ToTalent Live | The European Recruitment Leadership Event - 23rd to the 25th of March

Hung Lee introduces the theme of the day: Diversity Recruiting.

We look into the forces behind the decision to change jobs and how they are different for women. We also examine the 3 new factors in 2021 that are changing everything!

All of us have an unconscious bias when it comes to evaluating talent. Indeed's evangelist Danny Stacy, who has a particular passion within Diversity, Inclusion & Belonging, will reveal why this is and how it is impacting our recruiting efforts. He will also provide some practical suggestions on how by recognising that we have this unconscious bias we can modify our recruitment practices to better engage with the very best talent for our organisations

In uncertain times, change is the only constant. And no team helps a business evolve more than the Talent Acquisition (TA) team does. The TA team can help your business develop and execute a clear diversity, equity, inclusion, and belonging (DEIB) strategy aligned to your goals. That strategy will help your organisation innovate and create real positive change in 2021.

Diverse and inclusive workforces can foster engagement, drive innovation, create stronger companies, and accelerate growth. Delivering impact through DEIB practices requires that these practices be at the centre of your business culture and priorities. For talent acquisition and recruiting teams specifically, attracting and increasing diverse talent is a significant competitive differentiator.

To build robust and diverse hiring practices, TA leaders must identify and remove potential biases in sourcing, screening, and shortlisting qualified candidates that may be ignored, turned off, or accidentally discriminated against in your process.

We believe TA is critical in shaping organisations and improving corporate culture. Your TA team must have the resources they need to be agile, authentic, and recruit based on skills and potential to ensure your organisation is continually learning and growing. From inclusive job descriptions and non-bias workflows to clear onboarding plans and training to support employees and managers, your TA team is on the front line of your DEIB efforts.

Working together, we can consciously change the way we work. Join Sarah Spence, senior solution consultant at Cornerstone, and Alicia Roy, Cornerstone content strategist for EMEA, to learn how to work across functions, support TA strategy with the right tools, and put DEIB at the front will help your organisation innovate and create real positive change in 2021.

Hung Lee introduces the theme of the day: Quality-of-Hire.

2020 had two major events that will impact the future of work for decades to come. The Pandemic and the Black Lives Matters movement. Remote work will be more and more common and this will have a massive impact on recruitment. The call for fair recruitment practices will only grow stronger. But the great thing is that fair hiring also means better hiring, as you look more to actual talent and fit. Organisations that embrace this will flourish in the time to come.

After this presentation you will know:
- The impact of what happened on 2020 for the future of recruitment
- The options available for improving both quality of hire and diversity
- Case studies of organisations already living the future

Data-driven intelligence in recruiting is about more than knowing how long it takes to make a new hire. Time-to-Hire or Cost-per-Hire are still two essential metrics to use, but there is more to it. Besides identifying the right channels to make better decisions on what to focus on, providing applicants with transparent KPIs and salary insights is a proven way to attract the best candidates and increase conversions. As a result, employers will improve their internal KPIs and processes and reduce hiring costs and get rewarded with better visibility on Google and Google Jobs. The search engine on which 8/10 of the candidates inform themselves about the employer before they apply. In our presentation, you will learn how all this is connected, what knowledge you need and how to get started with simple board tools.


Take aways from this presentation:
*Identifying the right channels and how to make the best cost-efficient decisions on your selection of channels.
*How to increase applicant’s conversions with the use of KPIs and automatically collected user-generated content.
*How to improve your internal processes and become a better employer with the help of automation and data.
*How to use salary data internally and externally to attract and make the best possible hiring offers.

Stop using time-to-hire and cost-per-hire as your go-to metrics to prove your performance and contribution to the organizational goals. As they don't say anything about this. What they do, is set you up for a race to the bottom as improving these metrics means just working faster and cheaper. Quality of hire hasn't been standardized and the way it is being measured has, in a lot of cases, little correlation to the quality of work the Talent Acquisition department delivers.

The Hiring Success Metrics solve for this. With Hiring Budget, Hiring Velocity, and Net Hiring Score you have a set of metrics that measure how your investment in Talent Acquistion translates into how well you are able to deliver talent on time when the business needs it against the right quality.

Attendees take away A challenge! Not only to look at the Hiring Success Metrics but to ask yourself why you measure something or why a certain report is being built. If you (or someone else) can not explain what decisions are being taken based on a specific metric or report, stop doing it!

Hung Lee will introduce the theme of the day: leadership and boosting TA teams.

Join Julie Sowash, Executive Director of Disability Solutions, Co-Host of the Crazy and the King Podcast and Person with Hidden Disabilities for our opening Keynote. Julie levels the playing field from who people with disabilities aree as she shares her story and the stories of others on their journey. You will leave KNOWING you can have more power and more opportunity to change minds and change our lives.

Every time a TA leader, RPO or TTM organization is talking about data scientist, A.I. and big data, I know they are full of ….. marketing, PR and bluff. Data driven recruitment is overrated and hyped. It’s not about data and it will never be about data in recruitment. It’s about people, hires, quality, speed and fun. And data can help you realize that. It’s the oil in the motor you don’t want to see or smell. It just needs to be there, and the less data you see and need, the better the process is optimized and data is integrated. Data driven recruitment leadership is therefore not about data or analytics, it’s about asking the right question and setting the right ambitions.

‘The Ginger Maseda Interactive Recruitment Quiz — she asks, you answer.’