Recruitment Leaders Conference

TOPIC: Navigating the Great Resignation: How to Manage Impending Changes to Your Workforce

In this session we will investigate the growing level of empowerment amongst employees and job seekers as an indicator of future mass resignations. Using original research commissioned by Reed.co.uk, Simon will explore:

• Current factors driving employee attrition
• What businesses can do to help prevent ‘the great resignation’ that is playing out across the pond in the U.S. 
• What people are looking for in their next job
• How to keep hold of employees who are ‘on the fence’ about resigning
• How to build an employee value proposition (EVP) fit for today’s worker

TOPIC: One Year. One Group. Three new employer brands.

Attracting and retaining the best talent has never been more challenging. With a dramatic shortage of key skills and workers, standing out from the crowd with an authentic voice is critical for continued business success. 

• How to overcome difficult market conditions 
• Building three distinct, yet aligned, employer brands 
• Impact on attraction and retention in a time of labour market shortage
• Challenges and successes

Discuss the Main Recruitment Challenges You Are Currently Experiencing?

What Are Your Short- and Long-Term Objectives and How Are You Looking to Achieve Them?

TOPIC: Where to Find That Elusive Talent

Of all the myriad places you could advertise and candidates might be looking, how do you know the right choices for you? Traditionally, job boards and media agencies have some metrics for you, and your ATS may have the outcomes.

In this session, we’ll look at what you can do to maximise the applications you are receiving and answer questions such as:

• What could you do to make it simpler and faster for the candidate to apply?
• What could you do to be more proactive as a recruiter function?
• What about reaching those people who aren’t regularly in front of a screen… How can you promote your roles to them?

TOPIC: Inclusive Leadership in the Post-Pandemic Workplace

We need to disrupt the approach to leadership assessment and development, and modernise the industry by making it more accessible, scalable and impactful. This session will feature a client case study by Pinsent Masons, telling the story of innovative and forward-thinking leadership selection and pipeline management:

• The importance of inclusivity in post-pandemic recovery 
• The role of strengths in driving authentic leadership and follower engagement 
• The urgency in our modern era to move away from the deficit model of leadership assessment and development
• Practical hints and tips for driving inclusivity from the top in a hybrid workplace

What Does Your Tech Stack Look Like?

What Are the Tools, Technologies or Systems You Currently Use and the Benefits (or challenges!) they Bring.

TOPIC: Closing the Talent Gap Through Brand Engagement

This session will focus on why employee engagement with your brand is as critical as customer engagement.

Hear how Vision Express have created Joy in Vision for their colleagues through their EVP and how they plan to evolve this as part of their Candidate Engagement

This session will cover:

• Why we developed our colleague promise
• How we engaged our colleagues internally
• What we’re doing externally as part of our employer brand to support this

TOPIC: Fireside Chat – The Evolving Talent Landscape: Preparing for 2022

This session will cover:

• Current state of the market and how you’ve adapted over the last year
• Attraction methodologies working/not working
• Different tech stacks and options
• Approach to diversity
• Any success stories over the last year / what’s next?

What Strategies and Success Stories Do you Have That You Could Share With Your Peers?

TOPIC: Transformation Culture Change via Direct Sourcing Strategies

Prior to company separation from Energizer Holdings in 2015, vacant International positions were managed by local HR Business Partners and mostly sourced using third-party recruitment agencies across the EMEA and APAC markets. The average spend per annum on agencies was $2m and time to hire was 66 days. Something had to be done!

For the first time, we strategically reviewed the current International hiring model for EMEA, LATAM and APAC markets and implemented a robust direct sourcing and assessment process within a new Centre of Excellence model. This session will present our journey and how we transformed our Hiring Strategy; 

• An overview of our journey
• Understanding specific market challenges
• Developing and refining our Employer Brand 
• Creating an effective Assessment Strategy 
• Key successes

TOPIC: Kicking off a Resourcing Transformation…through the Covid Pandemic

Probably better times to transform Resourcing at the UK’s largest water and wastewater company! 

• Our journey from a reactive to mature function
• Kicking on the door of adding strategic value
• Covering people, process, tech and experience

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