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One of two big HR conferences put on by ERE Media every year is the ERE Recruiting Conference. They have two sessions (Spring and Fall). Here are some topics they covered in the Fall session:
- TA leadership and strategy
- Improving the hiring process
- Diversity and Inclusion
- Recruitment marketing and advertising
- Candidate experience
- Candidate selection
For every big recruiting conference we always curate a list of the most valuable tweets. Big thanks to those who tweeted from the conference!
Recruiting funnel data = so important. If you can’t see where process is getting hung up, you risk losing great talent! #ERERC pic.twitter.com/UvcIk7rIxh
— Courtenay (@Cour10AV) October 16, 2018
In order to hire like a boss, you have to recruit like a marketer. #ererc #ere
— Chase Batt (@chase556) October 17, 2018
Did you know that 50% of job seekers are comfortable with the idea of interacting with machine learning chatbots? ~ @marenhogan #ererc pic.twitter.com/gDac16D1eb
— Angie Verros (@angieverros) October 17, 2018
@angieverros says keep it real, short and sweet, add some humor – 3 key ingredients to get candidates to respond to our msgs! #ERERC pic.twitter.com/BV5KqV2mW5
— Dawn Barry (@DawnBarry113) October 17, 2018
Cure complacency, erase excuses when it comes to recruitment. Don’t let mediocrity be okay. How do we create, nurture, and develop talent. #ERERC #ere
— Chase Batt (@chase556) October 17, 2018
@GerryCrispin : think deeply about: what do you wish you knew about this role before you applied? #ERERC @ERE_net pic.twitter.com/RuHhvvSAVb
— Steven Kosakow (@stevenkosakow) October 16, 2018
Candidate engagement differs from candidate experience – it’s about managing a recruiting process that creates BUY IN says Royce Robbins #ererc pic.twitter.com/YMRfnQ46qu
— Jodie G Kirby (@jokirbs) October 16, 2018
There’s not a one size fits all in recruiting ???? Tailor solutions to different hiring teams @stevenkosakow #ererc pic.twitter.com/sk1HRHsyzT
— Jodie G Kirby (@jokirbs) October 17, 2018
D&I is a powerful engine for growth. Love and process are powerful words. Inclusion means EVERYONE #diversityandinclusion @torinellis #ererc #recruitment #talentacquisition #Diversity pic.twitter.com/ODNZaIxjOV
— ERE.net (@ERE_net) October 17, 2018
The culture of Consultative Recruitment requires moving your mindset from servant to expert. Use expertise to give feedback, partner, and work together. Don’t be afraid to push back. #ererc #ere
— Chase Batt (@chase556) October 16, 2018
Yep, it’s not rocket science, it’s recruiting – when our strengthen our narratives with data instead of the emotions and stereotypes that too often drive hiring, we win #ERERC
— Jodie G Kirby (@jokirbs) October 17, 2018
How to beat behavioral interviews shows up 25,300,000 times in a google search. Have candidates prove they can do the job, not promises – see candidate in action, hear how they will fit in, experience hands on proof. Proof is priceless. @scottwintrip #ererc
— Chase Batt (@chase556) October 16, 2018
By having a high volume of applications, hiring managers may begin comparing candidates against each other, versus comparing the candidates to the job. HR helps set and manage expectations. Recruiters help facilitate the hiring process for the organization. #ererc
— Chase Batt (@chase556) October 16, 2018
@unity3d Reducing hiring bias: Use data to see how many men vs women have passed through the process. Talk to teams to show issues. #ERERC
— Courtenay (@Cour10AV) October 16, 2018
“Liking” a candidate can be false evidence. Gut feelings and facts are not the same. Knowing your deal makers and your deal breakers is hiring with your head and not heart. #ERERC #ere
— Chase Batt (@chase556) October 17, 2018
We need to step up as recruiters and call upon leaders to make have the support for Diversity and Inclusion- Leadership needs to be involved @torinellis @HRmarketer pic.twitter.com/CiXGHqVvX4
— Rhonda E Taylor (@Social_Rhonda) October 17, 2018
Cure complacency, erase excuses when it comes to recruitment. Don’t let mediocrity be okay. How do we create, nurture, and develop talent. #ERERC #ere
— Chase Batt (@chase556) October 17, 2018
Thank you!
— torin ellis (@torinellis) October 17, 2018
The best questions are not always the easiest but they are the most critical to solving today issues – diversity of thought is the key to innovation
— Royce Robbins (@royce_robbins) October 17, 2018
9 Principals in identifying good Talent according to Pat Williams-Do they have a Dream?- Are they prepared ?- Can they Focus?- Are they Passionate?- Do they have a Work Ethics?- What else can they contribute- Accepting responsibility!-Positive disposition- Goal Orientated #ERErc pic.twitter.com/2hWSyn4Kps
— Rhonda E Taylor (@Social_Rhonda) October 16, 2018
#talent 1) Is that talent coachable and teachable, will they listen, do they care about learning; 2) does that talent understand the role they play and are they okay with it; 3) what kind of #teammate will they be? #ERERC @OrlandoMagicPat
— Chase Batt (@chase556) October 16, 2018
Pat Williams shares the success to good talent. There are three caveats which are: (1)Are they coachable- (2)do they accept the role they are to play-(3)what kind of teammate are they going to be. Will they be an asset to the team. A cultural fit! #ERErc @HRmarketer pic.twitter.com/VJbGPNy3jG
— Rhonda E Taylor (@Social_Rhonda) October 16, 2018
“When your greatest talent intersects with your greatest passion that’s where you want to spend your life…” – Pat Williams SVP Orlando Magic #ERERC
— Audra Kemmerling (@akemmerling1) October 16, 2018
@LaneSutton says “look at the community colleges” during his talk on hiring the scrappy candidate! #ererc pic.twitter.com/ocKZPKcPZq
— Dawn Barry (@DawnBarry113) October 16, 2018
Encouraging #ERERC to reconsider the scrappy hard working talent from lesser known schools.
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1) grab candidates story
2) look at soft AND hard skills
3) explore the candidates why pic.twitter.com/jvNdNJBk07— torin ellis (@torinellis) October 16, 2018
What if we treated our candidates & our employees like sports stars? This would include recruitment and salary. Shouldn’t our “star players” make the most in our organization, even more than executives? Think about it. From a conversation with @GlenCathey @ #TalentConnect #ERERC
— Shannon Pritchett (@SourcingShannon) October 16, 2018
Talented people can be different, demanding, and a lot of companies don’t pursue them or give up on them rather than putting in the effort. #ererc #ere
— ToddRaphael (@ToddRaphael) October 16, 2018
You can’t train for #softskills. Hunger to learn. Passion for what they do.
Personality comes first over education and experience. Let’s get #scrappy! @LaneSutton #recruiting #ererc pic.twitter.com/G9RzK6lgaq— ERE.net (@ERE_net) October 18, 2018
