Disruption is here now! Business executives need to change their way of thinking in order to thrive and innovate. Companies need to make bold changes, take big risks and disrupt themselves before someone else does. Join our exclusive leadership workshop with Jason Averbook, or take part in UNLEASH, the unique recruitment and talent management gathering.
Get The Most Out of HR Tech World San Francisco!
As part of this Full Day Workshop, you will receive tools to help you build your HR Digital Strategy, how to design your workforce experience and tools to help you in marketing and telling your story. This is a once in a lifetime opportunity to join Jason and HRN at this exclusive workshop.
The Recruitment Hub – sessions showcasing the latest trends in recruitment technology and candidate acquisition.
The Startup Hub – sessions with panels and “Show and Tell” demonstrations from leading startups that will show San Francisco what innovation really looks like.
Infusing knowledge and developing the skills of HR and IT leaders who need to serve the workers of today and tomorrow have never been more important. HRN combined with Jason Averbook have developed and are bringing to you a broad library of core experience, frameworks and ideas based on our decades of experience and our awareness of fast-moving trends in the workplace. Our program is collaborative, compelling, contextual and continuous. Lessons learned can be applied on the job immediately.
Our HR/Workforce Technology Strategy is where is all begins – why build a strategy, the tools to build the strategy and what are the components of the strategy will all be covered during this first session of the Digital HR Workshop. You will leave with an understanding of how to build your strategy and the tools necessary to begin this journey. How do you create your vision? How to do measure alignment? How do you determine what HR wants to be great at versus performing at? These are all questions we will cover in this first section of the workshop.
As the world has shifted from a place where HR uses the tools and the workforce is serviced to a model where the workforce uses the tools and the HR department is there to support, our HR Service Delivery model must change drastically. In this section of the workshop, we will cover topics including; why the HR Service Delivery model is changing, how to design the right model for your organization and what the tools needed are to succeed in 2017 and beyond. We will also cover an introduction to design thinking that will be a necessity for designing all processes and thinking through all deployments into the future. You will leave with tools to help build this model.
Having the right MDM (Master Data Model)and the right overall system design is mandatory to take advantage of the tools and technologies offered in the market today and more importantly, to deliver the best overall experience for the workforce and deliver the right data to the business. How to build integration models, how to think through single vendor vs. best of breed and how to truly realize an integrated experience for all shareholders will be covered in depth in this section. Tools to think through your data model and a process guide to making process decisions and realizing integration points will be a takeaway from this section.
Decision making and “air traffic control”of HR and workforce technology is even more mandatory and more difficult to day than in the past. The ability to include the business in the planning and deployments of processes/solutions is a requirement and gaining “buy-in” and prioritizing efforts have become one of the more important aspects of our roles. In this section we will cover how to build the right governance models,what governance should provide to the organization and how to leverage governance to achieve our goals and visions for our roles. You will leave with templates and tools to drive governance in your organization.
Whether we are looking at deploying cloud solutions for the first time or already have, the concept of deployment and sustainment have changed massively with cloud as our delivery vehicle. How we run our solutions, how we optimize them for the future and continue to innovate is the ROI (run, optimize,innovate) recipe for success. In this section, we will cover what it takes to be successful, how to structure your HR and IT organizations to be optimized in this deliver model and how to plan your sprints versus marathons to continue to keep up. You will leave with new ideas and templates to plan perpetual beta within your HR and IT organizations.
In 2017 and beyond, change management is not what it used to be. The concept of HR being a marketing function is new to most yet a crucial component of success going forward. Who are our audiences,how do we reach them and what is important to them are key concepts to achieving success in marketing and change and they are new concepts to many in HR and IT. We will cover how to conduct audience and message mapping, how to go beyond a campaign to an ongoing branding mission and how to focus on the “what matters” to the “who audience”. You will leave with tools and template to deploy processes and solutions in your organization.
The reason we do anything in the HR and technology space is to provide data and tools to the business to help them make better decisions. Through our history,we have delivered HR reports to the business without them truly knowing what to do with the data and leaving the business feeling that HR is “out of touch”with the business. Storytelling is a key concept mandatory to turn HR data into business data and a skill that will be required of all of us into the future. You will leave this section with ideas and tools to turn your data in to stories and why a story will help make your message concrete into the future.
UNLEASH pre-event will gather +200 Talent and Recruitment leaders, investors and startups at the historic General’s Residence in Fort Mason, San Francisco. One side of the residence will exclusively look at where HR and Recruitment leaders are investing their time and budgets, whilst the other side of the building will showcase the startups looking to disrupt the industry and investors and incubators looking to get behind them. We believe UNLEASH will become the leading movement on the Future of Work.
The word 'Community' has been improperly used as a term in talent acquisition and learning. True communities enable members to participate with each other, share learnings, collaborate around a shared purpose. A community is not a job alert system. This workshop will highlight how a community can be used to engage, develop and ultimately influence the employment decisions of their members. We will explore some case studies of successful communities powered by the BraveNew knowledge sharing platform.
Recruiting is arguably the HR function with the highest visibility across every organization. Talent acquisition remains an ever-present concern for business leaders who risk reductions in productivity if they cannot fill key roles. To ensure success, recruiters need to move away from hard work and hope, and instead apply analytics to drive their results.
