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HIRE Conference EMCEE

HIRE EMCEE

Speakers
  • Kim Sindelar - Director of Talent Acquisition, Medical Solutions
Summary
Kim Sindelar is the Director of Talent Acquisition at Medical Solutions Omaha headquarters, where she leads the corporate hiring for all seven locations. Medical Solutions is a healthcare staffing company that has been helping nurses find travel nursing jobs, happiness, and adventure for more than a decade. Kim has been with Medical Solutions since November 2018. Prior to Medical Solutions, Kim spent over 10 years at Hayneedle.com which was acquired by Walmart.com in 2016. She led talent acquisition teams at Walmart.com, Jet.com and Hayneedle.com prior to her departure. Her expertise is in developing and leading talent acquisition team members and strategies for high growth companies. She graduated from Bellevue University with her Bachelor’s in Human Resource Management. https://www.linkedin.com/in/kimsindelar

Rebooting Hiring

Keynote

Speakers
  • Bryan Johanson - COO, The Adler Group
    Bryan is the Chief Operating Officer of The Adler Group, a consulting and training company specializing in hiring process reengineering and recruiter and hiring manager upskilling. He has been consulting and training for the last 19 years with companies as diverse as Bank of New York Mellon, Wells Fargo, Arby's Restaurants, Panda Restaurant Group, REI, and the YMCA of the USA. His previous career includes over 15 years of experience in management, the majority of which has been in high technology sales and marketing. His leadership experience in start-up companies and Fortune 500 companies has provided him with a unique perspective on the issues of hiring top talent.
Summary
There are so many things we do when we hire people that are counterproductive.  Traditional job descriptions, resumes, how we search for candidates and advertise, even how we position the jobs to potential candidates can all be improved.  The pandemic challenged our healthcare system to change some of the fundamentals in healthcare delivery.  Doctors and nurses were permitted to practice across state lines without additional licensing, and insurance companies agreed to temporarily pay for telemedicine appointments.  Hiring is no different.  Many companies continued to hire and onboard talent even with the stay at home orders.  All interviews were conducted remotely, some eliminated drug testing, others created care packages with computers and preinstalled security delivered to the candidate’s door so they could begin onboarding to their new role from the comfort of their homes.  We can learn some valuable lessons that will allow us to reboot hiring – not back to the way it used to be, but the way it should be. 3 Specific Learning Objectives 1. Challenging the Traditional Way We Think About Hiring 2. Identify Root Causes of Hiring Mistakes and What to Do About Them 3. Recommend a “Modern How” to reboot hiring to Something More.

Recruiters: Don’t Crash and Burn

Breakout Session 1

Speakers
  • Candias Jones - Professional Career Coach, Mutual of Omaha
    Candi is a Professional Career and life Coach whose work is focused on inspiring, developing and cultivating a culture of leaders that understand what it means to be personally accountable and committed to both professional and personal growth, no matter the current circumstances or position in life. Candi brings the life lessons and perspectives learned from over a decade of Human Resources experience, including HR consulting, leadership coaching, employee relations and leadership development expertise. Her powerful intuition and ability to meet people where they are has served her well in her profession and has allowed her to successfully shift the mindset of many. Candi created and successfully implemented a career coaching program at Mutual of Omaha and has launched her life coaching business with the sole purpose of determining what really matters to people. She has had the opportunity to speak to many companies around the Omaha and Greater Omaha community and was recently awarded the Greater Omaha Young Professionals Changemaker Award for her commitment to making a different in corporate and community spaces.
Summary
At the conclusion of this presentation attendees will: * Be able to identify what burn-out is and recognize the signs of burn-out * Determine the strategies that can be implemented when signs of burn-out start to become visible * Assess what internal resources and partnerships may attract and hire the best people and retain the best talent to avoid recruiter burn-out

Unconscious Bias and Recruitment: Trying to Get the Upper Hand

Breakout Session 1

Speakers
  • Shavonne Washington-Krauth - Culture & Inclusion Manager, Children's Hospital & Medical Center
    Shavonne Washington-Krauth is the inaugural Culture and Inclusion Manager for Children’s Hospital & Medical Center in Omaha, NE. Ms. Washington-Krauth’s responsibilities include the creation and revision of systems, policies, opportunities, and environments in which everyone can not only work, but thrive at a more equitable rate without feeling excluded or marginalized. She also leads the development and implementation of a culture, diversity, and inclusion strategic framework; instigation and supervision of five employee resource groups, and serves as an advisor or subject matter expert on topics regarding the organization’s culture, diversity, and inclusion efforts. Ms. Washington-Krauth holds a bachelor’s degree in exercise science, a master’s degree in health education, is a Prosci-certified Change Management Practitioner, and is a trained facilitator on Everyday Bias in Healthcare, Bridges Out of Poverty, and Bridges to Health and Healthcare. She is a self-proclaimed “Air Force Brat” currently living in Omaha, NE with her husband, two sons, dog, fish, and 4 chickens.
Summary
3 Objectives: a) Define bias and unconscious bias b) Identify ways in which unconscious bias can impact the recruitment cycle c) Discuss ways in which unconscious bias can be mitigated in the recruitment and hiring processes

