Australasian Talent Conference 2015, Sydney
23rd June, 2015 to 25th June, 2015 @ Hilton Sydney, George Street, Sydney, New South Wales, Australia
The Largest Event For Corporate Talent Managers, HR Directors and Recruiters In The Southern Hemisphere
Recruitment IS Marketing. Challenge yourself to think differently at #ATC2015
The best way to continually hire high performing employees is to attract top talent to your organisation. The most important role for a Talent Acquisition professional, is to ensure they have the diverse quality candidates in their recruitment funnel. If you can gets attraction right and can measure results, nothing else is important.
How do we differentiate our employer brand, get it out there and build interest with prospective employees? What channels will provide the best ROI? Can we leverage our consumer brand?
With the ubiquity of social media, the rise of ‘data analytics’, and the ever increasing availability of sophisticated technologies, recruiters need to learn and adapt skills that were traditionally the domain of the Marketing Department. Marketing’s function is to create a difference between similar products and build interest and desire. To build interest and excitement about your company as an employer of choice, recruitment must morph into a marketing process.
Our ninth annual ATC will emphasise the three core elements of a successful recruitment marketing function: Content, Analytics, and Process & Technology.
Content: The creation of compelling content, videos, and games or other tools that enlighten, engage, and keep candidates involved.
Analytics: The ability to capture and understand the data you receive from every tweet, retweet, message, click, and like.
Process & Technology: The social networks and websites that enable potential candidates and people in the organisation to share information, talk about the brand, about daily life, and about the good and not so good sides of working there.
Who Should Attend? Corporate recruitment and talent management decision-makers who are rethinking their organisation’s talent function and are looking for ways to:
- Harness their company’s social capital to attract and engage with the right talent;
- Develop and implement a compelling, content-lead recruitment marketing strategy;
- Understand the power of ‘story-telling’ to convey your company’s unique employee value proposition;
- Maximise the use of technology and analytics;
- Develop their mobile recruitment strategy; and
- Deliver better quality of hire.
Download the PDF agenda version here.
Innovation Lab: Networking is the heart of the ATC and is free for all ATC2015 participants to attend. This Innovation Lab and Welcome Reception will be held on Tuesday, 23rd June from 5:00pm to 7:00pm and will be a great opportunity to talk to your peers, mingle with our partners, meet our speakers – and make new friends.
Join Bill Boorman, Amazon, and HR and recruitment technology start-ups and early lifecycle HR Tech companies, who will showcase their innovative technology through a series of short, sharp ‘Shake-Up’ sessions. Click here for more info!
Interested in Sponsoring or Exhibiting? Click here to view current ATC2015 floor plan.
Day 1: 23rd June, 2015
- 8:00 am - 9:00 amWorkshop Registration:
The ATC workshop registration desk opens from 8:00am. For the early birds among you, come join us for coffee, mingle with other early rising delegates.
- 9:00 am - 12:30 pmWorkshop 1A AM - Turning Assessment into Attraction and Engagement:Nicole Russom - cut-e Australia, Inari Saarinen - Sunglass Hut
Turning Assessment into Attraction and Engagement
This workshop will give you a framework and tangible takeaways to reduce cost and effort by making your candidate assessment a key component of your attraction strategy. By using a case study from Sunglass Hut you will learn first-hand the valuable lessons that Sunglass Hut gained from this project.
Working at Sunglass Hut is fun. You get discounts on the latest sunglasses, you get to work with great people and you get to meet new customers every day. Working for Sunglass Hut is not for everyone however, but everyone can be Sunglass Hut customer. When faced with this quandary, Sunglass Hut wanted to introduce an efficient screening process to give prospective employees an authentic experience of their organisation, their culture and their brand. They wanted to reinvent their employer brand and by doing so find the most culturally aligned future employees.
Find out how Sunglass Hut engages candidates with their brand regardless of the outcome of their application. In this interactive and practical workshop we will cover how to:
- make assessments part of your attraction strategy;
- use gamification effectively;
- find the most culturally aligned candidates;
- introduce assessments that encourage diversity; and
- get real and measurable ROI from your assessments.
- 9:00 am - 12:30 pmWorkshop 1B AM - "Honest Marketing" the Organisation to Attract the Right Talent:Master Burnett - BraveNewTalent
“Honest Marketing” the Organisation to Attract the Right Talent
Let’s be entirely honest, most recruitment marketing sucks! The messaging may be snappy and the pictures glossy, but the talent you need to influence know it’s all propaganda… just like the menu photos in a fast food restaurant, what you get rarely resembles what’s marketed. Organisations are not simple products, and rarely do employees benefit from a consistent workplace experience. Sure the benefits are the same, but the nature of the work and the quality and perspectives of people vary widely throughout the organisation. A common value proposition just isn’t reality!
Honest marketing is a modern approach that isn’t about selling hype. It doesn’t position the organisation to be all things to all people. It’s about painting real pictures of real experiences in the minds of those targeted few you need to influence. It’s marketing for the modern, hyper connected world where boring, generic and over positive messaging just gets ignored.
