recruitDC

Why I’m Super Fired Up About recruitDC

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by Chris Comrie
Hey I’m Chris Comrie- manager of the Recruiting Leaders Community. I love what I do.

We built the community from scratch to over 3,000 people basically overnight. Since then I’ve been asked by recruiting and search agencies, tech companies, and small businesses build their own communities through social media and digital marketing.
Seriously, I love what I do. Just watch the video to the right to see what I mean!
I’m super fired up to be sharing with you the things I’ve learned along the way in my talk at 1 pm on Thursday May 24 called How to Build Community to Get Candidates, Clients, Dates and Fame.
It’s an awesome talk for anyone in their career from entry level sourcer or corporate recruiter to veteran 20+ years agency owner or consultant.
We’ll talk about how to be selfish because I think it’s a good thing!
This isn’t some BS motivational talk- (you will get fired up too 🙂 and you’ll walk away with the KNOWLEDGE, TOOLS, and CONFIDENCE to immediately implement these branding and social media strategies into your company and into your employability (if you’re an employee.)
P.S. I’m challenging you to the “5 Friend Challenge!” People are the most important part of any conference so I’m challenging you to make 5 friends while you’re there. One from each category below:

  1. Someone ahead of you in your career
  2. Someone behind you in your career
  3. Someone in the same place as you in your career
  4. Someone that does something completely different than you
  5. And someone that is just a really fun, nice, cool person that you really hit it off with!

Tag them and me (linkedin.com/in/comriechris) on LinkedIn and say which role they fill!
If you haven’t picked up your tickets to recruitDC yet, you can do so here! Can’t wait to see you in DC! 
Chris 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.

May the SOURCE be with you! – A Beginners Guide to Sourcing on Social Media:

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by Jeremy Bonewitz

Are you new to recruiting/sourcing? Have you reached a dead-end in your searching repertoire? Are you ready to use the SOURCE?! 

Sourcing can be intimidating for those new to recruiting and talent acquisition field.  However, I hope to relieve your stress by showing you some of the sourcing techniques that I have learned and used over the past few years to help find potential candidates more efficiently.  Having taken a variety of sourcing classes and webinars I hope to be able to teach those new to the industry a better and more efficient way of sourcing candidates on social media!

This Back to Basics seminar will provide you with the tools & resources to learn and embrace social media in your weekly sourcing and recruiting efforts. We will cover everything from sourcing and recruiting on LinkedIn, Facebook and Twitter along with other profile sites such as Zoominfo, Slideshare and others that you can use in your daily sourcing routine to help you find those hidden candidates.   Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent.

Ready to take your sourcing to a new level?  Then join me on Thu, May 24, 2018 at the Spring 2018 recruitDC Conference in VA and use your new knowledge to beat your competition! Get your tickets today!

Jeremy Bonewitz has been recruiting for over nine years both on the third-party side and corporate side. For the last seven years he has been a corporate recruiter in the engineering, environmental, and construction fields. He is currently a global talent consultant at Stantec in its Laurel, Maryland, office.

Predictive Analytics with the Algorithms

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by Ryan Healy

It wasn’t that long ago when recruiters relied on a phone, a Rolodex and a pile of resumes. With little else to work from, it was up to the recruiter to determine whether or not the candidate had the qualifications as stated. The problem with this process was that it was time-consuming and it was easy to let candidates fall out of the pipeline if they weren’t engaged soon enough. Along came technology which attempted to fix this. Automated emails, AI, and CRMs are just the tip of the iceberg. Technology, however, has become a double-edged sword. That’s because at the heart of the matter, recruiting is personal and needs to be tailored to the person, the hiring manager, the company. It’s never one size fits all. So, are we better off returning to days past or sticking with what we got? Or, is there a third way?

Tools like predictive analytics are tremendously helpful – provided the organization has the resources in place to make sense of all the data. But even then, is the information gleaned from a major predictive analytics project worth the investment in statisticians and data scientists? It might be, but I’m here to argue that there are universal behaviors and indicators that recruiters can start to take advantage of right now without employing those with this specialized skillset. It’s predictive analytics without the algorithms. It’s predictive best practices. But this doesn’t mean it’s not supported by data, as we’ll see.

