2011 Fall Conference

Half Day Seminar Featuring:

 
Christi Schreyer’s

 
Talent Acquisition in Turbulent Times

Download the 2011 Fall Conference Brochure

We are hearing more frequently about companies with otherwise decent branding routinely turning off candidates during the recruiting process. How do you treat candidates?

Here is a quick checklist to help you manage employer branding efforts:

•Job Postings – Are they 500 words or less [not a cut and paste of a job description]?

•Career Site – Does it send the right candidate message?

•Recruitment Process – Is your recruiting processes and technology supporting a positive candidate experience?

•Interview Process – Do you know your top candidates? Is your team and hiring managers sending the right message to them?

•Offer Process – Is it quick and does it provide complete information to your top candidates?

•On boarding Process – Does it remove any and all “buyer’s remorse” for your selected candidate?

October 2-4, 2011

Talent Acquisition in Turbulent Times– “Level the Recruiting Playing Field”

Christi Schreyer, Co-Founder and Principal, Instigate, Inc.

Rapid advancement and increased access to recruitment 2.0 resources is helping to “level the playing field” for top talent.  Now more than ever, small and medium sized businesses can compete for top talent without the budgets, time or people that Fortune 500s have at their disposal. Learn how you can make the most of your recruitment strategies by exploring the essentials of employer branding, social networking and recruitment metrics.  By the end of the session, attendees will understand the linkage between: Employer Branding – candidate’s are consumers, what is your recruitment process telling them?  Social Networking – strategies that are easy to manage and give you reasonable control over content/message. Recruitment Metrics – data that can take you beyond cost and time measurements providing your recruitment road map.

For more than 15 years, Christi Schreyer has been helping businesses maximize their staffing and recruiting resources.

As the co-founder and Principal of Instigate, one of Minnesota’s leading human-capital-management firms, Christi strives to “level the playing field” for companies who are challenged to compete for talent without the budgets, time or people that Fortune 500s have at their disposal.  Making the most of technology and Instigate’s highly efficient approach to recruiting, Christi’s clients are able to land top talent, measure success, establish their own employer brand, and boost hiring manager satisfaction.

Prior to founding Instigate in 1999, Christi played a critical role in talent acquisition for Wilson Learning. Before that, she executed nearly every HR function as a specialist with Campbell Mithun, helping them grow into one of the top ad agencies in the country.  Her HR career was launched with JFA, a national HR consulting firm specializing in total reward strategies and compensation.

Christi mentors HR professionals through TCHRA and has been active with SCORE, Development Corporation for Children, and the St. Paul Chamber of Commerce.  Christi holds a B.S. degree in human resources management. She is a member of SHRM, HCI, HRP-MN, TCHRA and NEM-HRXchange.

August 17, 2011, 11:15am – 1:00pm

Wednesday, July 20, 2011 at 11:00 a.m.

Christi Schreyer on Talent Acquisition in Turbulent Times– “Level the Recruiting Playing Field” at Grand Rapids State Bank financial services building at 506 NW 2nd Avenue in Grand Rapids (across the alley from the main bank building); lunch will be served; This program has been approved for 1.0 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification.

She brings to Instigate more than a decade of experience leading the entire recruiting life cycle, including strategic planning, sourcing, screening, interviewing, training and development, and performance management. She has successfully placed top talent in high-profile roles in a wide-range of industries include medical device, manufacturing, retail and business services.

With TalentAssist PRO, Instigate offers clients professional search and contract placement services in addition to recruitment process outsourcing (RPO), which has been the centerpiece of the company’s service model. As a talent acquisition specialist with a decade of recruiting success, Kelly will help clients find the right people—quickly and efficiently—for direct, contract and contract-to-hire positions.

Kelly holds a B.S. degree from St. Cloud State University, and is currently pursuing her master’s degree in training and development at the University of Wisconsin-Stout.

About Instigate

Founded in 1999, Instigate helps small and medium businesses (SMBs) maximize their staffing and recruiting resources. Through recruitment process outsourcing, they strive to level the playing field for SMBs, who are challenged to compete for talent without the budgets, time or people that larger organizations have at their disposal. With access to Instigate’s cutting-edge technology and resources, clients are able to land top talent, shorten time to fill, significantly reduce spending on third-party agencies, measure success, establish their own employer brand, and boost hiring manager satisfaction. Understanding that there is no one-size-fits-all recruitment solution, Instigate also offers traditional placement, online employee screening solutions and consulting services. A founding member of the Recruitment Process Outsourcing Association (RPOA), Instigate is led by talent-acquisition experts with more than 30 years of experience.   www.instigateinc.com

Home of TalentAssist™ | Rethink.Retool.Results.

St. Paul, Minnesota (March 31, 2011) – Joining a select group of industry leaders, Matt Schreyer, co-founder and principal of Instigate, a leading talent-management firm, was recently named to the Board of Directors of the Recruitment Process Outsourcing Association (RPOA).

An early champion of recruitment process outsourcing (a full-service staffing partnership that offers distinct advantages over traditional placement arrangements), Matt drove Instigate’s transition from a recruitment consultancy to RPO service provider in 2004. In 2006, Instigate became one of the founding members of the RPOA, whose mission is to educate the market about RPO, incorporate common metrics and comparative information, develop and enforce certifications, and promote RPO benefits.