This workshop will focus on sharing:
- The key tenets of honest marketing an organisation
- Practical, low-cost methods of starting meaningful conversations in pivotal talent communities
- Approaches to leverage others and raising your voice
- How to demonstrate the impact of your efforts
- 1:30 pm - 4:30 pmWorkshop 2A PM - Social Media for recruitment and the workplace: Keeping it Legal:Nick Duggal - TressCox Lawyers
Social Media for recruitment and the workplace: Keeping it Legal
Unless you are still in the dark ages, social media plays a major role in your strategy for candidate and employee attraction and engagement. But when unregulated, it can also expose an organisation to a myriad of potential pitfalls, including claims alleging breach of discrimination, privacy and contract law, along with other risks to reputation and client relationships.
Recent cases make it clear that an organisation’s ability to effectively regulate its workforce’s use of social media will depend centrally on whether it has appropriate written contracts, policies and procedures.
This workshop will provide you with practical tools for minimising your organisation’s social media exposure, while allowing you to harness its benefits in employment activities. Through an interactive session, this workshop will enhance your skills in:
- developing social media recruitment processes from a legal perspective, including publishing candidate messages, collecting personal information and protecting your organisation’s confidential information
- understanding the extent to which your organisation can and should lawfully regulate its social media recruitment activities
- preparing and implementing policies, procedures and training which support effective social media recruitment activities
- protecting content and clients who are communicated with via LinkedIn
- considerations to be included in employment contracts to protect your confidential information
- remedial action for social media misuse
Nick Duggal, Partner at TressCox Lawyers, is a highly engaging presenter, providing his own personal insights into real case studies and practical solutions. He has practiced exclusively in the area of workplace relations for over ten years, and has experience in a full range of employment and industrial relations matters, including advising employers on issues arising from employee use of social media and regulation of recruitment activities.
- 1:30 pm - 4:30 pmWorkshop 2B PM - Building a Cult Brand from the Inside Out:Todd Wheatland - King Content, Bill Boorman - #tru
Building a Cult Brand from the Inside Out
Most companies screen for skills and experience, then try – with very mixed results – to recruit for fit.
Cult Brands automatically screen for fit, so they can truly recruit for skills and potential.
We’ve scoured the world analysing literally hundreds of companies and the relationship between internal culture and external recruiting. Along the way, we’ve come to believe that most companies have recruiting all wrong – and a small but growing number are getting things very right.
Taking advantage of the new digital and publishing landscape, Cult Brands are being established from the inside-out, celebrating and empowering existing employees to generate their next generations of star performers.
This workshop will share:
- The principles of modern marketing, publishing and social media, and how they can be best leveraged for employer branding and recruiting
- The 7 core elements of a Cult Brand
- Over a dozen case examples, from AirNZ, Red Balloon, Hard Rock Café, the BBC, PwC, GE, Starbucks, IDEO, Rackspace, Caterpillar, WordPress, Netflix, Zappos and CERN.
- 1:30 pm - 4:30 pmWorkshop 2C PM - Attracting and Recruiting People with Disabilities:Amy Cato - Executive Women Shortlists, Emma Gee - Emma Gee
Attracting and Recruiting People with Disabilities
This workshop will be facilitated by Emma Gee & Amy Cato, both experts in diversity. Emma is a stroke survivor, and a renowned expert and a living example of what it takes to step in another’s shoes and truly bounce back in life. Amy is the director of Executive Women Shortlists, and is a vocal supporter of assisting people with disabilities to find sustainable employment through running job clubs, charity work and creating campaigns with ASX businesses. She has executed a successful Big 4 recruitment campaign to ‘Hire people with disabilities’ as part of the overall inclusion strategy. Amy brings together the experiences, opinions and insights of her networks to give comprehensive perspectives from the views of the candidates, hiring managers, HR Managers and Disability Services Providers.
One out of five Australians has some form of disability and Amy and Emma believe that the only way to maximise your company’s performance is by utilising the entire talent pool.
The objective of this workshop is to assist organisations improve the diversity by developing realistic plans and tactics that will create success. An outline of the workshop components are:
- Emma Gee’s story of how she has overcome serious adversity;
- Examining the benefits to recruiting people with disabilities; Who is doing it well? How?
- What do I need to line up internally for a campaign to work? Do I have internal champions? Do we have a genuine understanding of ‘disability’?
- Creating compelling organisational diversity business drivers;
- Targeted attraction & recruitment strategies; and
- Developing metrics and reporting to measure success.
We look forward to an informative and interactive workshop with like-minded people dedicated to exploring new ways to source great talent.
- 5:00 pm - 7:00 pmInnovation Lab & Welcome Reception - Sponsored by Amazon:Bill Boorman - #tru
Networking is the heart of the ATC and is free for all ATC2015 participants to attend. This Innovation Lab and Welcome Reception is a great opportunity to talk to your peers, mingle with our partners, meet our speakers – and make new friends. We hope you leave this event with lasting connections.