So, what is predictive analytics without algorithms? Let’s start with an analogy that most everyone is familiar with: the Nigerian prince email scam. I’m assuming you’ve received a similar email from a supposed Nigerian prince that explains that he is in dire trouble. Maybe his parents were murdered in a local conflict or he had to flee the country because his home was raided by a rival gang. In any case, the Nigerian prince needs somewhere to quickly transfer his large sums of money to keep the fortune protected. And he reached out to you to be his savior. All you have to do is give him access to your bank account so he can transfer his money. And by doing so, he’ll give you a large reward.

Sounds ridiculous, right? But that’s exactly the point. The scammers don’t want to waste their time with those that find the email ridiculous yet still respond. For hypothetical purposes, let’s say the scammers send out an email like this to a million email addresses. Ninety percent will ignore it but 10% will respond in some way, shape or form even if it’s just to say, “leave me alone!.” Of those 10%, only a fraction are actually going to fall for the scam (yes, people actually do fall for the scam). But to find that fraction would require the scammers to weed through 100,000 emails! And time is money. Plus, if it takes too long for the scammers to weed through all those emails, they may miss their diamond in the rough.

Instead, the scammers make the email sound as ridiculous as possible to reduce the number of false positives. The scammers only want those that are eventually going to fall for the scam to respond. The more ridiculous the email sounds, the fewer responses the scammers will receive. And those that do respond are more likely to be duped.

So how does this apply to hiring? Well, if recruiters can eliminate the false positives (candidates that fill out applications or send in resumes that aren’t a fit) then they’d be able to save time which could then be used to wine and dine only the best candidates. And this is extremely important because in this candidate-driven labor market, recruiters need to maximize their time with only the best otherwise they risk missing out on a really great candidate.

One way we’ve found to do this is by offering candidates the option to chat online with your recruiters. Firstly, chat is a much more welcoming option than Apply Now, so it leads to more candidates. But we don’t want just more (remember, we want to eliminate false positives). We also want qualified. Well, chat does this, too. As welcoming as chat is, it also requires a candidate to talk with another human being. Now I don’t know about you, but I don’t typically engage with people in conversation unless I am serious about the person. So, by offering your candidates the option to chat online with your recruiters you are increasing the number of qualified candidates in your funnel and decreasing the number of unqualified ones.

I promised you numbers. Our clients that are using chat are seeing a doubling in the number of hires compared to traditional recruiting methods and this all stems from the fact that recruiters are better able to predict which candidates will be good and which ones will be bad (or not good) based on their behavior. Namely, the behavior to enter into a chat with a recruiter.

And that’s predictive analytics without algorithms.

Chat has other predictive value and it relates closely to what Google found when it created its own predictive analytics models for what predicts quality of hire. I’ll talk about this and more at my upcoming presentation at reruitDC.

Attendees of recruitDC Spring 2018 will learn more about the relationship between candidate behaviors and quality of hire and the role recruiters play in shaping this dynamic on May 24 at 2:00 p.m. ET. In addition, gain insight into the strategies that enable top talent to find hiring organizations, instead of the other way around. Make you get your ticket today by clicking here! See you there!

Reference: http://www.businessinsider.com/why-nigerian-scam-emails-are-obvious-2014-5

 

As the president of Brazen Technologies, which provides a text-based messaging platform for recruiters to engage candidates, Ryan Healy, has led the company to triple-digit sales and revenue growth year-over-year since 2012.  He has been named one of the Top 25 Online Influencers in Recruiting. He has nearly a decade of experience in the Human Capital field and has appeared in national media outlets including 60 Minutes, The Wall Street Journal and The New York Times.

My recruitDC Story

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by Jo Weech

 

I will never forget my first ever recruitDC. It was Spring of 2014. I have not missed one since!

“Where do I begin, to tell the story of how great a love can be?”

