DC Area Conferences Archives

Session Preview – The Art of Seductive Sourcing

May 22, 2017 by recruitdc Leave a Comment

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

May 19, 2017 by recruitdc Leave a Comment

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!

May 10, 2017 by recruitdc Leave a Comment

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!

Thank You, recruitDC

May 5, 2017 by recruitdc Leave a Comment

By Pete Radloff

I’ve been very lucky in my career. Luck played a part in how I even got into recruiting. It played a part in my having some of the best mentors and teachers that you could ask for over the course of a career. Because of my appreciation for all of this luck, I’ve always wanted to pay it forward, to use a phrase. Turns out, I wouldn’t have to wait long.

In 2010, I attended the first ever recruitDC, at Wooly Mammoth Theatre in D.C.. I lucky enough be asked to be on a panel about sourcing tools and techniques with some people that I greatly admired. And while I knew a good number of the attendees, I met so many people there, that it was hard to keep track of everyone. I would later find out through various conversations with people, some years later, that they had also been in attendance. It was a whirlwind event, but one that I took away a great deal from.

I walked out of the first recruitDC conference feeling as though I had just been handed the keys to the kingdom. I had innumerable new tricks to apply to my sourcing and recruiting, and new (to me) tools to test out. I was in a bit of recruiting-geek heaven, and to borrow a phrase from my friend Stacy, “I knew I had found my people”. I knew that for as long as there were more of these, I’d be one of the first to buy tickets. After all, as much as I wanted to attend national conferences, there was never a budget for that. And up until now, I hadn’t seen anything with that depth of content at an event at a local level. Hooked.

I was invited to join the Board of Directors for recruitDC in 2011. I immediately jumped at the opportunity to help shape and grow an organization I was very fond of. Heck, I’d get to work with Bob Corlett again. That in and of itself was enough to make me say yes. It turns out, that I got so much more out of it than I had ever expected. To be honest, I’ve been on the Board for longer than I’ve been at any job. and in that time, we’ve accomplished a lot.

Fast forward to now, my last event as a Board member of recruitDC. I’m not one for sappy good-byes, but I cannot stress enough how thankful I am for the opportunity to have been on this great ride. I’m proud to call each of the board members – past, present & newly elected – a good friend. I’m emboldened by the mix of new and familiar faces at each and every conference. I’ve always believed that a connected community is a strong community, and the recruiting & sourcing community in DC is one of the strongest that I know of.

May 25th is just around the corner. And, in a bittersweet way, I’m really looking forward to this event. The sessions are filled with great information and we’ve pulled together a strong mix of talent from the D.C. area and the country.

To those who haven’t yet come to recruitDC, or are on the fence:

Find a reason to come to the conference. It is worth the investment of time to grow and expand your network – just ask anyone who has come to a recruitDC event before. Don’t expect one day to solve all your recruiting & problems, but rather let it add to the body of knowledge that goes with you wherever you go. And no matter what happens professionally, your community is still there. And the reqs on your desk? They will still be there tomorrow too, but maybe you’ll have some better tools and tactics to fill them with.

I hope to see you there on May 25th, and hope that your experience with recruitDC is as meaningful to you as it is to me. And that is due to the community.

So…thanks recruitDC.

P.S. – Click to buy tickets

Fall 2016 Conference Agenda Announced!

September 29, 2016 by recruitdc Leave a Comment

Visit Our Eventbrite Page For Tickets!

We’re taking recruitDC back to Maryland for the Fall 2016 Event! Please join us at the North Bethesda Marriott on Thursday, November 17th for our half-day event.

The 2016 recruitDC Fall Event Agenda!

7:30 am – 8:45am Registration and Networking

8:45am – 9:00am Welcome Remarks

9:00am – 10:00am Hacking LinkedIn Beyond the Great Recruiting Paywall

Brian Fink | Relus Cloud | Head of Technical Recruiting

LinkedIn, otherwise known as Frankenstein’s Job Board Social Network and Center for Recruiters who Want to Recruit Good, is one of the most important and costly tools for recruiting today.

