12:30-1:00 PM: REGISTRATION & NETWORKING
Registration desk opens from 12:30 PM. Join us for coffee. Network with other delegates, get to know our speakers and meet our partners.
At #rhubnz we will set our gaze on being fearless. We will set our eyes on emerging trends from privacy laws to legal implications of social engagements, with a particular focus on solving the challenges faced by recruitment leaders. We will look at tools and new technologies, sourcing best-practices and will decipher the ever changing behavior of talent. Delegates will develop a big-picture view of talent acquisition and the tactical nous required to be an agent of change.
Over two days delegates can expect to experience a variety of learning methods. There will be plenary sessions, multiple-breakout sessions, group discussions and unconference style learning. There will be content catering to corporate recruiting strategies and improving technical sourcing expertise. Delegates will have ample opportunity to participate in the discussions. After two days you can expect to be a fearless change agent.
p.s: Please note sessions/speakers time and content may change.
Registration desk opens from 12:30 PM. Join us for coffee. Network with other delegates, get to know our speakers and meet our partners.
How can recruiters best harness the growing number of search tools and techniques? What search engines are the most effective? What new innovation in sourcing technology should recruiters pay attention to? In this session, jump into the myriad world of sourcing tools & software. Learn how to utilise browser extensions, parsing tools, filtering software and micro-tools to enhance your sourcing productivity. Laura will demonstrate the latest tools worth paying attention to, and identify those that don’t merit heavy investment. She will also lay down a strategy on how to embrace tools and not lose focus on the main goal of finding talent.
Laura will explore the latest trends and advances in search techniques. Learn how you can make sense of the growing number of ways sourcers can find talent.
Three things to learn:
– Advances in search techniques
– Latest sourcing tools and techniques
– Dissecting search engines (*note disclaimer below)
At it’s core, human-centred design is about better understanding peoples’ needs and designing solutions that meet those needs. What can recruiters learn from design thinking and human-centered design process?
In this session Optimal Experience will explain what human-centered design entails and how it can be used to innovate and solve problems. In this session delegates will explore how they can apply design thinking to solve their recruitment problems.
Three things to learn
– What is human centered design
– How to apply design thinking to recruitment
– Solving problems by thinking like a designer.
Tea break. Network with other delegates, get to know our speakers and meet our partners.
What does the future of workplaces look like? How will changes in NZ workforce shape the future of the country? Changes in the world of work and labour dynamics have a profound impact on HR and recruitment professionals. Professor Erling argues that recruiters must pay attention to the changes in the past and present to effectively prepare for the future.
In this session, professor Erling will shed light on the mega-trends and micro changes underway in NZ labour market and how they will affect those working in talent acquisition.
Three things to learn:
– Mega-trends in labour markets
– Employment relations and workplace trends
– Understand the future of labour movements
In every organisation the nexus between recruiters and HR professionals is . What do HR want from recruiters? And what are recruiters expectations? What’s HR view on recruiters? Is the HR department misunderstood by recruiters? How can HR & recruiters work together?
In this session a panel consisting of HR directors and Recruitment leaders will discuss a range of topics including how to work better together.
PRESENTERS/PANELISTS
Chris Till/ Duncan Brown/ Rowan Tonkin/ Warren Young / Simon Bennett /chaired by Julia Stones
At RHUBNZ we are big on networking. It’s a great opportunity to meet other recruiters and make new friends. Lasting connections and friendships are formed at #RHUBNZ.
Join us early for coffee. Network with other delegates, get to know our speakers and meet our partners.
The future of recruitment is already in our midst. Advances in semantic search and conversational boolean means the methods to engage and source talent is increasingly sophisticated. In this session Bryan will shed light on his experiment with IBM’s Watson and it’s application in targeting talent.
Combining crystal gazing and practical wisdom gained from years of working in sourcing and branding Bryan will demonstrate the
Three things to learn:
– Recruitment marketing’s future role and impact
– What technologies will have profound impact on sourcing
– Analytics and its role in sourcing (reference to Watson)
How can talent sourcing keep up with rapid business growth and structural changes within the company? How can recruiters take responsibility for supporting the promotion of an industry as a good career option?
The Warehouse talent sourcing team have faced some interesting challenges in recent times as the business has grown and changed its structure. Matt will talk through how they have adapted their activity and strategies according to the business needs and the necessity of resource challenges. Managing a mix of volume recruitment and senior level corporate recruitment (and everything in between) while incorporating proactive activity has meant that the team has evolved as the business evolved in recent years.