You can also join Bill Boorman, Amazon, and HR and recruitment technology start-ups and early lifecycle HR Tech companies, who will showcase their innovative technology through a series of short, sharp ‘Shake-Up’ sessions.
Click here for more info!
Innovation Lab Sponsored by
Innovation Lab Technology
Day 2: 24th June, 2015
- 7:30 am - 8:30 amConference Registration:
The ATC conference registration desk opens from 7:30am. For the early birds among you, come join us for coffee, mingle with other early rising delegates, get to know our speakers and meet our partners.
- 8:30 am - 8:45 amConference Open, Welcome Remarks:Stuart Elliott - Suncorp Group
- 8:45 am - 9:30 amKeynote Session - Totally Turning Recruitment on its Head at Zappos & Eventbrite:Mike Bailen - Eventbrite
Totally Turning Recruitment on its Head at Zappos and Eventbrite
Many companies today pride themselves on only hiring the top 1% of applicants. Although it invokes feelings of pride and accomplishment for the 1% of employees who are hired, it can be problematic. What about the other 99% of applicants who are disqualified? What about all the wasted time and effort during the recruitment process? There is also a significant impact to the organisation due to the time taken to fill the open position while recruitment belabours trying find the 1%?
Zappos and Eventbrite are two companies that shifted their recruiting efforts to a more proactive, relationship-based recruitment model. Zappos made a lot of headlines by moving towards a no job posting recruitment model and instituting their Insider Program. Without job postings, Zappos had to rethink how to market, attract and engage with their Zappos Insiders to ultimately hire the very best talent. At Eventbrite, their mission is to bring the world together through live experiences and their recruiting strategy mirrors that mission. By bringing prospects and Britelings (as they call employees at Eventbrite) together through live experiences, Eventbrite is able to identify and push the best applicants efficiently through their process which eliminates waste, makes recruiting enjoyable and decreases time to fill.
- 9:30 am - 10:30 amKeynote Session - I Want to Dance with Somebody: Ensuring your employees and your brand are dancing to the same tune:Kelly Quirk - Harrier Human Capital
I Want to Dance with Somebody: Ensuring your employees and your brand are dancing to the same tune
For an employer brand to be consistent and authentic, the internal and external must align: How do you ensure that messaging and marketing are in step with the employee experience? In the world of digital media, how do you manage the complexities of branding, particularly when employees ‘go rogue’?
A panel of senior leaders from three of Australia’s largest employers will discuss the importance of developing and measuring employee engagement, how to align branding initiatives with business and HR strategies, and the reality of managing the daily business issues – positive and negative – that create branding opportunities and challenges.
- 10:30 am - 11:00 amMorning Tea Break - Sponsored by Montage:
- 11:00 am - 11:45 amGeneral Session - Conclusive proof that candidates are consumers:Ben Foote - CareerOne
Conclusive proof that candidates are consumers
In this session, marketing professional and new CareerOne CEO Ben Foote, provides proof on the real size of the marketing opportunity that the recruitment process provides companies. He challenges the notion that employer branding is any different from company branding, and provides evidence that the recruitment function can be much more than a brand experience, but also a valuable acquisition and sales channel.
- 11:45 am - 12:30 pmKeynote Session - The New HRM: HR + Marketing:Todd Wheatland - King Content
The New HRM: HR + Marketing
The employer brand has always existed in the minds of those it’s trying to attract. What’s changed today are the methods of communication that help create and shape that brand in people’s minds. Transparency and authenticity have become catch-cries of modern marketing. Companies with strong internal cultures have learned to embrace them – warts and all – to attract ‘like’ employees into the organization. At the same time, the economic costs of poor candidate experience are becoming measurable to employers. From the attraction of potential employees and their experience of recruitment and onboarding, through to culture, referral, advocacy and alumni programs, the evolution of marketing in recent years can be applied to all stages of the employer brand proposition.
The huge shift towards authenticity and transparency means that organizations can no longer fabricate the reality of internal culture. The employer brand is communicated most effectively through existing employees and alumni. And that’s why, more urgently than ever, HR’s ultimate objective must be to help create great companies
- 12:30 pm - 1:30 pmNetworking Lunch - Sponsored by Montage:
- 1:30 pm - 2:00 pmBreakout Session - Case Study - Technology, The Great Enhancer of Stakeholder Experience:Lee-Martin Seymour - Xref
Case Study – Technology, The Great Enhancer of Stakeholder Experience: How Mission Australia’s Automated Reference Checking, Created Efficiencies & Improved Customer Service
It’s wonderful how some technologies have the ability to create very positive experiences while replacing boring yet important processes. This unconference session will look at how all stakeholders are better off from automating the reference checking. This discussion will include how Mission Australia’s decision to automate reference checks meant they were able to meet tight project deadlines, whilst at the same time free up recruiters’ time, enhance stakeholder experience and mine a previously untapped source of candidates.