It doesn’t have to cost any more than Facebook, Pinterest, Github, Twitter, or Flickr. Instead of facing the limitations of different memberships and add-on features, Brian Fink takes on LinkedIn and shows you how to access Active Candidates, Phone Numbers, Email Addresses, Unlimited Profiles, Unlimited Connects, Sync Contacts without pesky downloads, Referrals, “Real” Experience, Education, and Diversity … And more of the “paid features” for free! If you are looking to cut your LinkedIn addiction or accelerate your sourcing needs, Fink shows you how you can immediately put these actions to work for your teams.

10:00am – 10:30am Networking Break

10:30am – 11:15pm: Breakout Sessions

**Choose one of the following sessions**

Back to Basic Tracks:

Applicant Fracking Systems

David Galley | Brain Gain Recruiting / Sourcing Certifications | Director, Training Programs

If you, or your clients, have ever said “I have found EVERYONE on _____ (LinkedIn/Monster/DICE/Nursingjobs/OilPro/RoadTechs/etc)”, then this session is for you.

Getting the most out of your recruitment tech is harder than getting the last spoonful of peanut butter out of the bottom of the family size jar. No matter how you run them, your searches turn up the same 10 people each time. This presentation provides an overview of best practices for making your candidate data sources “good to the last drop”, with plenty of real examples taken from among the world’s most (and least) well-known sites to recruit from.

Key takeaways:

Constructing “deep” searches, to find less obvious candidates on LinkedIn, job boards, or your own ATS.
Reframing the questions you ask during a search.
Identifying new “data rich” resources, for when the usual suspects just won’t do.
Getting the most out of non-traditional resources.

Advanced Recruiting Skills and Techniques Track:

Reality of Recruiting: Making Dirty Jobs into Glamorous Positions

Maren Hogan | Red Branch Media | Founder & CEO

Hiring for a company located in a buzzing city with an established positive employer brand that is teeming with perks is what most recruiters consider “the dream.” Similar to just about every other dream, only a few actually get to live it.

In this session, Maren Hogan discusses her experiences in building recruitment marketing and employer brand strategies for the less glamorous jobs. From finding hard hitting selling points to pinpointing a particular target audience to creating honest, yet appealing job ads, Hogan will ensure session attendees leave with actionable processes to build out their very own successful recruiting program, no matter how dirty the job description.

Management & Strategy Track:

How to Attract Top Talent as an Unknown or Misunderstood Brand

Will Staney | Proactive Talent Strategies, LLC| Founder & CEO

Are you losing candidates because they misunderstand your employer brand without giving you a chance? Are they familiar with your brand but unaware of what you’re like as an employer? Recruiting for a company without a well-liked or well-known employer brand makes a hard job even harder. But according to employer branding veteran, Will Staney, it makes it all the more exciting too – it’s one more challenge to be cracked. Join this session to learn how he’s led and advised companies from VMware and SAP to GoDaddy and Realtor.com, through incredible employer branding transformations that reinvented their ability to attract and hire top talent – and how you can too.

You’ll learn:

How to roll out a new employer brand so it sticks, internally and externally
The secrets of crafting an authentic story that resonates
How to turn your employees into powerful brand ambassadors
Building a content strategy that aligns to your recruiting initiatives
The key steps to a compelling EVP (employee value proposition)

And real-life success stories from some of Will’s most transformed clients and employers

11:30am – 12:30pm From Intake to Engagement Old School and New Cool Strategies and Techniques

Steve Levy | Recruiting Inferno Consulting | Principal

Anything but post & pray! How to manage an expanded intake meeting as the launching pad to creating old school & new cool ways to finding & engaging people.

12:30pm – 12:40pm Close-Out

12:45pm – 2:00pm Lunch

**This event is pending HRCI credit approval.**

See you in November!

Visit Our Eventbrite Page For Tickets!

Speaker Preview: Chris Kurtz – Employee Generated Content – HR's Swiss Army Knife

May 25, 2016 by recruitdc Leave a Comment

A friend recently phoned to tell me about his latest financial woes, a burned out motor on the car that his daughter had taken away to college.