The first I heard about this event was from a job seeker I was helping through a career transition group. Since I was new to cleared recruiting, I knew I had to check it out. I didn’t really know anyone except for recruitDC board member Mike Bruni, who I had met through Project S.A.V.E. Little did I know that Mike would become a most trusted advisor and friend. His wealth of knowledge and insight exceeds his youth and tan! By the end of that event, I had met many, many industry greats who are my friends to this very day.

Here are a few of those stories:

Always, there are choices for workshops, and I really, really needed Derek Zeller’s information on OFCCP compliance, which was in the “other” room. I reached out to him afterward, he sent me his slide deck, and then agreed to meet me for lunch to discuss. At the time, I had no idea that it would be the first of countless meals shared, from Arlington to Portland. (You can move away, but I will hunt you down and I will find you, and I will sup with you!)

Ben Gotkin agreed to meet with me so that I could pick his brain about employee referrals. This led to enrolling in a Recruiting Toolbox training, hosted by Pete Radloff at ComScore, as well as a conversation about legitimizing our profession. I then became the first paid charter member of the Association of Talent Acquisition Professionals (ATAP), of which Ben is the Executive Director. The most highly regarded Carmen Hudson conducted sessions in this training, and I learned Boolean for the first time! Little did I know just how deeply and vastly Carmen’s expertise and friendship would guide me through many, many dilemmas. Of my many mentors, I hold Carmen in the highest esteem.

Neal Anders and I both connected with Matt Duren, who successfully recruited him to work at Tenable. I formed a professional alliance with Neal and have hosted him at a recruiter breakfast, and have enjoyed sharing stories and referrals with him since. All because I asked him to lunch after meeting him at the happy hour after recruitDC.

Many, many professional and personal friendships have been formed through recruitDC events. I remember seeing the infamous Gerry Crispin hat in the revolving door of my hotel during one event. I ran to track him down but missed him on the elevator. I had attended his session at SHRM Talent in Nashville, and couldn’t believe he was here at recruitDC! As history now has borne out, he has become my trusted mentor, adviser, and it is an honor to call him my friend.

Nando Rodriquez was frequently featured on my friend Celinda Appleby’s FB page. I was like a schoolgirl when I spotted him at the Spring 2015 event. Ran over to him practically asking for his autograph! He took a selfie with me, as we were both sporting ‘dos that were “on fleek” as he called it. That same day, I met J. T. O’Donnell, who I feature when I speak at events for job seekers, which has been over 60 times in the last two years. She has the best, most trusted advice for those in transition, and those of us who are on one side of the table should invest our intel to help candidates be the best they can be when auditioning for roles.

I met Moe Hutt somewhere along the way, and she enlisted my help on a committee for recruitDC. I became enamored of her organizational skills and am proud to call her my friend. She brings the “professional” to her role on the board, and I have enjoyed being the recipient of many of her event optimizations.

Christopher Kurtz did his first ever speaking engagement at recruitDC, and he and I forged a friendship that will stand the tests of time, as we support one another’s speaking engagements around the country.

Do not even know what to say about Audra Knight. (Holding back tears as I type.) Met her through Matt Duren, recruitDC board member, and the rest, they say, is history. Which includes planes, trains, and automobiles. She is the quintessential go-to person with questions about recruitment marketing. After her session at recruitDC, I went home and implemented nearly every suggestion from her presso. My personal brand was born!

John Nixon is the quiet one who likes to stay out of the limelight, but I want to give honor to whom honor is due. John provides financial support of this amazing conference year after year through his company ClearedJobs.net. If you have ever put the recruitDC lanyard around your neck, you will have seen that name. Do yourself a favor and find him at the next event to thank him. Don’t tell him I sent you. I don’t want to be in the doghouse for that!

Kathleen Smith has leveraged her knowledge of events, social media marketing, and branding to lead the board of recruitDC as its Director. These events have hundreds upon hundreds of meetings behind them, as you can only imagine! This takes a lot of stamina and endurance. She does all this with a bit of pizzazz. (Look for her shoes at the next event!)