- 1:30 pm - 2:00 pmBreakout Panel Session - Analytics - Mad Men Recruitment: What Talent Management Can Learn From The Golden Age Of Advertising:Tina Yoder - Montage, Christine Connor - Coles
Mad Men Recruitment: What Talent Management Can Learn From The Golden Age Of Advertising
Some believe it’s an unlikely partnership uniting marketing principles to talent acquisition. We believe it couldn’t make more sense.
After all, what role do recruiters play if not sales people selling the virtues of employment at their company? People have relationships with their employers’ employer brand just as consumers have relationships with their favourite products because of their consumer brand.
Think about that next time you reach for a Diet Coke over a Diet Pepsi or grab your iPhone or Android out of your pocket. There are emotional reasons you make those choices just as there are emotional reasons job candidates choose to pursue or ignore job opportunities.
Video interviewing is a technology that is grabbing hold for many reasons, including this one: it creates a new way to promote your employer brand. Yes, there are cost savings and efficiency arguments that create great confidence in the potential ROI for the technology investment. But what most people don’t immediately see are the more strategic benefits. Join us to hear from Australian companies using video interviewing to:
- Create more opportunities to market to the job candidates
- Develop that emotional connection and engagement earlier in the pre-hire process
- Raise perceptions of innovation, a quality most job seekers desire in an employer
- And, yes, build a stellar ROI through hard cost and time savings simultaneously
- 1:30 pm - 2:00 pmBreakout Session - Process & Technology - The 6 essentials of a modern Career-Site. Control your Employer Branding and funnel qualified candidates:Anwar Khalil - MyRecruitment+
The 6 essentials of a modern Career-Site
Control your Employer Branding and funnel qualified candidates
Content is king but… targeted content, SEO and control over updating content… is much more powerful.
Attracting and recruiting the candidates who are qualified in terms of your requirements and love your value proposition is the holy grail. Having a Career-site with content that’s relevant to your desired candidates is the way to achieve this.
This session will briefly cover how you:
- Maintain Targeted content
- Get your site Mobile-enabled
- Ensure SEO
- Use Social to attract candidates
- Easily do Multi-posting
- Control your own destiny – Update content when you want
- 2:00 pm - 2:30 pmBreakout Session - Content - Realtime marketing, Newsjacking and erm, Game of Thrones:David Als - University of Sydney
Realtime marketing, Newsjacking and erm, Game of Thrones
Real-time marketing lets organisations take advantage of memorable moments. In an age where relevance matters and timing is everything, nobody wants to listen to people who interrupt interesting conversations with self-serving propaganda.
In this session, David talks about how the University of Sydney taps into the cultural zeitgeist to provide content that is relevant and resonates with its audience. How they plan for when a story breaks, how earned/social media drives traffic that can be converted into acquisitions, and how to get members of the Game of Thrones cast applaud your work (true story).
- 2:00 pm - 2:30 pmBreakout Session - Anayltics - Tangible Lead and Lag Metrics Made Easy:Ian Wood - Nebular Consulting
Tangible Lead and Lag Metrics Made Easy
In my career as a consultant and a service director I have assisted countless organisations in the design and implementation of their recruitment and talent metrics. In my experience I have found that this process is only as hard as you make it. By following a few design rules; ensuring the right support, understanding your stakeholders needs, knowing your data, and automating your reporting, you can ensure the metrics you implement will truly demonstrate and quantify your direct business impacts to your organisation.
This session will look at how any organisation can design, implement and manage tangible lead and lag metrics that will help you identify upcoming problems, create repeatable quality outcomes, and ensure ongoing executive support for your talent management initiatives.
- 2:00 pm - 2:30 pmBreakout Session - Process - The Third Space, the space created between the black and white world:
The Third Space, the space created between the black and white world.
Turning your Indigenous Employment Target into Successful Employment Outcomes.
It’s well researched and documented that diverse teams have a positive impact on the productivity and bottom line for organisations. Diverse teams enrich the culture of an organisation and enhance the engagement of every employee.
So why is it so dam hard to get Indigenous job seekers through the door and into long term meaningful employment?
Only 46% of Indigenous working aged Australians are employed compared to 76% of non-Indigenous Australians. Aboriginal and Torres Strait Islander people are four times more likely to be unemployed and 60% of 17-24 year olds are not currently engaged in education or employment.
David and Ashlea will present on the current employment landscape, the barriers for indigenous job seekers and the necessary actions organisations could take to achieve their Indigenous Employment strategy objectives.
The Foundation programs work on the philosophy of the Third space, a space created where by Aboriginal and Torres Strait Islander People can be confident in the “black” and “white” worlds. It means having a deep psychological sense of belonging.
In an employment context this is the space, where we facilitate, between the complex worlds of the Indigenous job seekers and Employers.
Using recent case studies taken from the Foundations employment program you will gain insight into our engagement activities, assessment tools, facilitation and mentoring – and the success and failures that we’ve experienced along the way.
