Sitting here at Capital One in Plano, which truly is a magnificent campus. I'll keep this updated throughout the day, but you can also follow along at #talentnet on Twitter and on the Facebook feeds of Dallas folks.
First up - you have event sponsor http://www.ElevatedCareers.com, this is eHarmony - yep, the dating site, which is using its technology to leap into the careers and job board market. They're going to try and match you to a company's culture based on the same kind of personality matching they use to find your your life mate. It's still in beta, but you can sign up to learn more.
Next we have a panel on sourcing. Jeremy Roberts, Kyle Lagunas, and Shannon Pritchett are on stage talking about the change in sourcing from entry level recruiter to marketing/profile building. This is a tougher one - they talk about marketing and profile building, but in my experience, and as many of you will know who are marketers and not recruiters, profiles are easier to speak about when you think like a marketer. This would be a fascinating trend if true. I'm not sure that the marketing mindset fits into trench recruiting.
I popped into a section led by Matt Charney in conjunction with Aspen Dental. They were talking about the difficulties of hiring dentists in remote locations (which isn't really that remote, but more small town versus urban). They have two marketers and an agency, and are looking to increase their funnel, which suffers from conversion programs (how do you get a dentist to leave/dissolve their practice and start over in a new city?).
Capital One's Kara Augone is talking about using big data within the organization. This is very much an enterprise level talk, as they have access to hundreds of hires and the ability to track candidates through their ATS, but one big takeaway was the recruiters identifying characteristics of people who would leave in under six months. Tracking their hires using cookie tags, they were able to alter who they hired, and the insight came from the individuals doing the work instead of a "data" consultant showing them. The other big push Kara made, leaning on a Horatio Nelson historical reference, was the importance of giving teams the freedom to make choices rather than top down management. A final note is that they continually improve, making it clear they have a long way to go (despite that insight being a pretty good one). 4-5 people on their data insights team, just for their hiring.
By the Way - I'm speaking at 1:30 on Intake Meetings - how to prepare for meeting with managers. My basic take is that you have to get the manager on board before you start asking questions - and I try to show examples of how we make those mistakes. It's posted up at Slideshare under "Intake Meeting: Is it worth $30,000 of your time?"
Hirevue's Phil Rodriguez is talking through using video to hire. Hoping to pick up some tips. His first one is to prepare the candidate for the interview experience.