The ER Expo 2006 Spring conference agenda was designed with one thing in mind: to help you lead your staffing function through 2006 and beyond.
Read the full conference agenda below, or take a look at the agenda at-a-glance for a quick overview of the conference schedule.
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Quick link to: March 14 | March 15 | March 16
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WORKSHOPS & PRE-CONFERENCE EVENTS
Tuesday, March 14, 2006 | back to top
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10:00 AM–
1:00 PM
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PRE-CONFERENCE WORKSHOP A
The Recruiting Strategic Plan – Developing Synergies with Business Strategy through Recruiting Tactics
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Susan Burns
Founder, TALENT SYNCHRONICITY
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Cynthia Haugh
Senior Director, Global Talent Hiring and Resourcing, ELECTRONIC ARTS
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Jeff Hunter
Senior Director, HR Business Solutions, ELECTRONIC ARTS, INC.
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The needs of our organizations for qualified people at all levels and in all functional areas delivered at just the right time for the business continues to increase. Designing Strategic Recruiting plans is the way to build the roadmap that will help you continue to be successful into the future and build synergies with your firm's business strategy. This workshop will cover the following:
- Provide you the critical questions and techniques you need to think of in evaluating a business strategy from a recruiting perspective
- Identify the major functional components of a recruiting strategy and how to tie results in those areas to business strategy, including technology and branding.
- Show how different organizations in different industries pursuing different talent market segments can use the same strategic approach to arrive and drastically different recruiting strategies.
- Help you convert recruiting strategy into recruiting operations plans.
Join Cindy Haugh and Jeff Hunter from Electronic Arts, and Susan Burns from Federated Department Stores to learn how to develop or enhance your recruiting strategy
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10:00 AM–
1:00 PM
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PRE-CONFERENCE WORKSHOP B
Optimizing the Recruiting Function Using Solid Data
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Jeremy Eskenazi
Managing Principal, RIVIERA ADVISORS, INC.
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Rodney Moses
Vice President of Global Talent Acquisition , COCA COLA ENTERPRISES
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We have all heard the mantra of designing and developing metrics for the recruiting function. We have constantly heard about workforce planning. So, what do we DO with this data? What do the metrics and the data tell us and what we need to change, improve, optimize, or not do? This workshop is designed to explore how to take your current and future metrics and workforce planning data to the next level. Specifically, how do you as a recruiting leader take the data and optimize your recruiting function? During this interactive session, we will focus on taking your current metrics and analytics (as well as new metrics we will discuss) to the next level.
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2:00 PM–
5:00 PM
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PRE-CONFERENCE WORKSHOP C
Best Practices in Sourcing Strategies for Recruiters
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Eric Jaquith
Lead Recruiter, DAILYRESUMES.COM
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This workshop will provide corporate recruiters with a practical approach to develop multi-channel sourcing strategies that will enable them to outperform their competitors. You'll learn techniques for combining both traditional and cutting edge technology to produce simple, effective and affordable sourcing plans.
Recruiters today have more choices than ever before and they must focus on producing results with fewer resources. Eric will show how to balance in-bound and out-bound sourcing efforts to enable the busiest corporate recruiter to improve client and candidate satisfaction. In this session you'll learn to use the tools you have more effectively and combine innovative inexpensive add-ons, new software utilities, and innovative gadgets, so you can better compete for both passive and hidden talent. This session is truly about turning strategies into tactical, practical action plans for recruiting success.
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2:00 PM–
5:00 PM
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PRE-CONFERENCE WORKSHOP D
How to Select, Measure, Manage, and Partner with Recruiting Services and Technology Vendors
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Ed Newman
President, THE NEWMAN GROUP
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Elaine Orler
Vice President of Talent Acquisition Management, KNOWLEDGE INFUSION
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When it comes time to select a service or technology provider to support your recruiting and talent management objectives, the myriad of choices can be overwhelming. Over the past 10 years we have seen the explosion in the number of recruiting solution providers. There are the services providers such as agencies, staffing firms, recruiting process outsourced providers (RPO), sourcing and research firms just to name a few. Then there are the software/application providers such as assessment, applicant tracking (ATS) performance management, succession and compensation planning…..and the list goes on.
In this workshop you will learn the tools and techniques to select, manage and measure the performance of your recruiting partner!
Session highlights include:
- Learn how to structure a selection methodology for identifying your company specific requirements
- Review of evaluation tools that will help you compare the vendors to "apples vs. apples"
- Baseline metrics for measure the vendor performance
You will also receive a CD containing all the tools discussed in the session, including a vendor selection project plan, evaluation matrix and much more to assist you in your recruiting services or technology selection project!
