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World Class SOCIAL RECRUITING & Talent Relationships 2014 September 4th -5th September 4th September 5th Main Conference Evening Reception Working Groups Villa Manskopf Frankfurt, Germany Are You Winning the War for Talents in the Digital Age? What attendees say about the World Class Series: “Thanks for putting on a great conference. The program was great and the crowd was excellent. I learned a lot and hopefully others could learn from my experi- ence as well.” Peter Ferm, IT Business Analyst - Group Staff Functions, Electrolux IT Solutions, Sweden “I think this was one of the best conferences about this topic I have been to!! Well done with the speakers and the content!!” Tricia Mercaldo, Director Communications & Collaboration, Turner Broadcasting, United States “A great advantage was the ability to watch back over the presentations after- wards to recap on key points. I would highly recommend any manetch event and I look forward to the next one.” Jon Synnott, Head of Training, Two-Ten Health, Ireland #wctr

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World Class SOCIAL RECRUITING & Talent Relationships 2014

September 4th -5th

September 4th

September 5th

Main Conference

Evening Reception

Working Groups

Villa Manskopf

Frankfurt, Germany

Are You Winning the War for Talents in the Digital Age?

What attendees say about the World Class Series:

“Thanks for putting on a great conference. The program was great and the crowd was excellent. I learned a lot and hopefully others could learn from my experi-ence as well.”

Peter Ferm, IT Business Analyst - Group Staff Functions, Electrolux IT Solutions, Sweden

“I think this was one of the best conferences about this topic I have been to!! Well done with the speakers and the content!!”

Tricia Mercaldo, Director Communications & Collaboration, Turner Broadcasting, United States

“A great advantage was the ability to watch back over the presentations after-wards to recap on key points. I would highly recommend any manetch event and I look forward to the next one.”

Jon Synnott, Head of Training, Two-Ten Health, Ireland

#wctr

World Class SOCIAL RECRUITING & Talent Relationships 2014

September 4th- 5th

September 4th

September 5th

Main Conference

Evening Reception

Working Groups

Benchmark with the Best in Social Recruiting

• 14 Best Practice Case Studies from Around the World

• Personalized Agenda and Networking Concierge Service

• Hybrid On- and Offline Community and Conference

• Structured Peer-to-Peer Matchmaking for Targeted Networking

Key Topics such as

• Planning and Executing Social Media Recruiting Campaigns

• Talent Communities and Relationship Management

• The Future of Employee Referrals

• Mobile-enabled Recruiting

• Reaching out to the Best of the Best of Global Candidates

Contributors

LEVERAGING SOCIAL DATA AND MASTERING SOCIAL RECRUITING

09:00Introduction by the chairman

09:15Futurecasting - Harnessing the Innovation Power of Big Social Data to Transform the Strate-gy of Hiring • How big data & social are impacting corporate HR & recruiting • How the talent acquisition function processes data today • How strategic talent mapping & business intelligence, together, ensure talent pipelines which endure the test of time & circumstance • The caveat of over dependence on vendor subscription services & technology investments• Interpreting data for competititve intelligence • Adoption failure: How the human factor of accountability impacts talent pipeline longevityDave Mendoza Talent Innovations Strategist & Sustainable Data EvangelistInformatica

10:00Sourcing Hacks, Tips and Tricks• Which sources for which types of people?• LinkedIn search methodologies • Special considerations for software engineersCJ van der Westhuizen EMEA Search Team Dell

10:45Coffee break with manetch-organized networking

11:15Innovations in Social Recruiting• How to share relevant information to cultivate brand awareness across the social web• Which tools recruiters use to improve social hiring• Why improving your mobile strategy is paramount for social recruiting• Engagement practices to encourage social adoption among recruiters• How to expand your brand’s image via social• How to develop relationships to drive and improve engagement among potential employees• How to build talent communities and maximize the power of social referralsAliah Wright Author of the bestselling book “A Necessary Evil: Managing Employee Activity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites.” (SHRM, 2013)

12:00Social Media, Recruiting, TRM & Law - An Initial Overview• Do I really need to care about copy rights, competition regulations and data protection while just wanting to put up a great social campaign and to recruit new staff?• Social Media Guidelines – Just a good looking (video-)manual for your employees or is it maybe a little bit more complicated? • Active Sourcing: Are we allowed to? Even in data-protective Germany?Nina Diercks LawyerDirks & Diercks Rechtsanwälte