Compensation after COVID-19

Breakout Session 2

Speakers
  • Andie Gordman - Senior Consultant, SilerStone Group, a HUB International Company
    Andie Gordman is a Senior Consultant with SilverStone Group, a HUB International Company. Prior to joining SilverStone Group, Andie held Human Resource Leadership roles where she worked with management teams to implement human resource strategies to increase efficiency and improve the employee experience. Her wide range of experience allows her to help clients see how the human resource function fits within the organization. Andie’s experience has allowed her to learn about the success factors of many industries, including customer service, sales, entertainment and hospitality. She routinely provides advice on all aspects of HR including, recruiting and selection, policy development and compensation analysis. Andie is a member of the Human Resources Association of the Midlands, the Society for Human Resource Management and World at Work. She holds the SPHR, SHRM-SCP and CCP designations.
Summary
It only took a few weeks for the unemployment rate to go from the lowest it has ever been to the highest it has been in recent times. As a result, the number of applicants has increased giving us an expanded talent pool to choose from. This rapid change is causing Talent Management and Human Resource professionals to rethink compensation for both the existing workforce and new hires. During this session, we will examine the process and resources to obtain reliable compensation data. In addition to compensation and benefits, applicants are also interested in your total rewards package including culture, flexible scheduling and opportunities for growth. In this session we will discuss: • How to identify the market rate for a positon • How to discuss compensation during a job offer • How to market and sell your total rewards program

What You Need to Know About Hiring Veterans

Breakout Session 2

Speakers
  • Sharon Robino-West - Community Employment Coordinator
    Barry L. Wilkinson has spent the last 45 years serving the military services. After retiring from 24 years of active duty in 1996 as an Air Force First Sergeant he eventually returned to government service to work at the Offutt AFB Airman & Family Readiness Center (A&FRC) (formerly the Family Support Center). Barry spent the last 20 years overseeing the Personal Financial Readiness Program, Casualty Support, Department of Defense Transition Assistance Program (TAP), and the Executive and Chiefs TAP until his retirement in November 2017. During his tenure at the A&FRC he created the Offutt AFB Career Fair in partnership with over 250 local, national, and international companies. He is the co-founder of the Excel with a Mentor (EWAM) Program which is now a permanent part of the newly founded non-profit “Boots & Suits United, Inc. Inc.” Barry holds a Bachelor’s Degree in Human Resources and Associates in Personnel Management along with national certification as an Accredited Financial Counselor (AFC®) through the Association of Financial, Counseling, and Planning Education (AFCPE).
Summary
Who doesn’t want to support our Veterans? Studies show that when you hire a veteran you are hiring a loyal worker who knows how to take direction, yet think for themselves and improvise, adapt and overcome when the need arises. Veterans can be one of your greatest employment assets. This session will provide you with the knowledge to: • Identify where to find veterans looking for employment • Know the basic hiring laws for veterans and disabled veterans • The types of accommodations that are typical today • Know who to contact when you are searching for veterans, or would like to place a position hiring veterans • Tax incentives for hiring veterans • Myths and realities regarding veterans in the workforce There will be a brief question and answer period following the presentation.

LinkedIn Presentation: Insight Tool

LinkedIn Presentation: Insight Tool

Speakers
  • Derek Bellinger - Relationship Manager, LinkedIn
    As a Relationship Manager at LinkedIn, Derek serves as the client partner and consultant for multiple customer accounts. It is his job to ensure that clients have the resources, knowledge and support to achieve a significant return on their LinkedIn investment. More simply put, he shows his customers how to leverage resources that are changing the world by connecting talent with opportunity at massive scale.
Summary
Businesses are bracing for a future where talent is everything. To ensure your team is prepared, you’ll need to master new skills, metrics, and tools. In this session, we’ll discuss the future of recruiting, and preview Talent Insights, LinkedIn’s new tool designed to help organizations make data driven talent decisions.
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