Social Recuiting Days 2017 // English broschure

L A I C O S ITIN G U R C E R DAYS t h g i R e h t g n i d n i F ­Talents

September • 12/13 2017 • Berlin w w w. s o cialr e cr ui ting days.de /en

S Y A D S 2 R E K A E P S 35+ S E T O N Y 2 KE

R S # AT A A T A D HR M SLA

7 1 D E C N A L G S T N A P I C I T R A P + 0 30

& S B A L G N I C R SOU LENGE L A H C R E N W O D SUN

4 Yvonne Riedel, ProSiebenSat.1 Media Carl Hoffmann, Talentry

Melis Melikoğlu, Unilever

16.50–17.20

Christian Jørgensen, DONG Energy

INSPIRING HIRING ­MANAGERS

SETTING THE SCENE: “SHINING” CANDIDATES &

Dr. Magdalena Masluk-Meller, Zalando

LEVERAGING NPS IN TALENT ACQUISITION & MANAGEMENT

16.10–16.40

+ + +

B r e a k

Daniel Mühlbauer, function(HR) Branko Staudinger, GoHiring Hanno Renner, Personio Carl Hoffmann, Talentry

+ + +

MICRO BARCAMP

+ + + C o f f e e

B r e a k

HR DATA SLAM

M O D U L E I I : R E C R U I T I N G A N A LY T I C S

C o f f e e

15.10–16.00

B r e a k

AMBASSADORS

THE ROLE OF A ­RECRUITER IN DIGITAL ERA

+ + + C o f f e e

WHEN EMPLOYEES BECOME BRAND

EXCEEDING ­E XPECTATIONS IN TALENT WAR:

B r e a k

Katrina Collier, The Researchologist

Oliver Erb, EnBW

+ + + C o f f e e

SAVVY SOURCING SKILLS

B r e a k

CANDIDATE ENGAGEMENT TAKES MORE THAN

+ + + L u n c h

JUST SIX MONTHS

B r e a k

THE DIGITAL EMPLOYER BRAND IN

+ + + L u n c h

14.00–14.30

B r e a k

B r e a k

Theresa Holm, Infineon Technologies Jennifer Schmidtlein, Infineon Technologies

CAREERS + + + L u n c h

Roxana Hughes, Monster

MARKETING EFFECTIVELY

BRANDING VIA INSTAGRAM @CLAAS_

Corinna Vielmeyer, Claas

YOUR RECRUITING (FOREVER)!

COMBINING RECRUITING AND TALENT

LOOK WHO’S POSTING NOW! EMPLOYER

L u n c h

14.40–15.10

Jubin Honarfar, whatchado

APPLICANTS WANT EMOTIONS.

46.9% – WHY THIS NUMBER WILL CHANGE

Medi Gwosdz, Stack Overflow

404 NO DEVELOPERS FOUND

13.10–14.00

12.40–13.10

DIGITAL AGE

Kerstin Wagner, Deutsche Bahn Ihsan Mert, Turkcell Tulay Yalcinkaya, Turkcell

YOUNG TALENTS PROGRAM IN A

ON THE WAY TO BEING A TOP EMPLOYER

12.00–12.30

M O D U L E I : TA L E N T AT T R A C T I O N & C A N D I D AT E J O U R N E Y

FIRST ACQUAINTANCE

Robindro Ullah, HR in Mind & David Nitschke, Quadriga

WELCOME

11.15–11.50

11.00–11.15

PROGRAMME­ TUESDAY • 12.09.

KEYNOTE: THE ROLE OF PEOPLE ANALYTICS IN RECRUITING

15.15–15.30

SUM UP & FAREWELL

YOU RE-THINK THE WAY YOU RUN YOUR TA TEAM!

SOURCING TECH T ­ ALENT IN E ­ UROPE: SECRETS OF THE SOURCING NINJAS

KEYNOTE: Johnny Campbell, Social Talent – You choose the topic of the keynote!

14.30–15.15

TOTAL TALENT ACQUISITION: 5 THINGS THAT ARE GOING TO MAKE

LEARNINGS & SOURCING MINDSET

Balazs Paroczay, edlington

Nina Diercks, Anwaltskanzlei Diercks

14.10–14.30

FORGET “CANDIDATE” – THEY DON’T EXIST!

