Day 1 Review – Talent Exchange Live




Review Day 1_Talent Exchange Live_closeup photo of man in black suit jacket

Despite everything happening in the HR space today, talent management continues to be one of the top focuses for all human resources professionals across the globe.  Why?  Talent management as a strategy is a commitment from an organization to recruit, hire and retain the best talent and develop all employees.  But talent management isn’t a simple strategy.  It’s a conglomerate or strategies that must work in harmony to lead to success.  Talent acquisition, recruitment, management and performance all critical to the whole yet each requiring separate focus. 

For the second year in a row, the HR Exchange Network has produced an online event centered on talent management.  Talent Exchange Live brings together HR professionals from different industries and solution providers all of whom take on the challenges facing HR today and provides real solutions for the future.

The candidate experience, culture, employer brand, recruitment and talent acquisition.  All topics discussed on Day One of HR Exchange Network’s Talent Exchange Live online event.  Here are the Top 5 takeaways from the event.

Day 1 Takeaways

  1. The War for Talent is over and talent won.

Shari Simmons-Soper is the Director of Talent Acquisition for H&R Block.  During her presentation entitled The Art of Recruiting:  Finding the Best Talent for Your Organization, Simmons-Soper said, from her perspective, the War for Talent is over and talent won.  Why does she believe that to be the case?  For her, it deals with the amount of messaging candidates are getting from organizations.  They’re inundated with marketing from organizations looking for new employees.  These candidates have become well versed in being able to tell the difference between a legitimate opportunity and one that’s not.  As a result, they are able to easily pick and choose the companies they want to focus on when it comes to taking on a job with a new organization.

  1. Employer Brand Checklist

One way to attract potential candidates is with the employer brand.  For Sheridan Orr, executive vice president of marketing for CultureIQ, it’s one of the most critical pieces in recruitment.  The employer brand puts the company culture on display for candidates.  So what does a powerful and successful employer brand look like?  Orr laid out the following checklist:

  1. Demand increasing and talent pool decreasing

Shea Enright is the senior recruitment manager for Regis Corporation.  Her session was a question and answer format and she took a plethora of queries on data, artificial intelligence and chat bots.  Regis hires 10,000+ stylists a year and they have to because demand for talent is increasing while the pool of talent is decreasing.  It’s a challenge all HR professionals face.  One way to solve for this is to meet the candidate where they are, for instance, through social media.  Regis has created brand awareness campaigns designed to build familiarity with candidates, so when the potential employee is ready to make a move, they think of Regis Corporation as an employer of choice.

  1. Caring is underrated.

What are your assumptions about work?  It wasn’t too long ago those typically included that work was contractual, adversarial and money motivated.  When you consider work at the time was more routine and compliance was more important, among other things that makes sense.  But work has transformed.  Employees’ demands have changed.  The understanding of leadership has changed.  And if that is true, then solving for the workforce of yesterday won’t work.  According to Limeade’s Laura Hamill and Julianne Tillmann, the key to retaining top talent and becoming a coveted workplace can be summarized in a simple yet undervalued concept: care. In fact, Limeade reports when employees feel their employer cares about their well-being, they are 38% more engaged.

  1. Candidates want feedback ASAP.

Cathy Henesey is the director of Talent Acquisition for AdventHealth.  Her presentation focused on the candidate experience.  One thing she mentioned specifically is the need to communicate with candidates as soon as and as often as possible.  For instance, if a candidate is rejected they need to know within seven days.  Waiting much longer that than negatively impacts the candidate experience.

Day 2 – December 10

Talent Exchange Live continues on Tuesday, December 10.  Presentations begin at 12p EST.  Presentations will focus on performance and management.  Speakers include:

  • Eric Torigian, VP & Assistant General Manager of Global HR, Akebono Brake Corporation
  • Christina Yu, Vice President, Mursion
  • Jackie Hunter, Director – Diversity and Inclusion, Banner Health

To register for Day 2 of Talent Exchange Live, click here.

 

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