The RPOA serves as a clear industry voice regarding the benefits and risks of recruitment process outsourcing. The organization provides access to a variety of tools to support the decision to consider RPO, access to certified service providers through an organized RFP process, and direct connection to other members to learn from their experiences. 

Schreyer joins four other board members from RPO leaders Accolo, Novotus, HRworks and GLR, Inc. Together they guide the direction of the association to develop and promote standards for this relatively young industry.

Schreyer holds a B.S. degree in marketing from the University of St. Thomas. With more than 15 years of experience, he writes frequently on talent acquisition strategies for industry publications. 

About Instigate

Founded in 1999, Instigate helps small and medium businesses (SMBs) maximize their staffing and recruiting resources. Through recruitment process outsourcing, they strive to level the playing field for SMBs, who are challenged to compete for talent without the budgets, time or people that larger organizations have at their disposal. With access to Instigate’s cutting-edge technology and resources, clients are able to land top talent, shorten time to fill, significantly reduce spending on third-party agencies, measure success, establish their own employer brand, and boost hiring manager satisfaction. Understanding that there is no one-size-fits-all recruitment solution, Instigate also offers traditional placement, online employee screening solutions and consulting services. A founding member of the Recruitment Process Outsourcing Association (RPOA), Instigate is led by talent-acquisition experts with more than 30 years of experience.

Home of TalentAssist™ – Rethink.Retool.Results.

www.instigateinc.com

Contact:

Nikki Peiffer

Instigate, Inc.

4801 N Highway 61, Ste 102

Saint Paul, MN 55110

651-429-1131

You may benefit more by building upon your current employer branding efforts. Our clients find that the key to employer branding is to expand your recruitment bandwidth and let data/metrics identify your best recruitment resources.

So what is the impact of effective employer branding?  Here is a snapshot of recent efforts for one of our clients:

• 44% – Increase in monthly applicants at company career site
• 372% – Increase in engaged visitors to career site over Leading Classified Advertising job postings only
• 478% – Increase in engaged visitors to career site over Leading Major Job Board “A”  job postings only
• 559% – Increase in engaged visitors to career site over Leading Major Job Board “B” job postings only

Results by company and industry certainly will vary; but dramatic increase in average monthly engaged visitors and active applicants can be achieved with effective employer branding.

Yes, it might cost more than a few hundred dollars on the front-end; but if you are open to exploring the deep value delivered compared with more traditional recruiting approaches the ROI will be significant.

Contact us today to learn more….

Join HR Thought Leaders For a Morning of Engaging Content

Tuesday, May 17, 2011 from 7:30 AM – 11:00 AM (CT)

Location:

Minnesota Society of Certified Public Accountants – Forest Room

Southpoint Office Center, 6th Floor

1650 W. 82nd St., Suite 600, Bloomington, MN 55431-1458

Click Here For More Information

This program has been approved for 2.5 (Specified -General) recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). Upon successful completion, please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification credit.

STEP 1 : SURVIVING (AND THRIVING) DURING THE JOB TRANSITION

Via constant phone and email communication, we encourage you to be proactive and positive. You will move quickly from fear and self-doubt to clarity, direction, purpose and hope.

STEP 2 : TARGETING THE EXACT ROLE AND INDUSTRY YOU MOST WANT

Develop a personalized strategy targeting specific industries, companies and job titles.  Identify the type of job that you want by examining who you are, what you most enjoy, your values, interests, strengths and accomplishments.

STEP 3 : MAKE A ROAD MAP TO AVOID COMMON JOB SEEKER MISTAKES

Your job search needs a disciplined, yet aggressive action plan. This “road map to success” identifies tactics, targets and timelines for gaining results in the shortest amount of time.  Without a plan it will be difficult to stay prepared, organized and focused.

STEP 4 : UNLEASHING THE POWER OF NETWORKING

Leverage the most proven source of job leads: your network. Work hard to turn this powerful resource into your hard charging “sales force” determined to assist you find your next job.

STEP 5 : WINNING THE INTERVIEW GAME

Approach each interview thoroughly prepared and confident.  Research employers to find information that will make you stand out during an interview. Share compelling stories showcasing your accomplishments and their impact on your company. Record and evaluate your interview performance so you can improve for the next one.

STEP 6 : CHOOSING THE RIGHT OFFER

Objectively weigh the advantages and disadvantages of various offers and select the one that’s right for you and your career goals. Determine the factors that are most important (e.g. money, flex time, leadership, management of others, environment and type of work relationships etc) so you can choose the best company that fits your needs.

STEP 7 : NEGOTIATING TOP SALARY

Confidently and successfully bargain for top dollar (and other perks) for your new job.  Analyze the employer’s high and low salary range so you can negotiate from a position of power.

STEP 8 : HITTING THE GROUND RUNNING ON YOUR NEW JOB

Finally, once you’re on your new job, ease your anxiety and capitalize on ways for you to have an immediate, positive impact on your organization. Learn how to establish early wins in the job so you quickly establish a positive reputation. Establish credibility, impact and value to create a solid foundation for future success.