THE FINE LINE OF ACTIVE SOURCING

+ + +

see SOURCING LABS

+ + + B r u n c h

SOURCING CHALLENGES

+ + + B r u n c h

Kasia Borowicz, Lightness

SOCIAL SOURCING

Diana Eid, Dräxlmeier

GLOBAL SOURCING – FIRST STEPS TO SUCCESS

13.00–14.00

+ + + B r u n c h

Shane McCusker, Intelligence Software

Tobias Ortner, BFFT Jan Hawliczek, BFFT Katharina Seidl, BFFT Stefan Göppel, BFFT + + + B r u n c h

SOURCING ON FACEBOOK

SOURCING LABS

+ + + B r u n c h

Jan Tegze, SolarWinds

Tina Schiffel, Siemens

B r u n c h

GAMIFICATION IN SOURCING

KEEP CALM! - PIPELINING IS EASY

12.00–13.00

10.50–12.00

10.10–10.40

M O D U L E I I I : TA L E N T S O U R C I N G

Robindro Ullah, HR in Mind & David Nitschke, Quadriga

WELCOME

09.45–10.00

PROGRAMM­E WEDNESDAY • 13.09.

D o w n e r

S u n

David Green, IBM

from 18.30

17.30–18.10

D ay One .10 8 1 0 3 .

7 1

THE ROLE OF ­PEOPLE ANALYTICS IN ­RECRUITING People Analytics is one of the most talked about areas of HR and a growing number of organisations have adopted analytics to streamline the recruiting process, improve the candidate experience and ultimately make better hiring decisions. Learn why recruiting is at the forefront of the data revolution in HR as well as best practice and case studies from leading organisations in this area.

een lytics r a n G A d i e v l a p D tor Peo c e r i D l Globa IB M

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UL F T H G I INS , ‘S S Y S N E N R G H CO N D ­JO E T V A E O L R „G NS, O I T A T E.“ N T E O S E N R Y P ­KE Jost Gloor Two y a arma D h P r o if V .15 14. 30-15 TOTAL TALENT ACQUISITION: 5 THINGS THAT ARE GOING TO MAKE YOU RE-THINK THE WAY YOU RUN YOUR TA TEAM! 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, specialisation, centralisation and strategic sourcing are changing the landscape of talent acquisition forever.

SOURCING TECH T ­ ALENT IN ­EUROPE: SECRETS OF THE SOURCING NINJAS Tech talent is truly global; every­ one wants the best developers, engineers, architects and designers but how do you ensure that you are finding and attracting the talent for your jobs in Germany and across mainland Europe? In this session, Johnny Campbell will show you the best places to find tech talent, enlighten you on how best to engage with them and critically, show you how to map the market and build a robust sourcing strategy using ­freely available data and insights.

You e th Chooseic! top

m pbel l a C y n n J oh & CEO Founder t a le n Social T 7

Day One // 12.00-12.30 Kerstin Wagner Head of ­Talent Acquisition Deutsche Bahn

On the Way to Being a Top Employer: Innovative Talent Acquisition at Deutsche Bahn DE

Young Talents Program in a Digital Age – A Success Story EN

Turkcell GNCYTNK Young Talent Programme used technology in every possible way at each step to choose the brightest and the best. ­Candidate experience in the digital age is very critical and how you position technology in your recruitment process will determine your ­success.

Holograms, Virtual Reality, modern employer branding and a unique candidate journey…

With its holistic approach to talent acquisition, Deutsche Bahn attracts 8,000 new employees and 3,500 trainees every year.

The essential element of recruiting in the future: An attractive candidate journey, a holistic approach to personnel recruitment, i.e. the interlinking of authentic and target group-oriented employer branding and recruiting, as well as the use of new technologies and analysis procedures, are basic prerequisites for inspiring talents with your company.

EN in English

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DE in German

Ihsan Mert Talent Recruiter Turkcell

Tulay Yalcinkaya HR Business Partner Turkcell

Depending on demand, we will offer translation for selected German-speaking sessions.

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Day One // 12.40-13.10

Day One // 12.40-13.10

marketing personas based on interviews and workshops with respective focus groups plus a CRM tool complete with the key account manager principle applied to the recruiting team. On top of that, a digital story is created for every marketing persona, with real testimonials that provide insight into their role and day-to-day work at Infineon.

Through image-based communication, CLAAS provides insights into their international work environment – authentic and individual. The goal: to increase the visibility of CLAAS as an attractive employer among young audiences.

