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RecruitCon 2019 - Nashville (BLR)

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Renaissance Nashville

611 Commerce Street

Nashville, TN 37203

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RECRUITCON 2019 - Nashville | The Nation’s Most Popular Talent Acquisition Event for Employers

November 14-15, 2019 – Nashville, TN


CONFERENCE SNAPSHOT: RecruitCon 2019 in Nashville is part of our biggest event, HR World. Come to RecruitCon Nashville for 2 days of jam-packed sessions lead by the leading recruiting minds in the industry.

RecruitCon 2019 - Nashville, will continue to help talent acquisition & management executives and leaders uncover new and emerging recruiting practices – while also offering access to new-tech, cutting-edge analytics, streamlining hiring as a process, and delivering data as a foundation for decision making.

With most teams struggling with delays or lags in ‘time to fill’, leading to a cost uptick of as much as $22,000 (over an average period of 44 days), RecruitCon is architected to introduce new strategic interventions in optimizing timelines and candidate experiences. Last year's RecruitCon conference was a sell-out event, so be sure to register early for the recruiting event of the season and be on your way to landing (and retaining) those star candidates.

At RecruitCon 2019 in Nashville, you will discover how to:

  • Structure effective veteran recruiting programs

  • Create a team of employee advocates to strengthen your brand messaging

  • Build a sourcing strategy from the group up using proven strategies from winning brands like Amazon—including tools and funnel metric models that really work

  • Automate the time-consuming and mundane aspects on your job so you can maximize your efficiency and focus on innovation

  • Leverage talent relationship management (TRM) systems to save you time and money while driving measurable improvements in talent acquisition

  • Draft effective counter offers to secure top talent over the competition

  • Integrate storytelling into your recruiting strategy for better results

  • Isolate the most impactful data analytics to pinpoint hiring issues, optimize strategy and prove ROI

Pre-Conference Workshop | Wednesday, November 13, 2019
(Full day) Leader as Coach: Leadership Development Training
8:30 a.m. – 4:30 p.m. (lunch on your own from Noon – 1:00 p.m.)
This engaging, highly experiential course is designed for managers, leaders, and influencers who understand the necessity of superior coaching in today’s business ecosystem where leadership development has become everyone’s responsibility. The curriculum equips participants with immediately-usable skills they can use to cultivate collaborative talent development partnerships; engage in potent, performance-enhancing conversations; and create extraordinary engagement, alignment, productivity and innovation in their teams.

When you attend this action-packed workshop, you will:

Be introduced to a proven, very practical coaching model that can be effectively used throughout your teams and organization
Learn how to initiate and guide high-quality coaching conversations using Bluepoint’s Coaching Power Tools
Participate in real-life exercises that will allow you to hone your conversational coaching skills and receive direct feedback on your personal effectiveness
Understand how to apply the concepts of appreciation, constructive confrontation and accountability to your own leadership practices
Create your own professional development plan that will map out your leadership trajectory and set ambitious but achievable goals
Take away valuable course materials, tools, and a copy of Gregg Thompson’s popular book, The Master Coach

(A.M. only)
Employee Handbook Workshop: How to Draft and Revise Employment Policies and Procedures that Align with Current Federal Law
8:30 a.m. – 11:30 a.m.
Is your employee handbook up to date with the latest legal changes? Even if you think it is, you need to make sure your policies don’t unintentionally create a binding contract with employees—one that could jeopardize their “at will” status and open you up to devastating lawsuits. Plus, with the continuing expansion of employee-friendly state and local legislation—not to mention the ever-changing nature of the National Labor Relations Board’s reach—it’s vital to make sure you’re staying on top of it all. This half-day workshop will provide critical information on the latest legal changes to incorporate into your company’s employee handbook.

You’ll learn the practical implication of important new federal updates and best practices for designing, building, and customizing your own employee handbook. We’ll cover:

