Connie Gibney
Connie Gibney is an experienced HR professional with nearly 20 years’ experience in Human Resources and Talent Acquisition. Connie is International HR Director, EMEA at LinkedIn, the world’s largest professional network. This is a role that leverages HR as a key partner in the business, focusing on all aspects of Human Resource leadership and HR operational expansion in regions outside the US. Connie has worked in HR for both large and small ventures spanning the US, EMEA and Asia Pacific including LinkedIn, NewBay Software, Global IP Solutions, Ecast, and Viant. Connie graduated from the University of California in Santa Barbara with a BA in Psychology in 1993.
Abstract: “I want to make an impact on the employee experience”.
Robert Cailliau
Robert Cailliau is an engineer who worked for 32 years at CERN, 10 of which on pushing the Web. He likes socialising but hates social media.
Abstract: We are still in the ADSL era: you download a lot of bytes with no value and unwittingly upload a few, but those few contain your soul.
Katie Mcnab
I'm Peruvian, industrial engineer educated but HR dedicated. I joined Nestlé 16 years ago, and was assigned to 4 different countries throughout. My previous job was Hr Director for Peru and Bolivia. My current job is to lead the global employer brand and recruitment agenda for Group Nestlé and implement corporate initiatives with the markets. Footballer, avid squash player, fiction reader and amateur painter. Happily living in Switzerland for 2.5 years with my wife and two daughters.
Abstract: Nestlé's recruitment function is fully decentralized. This is part of our business model, but creates also challenges in terms of consistency of practices, branding and value proposition. After implementing our employer brand proposition worldwide, we embarked on an ambitious project to standardize our recruitment practices, define a common philosophy and leverage existing good practices in most critical activities of talent selection. This is an ongoing journey, and I will share our plans, ambitions and current actions.
James Purvis
James is responsible for CERN-wide recruitment from interns through to graduates, fellows, associates and permanent positions. Before beeing head of talent acquisition at CERN, James Purvis was previously head of the Internet Development Services group, where he was responsible for a wide range of innovative web based solutions at the European Organization for Nuclear Research at Geneva, CERN. In 2007 he made the move from IT to HR to join the new HR management team in implementing CERN’s modern HR strategy. His initial projects included leading the implementation of Key Performance Indicators for HR. Now as head of Talent Acquisition he strives to modernise, innovate and make a difference in the recruitment process. Achieving great science requires great skills, and James team’s challenge is to help find, attract & select the skills CERN requires for today and tomorrow.
Josh Smith
Colin Minto
G4S is the world’s leading security solutions group and one of the world’s largest private employers with 657,000+ people in 125 countries.
Colin leads the resourcing revolution at G4S with strategic responsibility for employer brand, candidate and hiring manager experience, recruiting technology, online recruitment, social recruiting and resourcing innovation.
He is the architect of G4S’s global best practice resourcing strategy and designed a unique suite of fully integrated leading edge recruiting technologies to enable G4S to make local ATS technology decisions but still provide a single, consistent and rich candidate experience via its own community based job board with intuitive parsing, matching, social, content aggregation and global candidate database functionality.
As a result G4S’s has saved millions and won 5 industry awards; 2 x ONREC’s, 2 x NORA’s and The Best Global/International Recruitment Strategy at the Recruiter Awards for Excellence 2012.
Colin is passionate about resourcing strategy from a candidate, hiring manager and corporate employer perspective, focussing on best practice methodology, the innovative application of recruiting technology and delivering the ultimate candidate and hiring manager experience.
Previously MD of Brainhunter, operating niche job boards for professional associations and de facto Technology Director at the Recruitment and Employment Confederation.
Abstract: Innovating and breaking traditional resourcing convention has enabled G4S, one of the world’s largest private employers, to solve key people attraction challenges and realise demonstrable efficiencies and value.
In this session, Colin Minto, Global Head of Resourcing at G4S, will describe the journey that has enabled G4S to push the boundaries of corporate recruiting thinking and delivery.
Andrian Bangerter
Jon Ingham
Katie McNab is a self-confessed recruitment geek. After an early career as a HR Generalist, she started specialising in recruitment in 2004. She has worked with a number of international blue chip organisations to help them address their recruitment challenges. Katie joined PepsiCo’s UK business in 2009 to set up a in-house Talent Acquisition function from scratch. She’s since moved on to take on Centre of Excellence role with a primary focus on building recruitment capability and best practice in Europe and Southern Africa.
Abstract: The challenge of creating a best-in-class assessment framework in an international organisation, and the value in putting fair and robust assessment at the heart of recruitment practice.
Manuel MongeI'm Peruvian, industrial engineer educated but HR dedicated. I joined Nestlé 16 years ago, and was assigned to 4 different countries throughout. My previous job was Hr Director for Peru and Bolivia. My current job is to lead the global employer brand and recruitment agenda for Group Nestlé and implement corporate initiatives with the markets. Footballer, avid squash player, fiction reader and amateur painter. Happily living in Switzerland for 2.5 years with my wife and two daughters.
Abstract: Nestlé's recruitment function is fully decentralized. This is part of our business model, but creates also challenges in terms of consistency of practices, branding and value proposition. After implementing our employer brand proposition worldwide, we embarked on an ambitious project to standardize our recruitment practices, define a common philosophy and leverage existing good practices in most critical activities of talent selection. This is an ongoing journey, and I will share our plans, ambitions and current actions.