Combining Recruiting Look Who’s Posting ­ mployer and Talent Marketing Now! - E DE effectively DE Branding via Infineon combines recruiting and talent mar- ­Instagram @claas_ keting with a four-step strategic process: the careers definition of key functions, the creation of

Corinna Vielmeyer Manager Corporate HR Marketing & Communication CLAAS Gruppe

Theresa Holm Talent Attraction Manager Infineon ­Technologies

Jennifer ­Schmidtlein Talent Attraction ­Manager Infineon ­Technologies

My tip for recruiters: Be authentic!

H AS T A H T TS N E V HE E T E H H S T U F P „ONE O TENTIAL TO PE IN THE THE PO NG LANDSCA N.“ IT I IO ­RECRU IGHT DIRECT R W W W.SOCIALRECRUITINGDAYS.DE /EN

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Day One // 14.00-14.30

Day One // 14.40-15.10

The Digital Employer Exceeding Brand in Just Six ­Expectations in Talent DE War: The Role of a Months Despite limited time and budget, EnBW has ­ Recruiter in the EN succeeded in successfully transforming classic training marketing into a digital employer Digital Era brand – establishing a testing ground for innovative marketing ideas at the same time.

Oliver Erb Employer Branding, HR Marketing & Recruiting Consultant EnBW

My tip to other recruiters: Despite what studies say about the Gen X, Y, Z divide – candidates are not mystical creatures, but rather ordinary people with comprehensible needs. If you can adjust correctly then you‘re already on a winning path.

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The change is in full swing in the digital era. For business growth and winning in the marketplace, the focus is winning with consumer experience. Considering our candidates’ journey in recruitment, we have to deliver them a truly personalized & real-time experience. What will be the role of the recruiter in the digital era to exceed the expectations in today’s talent war?

Melis ­Melikoglu Global Recruitment Manager Unilever

Tomorrow‘s recruiters won‘t be able to do without: Technology & Social Network

W W W.SOCIALRECRUITINGDAYS.DE /EN

Day One // 14.40-15.10

When Employees ­Become Brand ­Ambassadors

Day One // 16.10-16.40

DE

The best persuasion tools for employers: Testimonies from their employees. But how to motivate employees to make ongoing recommendations? Carl Hoffmann and Yvonne Riedel speak about the sustainable introduction of an employee referral programme.

Yvonne Riedel Head of Employer Branding ProSiebenSat.1 Media

Carl Hoffmann Founder & ­CEO talentry

Leveraging NPS in Talent Acquisition & Management EN How Candidates and Employees experience an organization, has direct and indirect effects on the integrity of a company‘s brand and their ability to acquire and retain talent. Net Promoter Score (NPS) – a synthetic loyalty indicator – can be used to track the satisfaction of both groups. Based on a Zalando case study, I will discuss the use of NPS in the technology industry, from concept, over the evolution of analysis, to overcoming the implementation challenges.

Dr. Magdalena Masluk-Meller Talent Acquisition Manager ­ Zalando

My tip to other recruiters: Adapt to the changing world of talent ­recruiting.

Tomorrow‘s recruiters won‘t be able to do without: Understanding brand impact.

ISS M T O DN L U O H US O .“ Y R E T T A I H U T ECR NT R E V A E E N R A „A IF YOU W W W.SOCIALRECRUITINGDAYS.DE /EN

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Day One // 16.50-17.20

Day Two // 10.10-10.40

Setting the Scene: DE Keep Calm – “Shining” Candidates ­Pipelining is Easy! & Inspiring Hiring War for talent, digitization, etc. – we all face EN the same challenges. We will show you how ­Managers to create a long-term competitive advantage Christian Jørgensen shares DONG Energy’s recipe for ensuring the right recruitment match with the support of analytics, by enhancing the candidate experience and by putting the hiring manager into the driver‘s seat.

with pipelining.

Christian ­Jørgensen Head of Sourcing & Analytics DONG Energy Tina Schiffel Head of Talent Acquisition & Talent Sourcing Germany Siemens My tip to other recruiters: Always be curious, always be positive Tomorrow‘s recruiters won‘t be able to do without: Combining Technology and People Skills – the right combination = extremely productive; the wrong combination (too much of either) = disaster

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My tip to other recruiters: Applicants, talents, high potentials – all different terms for PEOPLE – so be human, emphatic and passionate, and you‘ll be rewarded.

W W W.SOCIALRECRUITINGDAYS.DE /EN

Day Two // 10.10-10.40

Gamification in Sourcing

EN

Gamification is an innovative concept that uses game theory and game designs to engage and motivate people to achieve their goals.