Important wording to include and what to steer clear of in light of new federal court, legislative, and regulatory developments and national employment trends
Suggested policy language to include for 2020 concerning hot topics such as:
Drug testing/use/zero-tolerance policies
Internal hiring/antinepotism
Harassment prevention and antiretaliation, including compliant procedures for reporting
Reasonable accommodation requests due to Americans with Disabilities Act (ADA)-protected disabilities
Pregnancy-based accommodations
Hiring practices
Social media usage and confidentiality
Varied forms of paid and unpaid leave (e.g., paid sick and family and medical leave)
Parental/bonding leave (distinct from maternity/pregnancy leave)
Premium pay/use of time off during holiday periods
Treatment of accrued leave on termination (payout/forfeit/accrual cap)
Fragrances and allergens in the workplace
Discipline (to allow you, as the employer, the most flexibility)
Absenteeism/job abandonment/no-call, no-show
Employee travel/compensation for travel time
Inclement weather/business disruptions
Telecommuting, remote work, and flexible work arrangements
BYOD/mobile device privacy
Cybersecurity/data breach response
Workplace violence
How to use your employee handbook as an effective tool in defending your organization against costly lawsuits
Best practices for distributing, storing, updating, and disposing of outdated versions of your employee handbook

(A.M. only)
Workplace Investigations: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking Action
8:30 a.m. – 11:30 a.m.
HR is legally required to thoroughly investigate every complaint of unlawful or potentially unlawful conduct that crosses your desk, even when it seems without merit. You want to investigate in a timely manner and limit your liability for keeping a guilty party on the payroll. If you act too quickly, though, you run the risk of cutting some key corners. The secret to conducting a successful inquiry is to get your complete investigation plan in place before the complaint ever hits your desk—because, as you well know, in HR, it’s never a question of if, but when. This preconference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations.

You’ll learn:

What to do first when an employee comes to you with a complaint or allegation
How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but …”
How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
Interviewing tips to help you get to the truth
Strategies for resolving those “he said, she said” situations
What you should and shouldn’t do before the investigation is concluded
When you should consider bringing in an outside investigator
What to do after the investigation is over to minimize your legal risks under federal laws

(P.M. only)
Wage and Hour Audits: Find and Fix Your Biggest—And Most Costly—Trouble Spots Before the Feds Do
1:00 p.m. – 4:00 p.m.
Where do we stand on overtime? The Department of Labor (DOL) is diving back into the job of modernizing and streamlining the overtime exemption rules. After a court invalidated Obama-era proposed regulatory changes in 2016, all eyes have been on the DOL to see whether it will follow through with establishing a new salary level that would align with modern-day job duties, wages, and salaries. Currently, there’s buzz that a new threshold of about $35,000 is on the likely horizon.

Now is the time to get up to speed on the steps to take to ensure that your exemption classifications will pass muster under the new rules. This includes reviewing job duties against job descriptions, as well as compensation paid, to determine whether currently classified exempt employees will still be exempt under the new rules. And that’s just the tip of the iceberg because the DOL’s Wage and Hour Division (WHD) recently jacked up the penalty for repeat or willful Fair Labor Standards Act (FLSA) minimum wage and overtime violations to $2,014 per violation. Since wage and hour compliance runs the gamut from overtime exemptions to travel pay, on-call time, and more, it’s important for employers to get up to speed on the latest regulatory and enforcement updates so they can minimize the risk of costly civil penalties.

During this intensive workshop, you’ll learn how to:

Analyze job descriptions and duties to tell if positions are really exempt from overtime under current and anticipated federal DOL regulations.
Reclassify jobs as nonexempt or exempt in a way that minimizes potential legal risks and maximizes savings.
Calculate travel, waiting time, and on-call pay to ensure full FLSA compliance.
Establish and enforce legally compliant wage and hour policies.
Avoid WHD enforcement actions, which could result in financially devastating civil penalties.
And much more!

(P.M. only)
Sourcing and Interviewing Do’s and Don’ts: Tactics to Identify Ideal Candidates While Avoiding Legal Pitfalls
1:00 p.m. – 4:00 p.m.
Facebook provides a tool that allows companies to filter out certain demographics when advertising open jobs. For instance, The New York Times reported that Verizon, when recruiting for financial planning and analysis positions, recently ran a promotion targeting Facebook feeds for users between the ages of 25 and 36 who lived within a specified region. The Times reported that hundreds of millions of Facebook users, many of whom are likely over the age of 40, weren’t aware the ad existed because it hadn’t been delivered to them. The article noted, too, that companies like UPS, Target, and State Farm all have targeted their recruitment ads as part of a comprehensive recruitment strategy to cast a net across all ages. But do such practices run afoul of the Age Discrimination in Employment Act (ADEA)? Your company could be at considerable risk for high-priced jury verdicts and settlements in the event you’re sued for these or other allegedly discriminatory sourcing practices. And that’s just the tip of the iceberg because there are a host of legal issues that could arise once you call in a candidate to interview. You must make sure you are asking the right questions to ensure that you are abiding by applicable legal requirements and that every candidate is given a fair and equal opportunity while also steering clear of questioning that oversteps and violates job candidates’ rights under the ADEA, the ADA, and other federal laws concerning equal pay and more. During this intensive workshop, you’ll learn:

Legal ways to source and interview job candidates
What questions you can and cannot ask
Which of your current sourcing practices may be exposing your company to legal risks
The do’s and don’ts of sourcing and interviewing through role-playing exercises and mock interviews designed to highlight legal pitfalls to avoid

Day 1 Main Conference | Thursday, November 14, 2019
Registration & Breakfast
7:00 a.m. – 7:55 a.m.

Opening Remarks
7:55 a.m. – 8:00 a.m.

Opening Keynote (To Be Announced Soon!)
8:00 a.m. – 9:00 a.m.

Recruiting Hacks
9:05 a.m. – 10:25 a.m.

#1. Boolean Recruiting: Operators for Active Sourcing Success
9:05 a.m. – 9:25 a.m.
Proximity, parentheses, an asterisk, a plus, a minus—and don’t forget “and” and “or.” And, what’s the deal with those quotation marks? This Recruiting Hack will give you the rundown on how to use Boolean searching techniques to engage in proactive sourcing to identify highly- qualified, active candidates.

#2. Google for Jobs: How to Win at its ‘Candidate First’ Game and Optimize Job Postings for Search
9:30 a.m. – 9:45 a.m.
It’s estimated that 30 percent of Google searches are job-related, which means there are approximately 300 million job searches taking place on Google every month. It’s important for recruiters to have the marketing savvy to ensure their job postings are optimized for prime viewing. This Recruiting Hack will reveal the tricks of the trade for making sure this search feature aggregates your job board and career site listings for prominent display on Google.

#3. Top Low-to-No Cost Tools for Building Your Own CRM
9:50 a.m. – 10:05 a.m.
Repetitive tasks, such as sending follow-up emails to candidates, can—and should—in many cases be automated. And, by developing your own CRM (candidate relationship management system) using free technology-based tools, you can shave off previous time, save money, and reap better results. This Recruiting Hack will teach you how to get started with using Google products and App Script, along with some other low-to-no cost APIs to make your day-to-day recruiting life better.

#4. Interviewing for Emotional Intelligence
10:10 a.m. – 10:25 a.m.
Emotional intelligence (EI) is extremely important because it can demonstrate a candidate’s ability to thoughtfully respond to business challenges and to communicate in a manner that keeps their emotions in check when dealing with coworkers, supervisors, clients and customers. Moreover, incorporating EI into your recruiting process can help avoid a costly "bad hire" situation where an employee turns out to be unsuitable for a job, supervisor, and/or tea.m. This Recruiting Hack will teach you fundamentals for gaining more valuable EI-related insights while interviewing candidates.

Networking, Refreshments & Exhibit Break
10:25 a.m. – 10:45 a.m.

Employer Branding on a Budget: Crafting an Impactful Campaign to Boost Recruitment Without Breaking the Bank
10:45 a.m. – 12:00 p.m.
Hear from a seasoned employer brand and marketing expert on how to formulate and launch an employer branding campaign that your competitors will envy—all without adding budget or staff to do it!

Networking Lunch (Provided) & Exhibits
12:00 p.m. – 1:00 p.m.

Overcoming Talent Shortages: 5 Places to Invest Resources for Optimal Results
1:00 p.m. – 2:15 p.m.
Times have changed in the job searching world. Ten years ago, candidates were lucky to land a job and companies could be picky in who they hire. By 2014, the scale began to tip in the opposite direction. With more Boomers retiring, Millennials “job hopping,” and an 18-year unemployment rate low (4%), your talent acquisition group needs to take advantage of every opportunity to reach candidates since your company’s job opening demands may outpace your candidate supply. How can you, as a talent acquisition and recruiting leader possibly keep up with the influx of openings and employees’ lack of loyalty to their current companies? During this session, you’ll learn:

The obstacles that could be getting in your search for qualified candidates—and the tools and technology that can help you overcome talent shortages
10 tips for increasing the top of your candidate funnel
How creating a candidate experience affects your ability to hire the best talent
Best practices for keeping your team on track and unified throughout the entire hiring process

Networking, Refreshments & Exhibit Break
2:15 p.m. – 2:30 p.m.