James Purvis
James is responsible for CERN-wide recruitment from interns through to graduates, fellows, associates and permanent positions. Before beeing head of talent acquisition at CERN, James Purvis was previously head of the Internet Development Services group, where he was responsible for a wide range of innovative web based solutions at the European Organization for Nuclear Research at Geneva, CERN. In 2007 he made the move from IT to HR to join the new HR management team in implementing CERN’s modern HR strategy. His initial projects included leading the implementation of Key Performance Indicators for HR. Now as head of Talent Acquisition he strives to modernise, innovate and make a difference in the recruitment process. Achieving great science requires great skills, and James team’s challenge is to help find, attract & select the skills CERN requires for today and tomorrow.
Nigel Bicknell
Nigel Bicknell is a digital recruitment specialist with over 15 years online experience for Guardian News & Media, where his current role is to lead the strategic and commercial development of its professional recruitment business. Previously he was Research director at the Financial Times. His present obsession is mobile recruitment.
Abstract: The Guardian Jobs website launched in 1997 and has managed to navigate through a minefield of changing competition, new technologies and print migration. While most other media-company Jobs sites have fallen by the wayside, Guardian Jobs has succeeded in retaining its market-leading position in its core sectors by focusing on quality of response, supported by strong customer service, applied use of data and technical innovation. The Guardian's current focus is on maximising the effectiveness of its digital first/open strategy, mobile platforms and intelligent audience targeting.
Josh Smith
In Sept 2010, Josh joined The Guardian to work on their new Professional Networks. These are membership communities for professionals across a range of sectors that are hosted within www.guardian.co.uk. He now heads up their commercial and schools recruitment teams for Guardian jobs. These teams work with large companies, recruitment consultancies and schools helping them to recruit across a wide range of roles.
Previously to that he worked at Facebook, where he set up their UK Inside Sales Team, joining in early 2008. Over that period he worked with a whole range of clients and agencies, across both product and recruitment helping them with their social media strategies and audience targeting on the Facebook platform.
Abstract: Josh will be talking about how audience targeting has changed the way The Guardian is working with its clients to help them recruit staff. This will include an in depth look at the Guardian’s new targeting technology and partnerships with different technology providers. Josh will be more than happy to take questions.
Colin Minto
G4S is the world’s leading security solutions group and one of the world’s largest private employers with 657,000+ people in 125 countries.
Colin leads the resourcing revolution at G4S with strategic responsibility for employer brand, candidate and hiring manager experience, recruiting technology, online recruitment, social recruiting and resourcing innovation.
He is the architect of G4S’s global best practice resourcing strategy and designed a unique suite of fully integrated leading edge recruiting technologies to enable G4S to make local ATS technology decisions but still provide a single, consistent and rich candidate experience via its own community based job board with intuitive parsing, matching, social, content aggregation and global candidate database functionality.
As a result G4S’s has saved millions and won 5 industry awards; 2 x ONREC’s, 2 x NORA’s and The Best Global/International Recruitment Strategy at the Recruiter Awards for Excellence 2012.
Colin is passionate about resourcing strategy from a candidate, hiring manager and corporate employer perspective, focussing on best practice methodology, the innovative application of recruiting technology and delivering the ultimate candidate and hiring manager experience.
Previously MD of Brainhunter, operating niche job boards for professional associations and de facto Technology Director at the Recruitment and Employment Confederation.
Abstract: Innovating and breaking traditional resourcing convention has enabled G4S, one of the world’s largest private employers, to solve key people attraction challenges and realise demonstrable efficiencies and value.
In this session, Colin Minto, Global Head of Resourcing at G4S, will describe the journey that has enabled G4S to push the boundaries of corporate recruiting thinking and delivery.
Andrian Bangerter
Adrian Bangerter is a professor of work psychology at the University of Neuchâtel, Switzerland. He does research on coordination processes in conversation, especially coordinating parallel activities and interruptions and the relationship between pointing gestures and language. He also does research on interactions between recruiters and applicants in personnel selection, and cultural transmission of knowledge and popular beliefs.
Abstract: Is recruitment and selection a cooperative or competitive process between applicants and organizations? Often, job market actors face adilemma of cooperation: They want to cooperate but have no means to trust the other party. A range of unintended negative consequences follow from this dilemma of cooperation, for example arms races between competing parties. I will describe ways to frame this phenomenon and break out of the dilemma.
HR innovation strategist, technology analyst and leading blogger at http://strategic-hcm.blogspot.co.uk/
Two times chair of #hrtecheurope, co-founder of #connectinghr and moderator of #socialhr group on google plus https://plus.google.com/communities/106421696029286952798
Abstract: Lots of new technologies demonstrated at #crss2013 but it's still new behaviours and culture that lies behind most serious innovation.
CERN's focus on 'giving it away' still a great model to follow! (see http://strategic-hcm.blogspot.co.uk/2011/11/im-at-cern-today-for-session-that-their.html from #crss2011)
Key needs for changing behaviours and culture are understanding what comes next?, keeping the organisation flowing...