So many people to honor. So little space. Many heartfelt thanks to Mike Bruni, John Nixon, Kathleen Smith, Lars Schmidt, Ben Gotkin, Doug Munro, Michael Heller, Jay Perreault, Tiffany Balve, Kara Yarnot, Moe Hutt, Matt Duren, Suzie Greco, Pete Radloff, Elizabeth Guevara, Lee Wanless, Brenden Bo Wright, Tony Palma, Carrie Oliver, Denise Slaysman, Bob Wheeler, Shannon Smedstad, Danielle Boykin, Brigit Freedman, Amy Rau, Mark Horning, Conor Nicholson and countless other local DMVers who I have enjoyed getting to know and getting to work alongside of in this, our most proud profession. Contrary to the Google search of “Recruiters are…” well, we are the few, the proud, the tireless, and the dedicated. I am honored to share my craft with y’all!

All this to say that you could just come and be a butt in a seat in the sessions, or, you could network the heck out of it and cultivate lifelong friendships with your peers and colleagues. I am pretty emotional trying to recount these stories, because the investment of just one day can change up your entire career. I speak from experience. Connect with me on LinkedIn. Come talk to me at the next event – better yet, come see my presentation Talent Sleuthing in the Intel Community. We could have a lifelong friendship ahead in our future!

It’s not too late to have create your own recruitDC story! Tickets are still available and you can get them here! 

Jo Weech loves to assist everyone from hiring managers to recruiters to job seekers. Speaking engagements include job fairs, career transition groups, and national HR and Recruiting conferences such as HIREconf, Social Recruiting Strategies Conference, Talent Success, ERE Recruiting, and will take the main stage at RECFEST18 in London. Jo was awarded the 2016 HRLA Leadership Excellence award, and the 2017 Gary Cluff Award for Recruitng Excellence. Jo was named by RecruitingDaily as one of 300+ Women In HR Technology to Follow and Support. In November 2017, Jo traveled to Japan in a US delegation of top HR and Talent Acquisition Professionals and will represent the US again this fall to Prague and Budapest. In December 2017, she won the award for Best Presentation in the Category of “HR is Awesome” for DisruptHR NYC. Additionally, Jo serves on two advisory groups for the National Initiative for Cyber Security Education and is an Adjunct Professor at Montgomery College in their CyberAdvantage Program.

Fall 2017 Speaker Preview: Celebrating Local Company Cultures

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By Lauryn Sargent

I’m really excited to speak at recruitDC on December 7th where I’ll talk about three different story-based recruitment marketing campaigns for Dell, Sodexo and CVS Health.

Over my thirteen years in the DC talent space, I’ve seen our local employers care more and more about giving positive work experiences to their team… and they have the proof (employee stories) to back it up. In this post I want to celebrate them! Here are two DC companies who use stories to showcase their unique culture.

Visionist is a government contractor in Columbia, Maryland that’s unlike any other. When we interviewed their team, we were struck by how being on “the bench” between projects is actually an opportunity to stretch professionally. And one team member asked to continue the training he started in between projects:

“I was on the bench for about a month before going on program. In that month I was working on R&D projects at Visionist HQ and I really enjoyed it. I was learning every single day and it was amazing. Once I got on program I was working with entirely different technology. I wanted to stay sharp on what I was working on at Visionist HQ as well, so I asked the leadership if I could come back and they said, ‘Absolutely.’ I was really appreciative that I could learn two different things (simultaneously).”

Even though the employees we interviewed couldn’t talk specifics about what the team actually does every day, we were able to get a clear sense of culture because we heard so many stories about what the organization does for their employees. Three themes emerged based on the stories told from people in analyst to executive levels: a sense of purpose in the work they’re doing to defend our nation, a strong culture of innovation, and how they put employees first (even before clients). The first story in this video is a personal story from one of the founders about why Visionist:

Even though they are a small government contractor with a modest budget, Visionist bought targeted Facebook ads and each video was viewed over 5,000 times. Even better: candidates in and outside of the industry told the CEO they only applied because they were looking for a company with a strong culture and felt they found it after watching the videos. One candidate said they never even considered working in government consulting before learning about Visionist.

