This workshop is a full-day, non-credit program, designed for recruiters who are interested in leveling up their recruiter knowledge by refining their skills in recruiting. They will learn more about a skills-based hiring approach, tighten processes, strengthen business partnerships, utilize sourcing best practices and techniques, and elevate their impact on the business by leading with metrics. Through a dynamic mix of discussions and hands-on learning, participants will gain practical strategies to enhance their effectiveness - both in their specific roles and across the organization.
When you develop a passion for talent acquisition early on...you stay in what you love! Over the past 23 years, I have gained experience in recruitment and sourcing strategies, talent marketing, led implementations, trained TA professionals, as well as management teams on best practice in interviewing and hiring. Working in a variety of industries throughout my career from small to large global 500 companies, I have had the opportunity to support, lead, and develop talent acquisition programs and strategies. I believe you have to provide talent acquisition teams with proper training on TA partnership, sourcing techniques, provide resources, metrics, and an "out of the box" hiring approach at all times! Recruiting is always evolving—are we equipped with the right training to adapt when it does?
I have always focused on creating cultures where people feel valued and are supported and cared for by those they work with and for every day. My strong belief that leaders create culture, has led me to take on roles where I can help people grow and develop into a better self. My background has been primarily in executive and management leadership development, talent management and talent acquisition in manufacturing organizations such as Harley-Davidson, Oshkosh Corp, Charter Mfg and Regal Rexnord.
In these roles, I focused on building leadership capabilities across global organizations by focusing on building inclusive cultures and developing internal talent pipelines. These and other initiatives helped enable the organization to accelerate growth through the development of employees all while continuing to create a values-driven culture.
The Recruiting Foundation
Master the foundations of recruiting with key skills in time management, organization, automation, and stakeholder communication, while maximizing your recruiting tools.
Effective Recruiter/Advisor
Learn the job life cycle, from intake meetings and job posting language to interviewing, candidate closing, and building a strong talent pipeline.
Sourcing Techniques
Leverage sourcing tools like ATS, LinkedIn Recruiter, and Indeed to create effective strategies, craft impactful InMail messages, and build a talent pipeline for future roles.
Practice Sourcing Together
Review sourcing strategies with each recruiter group, collaborate on active positions, and create and refine InMail templates.
Goals, Metrics, and Tracking
Set goals and metrics, review new processes, and communicate progress through monthly reviews.
Partnering with the Business on Building Internal Talent Pipelines
Adopt a skills-based hiring approach, use assessments to determine fit, and partner with your team to get started.
“ I liked that there were action items we can implement immediately.”
“ It was very interactive and engaging. When everyone collaborated, we were exposed to a lot of new ideas.”
“ I enjoyed the entire trainings and learned a lot. I do a lot of online learnings so having an in-person training is so much more engaging. I really appreciate your time and sharing all your knowledge.”
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