Like many parents before them, they carefully scoured the classifieds looking for a car that was both a reliable and economical solution for transportation for their soon-to-be BYU-Idaho freshman. Their daughter was delighted and named her first car “Gertrude”. They covered all the basics, slow down in snow, don’t lend it out to friends, no texting and driving, no double-buckling etc. Yes, my friend had covered all the basics. Except one…Warning lights and maintenance

When the “check oil” light came on, she was startled at first. She knew that something should be done but figured it could wait. Early on, the light was an annoyance but before long she hardly noticed it at all. That was, until the evening that her trusty Gertrude failed her and she was left calling for assistance on the side of the road.

What began as a simple warning and could have been avoided for a mere $39.95 with a manufacture’s rebate, would now cost thousands of dollars.

Sound familiar?

When Mark Zuckerberg and his friends created Facebook in their college dorm, they provided more than the power to connect. They unleashed an entirely new genie from the bottle, a microphone for everyone to the world. Friends, family, and employees alike could now take to the internet to share their experiences and express their opinions. This has given rise to sites like Yelp, Glassdoor, Comparably, RatemyJob, RateMyBoss, RateMyProfesssor, RateMyFillintheblank.

The reviews have also become a double-edged sword, striking fear into the hearts of some while creating a sense of urgency, transparency and community for others. Whatever your approach, the genie is here to stay with the rising workforce even being dubbed, “The Glassdoor Generation.” (source: socialtalent.co)

Because of its anonymity and relevance in the job search process, employees and candidates to date have left over 11 million company, interview or salary reviews on Glassdoor.com (source: Glassdoor) and hundreds of millions more across sites similar to it. Put another way, in the time that you read this post, an additional 20 – 30 pieces of content will land on Glassdoor.

For recruiters, Human Resources, and Executives, that content can be a virtual Swiss Army Knife. Just as the gauges on the dash of a car provide a report on the vehicle’s performance, employee generated content (EGC) offers valuable insight into engagement, candidate experience, workforce diversity and opportunities for people development. On the flip side, when left unchecked, it can also lead to costly disaster.

What do I recommend?

At a minimum, managers and recruiters should be listening to and watching the reviews that employees with genuine intent take the time to leave. Deciding to respond is the choice of the organization and should coincide with your culture.

When tempted to overlook what may seem to be an innocuous review, remember the roughly 30 million unique visitors to Glassdoor each month, (source: Quantcast) and the words from William Shakespeare’s Midsummer Night’s Dream, “I’ll speak with a monstrous voice.”

I often field calls from clients or friends who simply want advice on how to make a review go away. I share with them the 1% rule and encourage them to take a further look. Some have discovered entire teams on the verge of resignation or recruiting practices that are terrible at best.

In other words, they too ignored the light that may have saved them thousands, even millions of dollars and precious employee goodwill.

Thank you for reading.

In a future post, I’ll talk about the 1% rule and share some tips on engaging with EGC.

If you’re feeling social, you can also connect and join the conversation here, or simply come by and say “hello”.

Do Good, Be Great,

Chris

Chris Kurtz is the Founder and Principal of PeerThru. You can connect with him on LinkedIn or Twitter

Getting Ready for recruitDC This Week!

May 23, 2016 by recruitdc Leave a Comment

Yes! recruitDC is this week. Are you ready for it? Lots of new things going on to make the spring event fun, creative, inspirational, and most importantly better connections with your colleagues.

Get Connected:

recruitDC events are about learning best practices but also connecting with new friends! We have two great ways to connect and reconnect. First, check outthe Whova – a mobile event app in the app store of your choice. Once you’ve created your account, find our recruitDC event and join us. If prompted to enter an event code, use rdc16spring. Also at the event, you will be getting Networking cards. These cards are important because you have to answer the questions by finding folks with the right answer. Once the cards are complete, you turn them into the sponsor tables. Why bother? Well the networking cards are going to be used to draw the day’s winners for great prizes from our sponsors and the special graphic images created throughout the day. So find out who has season tickets, who was a past presenter or who commutes in from West Virginia!

Get Creative:

Bring your creative energies to create your own name badge. Yes, that’s right! You can write your name, Twitter handle- anything you want ( keep it clean) on your name badge. We will have creative stickers so that you can personalize your name badge. No more boring name, what you do and company you are with. This is the time to show off who you really are!

