August 16, 2023
The past few years have been quite challenging for recruitment teams all around the world. Not only the industry has brought up numerous challenges in talent acquisition, but also transformed the way recruitment happens today.
From the ‘Great Resignation’ to the intense talent shortage, followed by mass layoffs now, the talent market has never been so volatile ever before. Amidst the unanticipated changes, fast-growth companies need to accelerate their talent acquisition and do it effectively.
It’s now all the more crucial to learn about the latest trends, innovations, and measures adopted by industry leaders worldwide to tackle hiring challenges. Fortunately, you have a lot of opportunities to level up and connect with top recruiters in the upcoming talent acquisition conferences of 2023.
Attending keynote sessions by extensively experienced professionals, networking with recruiters who face similar challenges as you, and learning new skills – you can expect all of this and more at the conferences.
So regardless of what’s your role in the talent acquisition department, these recruitment meetups are aimed at providing you with insights not found anywhere else. The best part is – you don’t need to do the hard work. We have curated a list of the top 8 talent acquisition conferences you would be fascinated by in 2023.
As a recruiter, you practically never stop learning. Dealing with people, identifying the right talent, ensuring the right recruitment practices, and hiring top-quality talent need an unimaginable amount of experience, knowledge, and awareness. Let’s not forget the constantly changing recruiting trends and candidate expectations too.
Here are the 4 core takeaways you can expect from a talent acquisition conference.
Resources are helpful but learning from in-person interactions is an unmatched experience. Events like keynote sessions, Q&As, talks, workshops, demos, and 1:1 interactions help you dig deeper into:
As a result, these conferences not only ensure you improve as an individual contributor – but also initiate the evolution of the recruitment process in your organization and optimize it.
One of the primary advantages of attending recruitment conferences is meeting with professionals involved in talent acquisition from across the globe. Getting to know about their approach to finding, hiring, and retaining quality talent is a massive opportunity for recruiters. As the entire recruitment industry faces numerous challenges which may or may not be similar for different companies, conferences like these form the perfect platform for learning from the community’s experiences.
Executives and recruitment heads, on the other hand, also get a chance to connect with some of the top talent acquisition agencies. It’s a win-win for both parties here as recruitment or staffing agencies and hiring consultants also get great opportunities to build fruitful business relationships.
Recruitment technology has extensively improved and a majority of organizations have prioritized it in the past few years. In fact, 68% of recruiting professionals say that investing in new recruiting technology significantly improves recruiting performance.
From automation of repetitive admin tasks involved in recruiting, to AI-based smart candidate shortlisting, more sophisticated solutions have strongly emerged in the market today. Recruiters’ conferences – both online and offline ones, provide a direct platform for recruiters to learn about various technological advancements in the recruitment industry. Additionally, talent teams can also get to know how software-based intelligent solutions are boosting recruitment.
If you have been in the recruitment industry for a long time now, or if you think you have a large enough variety of experiences, which when shared can help the recruiters’ community – conferences and events are the best places you would want to be. You can share what you learned while hiring for some top-level roles, transforming the recruiting process in your organization, or making the best out of recruitment technology.
Presenting your thought leadership and providing valuable insights through a keynote will certainly help you build your personal brand as a professional and establish your name in the community.
One of the most well-known HR conferences – The virtual HR Technology Conference is organized every year by Human Resource Executive. You will find people from numerous industries and professional backgrounds attending this event.
From insightful keynotes from global HR leaders around recent recruitment trends, best human resource practices, groundbreaking case studies, and more – this event has everything you need as a HR professional. Not to forget - a marketplace with the world’s leading recruitment technology providers for you to easily find and evaluate solutions that help your HR team level up.
The best part? It’s completely free of cost!
The HR Transform conference gathers a huge audience of recruitment leaders, investors, executives, and entrepreneurs from across the world. With an anticipated audience of more than 2500, the 3-day event can be a great networking opportunity for you. From HR professionals sharing their exclusive experiences to technology showcases, and a chance to meet the experts 1:1 – it’s an event you wouldn’t want to miss out on, especially if you’re in the U.S.
Additionally, this conference also gives you a crucial entry to the community of the world’s best people leaders, who are pioneering the HR and business transformations comprehensively.
The HR Vision conference is only a couple of days but that doesn’t mean you will have limited choices of events. With 50+ expert talks, keynotes, and other events - recruiters will have a great variety of options to choose from and make the best out of their time. Additionally, you get an exclusive platform for interacting with entrepreneurs and talent acquisition leaders.
The year’s first recruitment conference is surely the one to look out for and kickstart your fresh business year with valuable insights.
This is an exclusive conference and probably one of the best for human resources research enthusiasts. Unlike all the other recruitment events, the International Conference on Recruitment Process and Negotiations is aimed at gathering academic and scientific communities working in the field of human resources. The sessions majorly involve research presentations covering the observed and predicted recruitment trends, workforce behavior, upcoming changes in the industry, and more.
It can certainly be game-changing for your organization to work on a recruitment strategy backed by scientific research. Attending this conference would help you take the first step towards optimizing the recruitment process, negotiating better with candidates, and cracking talent retention.
For recruiters and HR professionals based out of the UK, Recruitment Agency Expo is a very familiar name. The annual conference has been continuing for over 10 years now. At this event, you can expect to meet and network with some senior talent acquisition experts and industry leaders who have overcome the best and worst recruitment times.
For recruitment agencies and more importantly – HR technology solution providers, this is probably the best place to exhibit and promote their services.
Not only does the conference provide you with ample networking and learning opportunities as a recruiter, but you also get a chance to get a hands-on experience with the latest recruitment technology.
As the name sounds, the HR Core Lab Summit involves 3 full-length conferences around Recruitment, People Analytics, and Agile HR. Unlike a lot of other recruitment conferences, this event will be hosted both virtually and physically in Barcelona. Attendees can take part in numerous keynote sessions, Q&As, and insightful 1:1 interactions that educate them about the upcoming workplace trends and agile team workflows.
The conference is majorly aimed at transforming recruitment and workplaces with technology, innovation, and agile setups. So if you’re looking to restructure your people culture and boost your team’s productivity – attending this event can be quite helpful.
One of the world’s biggest talent conferences, the SHRM Talent Conference and Expo hosts the most diverse set of sessions with more than 1500 HR professionals, entrepreneurs, and executive-level corporates attending the event.
The 4-day long event covers 50+ expert talks, case-study keynotes, Q&As, and recruitment leadership workshops. From boosting your recruitment by optimizing strategies to transforming your workplaces – you can learn it all at this conference. With people from all around the world traveling to attend SHRM’s renowned event – there’s a good chance you can initiate a lot of valuable business relationships.
The International Conference on Recruiting Skills and Talent Acquisition is a research-centric conference with sessions hosted by various researchers, academic scientists, and leaders with extensive industry experience. The agenda of ICRSTA is to educate the attendees and recruiters around the world about the emerging recruitment updates and forecasted trends of the near future.
In addition to the research-backed insights and strategies around sourcing, hiring, and retaining talent – you will also get a chance to interact with people who have cracked talent acquisition and people analytics inside out.
We certainly hope this blog helps you understand the importance of recruitment conferences and what kind of value these events can add to your organization. Most of the conferences we listed above have been happening for years now and industry leaders have liked everything about them. As you now know about the key takeaways from each of the global HR conferences, it’s time to take action – boost your recruitment knowledge and amplify your network by attending the events.
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: