment ads on the web, which earned an Advertising Excellence award. She was elected to serve two terms on the Board of Governors for the International Association of Employment Web Sites (IAEWS). Today, at Hodes, Cindy works with enterprise employers to create measurable value by redefining how brands connect to talent.


Conference-At-A-Glance All sessions will be held in Bellagio Ballroom 5&6 SHRM

TALENTSYMP SIUM JULY 15, 2016 SEATTLE, WASH.

Presented in partnership with the SHRM Puget Sound Chapters

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