Frontpoint is a Virginia-based company dedicated to the safety and security of people and their homes.  

When we sat down with the Frontpoint team, one thing was very clear: values from Day 1 still show up in Year 10. One of Frontpoint’s core values is building trust. In this video, Aaron, one of the founders, tells the story of how he treated their very first customer:

Stories Inc has been lucky to not only work with, but learn from, DC-area companies like The Motley Fool, The Menkiti Group and Keller Williams Capital Properties, Visionist, Frontpoint, MBP and New Light Technologies… all companies who care immensely about building strong cultures and have the stories to back it up. And these are just the ones we’ve worked with — not representative of all the great DC area companies providing great growth experiences for their employees. Are you working somewhere you love? Leave your own story in the comments! And I hope to see you in December!

Lauryn Sargent is a cofounder at Stories Incorporated, a recruitment marketing content creation agency based on employee stories. Along with the Stories team, she has collaborated with some of the most people progressive companies in the world to develop powerful and authentic employer branding and recruitment marketing content. She has spoken at NACE, Social Recruiting Strategies, and Employer Branding Strategies conferences, instructing audiences on how to create story-based content to educate and engage potential candidates. 

Prior to starting Stories, she was a talent acquisition manager for a publicly traded company and recruited for Fortune 500 companies as well as growing entrepreneurial environments.

Fall 2017 Speaker Preview: Placing Diversity: Women, Veterans & Beyond

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By Marcelle Yeager

As part of our Fall 2017 Speaker Preview, Marcelle Yeager gives us a peek into her talk at our next event on Dec 7. 

Elizabeth is a Certified Public Accountant (CPA) who has been unemployed for almost two years as a result of moving with the military as the spouse of a service member.

Jamie is studying toward her Bachelor of Science degree, having been unemployed and unable to find work for two years as a military spouse, though she worked previously for seven consecutive years.  

Sharon holds a Master of Science degree in civil engineering. As the spouse of a diplomat, she has gaps in employment and is uncertain about her ability to find work abroad.

These stories are common. According to a 2013 study by the Institute for Veterans and Military Families at Syracuse University (IVMF) and the Military Officers Association of America (MOAA), 55% percent of spouses said it was difficult to find their most recent job, and 85% said it’s difficult for military spouses to get hired.

Why? These candidates are often immediately screened out of a hiring process because of gaps in work history and frequent moves. When that happens, an employer loses a candidate with soft skills that are almost impossible to teach in exchange for a local, presumably long-term candidate who may depart within a few years. According to a recent Gallup study, State of the American Workplace, 35% of employees have changed jobs in the last three years.

While companies aim to increase the number of women and veterans in the workplace, many struggle to do so. As recruiters, we must educate and build awareness among hiring managers by effectively marketing diverse candidates. You may be concerned about longevity among military or diplomatic spouse candidates or not fully understand their resumes. As a recruiter, it is your job to uncover the whole story and convince hiring managers that there are no tenure guarantees for any new staff. It is important that we not only find a common thread but also use the candidate’s varied background to tell the story of someone unique. Take the time to engage with the candidate so you can learn and promote what he or she has to offer. By doing so, you can reach diversity recruiting goals for yourself, your team, and your company.

Source: http://vets.syr.edu/research/research-highlights/milspouse-survey/

To hear more about these stories and how to improve your military and diversity recruiting efforts, join me at the next recruitDC event at the North Bethesda Marriott on Thursday, December 7. Get your tickets today! 

SourceCon 2017: From a First-timer's Perspective

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By Tiffany Ballve

I don’t know why I waited ten years to finally attend the greatest sourcing conference of all time. I figured “go big or go home” and decided to attend Sourcecon’s 10th -anniversary conference this past week in Austin, TX with 800 of my closest friends.  The lessons and gems I took away from only 3 days of sessions will last me a long time to come.  Everything from deep web sourcing techniques to good ole’ phone sourcing (taking it back to our roots).  I listened to the likes of sourcing greats like Steve Levy and Stacey Zapar as well as some newbies (Maisha Cannon and Sarah Goldberg) hitting the stage that could’ve fooled me that it was their first time up there.