12:45Lunch break with manetch-organized networking

THURSDAY, SEPTEMBER 4thMorning sessions

MANAGING INTERNAL CHANGE AND BUILDING THE BRAND

14:15Case Study: Our Social Recruiting Journey• How CERN designed its Online recruiting strategy• CERN’s best practices and tools • Next stepsAnna Cook Head of Recruiting CERN

15:00A Tale of Monsters and Unicorns: Global Referral Recruiting• Incentives in a no bonus culture: How to make small gifts and even virtual badges work• Creating buzz-worthy events • Spreading the word across all channelsGitta Blatt Head of People Wooga

15:45Coffee break with manetch-organized networking

16:15Holistic Employer Branding & Recruiting - DB’s Approach to Become a Top Employer• Most important levers of successful Talent Acquisition• Overview of the employer branding campaign “A job like no other” • Applicant expectations• Recruiting skills• Selected activities in employer branding, recruiting, social media and university relationsKerstin Wagner Head of Talent Acquisition DB Mobility Logistics, Queb member

17:00Dialog SessionBuilding the Competences for Tomorrow’s Global Recruiting Organization• The three types of recruiters you will need. In a world of social media and individualization our target groups require a more and more personalized approach. Therefore Recruiters need special trainings according to their target groups.• Local specifics in a global recruiting organization. Not only target groups metter but also the country you are going to hire in. Some examples show that especially in terms of social networks country know-how is required.• Recruiter Type active sourcer - a more specific introduction. What makes active sourcing successful? The tools you need and how to use.• The structure of an organization which conducts active sourcing. Even if your Recruiters know how to source you need additional infrastructure according to the new requirements.Robindro Ullah Head of Employer Branding and HR Communication Global VoithTobias Ortner Head of Recruiting and HR Marketing BFFT

17:45Evening Recept ion

THURSDAY, SEPTEMBER 4thAfternoon sessions

CHOOSING AND IMPLEMENTING YOUR TOOLS

08:30Introduction by the chairman

08:45Tools for the Efficient Use of Social Media for HR• Social within HR software suites• Mobile recruiting and HR • Trends you need to take into account for your investment decisionsProf. Dr. Wilhelm Mülder Institute of Business Process Management and IT University of Applied Sciences Niederrhein

09:30Next Generation Sourcing – New Ways to Close the Talent Gap and Gain a Competitive Advantage• The importance of building a competitive sourcing strategy based on market intelligence and organizational objectives• Innovative sourcing practices that enable to gather and cultivate lasting talent pools • Case studyKatarzyna Terlecka Talent Sourcer Microsoft, Queb member

10:15Coffee break with manetch-organized networking

10:45Interac t ive Work ing GroupsUsing Big Social Data for Recruiting SuccessDave Mendoza Talent Innovations Strategist & Sustainable Data EvangelistInformatica

Gamification of Recruiting to Create EngagementTim Ackermann Senior Talent Acquisition DirectorParexel

How to build stories and enticing contentRasmus Schjoedt PedersenHarvard-Book Author on Social Media and Digital Involvement

Stop searching, start matching. Learn from dating platforms!Robin SudermannChief Executive Officer22 Connect AG

12:15Lunch break with manetch-organized networking

FRIDAY, SEPTEMBER 5thMorning sessions

SOCIAL RECRUITING BEST PRACTICES

13:15Social Recruiting Is an Inter-Departmental Task: Involving the Key Players in Your Company• Selling social and triggering the cultural change• Internal social recruiting processes acrosss department borders • Managing the change and maintaining digital involvementRasmus Schjoedt PedersenHarvard-Book Author on Social Media and Digital Involvement

14:00What HR can Learn from Sales: A Step-by-Step Guide• Establishing a direct link between product and sales: the new Recruiting set-up• Changing the Mind-Set of your customers: Modern Hiring Managers • Establishing new customer interfaces: The Talent Attraction Manager• Joining forces with Marketing: Spider-Web RecruitingSeverine Fiegler Nicole Goodfellow Head of Talent Attraction Employer Branding Manager Infineon Technologies, Queb member

14:45Coffee break with manetch-organized networking

15:15Talent Relationship Management – Identify, Engage, Win the Best Candidates• Relevance and identification of critical target groups• Systematically engaging with talents • Winning highly qualified candidates for the recruiting processMelanie Stracke Teamlead Sourcing & Scouting Accenture, Queb member

16:00HR Marketing for pupils: 5 assumptions, 1 solution• # 1: It’s all about orientation• # 2: It’s about the last 2 years • # 3: Me, myself and I: Individualism makes the difference• # 4: It’s not about quality, it’s about requirements• # 5: Pupils are mobile!• How blicksta worksGero Hesse Member of the BoardMedienfabrik

16:45Closing panel discussion

17:30End of the conference

FRIDAY, SEPTEMBER 5thAfternoon sessions

part of the World Class Series by

Matchmaking-powered Event Experience and Unique Meeting Concierge Service

Before the conference, we ask you to fill out our questionnaire. Based on the results, we fine-tune the agenda and make a proposal for your individual conference itinerary including the sessions and the discussion partners you shouldn’t miss. We even organize the meetings with other attendees, if desired.