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6:00 PM–
7:00 PM
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SPONSORED BY 
Welcome Reception
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Catch up with acquaintances from previous shows or if this is your first time at ER Expo, start making the contacts that you will have during your time in San Diego and beyond at the ER Excellence Awards Welcome Reception.
Put on your Tuesday best and get ready for a great evening of food, drink, and recognition.
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7:00 PM–
9:00 PM
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SPONSORED BY 
Awards Dinner
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Don’t miss this Black Tie Optional evening of food, drink and recognition. This premier networking event will honor the winners and finalists of the 2006 ER Excellence Awards. Who knows, it may be you!
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DAY ONE
Wednesday, March 15, 2006 | back to top
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8:00 AM–
5:00 PM
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REGISTRATION
Registration
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8:00 AM–
8:45 AM
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SPONSORED BREAKFAST SESSION
How New Technologies Are Changing the Way We Find Top Candidates
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Jason Goldberg
Founder & CEO, JOBSTER
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The New Recruiting Imperative: Talent Networks
- Discover how progressive companies are using Jobster’s recruiting technologies to build and leverage talent networks
- Learn how they are using talent networks as a strategic resource in sourcing and hiring ahead of demand
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9:00 AM–
9:15 AM
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Welcoming Remarks from Conference Chairman
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Dr. John Sullivan
Professor, Author and Advisor to Management, DR. JOHN SULLIVAN & ASSOCIATES
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9:15 AM–
10:15 AM
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DAY ONE KEYNOTE SESSION
Innovative HR: The Key to Microsoft’s Business Success
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Lisa Brummel
Corporate Vice President, Human Resources, MICROSOFT
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Scott Pitasky
General Manager, Talent Acquisition , MICROSOFT
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Join us to hear from the senior leadership of both Microsoft’s HR and Staffing organizations.
Lisa Brummel , HR Corp VP and Scott Pitasky , GM of Talent Acquisition and Experience will share the stage to review how they are evolving the HR and recruiting teams at Microsoft to support to the company’s new growing businesses.
Learn how a combination of a strong leadership team and critical management credibility is ensuring that HR contributes over a range of areas including career path development, talent management systems and especially building a strong Staffing team to source top talent globally. This is a rare opportunity to hear from two dynamic leaders who bring their passion and sense of humor to work every day.
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10:15 AM–
10:30 AM
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Break
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10:30 AM–
11:30 AM
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TRACK I: TOOLS & TECHNIQUES #1
Using Competitive Intelligence for Candidate Sourcing
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David Carpe
Principal and Founder, CLEW, LLC
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As organizations move toward fluid 'insourcing' of the recruitment process and push for greater ownership of overall talent community management, there is great opportunity to blend disciplined CI mechanics with myriad home-grown sourcing processes. Sourcing is an area of the recruitment lifecycle that holds promise for far more than name generation; this session aims to introduce professionals to core CI research and analysis processes and cycles. By learning how to create greater value for larger internal information users, those involved with sourcing might see new dimensions to their roles, alter their internal value and ultimately elevate the criticality of the sourcing function.
While countless HR teams and recruiters throw the term 'competitive intelligence' around with wanton disregard for the ethics involved in corporate CI, what they often describe is really just research - the gathering of information. Research is not intelligence, intelligence comes only when information is analyzed and presented in the form of insight and recommendation. This session will show you how to shift gears and turn a sourcing function into a functional CI team without adding people and without interrupting the continuity of existing HR needs for talent!
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10:30 AM–
11:30 AM
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TRACK II: LEADERSHIP & STRATEGY #2
Achieving ROI While Meeting the Challenges of Today’s Dynamic Business Environment
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Christopher DeFoe
Principal Consultant, DEFOE & ASSOCIATES
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Charles Brandquist
Vice President Human Resources, CREDIT SUISSE
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Mike Salant
Director of Finance for the Information Technology Division, CREDIT SUISSE
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After September 11, 2001, Credit Suisse was presented with a challenge many major financial institutions had to contend with - the associated risks of housing both front and back office operations in the same city or geographic area. In response to this, Credit Suisse decided to launch the enormous project of moving a significant portion of its Information Technology (IT) and Operations, in conjunction with hiring hundreds of new employees in a new geographic location. In this strategy session, Credit Suisse will share its evolving business case for this project and best practices it learned through this ongoing project. The presentation will address finding a suitable location, identifying the talent pool and determining if the depth would support their bulk hiring plans, avoiding increased labor costs, transitioning responsibilities between old and new office locations, designing and implementing a new talent acquisition process and supporting technology and using metrics to ensure compliance with the business case
In addition, you will learn the strategies behind how Credit Suisse:
- Built a recruitment staff and implemented a wide variety of electronic recruitment strategies
- Created a world class training initiative to develop its staff
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11:45 AM–
0:45 AM
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TRACK I: TOOLS & TECHNIQUES #3
The Science of Motivation: Getting Your Client to Close on the Job
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Dr. Janice Presser
President & CEO, THE GABRIEL INSTITUTE
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How do you take control of the "sale"? How do you guide your client to make the decision to take the position that you know they are a perfect match for? After you've helped them negotiate the best deal possible and after you've listened to them articulate the hundred reasons why they are ready to leave their current position, why are they hesitating?
