The Talent Acquisition Knowledge Network is a peer network of human resources professionals who share ideas and experiences about common challenges and current trends. The co-founders of the group include Josh Walls from Wiggin and Dana, Bill Bardani from Vision Search Partners and Mike Mueller from Datto. The group was created to address the knowledge-sharing needs of human resources professionals who lack an internal peer network within their companies. Membership consists of human resources professionals who are engaged in talent acquisition matters in Connecticut and Westchester County, NY.
In addition to Vision Search Partners, The CFO Knowledge Network recognizes the following sponsors who help support the funding and planning of our sessions:
Wiggin and Dana is a full-service law firm founded in 1934. It has over 145 attorneys located in Connecticut, New York, Philadelphia, Washington, DC and Palm Beach. The firm’s Labor, Employment and Benefits department represents companies throughout the United States and abroad, providing personalized advice and advocacy designed to minimize risk, litigation, and governmental intrusion into your business affairs.
Robinson+Cole is a law firm with nine offices throughout the Northeast and Florida, serving regional, national, and international clients. With over 200 attorneys, it is ranked among the 200 largest law firms in the U.S. Clients range from Fortune 500 to start-up companies, as well as nonprofit and governmental organizations. Since 1845, the firm has established a rich history of community involvement, pro bono service, celebration of diversity, and a well-recognized dedication to client service.
Enhancing the Candidate Experience – First Contact Through Onboarding
October 19, 2017 – Norwalk, CT
As competition for top talent increases, organizations must be mindful that a company’s ability to successfully attract and recruit top talent depends on how well they manage the hiring process. In other words, first impressions matter to both sides in an interview process.
Inadequate communication, slow responses, and limited information can all disrupt an organization’s candidate pipeline. A poorly managed candidate experience causes the employer brand to suffer, thereby making it harder to attract future applicants while increasing the risk that qualified candidates are lost to competing offers. The best social media campaign in the world won’t save an organization’s talent pipeline if candidates are not engaged by and impressed with their interview experiences.
At our next session, Enhancing the Candidate Experience – First Contact Through Onboarding, we will explore the multiple ways companies can fortify their talent pipelines by improving the overall candidate experience, without the need for robust budgets or additional staff. Panelists will outline various strategies for ensuring that your organization makes the best possible first impression on a potential candidate and attendees will be encouraged to share ideas and best practices.
Moderator: Mike Mueller, Senior Director, Talent Acquisition at Datto
Panelists: Lynn Gaudio, Director, Strategic Talent Solutions, SiriusDecisions; Chris Mariani, Talent Acquisition Manager at Inspira Marketing Group
Leveraging Your Employer Brand to Attract Top Talent
May 18, 2017 – Norwalk, CT
With the state and national unemployment rates near their lowest in years, the competition for top talent is raging. Companies of all sizes and from all industries struggle to attract and land top talent. Challenged by time constraints and limited resources, all companies must learn to leverage available internal and external resources to develop their candidate pipelines.
A company’s brand is often the most overlooked and under-utilized tool in its recruiting arsenal. An employer’s brand is a powerful tool that creates a positive perception and makes it easier to recruit the very best candidates. Companies with a strong employer brand are perceived as an excellent place to work, with attractive values and promising career prospects. Is your company’s employer brand helping or hurting you in the competition for talent? What is your strategy to make your employer brand more attractive to job seekers?
Leveraging Your Employer Brand to Attract Top Talent explored the multiple ways companies can use their employer brand to attract the talent they are seeking. Panelists included senior level recruiting and human resources professionals representing large, mid-sized and small employers. They shared their experiences and discussed ideas for improving and marketing one’s brand. They also discussed specific strategies that companies with limited recruiting resources can employ to improve their brands and remain competitive in the competition for talent.