Data-Driven Recruiting (cont’d)
Everything You Want to Know About an ATS
(But Are Too Afraid to Ask)
Sarah Truchard, Safety and Human Resources Manager, Rockwater Energy Solutions
Brett Kashanitz, Vice President of Engagement and Service, CareerBuilder
Thursday, Nov. 30 | 9: 15 - 10: 15 a.m.
Purchasing and implementing an ATS is no small undertaking. You not only need to diagnose your
pain points that an ATS can alleviate but also understand how to implement the system so that key
stakeholders are utilizing it correctly. And with database recruiting being highly dependent on the
candidate experience your ATS provides, it’s important to have a system that is configurable to your
hiring needs. What factors should top your list when looking for an ATS partner? Which essential
features should you look for, and what questions should you ask your future provider? You’ll hear
specific examples and results from successful ATS implementations, plus best practices to lead
your team so they are maximizing the use of your ATS.
• Successfully choose and implement an ATS
• Explore critical steps in setting up your ATS for long-term success
• Maximize your investment in an ATS to ensure it’s working for you
Madison Square Garden’s Harmonious Contingent Talent
Elizabeth Jacob, Manager, HR Compliance & Systems, Madison Square Garden
Josh Wright, Chief Economist, iCIMS
Thursday, Nov. 30 | 11 a.m. - 12 p.m.
The “World’s Most Famous Arena,” Madison Square Garden (MSG), relies on a high-volume
contingent hiring program to find 2,000+ employees every season — workers who have a high-level of soft skills in order to adapt to varying shifts and coworkers, while providing a positive
experience to guests. As such, behavioral screening, automated interview scheduling, and
onboarding are integral parts of MSG’s TA plan. Candidate relationship-management tools play
a major part as well, especially for organizing and engaging more than 5,000 student candidates
for roughly 90 associate positions. Learn how MSG has mastered the inherent challenges of
large-scale seasonal hiring while increasing the quality of talent and providing an unforgettable
experience for staff and guests.
• Analyze the hiring demands of a large-scale, seasonal business and how to
build a customer-oriented talent pipeline
• Understand how modern TA tools such as CRM technology attract short-term
and student talent
• Use metrics to inform decision-making to unify talent data and reduce
complexity in the acquisition of flexible talent
Making Talent Technology Work for You DD6
William Tincup, President, RecruitingDaily.com
Thursday, Nov. 30 | 1: 30 - 2: 30 p.m.
Wouldn’t your life be better if talent technology actually helped you source, track, test and engage
top talent effectively? Of course it would. William Tincup has worked with more than 1,000 tech
vendors and conducts a minimum of 20 software demos a week. He tracks technology that’s
been around for years as well as the offerings from the newest startups. He’ll share with you the
10 most critical trends in TA technology, what’s driving these trends and how you can use this
knowledge to make better technology purchases. He’ll also explain the criteria you should use
and the tradeoffs you should expect to make in conjunction with your purchases in what promises
to be a fascinating conversation about the convergence of talent, data and technology.
• Effectively combine TA technologies for a better recruiting experience
• Overcome barriers to creating a world-class recruiting department
• Master the technology-buying process