Radical Planet Toronto

Talent acquisition and recruiting is a people process, and it's personal! People want to work for companies where they feel they fit. In this session you will see great examples of how video technology is being used to personalize recruiting and visualize the employment opportunity. Test out the latest video tools live and create your own recruitment video right in the session.

Now more than ever the ability to develop and deliver an effective recruitment strategy is imperative. Candidate lifestyles have changed dramatically over recent years and many companies are still behaving as though it is 1985. Candidates and people in general are on the go more than ever and using technology in ways we never imagined. Social relevance, personalized experiences and transparency in activities and communication are prevalent in this wireless inter-collaborated world we now live in. The days of help wanted signs and newspaper job ads has evolved and now people with media power and large advertising budgets are competing against no or low cost methods like a blog or webcam to post information. The mindset of recruiting departments needs to move from spending money, time and resources developing processes and tools to screen people OUT and begin to embrace the tools of today and focus more on what a company’s recruiting message should be to invite the right type of profiles IN.

The participants will be asked to vision the Future of Recruiting in the year 2050 and then present that future to a panel of judges...get ready to be creative.

LinkedIn bills itself as the "Professional Network" but is it really just a job board pretending to be a social network? Even if it is, do we care? I'm going to be discussing what LInkedIn, what it isn't and how recruiters know how to use the network better than LinkedIn do!

Remember receiving resumes by Fax? What about Post? Is Email the new Fax? Social isn't just about blasting out your jobs or searching databases, it's a communication tool and arguably a better one then email; at least that's what I'll be debating!

When it comes to social media, content is king. But finding a voice, and finding an audience, can be hard work. This session will discuss the fundamentals of content creation, from blogging to videos, look at who's getting it right and explore best practices for making your message stand out from the noise.

What does social recruiting really mean? Beyond posting jobs, what social activities should be recruiters utilizing to yield the best results? And, most importantly, how should we be thinking about ROI of social recruiting efforts that don't directly lead to an immediate hire? Is it all about employment brand, or can we deeply consider efficiences around time and energy?

11m job search queries are run on Google every month; how many end up seeing your jobs? It's pretty easy to get your jobs on Page 1 of Google and it takes about 90 seconds. In this track, I'll discuss how to do it and what else we need to think about when advertising our jobs

This interactive workshop will introduce participants to several key theories from social psychology and sociology in order to demonstrate how science can be used to design engaging social media applications and campaigns.

The content will be presented in a simple format that will make key linkages between our daily social lives and the social world in social media. During the workshop, participants will learn a number of theories, see examples of how they play out online, and then have a chance to join a group analysis on the social psychology employed by a number of social media sites and mobile apps.

Questions Answered
What are some of the most popular theories from social psychology that I can leverage to build more persuasive social applications or run more engaging social media campaigns?
What’s social influence and how can it help me? How about six-degrees of separation? And what about the strengths of weak ties?
Where did all this hype about “influencers” come from and what’s up with the obsession over social metrics? Are they real or just marketing hype?
Is it true that all the top websites in the world are driven by social algorithms?
What’s the difference between interpersonal persuasion and social influence?

With the advent of social media, shorter time-to-market, growing competition, and globalization, the war for talent is becoming more and more difficult for companies to win. In our efforts to leverage social media to attract passive candidates the need to switch from a traditional reactive recruiting approach to a more proactive approach is necessary. As a talent acquisition professional how can you implement this strategy in your organization in an effort to maintain your company's competitive edge?

This track will explore the approach of building talent communities and how you can use this technique to achieve success in talent acquisiton and management.

A positive correlation exists between the level of social media engagement and employer brand strength. Social media is instantly global and can reach specific audiences faster than a flip of a light switch. Customers make buying decisions using emotions, which is now heavily influenced by social media networks. It does not matter if you're a prospective customer of a physical product like a laptop or a prospective employee (also customer) of a company. Social media engagement has the same effects of how one feels about a respective organization as a whole - it's products, its services, its employees, its culture and so forth.

What works and what doesn't, why on and off line is a must to solidify relationships -- Carmen Jeffery

Recruitment strategies maintain the old thought process of looking for Cvs and Resumes online. This poses an issue when creative people or portfolio based workmanship cannot be documented on one sheet of paper. This workshop will focus on how HR and recruiters often ignore highly skilled, experienced and trained people who may not have time or the interest to post their resumes on outdated formats such as the job board - and where you should look and why you should hire based on portfolios not paper.

Most organizations spend 90%+ sourcing new technology and rolling it out from a technical perspective. I have heard and seen far too often the comment of, "this technology is not really what we thought it was... it's just not working for us"! Fast forward 5 minutes into the conversation and the problems are usually unrelated to the technology itself, but the fact that user adoption stinks! Oops, they forgot to integrate any element of "people change management".

It doesn't matter how great a technology might be, you still need to spend most of your time focusing on the end user to support adoption. People typically hate change no matter how great the new "thing" might be. This is so true within the HR world as the HR function becomes more technologized, notably social media platforms.