The annual hackathon was a blast last a few hours into Tuesday night crowning a new Hackathon winner with his magical unicorn hat.  This was sourcing games on crack with lots of fun and tomfoolery to be had including many hard core sourcers wearing Anonymous masks.  Throughout the conference we had a special guest (Batman) join us with riddles that we answered on our phones to vie for the last coveted seat as a Grandmaster Sourcer finalist.  Luckily I would soon find out that the last seat was mine!!

Alongside the breakout sessions and keynotes, Sourcecon had an Innovation Lab with up and coming tech as well as some proven platforms such as Paired Sourcing, Crowded, and Sourcing Academy. I got to play around with some really cool tools that I look forward to using such as SeekOut, Data Miner, and Hiretual. The regulars were there as well drumming up lots of interest (Indeed, Dice, Jobvite, Entelo, and Hiring Solved). Even iRevu made the trek all the way from DC.

Above all the amazing sessions and sourcing golden nuggets were the friendships to be made and networking around the clock.  Whether it be finally meeting most of the greats in person or catching up with old friends over espresso at 12am, it was hands down the best conference experience I’ve had to date.  It definitely didn’t disappoint and I can’t wait to attend many more in the future.

NOTE: Our keynote presenters at recruitDC’s Fall 2017 event will share their thoughts about recruiting’s newest technologies as well the criteria for assessing them for your company.  We will also feature our first Innovation Lab to allow you to see some of those tools in action!

Session Preview – The Art of Seductive Sourcing

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By Kevin Crews

Searching for candidates on the Internet can be A) Very Rewarding, B) Very Time Consuming, C) Very Easy, D) Very Frustrating, or E) All of the above? The answer is: F) It depends. It depends on your knowledge, skills, and abilities on how and where you find the candidates. If you know the secrets, it can be a very rewarding and easy experience or at least, as “easy” as recruiting can get. Even if you do it right, it is still a difficult process that takes a concentrated effort from all parties involved. But, you often feel that it is “easier” because you have the knowledge that gives you the confidence that “this can be accomplished.”

If you look in “traditional” places on the Internet, you might receive “traditional” results. Looking exactly where your competition is looking, is most likely getting you the same results as always. The demand for superstar candidates is at an all-time high but the supply of top candidates is at an all-time low (due to the baby-boomers retiring and other economics). This results in the fact that it has never been more difficult to get the right people in the right jobs for the right price.

By using proven Internet sourcing strategies, recruiters often feel that they have conquered the web. Candidates are hidden in plain sight all over the Internet, but if you don’t know how and where to search for them, they remain well hidden in what most uneducated sourcers/recruiters feel is the deep dark unexplored world wide web.

However, there is a solution. How many of these phrases resonate with you? Social Media. Mobile Recruiting. Boolean. XRay. Image Searching. Video Searching. Blogging for Candidates. Twitter Lists. Search Is Back. Google Alerts. Wayback Machine. If those sound like your everyday sourcing strategies, then you have probably mastered the concept of looking for purple squirrels on the Internet, and your requisitions are getting filled faster than ever with high quality individuals. If those words are Greek to you from a sourcing/recruiting perspective, then help is on the way. Learning these techniques from the pros will put you in the driver’s seat, knowing that tomorrow’s recruiting challenges are achievable.

Cohesively connecting both social media and mobile technology is crucial to a company’s success in today’s competitive recruitment marketplace. Companies need to engage and attract candidates in order to stay ahead of the competition. From a candidate’s perspective, it’s an expectation to be able to communicate and interact with prospective employers via social and mobile platforms. By using all of these strategies, it will not allow you to recruit with your eyes closed, but instead, keep your eyes closed at night.

Don’t miss Kevin’s session on May 25th at recruitDC’s Spring 2017 conference!

