#FIRMday Manchester 2016 - Carve Consulting &#x27;What is the future of in-house recruitent marketing?&#x27;

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Lindsay Browning, Talent Acquisition Leader, EMEA, LinkedIn Jean Martin, Executive Director and Talent Solutions Architect, CEB As time goes on, we have seen that leadership skills and attitudes of today are constantly evolving. As a recruiter, what skills do you want to see in your leadership team to inspire you, and as a leader, what kind of skills and attitudes do you see imperative in order to succeed and inspire your organisation? Join this interactive session with Lindsay Browning, Head of Talent Acquisition at LinkedIn, where we want to hear from you what skills and attitudes you think are required for the future. We will also be joined by Jean Martin, Executive Director and Talent Solutions Architect, from CEB who will share some interesting recent insights on the skill trends that they’re seeing in the industry and how you can ensure you’re on the correct path to success.

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At LinkedIn, we hire next years new sales people in q4 of the current year. Historically we have achieved this by sheer force of will with mixed results. This past year we applied a programmatic approach, determining TA resourcing, creating internal hiring deadlines, exception processes, reporting, etc. before launch. We used regular comms to keep the business informed and TA engaged. Further we created a scalable and repeatable template for success that can be applied for years to come.

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Sharon Tan, Singtel Learn how Singtel went about building a centralized TA function and operating structure with different brands across the Asia Pac region. This three year journey of transformation, with the end goal of shifting recruitment from a reactive to a more proactive model, helped lifting their brand and value to the business. No clear guidelines or expectations for the function and business, inconsistent hiring experiences, low credibility with the business and large agency usage as well as various levels of maturity of the team brought about a need for transformation change. This session will talk about how to build a more efficient and reliant in-house recruitment team and how to leverage a centralized offshore hub to support the business needs. It will also show how Singtel built a social media plan to strengthen their Employer Brand. Key highlights: How to drive change and transform the recruitment model in your organisation. How to centralize the TA function in a larger region. Driving your team to refocus on your Employer Brand and strengthen through social media. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.

HR Pitch Deck

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Recruitment is Marketing | InDemand 2014

Marketing Solutions, LinkedIn, Display Ads, product sheet

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