Diana Meisenhelter

How to beat the time trap - Time and Project Management Tips for HR doing recruiting today

Even in today’s economy, finding top talent is still important to most companies; there are just fewer recruiters out there doing it.  As recruiting jobs have been eliminated, HR is finding they are struggling to keep up with their increased workload.  Everyone has the same amount of time in a day.  How do some people get it all done and look superhuman?        

Join noted staffing strategist, Diana Meisenhelter, as she shares stories from her 20 years in corporate recruiting roles, as well as her many consulting clients on what works and doesn’t work in recruiting and retention.  In this interactive and fun session, you will learn ways today’s HR professional can implement time management and project management tips from real life super heroes to continue to win the war for talent.

Jeremy Eskenazi

Recruiting Global Talent--Real-life Lessons from the Field

Jeremy Eskenazi moderates a panel discussing real-life lessons in global and international recruiting with panelists David Crawford, of MasterCard, Rick Badgley of Wyndham International, and (Riviera Advisors client) Rodney Moses of Research In Motion Ltd.

Jeremy Eskenazi

Low Cost/No Cost Recruiting and Staffing Techniques.

In this fun session, we'll discuss great low-cost and no-cost recruiting/staffing techniques that will help you acquire great candidates in this tight economy. We'll aslo talk about the concept of "contracting" with the business and candidates and leveraging solid consulting skills to enhance internal and external relationships. And we'll dsicuss the tools and resources you'll need to transform yourself into a valued recruiting expert when you need to be more than an HR generalist.

Jeremy Eskenazi & Doug Fauth, Life Technologies

Leveraging "Candidate Care" techniques to enhance your employer brand.

The easiest and least costly way to build and maintain your employer brand on university campuses is by optimizing the way you interact and manage relationships with candidates. In this entertaining presentation—facilitated by two long-time corporate university relations experts, you will learn key tips on how to build and maintain solid relationships with candidates; how to measure the candidate experience; and how to communicate “bad news” to candidates (including how to decline and rescind offers with dignity). You’ll learn how to create differentiators (not just “bells and whistles”) on university campuses to create great “buzz” and brand-ambassadors. While other organizations are scrambling, dealing with lay-offs and shutting down their recruiting “machine”, learn how to use this time to recruit at different schools than you have in the past.  Using the tough economy as an advantage, gives organizations an opportunity to build market-share and establish their brand on-campus. Learn the significant power that managing your brand using the candidate experience during tough economic times will have on your future success in university relations.

Diana Meisenhelter & Frank McKay, Schlumberger

How to attract top talent to less than desirable jobs and locations:  A case study in successful university recruiting practices at Schlumberger Corporation.

Even in this tough economy, finding top talent to do the hard jobs continues to be a challenge in many industries.  Schlumberger, one of the world’s leading oilfield services companies, hires more than 1,000 field engineers annually.  But this isn’t an easy task.  The jobs aren’t flashy; they aren’t found in resort locations, and the highly sought after engineer isn’t getting a fancy office.  How do employers today recruit high-potential candidates, still making them pay their dues first?

• In this interactive and fun session, the leader of Schlumberger’s university relations and staffing strategist, and Diana Meisenhelter, will review a real life case study of Schlumberger’s university recruiting program for field engineers.  Participants will be introduced to new resources, tools and proven strategies that can improve recruiting and retention, resulting in an improved process, happy hiring managers and better candidates.  During this session, we will: 
• Explore why hiring the right “fit” (from the right school, major and competencies) is important to recruitment and retention.  Learn how profiling a successful field engineer made a difference.
• Learn how to attract top talent into jobs that may not be at the top of the list for the highly sought after grads.
• Discover how Schlumberger’s female diversity initiative attracts femails into the male dominated engineering role.
• Learn how Schlumberger reduced turnover the first year by implementing an on-site 2nd interview/group interview, allowing candidates first hand experience of what the job looks like, before the offer is made.
• Review how Schlumberger’s university recruiting process continues to support their entry-level management pipeline worldwide while helping attract and retain engineering talent. 
• Discuss how Schlumberger successfully handled the economic turndown during the recruiting season; avoiding resending offers by finding alternatives when the jobs were put on hold.

Beyond The Downturn: A Panel of Survivors-- Surviving the Year & Planning for the Decade