- 2:30 pm - 3:00 pmBreakout Session - Content - Turning the Traditional Interview Process into an Amazing Live Experience:Mike Bailen - Eventbrite
Turning the Traditional Interview Process into an Amazing Live Experience
Mike Bailen will walk you through how Eventbrite’s mission is in imbued in the interview process. This session will cover:
- Treating your interview process like a live experience or event;
- New perspectives on the content you’re pushing, the job description, the way you communicate with the candidate, their experience on your campus, and the technology you use; and
- How you make a candidate feel and how you relate to them can make or break you in this highly competitive market.
- 2:30 pm - 3:00 pmBreakout Session - Analytics - Bouncing Higher in Recruitment of People with Special Needs - A Client’s Perspective:Emma Gee - Emma Gee
Bouncing Higher in Recruitment of People with Special Needs – A Client’s Perspective
Occupational therapist and stroke survivor, Emma will relay her own journey, sharing her client perspective of returning to work and how she dealt with the physical and emotional barriers that she encountered along the way. Further, by drawing on this experience she will suggest the elements that are essential for us to consider when developing strategies to attract and recruit potential employees. Such considerations will enable us to ‘Bounce Higher’ in each of our roles and optimise the recruitment process and outcomes for both workplaces and people with special needs.
- 2:30 pm - 3:00 pmBreakout Session - Content - Your Recruitment Marketing Probably Sucks:Master Burnett - BraveNewTalent
Your Recruitment Marketing Probably Sucks
Most recruitment marketing sucks, and yours probably does too.
In this breakout session, Master will facilitate an open and honest discussion on why a common value proposition isn’t a reality, and why most companies fail at selling anything more than hype. Come and learn about the new world of honest marketing, which paints a real picture of the experience of your employees, and can help you make lasting and valuable connections to candidates who can smell BS a mile away.
Learn how to empower your current employees and use their voices to advocate your true and honest brand.
If you’re marketing doesn’t suck, come along and tell us what you’re doing right, and how it’s working.
- 3:00 pm - 3:30 pmAfternoon Tea Break - Sponsored by Montage:
- 3:30 pm - 4:15 pmGeneral Session - What HR can learn from Marketing:
What HR can learn from Marketing
Talent is now a savvy and sophisticated consumer. HR needs to consider how organisational branding, messaging and image can help win in-demand skills in a world of talent shortages. HR’s role has expanded to include attracting and retaining customers/talent in the same way that marketing segments and targets consumers of the company’s products and services. HR must think differently to create value propositions that appeal to the needs of individuals and align with organisational objectives. To access talent in an increasingly competitive marketplace, organisations must pinpoint and market their strengths to attract talent pools with the skills their businesses need to succeed. Defence Force Recruiting, ManpowerGroup’s largest RPO, experience the same challenges as they compete for talent with the private sector across numerous industries and job categories. During this session we will explore these challenges and drawn on specific branding campaigns for Navy, Army and Air Force.
- 4:15 pm - 5:30 pmWorld Café Roundtables:Trevor Vas - ATC Events
The World Café adds a new dynamic to a traditional conference setting and provides an open forum for you to have your say, share your ideas and gain a practical understanding of the subject matter via a series of interactive roundtable discussions. There will be 3 x 20 minutes rounds and a 15 minute wrap-up.
Each topic will be hosted on a separate table allowing participants to select and move around to a table of their choice at their own discretion, or at the end of each of the three rounds.
- How do you recruit for innovation?
Julie Ellison and Michelle Kennedy, Harrier Human Capital
- Is social recruitment really that social?
Fiona Anson, Co-Founder, Workible
- How can you compete with a stronger brand than your own?
Ben Foote, CEO, CareerOne
- How to manage your brand and attract talent in the search engine age?
Bryan Petereit, Managing Director, Apply Direct
- Should you consider outsourcing your recruitment function? Yes or No?
Paula McMahon and Lindsey Barnett, Harrier Human Capital
- Will you ever totally merge contingent and permanent recruitment?
Peter Oreb, Director, CXC Global
- How mobile does your recruitment process need to be?
Chris McDonald, Managing Director, Australia & NZ, Indeed
- Can you personalise engagement on a mass scale?
Grant Burrall, Director Business Development, Montage
- What will the interview of the future look like?
Gerard Ward, CEO, Vieple
- How do you create an indigenous workforce strategy?
David Wirrpanda, Director, Wirrapanda Foundation
- How valuable is it to segment your critical talent?
Anwar Khalil, CEO, Adlogic
- How will sentiment analytics change recruitment?
David Haines, Managing Director, Xref
- How can you gamify your assessment process?
Nicole Russom, Senior Consultant, cut-e Australia
- How do you undertake recruitment marketing with a small team and limited budget?
Tina Yoder, VP Strategic Alliances, Montage
- Data for good vs Data for evil: The impact of personal data. How far is too far?
