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 Talent Acquisition Knowledge Network recognizes the following sponsors who help support the funding and planning of our sessions:
Benchmark IT LLC is an IT recruitment and consulting firm headquartered in Stamford, CT. We focus on delivering superior service to a broad range of IT clients and candidates in the New York metro area. Our executives have over 40 years of staffing experience, working closely with IT executives to hire and build highly productive technology teams. Our proven process of working in-person with our clients and candidates ensures success and minimizes wasted time and surprises in the recruitment process.
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.
Talent Attraction and Retention
January 30, 2019, 8AM – 10:15AM, Norwalk, CT
We’ve all seen the stats … unemployment is historically low, the cost-per-hire is increasing and the cost to replace a highly-trained and productive employee is daunting. It’s no secret that it is difficult to attract and retain employees these days. Unfortunately, according to a recent McKinsey study, only 23 percent of managers and senior executives active on talent-related topics believe their acquisition and retention strategies will work. Why is this? What are we doing wrong? What strategies are actually working?
At our next session, Talent Attraction & Retention, we will discuss the answers to these and other questions regarding the challenges of placing, and keeping, an attractive candidate in a competitive hiring market. We will hear from an accomplished panel of human resources and talent acquisition professionals representing a diverse group of companies in our marketplace. They will share their experiences while engaging audience members in a collective brainstorm on creative ideas for attracting and retaining talent in a hyper-competitive marketplace. Attendees can expect to leave the session with fresh ideas that can be immediately implemented.
MODERATOR: Michael Mueller, Vice President, Human Resources at U.S. Electrical Services, Inc.
PANELISTS: Kathleen Gallagher, Director of Human Resources at Owl Cyber Defense; Jennifer Saravay, Director of Talent Acquisition at Consumer Reports; Darryl Ramey, Senior Manager, Talent Acquisition Branding & Strategic Partnerships at HARMAN International Industries, Inc.
If you are interested in attending, please RSVP to Christine Wachter (firstname.lastname@example.org), Bill Bardani (email@example.com) or John Bemis (firstname.lastname@example.org) as soon as possible as seating is limited.
You Don’t Know What You Don’t Know About Applicant Tracking Systems and Recruiting Sourcing Tools
February 28, 2018 – Norwalk, CT
Our challenge as recruiters is to leverage the vast quantities of available data to quickly and cost-effectively attract top talent. The problem is that the traditional tech-aided recruiting tools we have at our disposal are changing – and they’re changing rapidly. Applicant tracking systems are transitioning from systems of record to systems of engagement. Advances in recruiting technology have created tools that leverage artificial intelligence and predictive analytics. A simple “recruiting tools” search on Google yields numerous ads and “top ten” lists that reference hundreds of vendors combined.
How can your company leverage technology to improve your recruiting process? Which tools are best for your organization? How do you “sell” your executives on the importance of these tools and what is your return on investment? How will recruiting technology alter our roles?
These are just some of the questions that were discussed at our session, You Don’t Know What You Don’t Know About Applicant Tracking Systems and Recruiting Sourcing Tools. We assembled a panel of corporate recruiting professionals who are all leveraging recruiting technology in different ways. The panelists provided their perspectives on enhancing a technological recruiting strategy that will be mindful of your company’s size, resources and budgets. This will be an interactive session that will encourage the sharing of best practices and challenges from the panelists and audience members as well.
Moderator: Christine Wachter, Associate at Wiggin and Dana LLP
Panelists: Judy Wong, Vice President, Corporate Recruiting & Executive Search at Charter Communications; Mike Mueller, SPHR, Senior Talent Acquisition Consultant at KardasLarson, LLC;
John Qudeen, Vice President, Recruiting & Staffing at Thomson Reuters
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 this session, Enhancing the Candidate Experience – First Contact Through Onboarding, we explored 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 outlined various strategies for ensuring that an organization makes the best possible first impression on a potential candidate and attendees were 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.