Gamification keeps people more engaged, and converts the boring and frustrating task of recruitment into a fun element. Learning new sourcing methods can be more effective through gamification methods.

Diana Eid Director & Head of Global Recruiting Dräxlmeier The essential element of recruiting in the future: Anchoring recruiting in strategic business planning – recruiting must be in the minds and hearts of the senior executive board.

Jan Tegze Senior Recruiting Manager SolarWinds Tomorrow‘s recruiters won‘t be able to do ­without: Technology, a brain and passion to learn.

Global Sourcing – DE First Steps to Success Sourcing! Sounds promising, but how to get the ball rolling? What kind of questions should be asked when setting up or rearranging an existing team structure, which tools are essential, how do I convince the leadership team to invest? These and other questions are answered by Diana Eid

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Katharina Seidl Sourcing & Recruiting Manager BFFT

Stefan Göppel Teamlead Active Sourcing BFFT

// D ay Two 0 .0 10.55-12

Find profiles that others don‘t, ­identify target groups on unusual platforms.

Together in the Sourcing Labs we will discuss tips – big and small – as well as try out tricks and tools to facilitate sourcing on a daily basis.

The labs will be divided into three levels: basic, ­advanced and master.

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W W W.SOCIALRECRUITINGDAYS.DE /EN

Tobias Ortner Head of HR Marketing & Recruiting BFFT

Jan Hawliczek Deputy Head of HR Marketing & Recruiting BFFT

Getting down to business in the ­Sourcing Challenge!

// D ay Two 0 .0 13. 00-14

Each group takes on a task specially developed for the #SRDs, in which the sourcing skills learned in the lab will be put into practice immediately.

By the way, there‘ll be an interactive lead-up to the labs and the challenge on Slack, stay tuned!

W W W.SOCIALRECRUITINGDAYS.DE /EN

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Day One // 12.00-12.30 Day One // 12.00-12.30

Applicants Want Emotions

DE

Have you ever wondered why companies spend millions of dollars for a few seconds’ promotion during the Superbowl? And isn‘t it strange that the brand is not the focus, but instead storytelling? What has been customary in advertising for decades is missing in HR. Can we really afford to not take emotion into account when we interact with applicants?

Jubin Honarfar CEO whatchado

404 No Developers Found – The Most Common Networking Mistakes Between DE Developers and ­Recruiters Why don‘t developers respond to your requests? Well, in the language of social media – „It‘s complicated.“ But there are success stories that show which strategies should be used for recruiting of IT professionals on social media.

Medi Gwosdz German Content Writer Stack Overflow My tip for recruiters: Be open to new approaches.

The essential element of recruiting in the future: Multi channel strategies.

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The essential element of recruiting in the future: Interdisciplinary collaboration. Recruiting and employer branding isn‘t only the domain of those who have such job titles. Applicants want emotions.

W W W.SOCIALRECRUITINGDAYS.DE /EN

Day One // 12.40-13.10

Day One // 14.00-14.30

Candidate ­Engagement Takes More Than Savvy Sourcing Skills

EN

3.7 billion people use the Internet. Finding people is easy; some Boolean here, a sourcing tool there, and boom you’ve found the ideal candidate...and their contact details! So why are they ignoring you? Why isn‘t tech helping? Why is candidate engagement tougher?

Katrina Collier will challenge you to ask, „do I ­deserve a candidate‘s attention?“ Katrina Collier Chief Searchologist The ­Researchologist

46.9% – Why This Number Will ­Change Your Recruiting DE ­(Forever)!

Mobile first! If you want to reach young candidates today, you can‘t do so without embracing the smartphone. From modern companies and recruiters, this requires a rethink of your recruiting campaigns. Based on the results of the industry study „Recruiting Trends 2017“ you’ll get the best tips for your future recruiting, to turn passive candidates into fans of your brand and reach new target groups.

Roxana Hughes Costumer Engagement Managerin Monster

Day One // 12.40-13.10 EN Forget “Candidate” – They Don’t Exist!

The Ultimate Effect of the Experience ­Economy in Recruitment HR and recruiting professionals love to create Balazs Parozcay Founder & Sourcing Strategist edlington

boxes: Good candidate, bad candidate, almost perfect candidate, purple squirrel and other unicorns… In reality though, a candidate is not a thing. Being a candidate is a temporarily status, one role of the many we play. From timeto-time we all need to stand behind the masque of the candidate and, therefore, recruiting should correlate more with the only part that matters: the human part.

