In-house Recruitment LIVE! Speaker Q&A – Part 2

With In-house Recruitment LIVE! taking place is just over 1 month’s time, we’re excited to bring you the second edition of our In-house Recruitment LIVE! Speaker Q&A.

In this interview, we sat down with Nadeem Zabib, Recruitment Adviser at BMJ, Paul Slezak, Co-founder, RecruitLoop who will be presenting on “How to Really Add Value as an In-house Recruiter” and last but certainly not least, Adam Gordon from our Silver event partner, Candidate.ID who will be discussing “Building Your Talent Pipeline for the Future”.

This year’s event promises to inspire the In-house Recruitment community through a phenomenal line-up of the industry’s finest speakers paired with a knock out conference agenda so make sure you register today before it’s too late!

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Q1. What does it mean to be a part of the In-house Recruitment LIVE! 2017 speaker line-up?

Nadeem: It’s my first public speaking event of this nature, so honestly, it’s somewhat daunting, yet very exciting! As a self-confessed recruitment geek, being able to speak at a recruitment led event is humbling. My biggest satisfaction would be to know peers have found my presentation useful and go back to their own processes to implement some new methods!

Paul: LIVE! 2017 is geared up to be an amazing event. The line-up of speakers is bound to leave attendees wanting more. I actually can’t wait to attend some of the awesome sessions being run by my fellow speakers.

Adam: I’m very excited to be talking at In-house Recruitment LIVE! this year as we continue to spread our talent pipeline mantra.

Q2. What are you most looking forward to sharing with your peers from your presentation? Can you give us any teaser stats, facts or insight?

Nadeem: How we effectively on board new starters at BMJ, with engaging content and tons of support throughout their initial stages.

Paul: I speak to dozens of hiring managers from some of the world’s fastest growing companies every month and I’m really looking forward to sharing what they are telling me they expect from their recruiters – what they are looking for in terms of added value and how they are craving innovative strategies when it comes to talent acquisition.

Adam: Employers following the Candidate.ID approach to building and nurturing talent pipelines are reducing time-to-shortlist by 60% and I can’t wait to explain why; Talent Acquisition managers will be inspired

“My biggest satisfaction would be to know peers have found my presentation useful and go back to their own processes to implement some new methods!”

Q3. How has the shape of recruitment transformed over the past few years? What’s caused this shift away from conventional recruitment strategies and processes?

Nadeem: We are seeing it now, for the recruitment process is now more a millennial focused and it needs to be!! Organisations tinkering their strategy to attract millennials and react to very fast moving candidate markets. Mobile / tablet optimised sites mean you can apply on the move, you no longer need hours searching for positions at a desk. Companies need to become more digitally led with their recruitment process, or they face falling behind with the times.

There are apps to support the candidate market, which further supports the convenience of submitting applications.

Paul: I’ll be focusing on the shift away from the more traditional (reactive) recruitment model to a more strategic talent acquisition model since this is definitely one of the most obvious transformations in recruitment over the last few years. The amount of HR technology available out there as well as the “rise of the passive candidate” are just 2 of the contributors to the major shift away from conventional recruitment.

Adam: Technology is transforming the way employers are now able to nurture potential candidates and automatically monitor which want to work for you in real time. That means, for the first time, employers don’t need to start every requirement from scratch and can wean themselves off the heroin of traditional recruitment methods

Q4. What do you regard as industry success? What types of stories inspire you?

Nadeem: Apprentices working their way up through a company structure and earning managerial positions.

Successful recruitment initiative launches, such as an internship programme, an alumni group or a strong referral scheme

In-house recruiters being less recruitment agency reliant and having a strong presence to fill roles themselves.

Paul: I believe that success in our industry should not just be measured by the number of new bums in our seats, but more on the recognition of the employer brands that organisations are building today. The focus should not simply be on how many people apply to job postings, but more on how many people are engaging with our brand, or opting to be part of our talent communities.

Adam: When I hear an employer trying new ways of recruiting, whether they fail or succeed, that inspires me. You need to test and iterate in talent attraction and there’s nothing worse than doing what you’ve always done and wondering why results are deteriorating

“[Technology] means, for the first time, employers can wean themselves off the heroin of traditional recruitment methods”

Q5. What do you think is the next big thing in Recruitment?

Nadeem: Google Hire, will be very interesting to see how this works and hopefully they will launch in the UK.

Somewhat wishful, but if LinkedIn were to create an ATS, this would be a very powerful tool, given the size of their database.

Paul: Organisations will soon realise that the days are long gone of needing to build the business in one central location or to have all the team sitting in the same office together. With all the communication tools and technology available today, time differences and the all too infamous ‘tyranny of distance’ are practically non-existent.

There is absolutely nothing stopping you building a high-calibre talent organisation that crosses borders, time zones, or even language barriers. ‘Next Generation Recruitment’ will be all about a distributed workforce, remote teams, and in-house recruiters sourcing talent from all corners of the world.

Adam: Talent pipeline automation and artificial intelligence will cut out basic tasks but increase the need for marketers in talent acquisition

“’Next Generation Recruitment’ will be all about distributed workforces, remote teams, and In-house Recruiters sourcing talent from all corners of the world”

Q6. What advice would you give to anyone deciding whether or not to come along to LIVE! 2017?

Nadeem: An incredible opportunity to network with like-minded professionals and recruiters, learning key takeaways / nuggets of information throughout the day!

Paul: There really is no option. If you choose to attend only one professional development this year, make it LIVE! 2017!

Adam: Come to In-house Recruitment LIVE! because you will learn a variety of brilliant new techniques and technologies which will help you be more productive and successful and elevate talent acquisition’s status in your business

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