In-house Recruitment LIVE! is fast approaching and to help whet your appetite we were joined by two of expert speakers fro the event, to highlight some of the key discussions and insights that they will be sharing as well as future trends you need to be aware of in order to keep the pace in the recruitment landscape.

In the third edition of our exclusive In-house LIVE! Q&A we were joined by Dan Paine from Facebook who’s presentation titled “Move fast and break things” is gaining a lot of interest already and Steve Smith from Sterling Talent Solutions who will walk attendees through “Social Media Background Screening: Risks and Rewards” another hot industry topic!

This year’s event promises to inspire the In-house Recruitment community through a phenomenal line-up of the industry’s finest speakers paired with a knock out conference agenda so make sure you register today before it’s too late!

Q1. What does it mean to be a part of the In-house Recruitment LIVE! 2017 speaker line-up?

Dan: It’s a great opportunity for me to connect with people in the recruiter community, if people go away with something more than they came with then that’s an added good feeling for me!

Steve: In-House Recruitment LIVE! has quickly established itself as a must-attend event for In-house HR professionals. The content programme is especially strong this year and we’re delighted to be a part of that by dispelling some of the myths around what you can and can’t do when it comes to viewing candidates social media profiles.

Q2. What are you most looking forward to sharing with your peers from your presentation? Can you give us any teaser stats, facts or insight?

Dan: I’ll be discussing some of the interesting projects Facebook are getting up too and really looking beyond the big blue app everyone knows

Steve: Our research suggests that well over 60% of employers review the social media profiles of their candidates, yet the same study also revealed significant confusion around what they are actually allowed to view and how this information can be used to make a hiring decision. We will explain the risks and rewards of social media background screening, look at who in the hiring organisation should ‘own’ it, and provide practical action points to ensure you remain compliant.

“I’ll be discussing some of the interesting projects Facebook are getting up too and really looking beyond the big blue app everyone knows”

Q3. How has the shape of recruitment transformed over the past few years? What’s caused this shift away from conventional recruitment strategies and processes?

Dan: Tech, technology has changed a lot of what we do on a day to day basis. Along with the need to have everything instantly has made the recruitment industry sit up straight. But a lot of the principles are still the same.

Steve: The competitive search for talent has seen a shift from simply posting vacancies in the press and on multiple jobs boards, to taking a far more proactive approach – for example, 56% of HR and recruiters suggest some of their best candidates are now sourced via social media.

This same technology is allowing employers to gain more insight into the background of their candidates as a part of the vetting process – when it comes to social media, 36% of employers claim to have rejected a candidate based on something they discovered online. The technology may be improving the accuracy and efficiency of the hiring process, but those in charge need to understand how to use the data in a compliant way.

Q4. What do you regard as industry success? What types of stories inspire you?

Dan: Industry success is creating an amazing experience for a candidate, once you nail that you have a good foundation to build. The best stories are the ones of people moving heaven and earth for a good candidate.

Steve: Success to us is all about ensuring our customers hire the right people to help their business grow successfully. Pure and simple. The stories that inspire me are when clients tell us we made their life easier, improved the quality and speed of their hiring programme and mitigated the risk of hiring mistakes in the process.

“56% of HR and recruiters suggest some of their best candidates are now sourced via social media”

Q5. What do you think is the next big thing in Recruitment?

Dan: A.I and Machine learning are always an interesting topic, I feel we will see more innovation in candidate experience, a little I will touch on.

Steve: The next big thing is the same as the current big thing; the candidate experience. Any processes or technology that enhance the experience of successful and even unsuccessful candidates, will not only help you to recruit the very best talent, it will also boost your brand and reputation.

“The best stories are the ones of people moving heaven and earth for a good candidate.”

Q6. What advice would you give to anyone deciding whether or not to come along to LIVE! 2017?

Dan: Just come, if you are looking to connect, learn or share it is the place to be.

Steve: If you’re going to take one day out of the office this year, this is the one to pick. You’ll leave inspired, not only by the valuable educational programme and meeting with industry leading exhibitors, but by networking with your peers to share insight and learn from the experiences and challenges of others in your discipline

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