Three things to learn:
– Adapting to the changes in the business to best support them|
– Moving from reactive to proactive sourcing
– Growth from two to 15+ brands and how to support them
Tea break. Network with other delegates, get to know our speakers and meet our partners.
How can recruitment processes and results can be optimised within the constrains of a budget? Which process in the recruitment cycle is the biggest bottleneck to efficiency? How can talent-pipeline management contribute to overall recruitment ROI?
In this session Warren will shed light on the recruitment function at one the largest and complex public sector organisation in NZ. From installing a recruitment system to managing the requirements of various stakeholders, Warren has been instrumental in changing the role, responsiblities and results of the recruitment function. Learn how robust and proper selection processes can achieve stellar results.
Three things to learn:
– Optimising corporate recruitment ROI
– Simplifying complex recruitment bottlenecks
– How to implement talent pipelining & workforce planning
PRESENTER:
Warren Young
What practices can recruiters steal from successful software development teams to improve sourcing and recruitment capabilities? Can candidate experience be improved by adopting certain process and methods in the recruitment lifecycle? How can recruiters do more with less resources?
In this session learn how agile practices can be applied to recruitment with successful outcomes. some of the tools and strategies that she has seen help recruiting operations around the world.
Three things to learn:
– Lessons from lean startups
– Agile processes for agile recruitment
– Improving candidates experience
Facebook continues to grow by leaps and bounds, opening up the potential for recruiters to contact almost 2 billion people. How can sourcers best harness the largest social networking site in the world? Is the new Graph Search function a game changer for sourcers?
In this session Laura will explore the latest trends and search techniques to harness Facebook’s huge database. Learn how you can make sense of the growing number of ways sourcers can find talent.
Three things to learn:
– Advanced Facebook Graph Search
– Latest search techniques
– Cross referencing FB profiles (*note disclaimer below)
What can recruiters learn from the NZ Defence force, one of the largest employers in NZ? With a headcount over 14,000 NZDF is one of the largest employers in NZ. Faced with the challenge of hiring 1900 new recruits each year NZDF have to invest heavily in selling a story that can resonate with the demographics. Using a wide range of tools and channels NZDF has been able to tell a compelling story with the demographic they target.
In this session we will hear the inside story on how NZDF managed to attract new recruit each year. We will learn the tools and strategies implemented.
Three things to learn:
– How to tell a compelling recruitment story
– VIDEO and its role in recruitment
– Social recruitment the defence way
PRESENTERS
Wendy Wright & Xanthe Prentice
Network and make new friends over lunch. A great opportunity to meet our speakers and some of our sponsors.
What does the modern recruiter look like and how can you position yourself to succeed when the next major disruption happens? In this session Iain will share how the components of the recruitment process have changed and what will happen next. He will focus on the “human” components and the effect that technology changes have made to those parts of the recruitment process. Find out the skills you will need as a recruiter to insulate against irrelevance. In addition Iain will provide an update on the Privacy case that affects all those in the recruitment industry, both internal and external.
Three things to learn:
– Understanding changes in the recruitment landscape
– What skills recruiters need to have, now
– What skills recruiters will need in the future
How is the legal landscape shaping up for recruitment agencies in 2015? What do recruiters need to know? Recruiters need to be on top of the ever changing legal landscape governing the workforce and workplaces across NZ. Navigating through public policy changes, taxation trends and migration laws will offer insights on how recruiters can effectively insulate themselves and their business when recruiting.
Three things to learn:
– Changing legal landscape for recruiters
– Privacy laws and its implication on sourcing talent
– How to insulate recruiters from litigation
Tea break. Network with other delegates, get to know our speakers and meet our partners.
Sourcing is changing, if social media has contributed one thing to the recruitment industry it has levelled the playing field. Agency databases still retain power through their consultant added information, but with over 1 million NZ users, candidate data is now available to everyone. This has created a white noise effect whereby skilled candidates expect to receive regular job approaches as a normal part of their work life.
Therefore the skill of a recruiter is now less about finding candidates and more about how to engage with them to get a response to their opportunity. In this session Chris will discuss his methods on social candidate engagement for both one-off and on-going sourcing projects.
Three things to learn:
– Social candidate engagement
– Understanding candidate behaviour
– How to build a candidate referral
At RHUBNZ we are big on networking. It’s a great opportunity to meet other recruiters and make new friends. Lasting connections and friendships are formed at #RHUBNZ.