Why recruitDC Matters To Me

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By Audra Knight

I was rather nervous the first time I attended recruitDC. Now, let me clear here – I knew I was going to learn a lot at RecruitDC in 2016, but what I didn’t expect was the friendships that would come out of attending the conference.

For me, it was great to catch up with some old friends like Katrina Collier, Jo Weech, Kerri Noone and some other great DC people who make our industry and community so special. As for new friends, I ended up at a meal with one of my favorite podcasters, the Mad Scientist of Online Recruiting Chris Russell. Not surprisingly, we’ve kept in touch and I have learned so much about HR Tech from him over the past year. It was also at this event that I first met Chris Kurtz, whom I now consider one of my best friends and someone I am so thankful to have in my life. Derek Zeller taught me that you should always celebrate who you are, and he continues to blow me away with his recruiting knowledge and writing skills, even from the other side of the country in Portland. As a side note, the most surprising aspect of any connection I made while I was there was the valuable parenting advice that I got from Lorne Epstein. I bet he doesn’t even remember but it has really helped me. Hat tip to you, Lorne. 

This year I’m returning to recruitDC, and by far, the learning is again a strong pull for me. The event covers everything from sourcing to closing the candidate, which we can always use a refresher on.

In my presentation, I will be sharing why and how personal branding will benefit everyone in recruitment. Candidates are researching us online just as we are researching them, and trust me, the cost of a bad online presence is high. Don’t believe me? Just check out the hashtag #RecruiterFail. I I most certainly appreciate that we are all super busy, so what you’ll see from me is a few easy tips and tricks to put in action in no time.

Beyond the learning, I am really looking forward to another chance to meet new people and make new recruiting friends. Here are my “pro tips” for networking at this event:

  • Arrive early and have breakfast with the other early risers like me.
  • Don’t work during the breaks. You might not get another chance to meet the great people around you.
  • At lunch, sit with people you don’t know. Confort Zones are to be avoided at conferences!
  • Meet all the sponsors. We wouldn’t have this great event without them and you just make have something in common.
  • Listen more than you talk – so important to relationship building at every stage.
  • Most important, stay for the networking party from 4:00 on as that’s where the real friendships happen.

See you next week!

RecruitDC 2016 – One old friend and one new friend

Welcome Back To recruitDC, Matt Charney!

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We’re excited to welcome Matt Charney back to recruitDC this May, and he has pulled together a great closing keynote, with some great information to share with attendees. Always one to look past what’s shiny on the surface, and well-known for calling things “as they are”, Matt will bring a fresh perspective to some important topics in the Talent Acquisition space. This presentation will take a look at some of the biggest trends and emerging technologies impacting recruiting and hiring today. It’s a must-attend whether you are running a desk, or managing a division of recruiters.

From NGOs to Fortune 500 companies to Mom and Pop shops, we will look across markets, industries and specialties to identify what talent leaders can do today to compete – and win – the top talent of tomorrow. Matt will discuss the real issues that really matter to real recruiters, and focus on identifying what’s really new and what’s really next. He’s going to encourage ditching the buzzwords and fluff for a data driven look into the changing world of work – and what that means for the work of HR and recruiting.

Here’s what you can expect to take away from Matt’s session:

  • How to follow the trail of venture capital and influx of cash to determine which startups are being built to last, which categories of technology and tools are the hottest segments of the talent business, and how recruiters can stay ahead by staying on top of the bigger business picture without a whole lot of work (or any special knowledge).

  • What the future of work looks like after on boarding, and how the blended workforce and gig economy models, coupled with a rise in knowledge work, globalization and remote workers, are already shaping the way companies hire, and what the upending of the traditional social contract means for traditional recruiting and Human Relations. 

  • How to build a business case for talent acquisition to get the resources required to recruit the talent you need, and how to work with internal stakeholders and employees to tie talent acquisition efforts directly to bottom line results. We’ll talk about how to make friends, influence hiring managers and finally make your people the greatest asset in the business – only with the P/L to prove it.

We look forward to seeing you there.

Still need tickets?

Buy them here before they sell out!

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