This approach maximizes your return on time investment at the event.

Furthermore, you get free access to the manetch platform where you can arrange meetings for the conference in self-service before arriving onsite, you can download the presentations and you can continue discussing and sharing ideas after the event.

After the World Class, Best Practices Remain Only a Click Away at manetch.com

See the updated priorities of the other attendees

Get back in touch in on- and offline meetings

Discover new interesting connections

Who Will Be Attending, and Why Should You?

The success of your organization will depend on how well you leverage social media to attract top talent worldwide and keep a competitive edge. The World Class Social Recruiting & Talent Relationships 2014 will bring together an international crowd of first movers from business and technology backgrounds who will share with you what works in their companies and what doesn’t. Use this opportunity to benchmark your own projects!

Click icon toregister online

part of the World Class Series by

Click icon toregister onlineProfit from this year’s Key Note Speakers such as

Dave Mendoza, Talent Innovations Strategist & Sustainable Data Evangelist, Informatica:

Dave is a multi-award-winning talent acqui-sition thought leader and global speaker. He provides talent strategy roadmaps and customized innovations which promote the convergence of Big Data, Social data API and CRM technologies on behalf of leading For-tune 500 companies. Most recently he was a Finalist for the HROA’s Trustee Award “North American Thought Leader, 2013” as a reflec-tion of his Innovations on behalf of Talent Acquisition and Workforce Planning. Among other recognitions, he earned “Excellence in Sourcing Innovation and “Most Strategic Use of Technology Awards. He recently authored,

“Futurecasting: How the rise of Big Social Data API is set to Transform the Business of Recruiting.” For direct inquiries he can be emailed directly Dave’s thought leadership introduced the concept of ‘Talent Mapping’ using business intelligence methodologies and was an early adoptor and evangelist to social recruitment. His research utilizing Big Data principles has introduced the broad implications of Social Data API convergence, business intelligence as a service, and retaining organizational intel-lectual property through the application of a Talent Knowledge Library. In summary, he has conceived of a ‘Futurecasting’ metholodogy - the high-impact concept that could transform the business of recruiting.

Aliah Wright, Author of the bestselling book “A Necessary Evil: Managing Employee Ac-tivity on Facebook, Twitter, LinkedIn … and the Hundreds of Other Social Media Sites.” (SHRM, 2013):

Aliah is the author of a best-selling SHRM-published book “A Necessary Evil: Managing Employees’ Activity on Facebook, Twitter, LinkedIn ... and the Hundreds of Other

Social Media Sites” which encourages HR professionals to embrace social media as a tool for recruiting and increased employee engagement. It also shows HR profession-als how to effectively promote, protect, and defend their firm’s brands and reputations on social media platforms by encouraging them to manage employee activity with legal social media policies.

Nina Diercks, Lawyer, Dirks & Diercks Rechtsanwälte:

Nina, M.Litt (University of Aberdeen) is a lawyer and partner of the law firm Dirks &

Diercks in Hamburg, Germany. Moreover, she established the Social Media Recht Blog in 2010. The name says it: Nina counsels in all realms of social media law. More information at: http://dirksunddiercks.de.

Rasmus Schjoedt Pedersen, Harvard-Book Author on Social Media and Digital Involve-ment:

Rasmus works globally as a recoqnized expert and consultant on strategy, digital involve-ment and digital persuasion. He has studied

new media and organizational development at MIT and Harvard and holds a master degree from Harvard University. Here he became a recipient of the prestigious Crown Prince Frederik of Denmark Scholarship and co-taught one of the university s most popular courses in complex communications.

part of the World Class Series by

Click icon toregister onlineProfit from this year’s Key Note Speakers such as

Robindro Ullah, Head of Employer Branding and HR Communication Global, Voith:

From 2005 to 2013 Robindro worked for the Deutsche Bahn in different positions. As a mathematician he started in the yield manage-ment section before entering the HR depart-ment in 2007. Within HR he focused on topics like Social Media Recruiting/ Employer Brand-

ing and employment schemes for workers over 50. On the 1st of July he joined Voith as Head of Employer Branding and HR Commu-nication.•2005 – 2007 Revenuemanager (DB Fernverkehr AG)•2007 – 2009 HR Marketing (Deutsche Bahn AG)•2009 – 2012 Head of Ad-ditional Services (DB Services GmbH)•2012 – 2013 Head of Talent Acquisition Region South (Deutsche Bahn AG)

Prof. Dr. Wilhelm Mülder, Institute of Business Process Management and IT, University of Applied Sciences Niederrhein:

Academic Qualification at University of Essen (Business Administration, Business Informat-ics), Dipl.-Kfm., Dr., Software Development

and Software Consulting for HRM. Professor in Business Informatics, Niederrhein Univer-sity of Applied Sciences, Moenchengladbach, Germany, Director of GEMIT Research Insti-tute, Moenchengladbach. Consultant for eHR, HRM Software. Visiting Professor at Univ. of Life Sciences, Prague, Czech Republic.

Gitta Blatt, Head of People, Wooga:

Gitta serves as Head of People at Wooga, one of Europe’s leading social and mobile games developers. Gitta heads Wooga’s people de-partment, which focuses on recruiting, univer-sity relations, family support, accommodation management, on boarding and integration as well as employee assistance for more than 250 Woogas from over 40 nations. Together

with her team, Gitta develops strategies for the rapid growth of the company, for the war for talent in the industry, the maintainance of the diverse company culture and ensuring that employees feel good at and about Wooga. Gitta joined Wooga in 2011. Prior to joining the game industry in 2008 as Head of HR at Big-point, Gitta has been working for online and entertainment companies such as AOL Time Warner for more than 15 years.

Kerstin Wagner, Head of Talent Acquisition, DB Mobility Logistics:

After completing her studies in business administration at the ESB Business School in Reutlingen and Reims Management School (France) as well as an MBA at the University of Ottawa (Canada), Kerstin joined Siemens in 1995 as assistant to the Head of Global HR for telecommunications. Over the following years, she served in a range of HR roles, tak-ing her to Boston (USA) and other locations. From 2003, Kerstin established the placement and recruiting services area, involving the

management of internal interim employment and the in-house temporary employment agency. From 2009, she took charge of global employer branding and recruiting strategies and concepts as Head of Global Talent Acqui-sition. Since June 1, 2012, Kerstin bundles the employer branding and recruiting activities of Deutsche Bahn as Head of Talent Acquisition and as a close associate of the chief human resources officer. This enables DB to position itself as a top employer and recruit around 7,000 new employees for the DB Group each year.

part of the World Class Series by

Click icon toregister onlineProfit from this year’s Key Note Speakers such as

Anna Cook, Head of Recruiting, CERN:

Anna studied biological sciences, then immunology in the UK. Her career includes roles in the laboratory sales sector and the semiconductor industry; she joined CERN, the European Organization for Nuclear Research in Switzerland in 2004. The Computing Grid was her first challenge, managing all admin-istrative aspects of this worldwide, European Commission-funded project ‘Enabling Grids

for E-sciencE’, spanning over 200 institutes in over 50 countries and which lasted 6 years. In parallel, she managed the human resource and materials budget planning for the CERN-IT Department. In 2010, Anna took a central role in setting up the new CERN-wide Recruitment Unit , leading a team of 5 recruiters, managing the Unit’s development and projects recruiting all manner of profiles, ranging from techni-cians through to phycisists, support staff and engineers.

Tim Ackermann, Senior Talent Acquisition Director, Parexel:

Tim is a seasoned and passionate HR and Talent Acquisition expert with over 15 years in various industries at companies such as Deutsche Bank, Microsoft and Swarovski. Recently Tim joined PAREXEL International

as Senior Director Talent Acquisition EMEA, SEA, India and Japan. Besides he is teaching HR Management at the International School of Management, Munich. Tim is a founding member of Queb e.V. the (German) Asso-ciation for Quality Employer Branding and actively engaged in the harmonization of the European higher education with fibaa e.V.

Gero Hesse, Member of the Board, Medien-fabrik:

Gero’s mission is “creating relationships be-tween talents and employers”. Working in the field of employer branding, HR marketing and

recruitment since 15 years in companies such as accenture, Bertelsmann and now embrace, he is known as social media expert, employer branding innovator with “careerloft” and blog-ger with his blog www.saatkorn.com.