Get Fit:

The Washington DC area is home to many great schools and George Washington University isone of the most iconic universities in our area. Having our event at GWU allows us to keep the cost lower and allow more attendees. However, we do have to have the event on two different floors. So all you FitBit, Jawbone, Misfit, and Garmin wearers you will definitely getting your steps in. You will also want to wear comfortable shoes. Most of the activity will be occurring on the third floor – registration, coffee, lunch, the Back to Basics and Advanced Recruiting Breakouts and of course, the AfterParty! The keynote sessions and Strategy and Management breakout sessions will be happening on the Ground Floor in the Betts Theatre.

Get Inspired:

We have Inkquiry Visuals joining us to graphically record some of the day’s keynote sessions and breakout sessions. You will have a chance to win any one of these images. We are also asking the community if they have a testimonial about recruitDC to share this on a testimonial card that will be given to the artist and she will create a full pictograph of how recruitDC has changed the community.

Get Pixilated:

Yes we are bringing back the Pixilated Photo Booth and this will be set up by lunch time through the end of the After Party. Stop by, multiple times if you would like, to take pictures with your friends and colleagues to share.

Get Fed:

Thanks to the generous sponsorship of Indeed and HiringSolved we will have a great Mediterranean buffet lunch available. During lunch you will have a chance to either network, or join a table with specific topics so you can continue the networking and learning over lunch.

Get Ready to Boogie:

We are fortunate to have a great DJ in our community! @RadRecruiter is bringing his turntables and turning the day into an afternoon dance party! Join us at the After Party out on the East Terrace sponsored by the Muse.

Due to venue and security requirements you must register for the After Party. Register at our Eventbrite site.

HR Tech Fest Coming to DC!

February 29, 2016 by recruitdc Leave a Comment

Conferences are flocking to DC, it seems! We’ve got a special offer for our recruitDC community, courtesy of The Eventful Group. HR Tech Fest is coming to DC April 20 through the 22nd. As a member of the recruitDC community, they are offering a Buy One Get One ticket price with an additional $100 off the registration for our community.

For Tickets: Visit the HR Tech Fest Registration Page, and enter code RecruitDC to claim the discount.

They have a stellar lineup with Talent Acquisition leaders from all over the country, including:

Ambrosia Vertesi – VP, Talent, Hootsuite

William Tincup – Principal Analyst, KeyInterval Research

Bill Boorman – Managing Director Innovation & Technology, RecruitingDaily & #tru

Event and Ticket Information:

Technology continues to disrupt the way HR functions. No longer the cost center or the poor cousin; new disruptive technology, easy to adopt in bite size and cloud based chunks, has thrust HR into a leadership role demanding it to be a strategic partner within the organization. So the emphasis for HR to enhance performance, cut costs and find value adding tools has never been greater.

Enter HR Tech Fest. This global conference is expanding into North America this spring at The Renaissance Washington, D.C. Downtown Hotel, April 20-22. Join the best and brightest in HR and technology to discuss this exciting convergence of people, process and tech.

An event built by HR professionals and presented by that same community of practitioners, HR Tech Fest features presentations from leading companies including Twitter, Google, Hulu, Amazon, GoDaddy and more. Learn best practices on how they successfully moved HR into a strategic role and proven cost benefits to their C-level.

Get a sneak peek into the conference content by attending this complimentary webinar with renowned HR Tech guru and conference speaker, William Tincup. Learn some of the most critical trends in HR technology today, and hear how to better position yourself to make technology purchases, optimize your own technology and impact your business.

Register for HR Tech Fest by March 18 with promo code RecruitDC and save $100 off your BOGO.

With HR Tech Fest in April and the recruitDC Conference in May, you’re spring learning is set to hyperdrive!

Manage a Talent Acquisition Program? Come to TalentBlend This April!

February 25, 2016 by recruitdc Leave a Comment

By Moe Hutt

Last year, my business partner Kara Yarnot and I organized our first conference called TalentBlend. We knew there was a market for this, because nobody else was doing it. And we sure could have used it ourselves when we were starting out in our careers. We got such great feedback on the conference that we’ve decided to do it again this April, and we’d love you to come.

TalentBlend is a conference for those who manage critical talent acquisition programs, operations and projects, like tools and technology, employee referrals, recruiter training, college and intern, military and veteran recruiting, and contingent labor.

Whether you run a single program in addition to your other responsibilities or you focus on talent acquisition programs as your primary responsibility, this conference is designed for you.