The "close" is the hardest part of the sale for almost all recruiters and the point at which it is easiest to "unsell" someone who looked like a sure thing. When you are trying to influence someone to do what you know is right for them, you want every edge possible. This session will give you a clear roadmap to the successful close. The secret is applying two easy-to-remember rules that are based on the science of motivation.
You will:
- Identify the two primary motivators, where they originated, and how they drive our actions.
- Understand how YOUR primary motivator affects your ability to influence your client's decisions.
- Take home an easy-to-apply tool that tells you how to size up your client's primary motivator and how YOU need to respond to them to move them in your direction.
- Commit two rules to memory - NINE WORDS! - and learn how to apply them to get the results you want: more successful placements, less aggravation, and an enviable win quotient.
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11:45 AM–
0:45 AM
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TRACK II: LEADERSHIP & STRATEGY #4
What's a 21st-Century Recruiter? Guiding and Developing Today's Recruiter
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Kevin Wheeler
President & Founder, GLOBAL LEARNING RESOURCES
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While many of the traditional recruiting skills remain useful, most of us realize that times have changed. Today’s recruiter is challenged by skills shortages, increasing specialization, new technology, and fickle candidates. What are the skills that a modern recruiter needs to have? How do you select recruiters and how do you develop the ones you have? Do you need different types of recruiters, each with her own specialty, or can one person do it all? Can you really teach an "old dog" new tricks?
Kevin will talk about what he has seen in some of the most successful companies and will talk about trends from around the globe. He will also lay out a step-by-step approach to putting together your own development plan or one for your department.
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12:45 PM–
3:00 PM
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Exhibits OPEN
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12:45 PM–
2:45 PM
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Lunch on the Tradeshow Floor
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Enjoy lunch on the exhibit hall floor while browsing the latest recruitment products and services from leading vendors in the recruiting space.
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2:45 PM–
3:45 PM
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TRACK I: TOOLS & TECHNIQUES #5
How to Turn Your Hiring Managers Into Recruiting Partners
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John Vlastelica
Principal (Corporate Recruitment Consultant and Trainer), RIVIERA ADVISORS, INC.
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Getting your hiring managers to engage and partner with you is the key to winning in recruiting. This fun, how-to session will give you 10 best-practice techniques you can use to get your hiring managers and teams to take more ownership for recruiting great people. You'll learn how to be a better partner and create better partners in the management teams you work with. Plus, you'll learn the 5 things we do to hurt our credibility and drive business teams nuts! No theoretical consultant-speak here. All examples and best practice techniques are based on in-the-trenches corporate recruiting successes and failures.
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2:45 PM–
3:45 PM
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TRACK II: LEADERSHIP & STRATEGY #6
Aligning Recruiting Plans With Business Strategies
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Jeff Hunter
Senior Director, HR Business Solutions, ELECTRONIC ARTS, INC.
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Cynthia Haugh
Senior Director, Global Talent Hiring and Resourcing, ELECTRONIC ARTS
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Susan Burns
Founder, TALENT SYNCHRONICITY
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"Hire more, faster" is once again pinging through communication channels in organizations. Constant change and a shrinking labor market makes this increasingly difficult, at the same time our internal clients wants to know that we have a plan for how to meet their future needs. This session will discuss how two different companies in two entirely different industries took a similar approach to drive recruiting results, strengthen business synergies and support company objectives by applying myriad recruiting tactics.
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4:00 PM–
5:00 PM
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TRACK I: TOOLS & TECHNIQUES #7
Integrating & Combining Recruitment Tools to Select Best Candidates
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Paul Westmoreland
Sourcing/Recruiting Mgr North America, FREESCALE
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Join Paul Westmoreland, sourcing & recruiting manager, North America, at Freescale Semiconductor as he shares new tools and techniques he has used to successfully recruit and select candidates, overcoming years of tradition to transform its recruiting organization. In this informative session, Paul will share how the techniques they utilize to search for candidates at Freescale offers a competitive advantage, saves money and raises the quality of talent hired. He will share his strategies behind integrating the various tools they've used to get his staffing organization ahead of their workforce plan -- and beat the market! He'll discuss what Freescale is doing in the recruitment arena and how he has garnered the support of his senior leaders.