Bill Boorman, Founder #tru
- Candidate experience: Who really cares?
Elanie Orler, Founder and Chairman, The Talent Board
- Is Indigenous Recruitment Best Performed Internally or Externally?
Paul Knight, Managing Director, Indig HR
- How do you recruit for innovation?
- 5:30 pm - 5:45 pmConference Day 1, Closing Remarks:Stuart Elliott - Suncorp Group
- 5:45 pm - 6:45 pmNetworking Reception - Sponsored by Montage:
Day 3: 25th June, 2015
- 7:30 am - 8:30 amConference Registration:
The ATC conference registration desk opens from 7:30am. For the early birds among you, come join us for coffee, mingle with other early rising delegates, get to know our speakers and meet our partners.
- 8:30 am - 8:45 amConference Day 2, Welcome Remarks:Rebecca Houghton - Australia Post
- 8:45 am - 9:30 amKeynote Session - The Race for Talent is Global: How to build a global talent network for your local needs:Todd Davis - Amazon Worldwide Operations & Customer Service
The Race for Talent is Global: How to build a global talent network for your local needs
Local means much, much more than just places on a map. Thinking locally limits us to a narrow set of professions, educational criteria. Thinking – and acting – globally means letting go and thinking big. Acting locally is not enough if you are going to compete year over year. We hear about ‘dream teams’, ‘one hit wonders’ and even ‘dinosaurs’ when we talk about how we intend to use (or not use talent). The problem with all of these notions is they are, by definition, examples of short term thinking. The same idea applies to limiting a talent search to ‘locals only.’ If you are not thinking big about talent, you risk missing out.
Todd leads a globally active recruiting team at Amazon and has built and led similar global teams in technology, insurance and healthcare sectors over the past twenty years. He will share real-world experiences – what worked, and what did not – as he takes you on a journey through time from the origins of internet recruiting to today and takes a look ‘around the corner’ into the future of global talent acquisition.
- 9:30 am - 10:15 amGeneral Session - Finding the Right Fit: Attracting the Best Candidates to Your Organisation:Chris McDonald - Indeed
Finding the Right Fit: Attracting the Best Candidates to Your Organisation
Get a fresh perspective based on the realities of what it takes to attract talent today. Today, search has changed the way people find jobs and employers now have unprecedented access to a wealth of data on job seeker behaviour. This presents a unique opportunity to understand candidate behaviour and to make decisions accordingly.
Find out how you can apply a metrics-driven approach to your organisation and capitalise on the changes that mobile is bringing to the candidate experience. Join Chris McDonald, Senior Director of Sales at Indeed.com, in a discussion around how you can attract the right talent – faster.
- 10:15 am - 10:45 amMorning Tea Break - Sponsored by Amazon:
- 10:45 am - 12:15 pmGeneral Session - Crowdsource Think Tank - Mentoring to Improve Performance:Simon Townsend - Allegis Global Solutions (AGS)
Crowdsource Think Tank – Mentoring to Improve Performance
Throughout history the pursuit of knowledge has seen humanity grow until we have reached beyond our planet.
But we can share better, grow faster and go further.
In our Think Tank session we’ll look at the power of symbiotic mentoring, step into the near future, match colours, and remember to think about the kids.
We’ll also tie this all back to now and the impact on talent acquisition.
Join us for an interactive session; just make sure you bring your imagination.
- 12:15 pm - 1:00 pmKeynote Session - Let Me Tell You A Story - Finding the Narrative in Your Content:Jonathan Crossfield - Freelance
Let Me Tell You A Story – Finding the Narrative in Your Content
Think facts speak for themselves? Think again. Your brain doesn’t interpret the world as a series of bullet points or numerical tables. It thinks in stories. Discover how storytelling is not only unavoidable, it is also essential to any effective content or communications strategy.
In this session Jonathan will discuss:
- How storytelling conveys information more effectively than facts alone
- Why stories are more persuasive
- Who is the hero of the story?
- Examples of great storytelling brands
- How to build a consistent narrative across all channels
- The three ‘acts’ of a content strategy
- 1:00 pm - 2:00 pmNetworking Lunch - Sponsored by Amazon:
- 2:00 pm - 2:30 pmBreakout Unconference Session - Content - Content is not king, long live the brand story:Paul Jacobs - Jobgram
Content is not king, long live the brand story
Would we refer to a film, like Forrest Gump, as content? We wouldn’t, because it’s so much more than that. But every day we’re seeing employers and recruiters share “content” about jobs and culture that may or may not resonate with its target audience.
In this unconference session Paul will explore how we can flip our thinking and inject an element of entertainment, emotion and immersion into sharing our brand stories.
- 2:00 pm - 2:30 pmBreakout Panel Session - Analytics - Can an RPO Authentically Undertake Recruitment Marketing?:
Panel Session – Can an RPO Authentically Undertake Recruitment Marketing?