Getting Candidate Experience Right: Find and Fix Mistakes That Could Be Sabotaging Your Recruiting Efforts
2:30 p.m. – 3:45 p.m.
In today’s flourishing economy, jobseekers have the upper hand in many ways—and businesses need to adapt their approach to recruiting so that they can make the process as easy and impactful as possible. To succeed at recruiting, it’s important to pay close attention to how candidates perceive your organization and what their experience is throughout the process. By the end of this session, you’ll have a road map for evaluating how your company’s current recruiting practices are helping or hurting your goal of attracting talent that’s not only right for a given job but is right for your business’s culture, mission, and values. This session will cover:

How to evaluate the strength of your organization’s external-facing persona: What do you want to communicate—and how—to social media users, website visitors, etc.? And, what does your current persona really say about your company’s value proposition, your culture, and your brand?
How candidate personas can effectively be used to attract talent that aligns with your company’s present and future needs
The latest—and greatest—ways to create a candidate attraction strategy that’s engaging, easy to use, and stands out to candidates
How to walk through each step of your hiring process—from the application process to the offer or the rejection—to identify deficits that could be tanking your underlying recruiting strategy
Examples of well-structured candidate journeys and the biggest mistakes to avoid when designing or revising your candidate attraction strategy
How to bring your brand and strategy to life in all touchpoints of the candidate journey and ideas on how to break the mold and be innovative with candidate experiences
Effective ways to coach your hiring managers and interviewers through their role in the candidate journey
How to effectively use communication, coaching, and feedback loops to sustain solid connections with candidates

Recruiting and Empowering Women: A Panel Discussion with The Nation’s Top Female Recruiters
4:00 p.m. – 5:00 p.m.
In 2017, 32 percent of chief executives on Fortune’s 500 list were women. In 2018, this percentage fell significantly to just 24 percent—a 25 percent drop overall. This decline is attributed to women in top positions retiring or changing companies—with fewer women in the pipeline to take their place.

This panel, assembled of powerful and successful women in the recruiting industry, will discuss how talent acquisition and recruiting professionals can help reverse this declining trend. They’ll cover topics such as:

The decline of women in management positions, why it happens and how to overcome it
The “glass cliff” phenomenon
Retention levels of women in the workforce
Company characteristics that women value the most
How to boost your own career as a woman in recruiting

Networking Reception
5:00 p.m. – 6:00 p.m.

Day 2 Main Conference | Friday, November 15, 2019
7:00 a.m. – 8:00 a.m.

Breakfast & Learn
7:30 a.m. – 7:45 a.m.

Opening Keynote (To Be Announced Soon!)
8:00 a.m. – 9:00 a.m.

Job Auditions: A Cutting-Edge Tactic for Assessing Talent to Ensure the Perfect Fit
9:15 a.m. – 10:30 a.m.
In the world of performance, actors, singers, dancers, and other stars of stage and screen need to nail their auditions to get their roles. So, why in our workplaces do we rely on an archaic interviewing process that doesn’t necessarily reveal the truth about whether a candidate’s behaviors and attributes align with business needs? Fortunately, blind and in-person talent auditions are a hot and growing trend. This session is designed to teach you how to design a job audition for a specific role you’ve come ready to work with. We’ll walk you through how to design the talent audition to measure candidates’ traits and skills against the job you’re sourcing to fill. Plus, we’ll cover:

Tips on how to structure your job auditions, including logistical considerations such as time, place, duration, and substance
Insights into when to use a blind vs. an in-person job audition, and the legal considerations to keep in mind for both
And more!

Networking, Refreshment & Exhibit Break
10:30 a.m. – 10:45 a.m.

Sourcing Metrics: Effectively Measure Conversion Rates and Optimize KPIs to Track Your Success
10:45 a.m. – 11:45 a.m.
How wide of a net should you cast when source candidates? And, how can you be sure that the ways in which you source are yielding favorable results—that is, connecting you with the right types of candidates for your organization’s talent pipeline both now and in the future? This session will outline what to measure and track and why. You’ll learn:

Why candidate pipeline speed is an important sourcing KPI metric to track
Indicators that provide information about your pipeline quality
How the interview-to-offer conversion rate factors into sourcing metrics
And more!

Networking Lunch (Provided) & Exhibits
11:45 p.m. – 12:45 p.m.