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4:00 PM–
5:00 PM
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TRACK II: LEADERSHIP & STRATEGY #8
Taking Your Recruitment Function Global
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Tracey Friend
Vice President, Solutions Architecture, ADECCO RPO GROUP
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HR leaders are being asked to become more strategic. Meanwhile they have also been asked to find a solution that addresses increasing costs, shadow spend, disparate systems and competing talent acquisition processes. Taking your recruiting function global and integrating it into your core HR processes is a trend that is here to stay. This interactive session will discuss: Building and developing a business case for a globally integrated organization, structuring a global recruitment function, deployment and integration requirements to leverage trends and life events that exist in the talent lifecycle.
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5:00 PM–
7:00 PM
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Exhibits OPEN
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DAY TWO
Thursday, March 16, 2006 | back to top
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9:00 AM–
10:00 AM
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OPENING PRESENTATION SESSION
Emerging Issues in Global Recruiting
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Dr. John Sullivan
Professor, Author and Advisor to Management, DR. JOHN SULLIVAN & ASSOCIATES
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In a fast changing world staying on top of everything as it relates to the future of the recruiting profession can be challenge. What seems like a fad today could become the foundation of a strategic recruiting function tomorrow. Likewise, what tools and practices we rely on so heavily today could become obsolete in the same amount of time. Join respected visionary and strategist Dr. John Sullivan for an overview of the emerging issues in recruiting. Learn about what you need to be doing today to keep pace with where you will need to be in two years, and what practices the best companies are developing that will drive future demands. Specific emphasis will be placed on:
- Issues with the greatest visibility among senior corporate leaders
- Issues arising from challenges in the global business environment
- Issues likely to fundamentally change the recruiting profession
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10:00 AM–
11:00 AM
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DAY TWO FEATURED PRESENTATION
Mavericks at Work: Strategy, Talent, and the End of Business As Usual
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William Taylor
Founding Editor, FAST COMPANY
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Playing it safe is no longer playing it smart. In an economy defined by overcapacity,
oversupply, and utter sensory overload -- an economy in which everyone already
has more than enough of whatever it is you're selling -- the only way to stand
out from the crowd is to stand for a truly distinctive set of ideas about
where your company and industry can and should be going. You can't do big
things as a competitor if you're content with doing things a little better
than the competition.
In this provocative presentation, William Taylor, founding
editor of Fast Company magazine and co-author of the forthcoming book Mavericks at Work,
offers an agenda for the future of business -- a set of ideas, and a
collection of case studies -- about how organizations can create a distinctive
presence in the marketplace, about the relationship between a company's
identity in the marketplace and its values in the workplace, and how the
best leaders attract the most ideas from the most talented people, whether
or not those people are employees of the organization.
This presentation is devoted to the proposition that the best way to
out-perform the competition is to out-think the competition. Maverick
companies aren't always the largest in their field; maverick entrepreneurs
don't always make the cover of the business magazines. But mavericks do the
work that matters most -- the work of originality, creativity, and
experimentation. They demonstrate that you can build companies around high
ideals and fierce competitive ambitions: That the most powerful way to
create economic value is to embrace a set of values that go beyond just
amassing power, and that business, at its best, is too exciting, too
important, and too much fun to be left to the dead-hand of business as
usual.
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11:00 AM–
2:00 PM
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Exhibits OPEN
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11:00 AM–
11:30 AM
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Break
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11:30 AM–
12:30 PM
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TRACK I: TOOLS & TECHNIQUES #9
Low Budget, High Impact Recruiting & Retention Tactics
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Lee Elliott
Vice President for Human Resources , SAINT FRANCIS MEDICAL CENTER
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In 2000, Saint Francis Medical Center, a rural hospital in central Nebraska, was facing a severe staffing crisis. At that time, there was not enough staff to care for the numbers of patients coming to the hospital. As a result, patients were being sent to other area hospitals for care; physicians were concerned-some thinking about leaving; and there were serious concerns about the long-term consequences for the financial status of the hospital.