If authenticity is king and queen when it comes to brand the question begs, can an RPO own a client’s brand as effectively as the client themselves? This is quite an interesting question because an RPO can be very efficient and follow protocols to the letter in addition they can be more dispassionate than a client and offer professional advice BUT any way you look at it they are still a third party representing the client. This session will look at the issues, that this poses and you will get your chance to grill the panel members.
- 2:00 pm - 2:30 pmBreakout Debate Session - Process - Do You Need Metrics to Measure Diversity?:
Debate Session – Do You Need Metrics to Measure Diversity?
If the culture of your organisation is in alignment with diversity there is no need to enforce diversity quotas argues Duncan MacKay, Recruitment Manager from Superpartners. Is this statement true and representative of 80% of organisations in Australia and New Zealand.
Amy Cato, Director at Executive Women Shortlists would argue to have uniformly aligned diversity in operation it takes constant measurement and reporting. Even if your 100% in alignment you want to ensure the consistency of this approach.
What are your views? Do you really care? Come and listen to this debate and express your views.
- 2:30 pm - 3:00 pmBreakout Session - Sunglass Hut Case Study:
Sunglass Hut Case Study: How they use assessments to boost their attraction and selection process
Find out how Sunglass Hut reinvented their employer brand and by doing so successfully found (and continue to find culturally aligned future employees).
- 2:30 pm - 3:00 pmBreakout Unconference Session - Analytics - The Key Competencies of a Successful Recruitment Leader:Todd Davis - Amazon Worldwide Operations & Customer Service
The Key Competencies of a Successful Recruitment Leader
Todd Davis is a recruitment leader with a wealth of experience with global companies such as Amazon and Warner Brothers. He leads a large team of recruiters and will discuss the tactics that he uses to create success for all stakeholders. This will be an interactive session where you can listen and test your leadership ideas and style with Todd and the other attendees.
- 2:30 pm - 3:00 pmBreakout Session - Process & Technology - Big Data and You - Pull Your Head Out… of the Sand!:Ben Taylor - HireVue
Big Data and You – Pull Your Head Out… of the Sand!
Big Data!! What does it mean and how do you get started? If you’re like most people you’re saying the words Big Data like you know what they mean when you really haven’t got a clue. Don’t be ashamed – you’re in good company. The part you think you know is true – it is about gobs and gobs of data somewhere in a database or a cloud just waiting to be tapped for revelatory information that will make decisions easier. During this session you’ll hear Ben Taylor, Chief Data Scientist at HireVue, who started his career as a chemical engineer with Intel and then headed to wall Street to crunch some really big data, talk about the many different types of data, especially the unstructured kind. You’ll learn why big data is so significant and about its many benefits along with the insights that can be gained and of course how to put it to work for you. By the end of this session you’ll be proud to hold your head high while shaking off the sand. You’ll have a clear understanding of big data along with a few actionable takeaways that you can begin using right away.
Additionally you’ll learn:
- How do you define big data? What is it and what isn’t it?
- How is big data changing HR and the future of work?
- About all sorts of data-from unstructured to structured
- What are your first three action steps to get data to work for you?
- 3:00 pm - 3:30 pmBreakout Session - Technology - Storyboarding and Virtual Reality Give Candidates a Taste of Underground Mining:Stan Rolfe - HealthEngine
Storyboarding and Virtual Reality Give Candidates a Taste of Underground Mining
Barminco Ltd is bringing underground mining above ground using virtual reality. In an effort to increase retention and look at new training methods. Barminco through its partnership with Immersive Technologies is utilising Oculus Rift to address talent management challenges. With close to 40% turnover of entry level underground positions Barminco now give candidates a look and feel what it is like to work in an underground mine as part of the recruitment process.
- 3:00 pm - 3:30 pmBreakout Unconference Session - Analytics - Every Time Someone Mentions the Acronym EVP a Puppy Dies:Bill Boorman - #tru
Every Time Someone Mentions the Acronym EVP a Puppy Dies
Employee Valuation Proposition (EVP) is quite intangible concept and will change based on factors such as types of position, culture, location, leadership, technology and so on. So can you ever define an organisational EVP and apply it with any meaning or authenticity? Bill has some great thoughts on this topic and will lead an interactive unconference discussion. This session will give you fresh perspectives and ideas, and should not be missed.
- 3:00 pm - 3:30 pmBreakout Conference Session - Process - Inviting candidates into a new story:John White - CarmanWhite
Inviting candidates into a new story
For so many people work is one of the central aspects of their lives. It gives meaning, purpose and enjoyment in so many ways. When we are engaged in our work there is excitement, enthusiasm, real passion, and real involvement. We can excel in our role.
So how do we tell our story to others of the workplaces and experiences we are recruiting for? What is a narrative that goes beyond the repetitive, mundane and ‘information sharing’? How do we bring it all alive?
During this session we will explore the art of storytelling (as opposed to just ‘giving facts’). You will have an opportunity to remember and experiment with real stories. We will play with language that captures our passion, and that of our candidates, so our conversations flow and engage others with a greater ease.