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Day Two // 10.55-12.00

Sourcing on Facebook Social Sourcing One quarter of the world‘s population use Facebook every month yet most recruiters don’t actively source there. In this session, Shane McCusker of Intelligence Software will explain why and how to successfully source on Facebook. Shane will explain the tools and techniques to tap into the biggest and richest resource of candidate information.

Shane McCusker Managing Director Intelligence ­Software

My tip to other recruiters: Enjoy what you do!

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EN

Identifying candidates through interactions helps you build relationships that are key to attracting the best candidates to your company. We will discuss methods that will allow you to find candidates others don’t have the time to find, as well as methods of increasing ­efficiency so you can meet your recruiting deadlines.

Kasia Borowicz Social Recruiting Trainer Lightness

Tomorrow‘s recruiters won‘t be able to do ­without: Using their own brain. As technology ­becomes smarter, I expect being able to do your own thinking will only become more and more important!

Day One // 14.00-15.00

MICRO BAR CAMP The SRDs stand for interaction, knowledge-sharing and the exchange of ideas.

Get together and take the opportunity to ­create new social recruiting ideas together with your peers apart from your daily business.

Content and procedure are in your hands.

Day Two // 13.00-14.00 Nina Diercks Attorney & ­Recognized Expert of Data Protection Anwaltskanzlei Diercks

My tip for recruiters: Take care of data protection regulations!

The Fine Line of ­Active Sourcing

DE

There are two ways to get in contact with potential candidates on the social web: You create an appealing presence, so nobody passes you by. Or you go into the networks where potential candidates are and actively address them.

It‘s often not clear what is legally allowed and which is better. Nina Diercks provides clear and practical insights into the legal developments in active sourcing.

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DE

Day One // 16.10-17.20 What can be done with HR data, especially when you are trying to think „out of the box“ for your recruiting?

In our world-first HR Data Slam, four HR Tech pioneers in Germany will face off. Whoever performs best and presents the most creative ideas and concepts will receive glory, honour and recognition from the audience and the entire HR world. At the very least.

Branko ­Staudinger HR Ambassador GoHiring

Daniel Mühlbauer Co-Founder function(HR)

Tomorrow‘s recruiters won‘t be able to do ­without: Digital DNA is essential for companies, their employees and for HR – because there is no doubt that the world of work is in digital transformation. But what happens if HR does not transform itself?

My tip for recruiters: Embrace data, but don‘t ­forget your common sense!

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Hanno Renner Co-Founder & CEO Personio

CALL FOR ER K A E P S

Tomorrow‘s recruiters won‘t be able to do ­without: Digital solutions that help to manage the recruiting process optimally and at the same time identify the most successful channels.

Become a Part of the Social Recruiting Days 2017!

Carl Hoffmann Founder & CEO talentry

A ND S N O I ESS S ED L L L B A A „ N ES E H C E E AD E H SP A K IN H T O AL T U S ME U F UT O .“ O D N A NS R E T T PA n Schwickert

Whether best case presentation, impulse or interactive workshop; submit your ideas & topic proposals

by August 1st via our online form: www.socialrecruitingdays.de/en/­ call-for-papers/ Don‘t hesitate to contact us in case of any questions!

Floria ennison Avery D

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SUNDOWNER

from 18.30

The Ellington Hotel patio will again be transformed into our networking epicentre.

With delicious food, fresh drinks and great music, together we can reflect on the first day of the SRDs.

Join us for a guided morning jog!

We‘ll lead you trough T ­ iergarten and past the most significant ­sights of West Berlin – the ­perfect way to start the day!

08.00-08.45

SIGHTRUNNING 22

Location Registration Benefit now from our ­reduced ticket offer The first 200 tickets are ­available at a price of 990€* the next 100 tickets at the price of 1190€* Each ticket bought after this offer is exhausted will be 1390€* *plus VAT Register here: www.socialrecruitingdays.de/ en/registration/

The Ellington Hotel Berlin is and remains the home of our SRDs. The landmarked hotel with its 1920s design is located at the heart of Berlin, between Ku‘damm, Zoologischer Garten and KaDeWe right at the centre of West Berlin.

Ellington Hotel Berlin Nürnberger Str. 50-55 • 10789 Berlin

Contact

Martin Daniel Content & Speaker

Felix Stache Partners

Dennis Schultz Participants

martin.daniel@quadriga.eu

felix.stache@quadriga.eu

dennis.schultz@quadriga.eu

Host #SRD17 23

We thank our partners:

w w w. s o cialr e cr ui ting days.de /en