Lights…Camera…Film that Recruiting Video!
12:45 p.m. – 1:45 p.m.
This hands-on session will show you how to use video to communicate a powerful message that attracts attention and buy-in from qualified candidates. You’ll learn the tricks of storyboarding, scripting, shooting, and editing video job ads that really work!

Networking, Refreshment & Exhibit Break
1:45 p.m. – 2:00 p.m.

Closing Keynote (To Be Announced Soon!)
2:00 p.m. – 3:00 p.m.

Wrap-up Announcements & Conference adjourns 3:00 p.m.

*Agenda subject to change.


Mike BailenMike Bailen
VP of People

Mike Bailen first met Lever while leading recruiting efforts for Eventbrite, where he drove the selection and implementation of Lever as the company’s primary recruiting platform. During his tenure at Eventbrite, Bailen overhauled the company’s recruitment practices across recruitment marketing, employer branding, candidate experience, and hiring manager and interviewer training. Bailen previously held multiple recruiting and HR roles at Zappos, where he led the company’s innovative decision to remove all job postings in favor of building talent pipelines among their passionate user base.In 2015, Bailen was named to LinkedIn’s “Next Wave” list, which recognizes the top professionals under 35 across different industries. Bailen often speaks on HR and recruiting topics, and has presented at multiple industry conferences including Lever’s own Talent Innovation Summit.

John BeckJohn Beck
Director of Technology
IQTalent Partners, Inc.

John Beck, IQTalent Partners’ director of technology, is the former Director of Technology at Metova and currently remains an adjunct professor at Vanderbilt University. He earned his master’s degree in computer science from Southern Illinois University.

Matt BucklandMatt Buckland
VP Customer Advocacy

Matt Buckland has over 15 years of experience in HR, recruitment, and selection for a variety of businesses and industries across the world. Most recently he has led teams at rapidly scaling tech startups, as well as teams at Bloomberg, ThoughtWorks, Getco, Criteo, and Facebook. He has been named as a LinkedIn Power Profile and was the on-screen expert for a BBC-TV series on innovative recruitment methods. Most recently he has transitioned to a new role at Workable as Vice President of Customer Advocacy. With many years of experience as a Workable customer, his objectives will be to continue to build and develop our community and exemplify a customer centric approach.

Patrick CaseyPatrick Casey
Campus Recruitment Manager

Patrick Casey is a talent tactician, culture advocate, recruitment technologist, and employer brand strategist. As Wayfair’s campus recruitment manager, he focuses on building early career and campus recruitment programs for data science, algorithms, computer vision, supply chain, and Business intelligence teams. He previously worked for start-ups WilsonHCG RPO (first on delivery & then on RPO solution design) and gr8 People as employee #13 selling enterprise recruitment software (ATS, CRM, sourcing tools, and more). He then joined Capital One to lead its efforts on building and engaging an authentic "tech employer brand" for the bank. Relocating to San Francisco he worked at Uber’s HQ where he managed its RPO partners and programs supporting eight plus lines of business across of North and South America (US, Mexico, Brazil, Costa Rica, etc.) plus additional project participation and consultation in EMEA & APAC (Ireland, Portugal, Poland, Philippines, India.)

Abby CheesmanAbby Cheesman
Skill Scout

Workplace storyteller, ethnographic researcher and IO Psychologist, Abby Cheesman is co-founder of Skill Scout. She spends her days bringing jobs to life on video and geeks out on new media techniques like 360 Video, Virtual Reality, Point-of-View Video, Silent Storytelling and Employee-Generated Video. She's been featured in Crain's Chicago Business, SHRM, and WBEZ Radio. She lives in Chicago with her husband and two kids. She holds a BA in Sociology & Psychology from the University of Northern Iowa and MA in Industrial Organizational Psychology from The Chicago School of Professional Psychology.

Joel CheesemanJoel Cheesman

Joel Cheesman has over 20 years of experience in the online recruitment space. He worked for both international and local job boards in the late ’90s and early ’00s. In 2005, Cheesman founded HRSEO, a search engine marketing company for HR, as well as launching an award-winning industry blog called Cheezhead. He has been featured in Fast Company and U.S. News & World Report. He sold his company in 2009 to Jobing.com. Today, he is the founder of Ratedly, an app that monitors anonymous employee reviews, co-hosts the popular podcast The Chad & Cheese Podcast and is Principal of gSherpa, a firm that helps companies leverage Google for hiring. He is married and the father of three children. He lives in Indianapolis.

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Renaissance Nashville

611 Commerce Street

Nashville, TN 37203

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