A great story goes beyond the obvious and draws us, and those we are with, towards new horizons and possibilities. Ideally into jobs where we know we belong and can contribute to something larger in the world.
This session is highly interactive, so please bring a coffee and enjoy this exploration.
- 3:30 pm - 4:00 pmAfternoon Tea Break - Sponsored by Amazon:
- 4:00 pm - 4:30 pmGeneral Session - Gamification in Recruitment – a Telstra Case Study:Brie Mason - Telstra
As the competition for talent intensifies, organisations need to get creative in how they attract and retain talent. Telstra has tapped into the growing gaming trend and tried something brilliantly different to help attract high quality, customer focused people to a career at Telstra. The result: Job Jam – a playful way to learn about the different careers available at Telstra. Tap, swipe, shake, balance, trace – and connect with a world of possibilities.
Brie will share with you a case study on how she convinced a risk-adverse organisation to do something very different, the game build, the results, and some learnings from the experience.
- 4:30 pm - 5:00 pmGeneral Session - Fearless Forecast: Workforce 2015 and Beyond:Kevin Wheeler - Future of Talent Institute
Fearless Forecast: Workforce 2015 and Beyond
You cannot afford to miss Kevin Wheeler’s traditional closing session as he focuses on several talent disruptors that will change the recruiting and talent management equation in 2016.
- 5:00 pm - 5:15 pmConference Day 2, Closing Remarks:Rebecca Houghton - Australia Post
- 5:15 pm - 5:30 pmConference Final Wrap Up:Trevor Vas - ATC Events
Join over 300 corporate recruitment and talent management decision-makers from leading organisations in the Australasian region.
Our 2014 Attendees included:
Accident Compensation Corporation, Adecco, Air New Zealand, ANZ, Australia Post, Avature, BAE Systems, Bank of Queensland, Bank of New Zealand, Barminco, Beca, BHP Billiton, Brisbane City Council, Business Transformation People, CareerOne, Carters, CBA, CHH Woodproducts NZ, CGU Insurance, Chandler Macleod, ClearPoint, Coca-Cola Amatil, Coles, Commonwealth Bank of Australia, Culture Amp, cut-e Australia, CXC Global, Deloitte, Downer Group, Drake International, Fieldglass, Fletcher Building, Fonterra, Frontier Software, Futurestep, GE, Harrier Human Capital, Hay Group, Hays, Hudson, IAG, Indeed, JobAdvisor, Jobgram, Kelly OCG, Kiwibank, KiwiRail, Legal Personnel, Linklaters, LiveHire, Lode, Loop, Luxottica, Macquaire Telecom, Madison, ManpowerGroup, ME Bank, Medibank, MedRecruit, Mercer, Metro Trains Melbourne, Michael Hill, Ministry of Social Development NZ, MMG, Monash University, NAB, Nestle, New Zealand Post, New Zealand Trade and Enterprise, News Limited, NGA Human Resources, Oakton, OCG Consulting Group, Officeworks, Optus, Orica, Origin Energy, Otago Polytechnic, PageUp People, Parsons Brinckerhoff, Peoplebank Australia, Queensland Investment Corporation, Reserve Bank of Australia, Rice Consulting, Rio Tinto, Santos, SKYCITY, Sodexo, St. John, Suncorp, Talent International, Telstra, Thales, Trade Me, TressCox Lawyers, UniSuper, University of Technology Sydney, University of Western Australia, Univeristy of Wollongong, Victoria University, Vodafone, Walmart, Western Power Corporation, Westpac, Worksafe New Zealand and many more.
By attending ATC2015, you will benefit from:
- Access to world class speakers and case studies from leading international and local brands
- Comparisons of leading technology vendors all under the one roof;
- Countless networking and relationship-building opportunities;
- Highly interactive, audience-driven sessions to encourage peer-to-peer learning; and
- A tailored learning experience via themed session ‘tracks’
What’s new in 2015?
New venue, new time, and new content – the ATC2015 promises to be our biggest so far.
Innovation Lab Networking Drinks: Last year’s Innovation Lab was so successful, we will host this on the evening of our pre-conference day. Come and see the latest cool, tools and enjoy some warm-up networking drinks prior to the main event.
Hilton Sydney, George Street, Sydney, New South Wales, Australia
With exceptional facilities for business or leisure, Hilton Sydney is superbly located right in the heart of the city, with magnificent views and convenient access to Sydney’s favourite attractions, including Darling Harbour, Sydney Harbour Bridge and Bondi Beach.
Special room rates are available for conference delegates starting from AUD$279 (including GST) for a King Hilton Guestroom and is subject to availability. A reservation link will be emailed to you on confirmation of your ATC2015 registration.
The Hilton Sydney hotel also boasts celebrity Chef / Restaurateur Luke Mangan’s famous glass brasserie, the definitive Sydney dining experience with interiors by esteemed New York designer Tony Chi.