September 26 - 28, 2011, The Westin Peachtree Plaza, Atlanta, GA
HR Executives: Register by July 29, 2011 and attend for only $599!
Download the Brochure
Free downloads available!
Access our Download Centre
Become a Human Resources IQ Member and receive our weekly newsletter!
Learn more about sponsor & exhibit opportunities
Mark Your Calendar
Tell a Colleague
The ultimate goal of talent acquisition professionals is to contribute to the
overall needs of the business by finding the right people for positions
throughout the company. Partnering with hiring managers to develop a
strategic plan will help create a more succinct recruitment process and return
more qualified candidates for positions. A key part of the acquisition plan is a
needs analysis and skill profiling for each position. This session will review:
Talent Acquisition Manager
Research consistently shows that people heavily consider company values
and culture when deciding on applying for a job and accepting one.
Having a clear recruitment brand allows potential employees to evaluate
whether yours is a company they actually want to work for! What message
are you putting out there to potential employees? This session will address:
As employers, we want to find the ideal employee for the job – not just great candidates who might succeed in the position. Candidates apply for jobs based on what they want, and not always what is a right fit for them. So how do you match the right candidate to the position?
Bryan Wempen and William Tincup have joined forces via DriveThruHR
(#dthr)…after we’ve successfully navigated 130 shows during 2010. The
goal of the daily HR show is to listen to / talk with “real” HR practitioners.
Each 30 minute show talks about about one thing – one
thing that is keeping the guest up at night, one thing that
they just solved, one problem, one vendor issue, whatever.
Bryan Wempen and William Tincup
There are four different generations working side-by-side in the workplace
and each generation has its own distinct characteristics, values, and
attitudes towards work, which leads to various requirements when
selecting an employer. Each generation will have a different perspective
when it comes to a company's goals, values, and culture. To successfully
integrate these diverse generations into the workplace, companies need
to embrace change to their recruitment and onboarding efforts. This
Rachel B. Angstadt
Hershey Entertainment and Resorts
New hires to your organization have one burning question, one that they are
often unwilling to ask: ‘What do I have to do to be successful here?’
We were all new hires once. We know that starting a new role with a new
company can be an overwhelming experience. As business leaders, we
also know how important it is to bring new hires into our culture and
operations as fast as possible. So how do you ensure that an employee’s
first 30 days are a passport to success? How do you harness the goodwill
an employee feels between offer letter and day one? How do your help
them build credibility within the organisation? How do you smoothly
transition a new hire into a confident, competent, respected member of the
team? How can you be sure that after the first 90 days, both you and your
new team member will be able to say, ‘I know I made the right choice.’ This
session looks at the psychological contract between a new hire and an
Chief Learning Officer
With many bloggers serving as industry professionals themselves, blogs
are increasingly referenced as a credible news source. They bring the
issues to the forefront and tackle some of the topics and trends we’re
scared to talk about in the workplace. This session provides you with four
back to back 15 minute blog “posts” and then gives you the opportunity
to ask questions.
The HR Farmer
[ Register Now ]
Questions about IQPC's Conferences, Events or Training Seminars? Contact us on 1-800-882-8684 or email email@example.com now!