We hear "The Robots Are Coming!" constantly... but most candidates think they already exist in us. This track will walk through an in-depth look of candidate experience and ways to improve this aspect of our roles in recruiting. In addition, Alison will take a brief look into AI and how we can use the technology to impact candidate experience for the better. All with the knowledge that robots will never take our jobs.
Join the co-founders of HR Open Source (HROS.co) - Ambrosia Vertesi and Lars Schmidt, and a panel of practitioners, as they explore the growing need for learning agility and velocity in recruiting. Get actionable tips and (free) resources that will help you stay ahead of the innovation curve and foster progressive practices in your business.
Turns out, we all want to laugh and be entertained from time to time. Well, what if you could use that to your advantage whilst recruiting a diverse staff? Holy shit Bat Man, you can, you just have to be bold and make fun of the taboos that hold society back. Sounds easy, right? Yeah, it's not, that's why recruiters avoid using humor while recruiting. They blame HR – HR is way too conservative. The hiring manager is way to too conservative. The candidates are way too conservative. Yeah, well don’t buy that of that garbage. It comes down to two things: (1) being bold, investing in repelling talent as much as attracting talent, and (2) being confident in your in decisions and weathering the inevitable storm that will come with bold marketing. When you’re bold, people hate on you. They hate you because they ain’t you.
So let’s review, we know that a diverse and inclusive team wins over a non-diverse and non-inclusive team. On this we can agree, right? And we know that history favors the bold. On this we can agree, right? And we know that the social internet is a smorgasbord of memes. On this we can agree, right?
I love it when we all agree.
During this session, I (William for lovers of those that use the third person) will provide examples of how to use memes for diversity recruiting. You’ll have the knowledge and/or tools to be bold. Will you have the cajones to be bold? Only time will tell.
Job boards replaced the newspaper, social media replaced the job boards, in-house teams replaced agencies but what is the next big trend coming down the line? Littered with lots of real-world case studies, Johnny Campbell will shed a light on how AI, marketing automation, specialization, centralization and strategic sourcing are changing the landscape of talent acquisition forever.
Whilst all the talk has been around culture, culture fit and retention, is this doing anything about fixing the problems of diversity? Is retention of employment, the HiPo principle or retention of employment as a target really make our organisations better, and if everyone follows employer branding "best practice", do we all just look the same?
In this session Borrman questions conventional wisdom, and asks if we shouldnt be doing things different. Expect a few surprises and controversy. Hold on to your hats.
Hackathon will be held at Startup Hub stage
The hottest new kids on the tech block come together for an event highlighting what disruption is about in the world of HR tech. VCs, investors, Talent Community experts will gather for a day of panels and “Show and Tell” from leading startups to show San Francisco what innovation really looks like.
Are we innovating fast enough?
In a time where half the jobs that exist today didn't exist yesterday, or won't exist tomorrow (or at least not in their current form) how do we know what we'll need in the future? What we do know is that finding people who are aligned with our company values and purpose is paramount. We also need people with key characteristics and attributes that will see them thrive in the disruptive future of work.
By creating a personalised, engaging onboarding experience, new hires become more connected with colleagues, more engaged in their work and much more likely to stay. With Enboarder, you can wow new hires and make managers look like rock stars. Enboarder is a workflow product designed to optimise employee engagement. We challenge the ways of traditional onboarding. Our platform empowers HR to create custom communications and activities for any manager or new hire, delivering it in a personal and engaging way.
Clients can hire contingent workforce by disinter-mediation of workforce supply chain with full transparency for high retention & reliability along with lowering costs by approximately 30 percent.
AI is changing the way organizations manage their talent. New technologies enable data analyses, flag issues that managers cannot notice, and provide proactive recommendations to improve the way organizations are run. OWEN is an AI platform that can rapidly integrate data from multiple platforms and help enhance ELTV (Employee Life Time Value) at every stage including hiring, on-boarding, engagement, performance, and retention.
The panel discussion with top European investors around the future of work, human resources technology and education. The audience will have an opportunity to get to know key focus areas, criteria for investment and investment thesis of the participating funds. We will also discuss the current state of VC Ecosystem in UK, Europe and the USA as well as challenges and market barriers for the startups.
A digital tool at the use of recruiters, both of large companies and of recruitment agencies, which is placed downstream in the research process, typically conducted on the main job board platforms. In fact, the targeted profiles will be contacted by the recruiters through CVING and will be asked to sustain an interview in the innovative format of the Pending-Interview. That is a professional interview conducted "on demand" and anywhere, thanks to the app and to the decomposition of the screen, which will always result white.
Programmatic job advertising is leading trend in recruitment space right now, to take this innovation one step forward we developed JobAdX the first RTB(Real time Bidding) enabled programmatic job advertising exchange. With RTB employers have an opportunity to display their jobs on our publisher network dynamically in real time. The best thing is that it's pay per applicant.
It’s easy to invest in someone based on their business concept or projected financial returns, but what about their ability to handle the process of growing a sustainable business? Jonathan leads a panel of VCs in looking beyond the product pitch by exploring the startup team dynamic—and what it takes to close that next round of funding.
and a value-laden,
high ROI experience
which is remembered
time after time.
Bloom & Wallace