In case you don’t know about Kara and me, we are Meritage Talent Solutions, and we have over 30 years of experience in talent acquisition project and program management. We’ve been in your shoes, and we went through a lot of trial and error before becoming successful at operations and programs in corporate America.

With TalentBlend, we set out to create an ideal environment for others to learn and network, so that at the end of the day, you’ll have the skills you need to apply to your own programs. And you’ll have new friends to lean on when the going gets tough.

How is TalentBlend different?

Most of us landed in these roles by accident. Maybe you are a data geek and found your way into a recruiting analytics position or you showed great passion for recruiting transitioning military and ended up running the program for your company.

You wanted to design a conference focused on your needs — not just best practices but actually how to get things done. We created TalentBlend, because many of the existing conferences may occasionally have a session for talent operations and programs, but most of those conferences are not relevant to what we do in your job.

It was important to us that TalentBlend have a relaxed, casual vibe that encourages conversation so you feel comfortable learning new things and building relationships with your peers. We’ve also selected smart, approachable speakers who are happy to share what they know, whether on the stage or during a coffee break.

What you can expect to get out of TalentBlend

Kara and I designed the agenda for a collaborative learning environment. If you attend (and I hope you will), you’ll take an active part in the program. And you’ll leave armed with practical skills you need –the ability to manage change, data analysis, and pilot projects– to make a difference in your organization.

When you come to TalentBlend, you should be able to ask these questions and get the answers you need:

• How do I balance the wishes of recruiters, candidates, and hiring managers?

• What is a project pilot and why should I use one?

• How do I build a program from the ground up?

• How do I keep everyone informed about ALL my projects?

• How do I measure program success in the absence of data?

• How do I recruit diverse talent when my company is not diverse?

• What worked for my company, what didn’t and why?

After TalentBlend, you’ll go back to your office bursting with ideas and well-prepared to make your program successful. So you can improve the experience of every recruiter, every hiring manager and every candidate within your company.

Don’t take my word for it….

Our attendees had some great things to say from our last conference. Here are a few of their comments:

“The Talent Blend conference was well planned, and well executed. There was a diverse range of topics that were covered – from strategy to tactical. If you are in a Talent Acquisition role that handles strategy, planning, programs or operations – this is a must-attend event!”

“I was very impressed by this conference. Kara and Moe did an excellent job on everything – no complaints. It was high energy, interactive, collaborative, balanced. The speakers delivered helpful, thought-provoking content that I look forward to taking back to my team. I very much enjoyed getting to know everyone and feel more connected and confident now that I have colleagues I can tap with questions or offer to help others. I look forward to attending the next TalentBlend!”

“TalentBlend 2015 is a truly remarkable TA conference that provided a multitude of resources to take back to my organization as well as practical tools that will allow me to become a strategic partner to the various business lines.”

When is TalentBlend?

TalentBlend is coming up fast! It takes place on April 27 & 28 2016 in Washington, D.C., so register soon. We promise you’ll experience two awesome days of learning and networking with your peers from a variety of companies, and you’ll leave with great ideas and tools to be more effective at your job. We hope to see you there!

We are giving away one free pass to TalentBlend. If you enter to win, you not only stand a chance to attend our conference at no cost, but you also get some other TalentBlend goodies as well. The whole package means you’ll have a terrific time at TalentBlend 2016!

Click here to enter the giveaway >>>

Tickets >>>

Moe Hutt has been part of the Washington DC talent community for over 15 years. She started her career at SAIC building talent acquisition strategies, marketing programs, and employee referral programs. After a successful career in government contracting, she joined Meritage Talent where she helps talent acquisition teams solve complex problems by customizing best practices to fit the unique needs of your company. She has designed and implemented enterprise intern, employee referral, contingent workforce and recruiter training programs. From drafting recruiter service level agreements to managing the launch of a new employer brand, she specializes in striking a balance between creativity and efficiency. Moe started her recruitDC involvement participating in the Program Content Committee and volunteering at events. She joined the recruitDC board in 2015 and now directs the organization’s Programs. She also loves opera and her family. Connect with Moe on LinkedIn or Twitter

Session Preview – The Art of Seductive Sourcing

Why recruitDC Matters To Me