Saint Francis called on its many friends in the community-and they truly came through. The results not only addressed the staffing crisis, they led to the partnership winning the Optimas award from Workforce Management along with such giants as Wells Fargo, UPS, Sun Microsystems and others. They also received the Health Awareness Promotion award from the American Medical Association Alliance. Moreover, the work of the partnership has been the subject of many presentations and publications. This presentation will focus on steps taken to address the crisis and the fairly extraordinary results they attained all with limited financial resources.
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11:30 AM–
0:30 AM
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TRACK II: LEADERSHIP & STRATEGY #10
Extreme Makeover: Renovating Recruiting at Great-West Life & Annuity Insurance Company
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Tony Blake
Director of the Recruiting Center of Excellence, DAVITA, INC.
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This is a story of a total recruiting makeover: Hiring all new recruiters. Implementing a new applicant tracking system. Finding a new "employment branding" partner. Boosting bench strength. Reengineering core processes to create radically new ones. Creating a meaningful recruiting scorecard. Obtaining senior management buy-in. Challenging everything. Sharing a common vision--and instilling the belief--that Great-West could have "the best recruiting team in Colorado." Doing it all in less than a year to ultimately change a recruiting culture stuck in the 1980s and create a high-performing, 21st century recruiting team.
Ultimately, this session is about results: How to achieve them and how to measure them. It’s for attendees who want to know if their recruiters are producing great results. It’s for people who are tired of applicant tracking systems that are less useful than they appeared in the demo. It’s for people struggling with creating meaningful metrics.
In this session you will learn:
- Attributes of great recruiters and how to measure individual productivity
- Techniques for mapping and improving your recruiting processes--to free up recruiters to recruit
- Strategies for successful applicant tracking system implementation
- Practical tips on building a meaningful recruiting scorecard
- How to educate hiring managers to drive a “recruiting culture change”
- An incentive compensation structure for corporate recruiters that makes business sense
- The team member who is our secret weapon in the war for talent
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12:30 PM–
2:00 PM
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Lunch on the Tradeshow Floor
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2:00 PM–
3:00 PM
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TRACK I: TOOLS & TECHNIQUES #11
Know Thyself: Tailoring Process Improvements to Your Organization
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Jason Roberts
Recruiting Operations Expert, ACCENTURE
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Dart Lindsley
Senior Business Process Architect, CISCO SYSTEMS
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In conferences we get a great deal of good advice on how to fix our organizations. But not all organizations are the same. Our companies are all at different levels of maturity, are from different industries, have different customers for our processes, are of differing sizes and degrees of globalization. We don't work in a one-size-fits-all world. Some solutions may solve for problems that we do not have, some problems we face can't be solved by solutions that worked elsewhere. In this session we will discuss both quantitative and qualitative methods for seeing our own organizations.
- Experience Modeling - turning advanced market research techniques inward
- Causality Analysis - Are you sure? Ensuring you fix the problem rather than the symptom
- System Dynamic Modeling - looking deeper into causality
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2:00 PM–
3:00 PM
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TRACK II: LEADERSHIP & STRATEGY #12
How Partnerships Can Solve Your Staffing Challenges
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Marlon Sullivan
Senior Director, Staffing, HOME DEPOT
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In between do-it-yourself and recruitment process outsourcing, there’s a third
way - partnerships. Home Depot will explain how you can use partnerships with
such groups as the AARP, the Department of Labor, community groups such as SER –
Jobs for Progress National, and others to fill jobs.
Home Depot receives more than 17 million job applications annually and had
revenues of more than $73 billion in 2004. It grew so fast in recent years that
its policy of hiring from within could no longer be the only answer. The
company’s growth outpaced the number of qualified internal candidates for key
management and leadership positions.
You will walk away from this session with the knowledge of how a version of
outsourcing to third-parties can work for you and how to provide a seamless
experience to candidates even while outsiders are handling many key staffing
tasks.
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3:00 PM–
4:30 PM
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DISCUSSION PANEL
Invasion of the Body Snatchers: A Look at Ethics in Recruiting
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PANELISTS
Heather Hamilton
Staffing Manager, Marketing, MICROSOFT
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Jeff Hunter
Senior Director, HR Business Solutions, ELECTRONIC ARTS, INC.
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Michael Homula
Director of Recruiting, N/A
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Dave Lefkow
CEO, TALENTSPARK
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MODERATOR
David Gebler
President, WORKING VALUES, LTD.
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With the war for talent back for another round, some companies are lurking like predators over your valuable workforce. In this session, you’ll hear different points of view about the fine line between aggressive recruiting and unethical poaching. You’ll hear about whether it’s OK to lie in order to get a hold of a passive candidate you want to talk to. Experts will tackle several tactics and whether they’re appropriate or over the top. Panelists will also discuss how to protect your company from unethical predators.
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