Katarzyna Terlecka, Talent Sourcer, Micro-soft:

Katarzyna is a Talent Sourcer at Microsoft and joined the team in June 2011. She is an expert in effective and innova-tive sourcing with an emphasis on diversity search. Katarzyna is very passionate about creative, strategic and structured sourcing. She is ea-

ger on going beyond traditional approaching methods and is actively looking for new ways to attract top professional talents. She graduated with a Master s Degree from the Faculty of Economics and holds a Post Graduate Diploma in Human Resource Man-agement. Outside of work Katarzyna loves taking photos and has a big passion for travelling.

part of the World Class Series by

Click icon toregister online

As the only German institution exclusively specialized in national and global Employer Branding, DEBA develops credible, differen-tiating and forward-looking employer brands and accompanies organizations along the en-

tire process chain of employer brand manage-ment. In cooperation with leading European universities, DEBA trains Europe’s employer brand managers and provides research on current Employer Branding issues.

Supported by Media Partners such as

The weblog “Verbände-Talk” addresses asso-ciations which deal with the internal interest coordination as well as the external lobbying process. Associations whose addressees are their own members, state and politics as well

as the public and media.The “Verbände-Talk” discusses basically all aspects which concern the professional organization of these core duties like strategy, lobbying, communications, recruiting etc.

personalmagazin is by far the largest circulat-ing and best-selling trade journal for Human Resource management in German-speaking

countries. In addition to management issues, it addresses the challenges faced by Human Resource professionals.

There is more to recruiting than spending hours of reading and rejecting copy-paste applications. Talents Connect is a new and innovative recommendation platform, aggre-gating hard and soft skills of applicants into one ‘matching score’. This matching score illustrates how well an applicant fits to a com-pany and their job openings, by taking a wide variety of criteria into account. Just like dating platforms Talents Connect offers its users a short but precise survey to distinguish them-selves – or to profile the job they’re offering in

detail. After completion of the survey Talents Connect’s algorithm compares all applicants to every single job on the platform and pres-ents the best matches in real-time. Thus, with less effort, time and money, applicants and job offers can now be matched on a larger scale than traditional recruiting. This mecha-nism not only holds the potential of scaling up the amount of potential applicants, but also brings an incomparable quality of applicants, yet to be seen in today’s recruitment process.

part of the World Class Series by

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Registration (fax to +49-30-20898-1389 or email to [email protected])

Please choose your delegate pass and enter your information below to register as a World Class Social Recruiting & Talent

Relationships 2014 attendee.

Onsite Pass (full access to conference as well as full access to conference materials and delegate matchmaking)

€ 1,850.00

Online Pass (no access to conference, but full access to conference presentations, session videos and delegate matchmaking)

€ 450.00

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Special Requirements Discount Code

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part of the World Class Series by

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Terms and Conditions

§ 1 Services

Manager eMatch GmbH (manetch), Bamberger Str. 31, 10779 Berlin, Germany, operates a global platform for knowledge and

experience exchange among the global business community. The following Terms and Conditions regulate the contractual re-

lationship between the delegate of the World Class Social Recruiting & Talent Relationships (event) and manetch. Any diverging

Terms and Conditions of the participant shall have no validity.

§ 2 Registration

The delegate is entitled to use manetch services after the acceptance of the delegate registration form has been confirmed by

manetch.

§ 3 Cancellation

Cancellation may be in writing only and made with full refund at any time up to 14 days before the start of the event. After this

period, half of the delegate fee shall be retained by manetch. If the delegate fails to show up at the event, or cancels on the

day of the event, the full delegate fee shall be retained. manetch will be pleased to accept an alternative participant at no extra

charge at any time.

§ 4 Liability

manetch reserves the right to replace speakers if circumstances require and to make any necessary changes to the pro-

gramme, while preserving the overall character of the event. The delegates shall be notified without delay in the event of a

cancellation due to force majeure, the indisposition of a speaker, problems arising at the venue or an insufficient number of

delegates. Cancellation due to an insufficient number of delegates shall be announced no later than two weeks prior to the

event. Under such circumstances, the delegate fee shall be refunded. No claims for reimbursement of travel expenses and ac-

commodation costs, or for compensation due to lost working time, shall be accepted unless such costs are the result of grossly

negligent or wilful behaviour on the part of manetch.

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All our conference documents are protected by copyright. Participants are only granted simple, non-transferrable rights of us-

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The delegate pays a fee as set forth in the manetch delegate registration form. The fee is to be paid in full immediately after

receiving the invoice. If the delegate is in default of payment, manetch shall be entitled to demand late payment interest to the

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Payment or payment rates as specified in § 4 shall be net. Companies based in Germany shall pay them plus value-added tax at

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