Hiring Help For Companies That Can’t Find Workers: 12 Actionable Steps For Recruiting In A Talent Shortage

Hiring Help For Companies That Can’t Find Workers: 12 Actionable Steps For Recruiting In A Talent Shortage

The labor shortage is intensifying. Companies large and small are struggling to find qualified hires. Upper level positions sit unfilled a year after the job was posted.

ApplicantStack Understands Recruiting Challenges

For universal, detailed guidance on each step of the hiring process, consult our series How To Hire Your Next Employee: The Ultimate Guide. Make sure you are following best practices. We have a blog post for each step:

If you are following the guidance in our series, keep reading for additional techniques.

Because of the challenging hiring market, we will be focusing in detail on hiring strategies for specific industries. In the next few weeks and months, we will describe innovative methods for finding talent in the current hiring climate.

Today’s post outlines methods that can be used in any industry. Some work better for smaller businesses. Others work better for larger enterprises. If you can’t find workers, there should be several techniques here that can help.

1. An ATS Is Not A Luxury—It’s A Necessity

It bears repetition, if you haven’t adopted an ATS, do it now. If you are using paper-based recruiting, you are already at a disadvantage. An applicant tracking system (ATS) is no longer a luxury. Some of the techniques described in this post can be used with a manual recruiting process. But many have to do with HOW you use your hiring software. As such, they wouldn’t help you if you don’t use an ATS.

2. Contact Your Local Colleges and Universities

If you need college grads, grab their attention right when they graduate. Or better yet, just before. During their last semester, they are worried about finals. Many haven’t launched a full-on job search yet. You can catch their interest before you are competing with other employers.

Your local schools have careers offices that can help you advertise your jobs on campus. Participate in career fairs. Or host your own! Demonstrate your commitment to your community and strengthen your employer brand.

This technique is crucial if you are in a rural area. If you have highly specialized positions, it’s also a great method for targeting educated employees.

3. Network With Educators

This technique builds on the previous. Don’t forget to network with local college and tech school professors and careers counselors. If you employ remote workers, you can expand beyond your community. Build a relationship with those that are training the next generation of workers. They will become a valuable hiring resource.

4. Refresh Your Recruitment Marketing

If your current advertising is not working, you’ve got to mix things up. Tweak your job descriptions. Search your competitors to see how they are advertising for the same jobs.

Do your current job descriptions start out with the skills and experience needed? Re-organize your descriptions. Start with your organizational culture. Follow that with soft skills. Finish up with the other requirements.

In addition to reformatting the layout, refresh on a micro-level as well. Re-write your job titles, skills descriptions, and company perks.

Talk to your current employees. Ask them what they like most about your company. Make sure you include those things in your descriptions. They will give you ideas for articulating your company culture.

In ApplicantStack, you can save your job descriptions. ApplicantStack analytics show you how different versions perform. Use your ATS data for A/B testing.

5. Expand Flexible Working Arrangements

Consider creating more remote positions. This will expand your hiring pool to, well, the entire English-speaking world. Use ApplicantStack to post to additional locations.

6. Make Social More Effective

When it comes to recruiting, many companies treat social media as an afterthought. This is unfortunate because more and more job seekers are looking on social media sites for jobs. Or, perhaps more accurately, they are finding jobs on social media even when they AREN’T job hunting. This fact is important.

Post jobs on more social media sites. ApplicantStack makes this quick and easy.

As far as how you label them, don’t segregate these postings only as ‘Careers Postings’ or ‘Job Openings.’ Work them into more of your company’s social marketing. This takes creativity, but it will expand your reach with passive candidates. And remember, many people who see your social sites are passive candidates.

7. Tap Your Applicant Pipeline

This technique depends on a good ATS. For all previous hires, you isolated a pool of top candidates. You screened them. You interviewed many of them. A lot of work has been finished. Reach out to the almost-hired’s. The fact that they already applied means they were interested in working at your company. This is an important advantage.

8. Build Candidate Relationships

This technique is the natural progression from the previous. Think of each previous quality applicant as a ‘client.’ Nurture your client/applicant relationships. Formalize communications in your ATS.

9. Never Stop Evaluating Your Candidate Experience

Here are important questions to ask:

  • Do you have an employee-centric application process?
  • Is your application too darn long?
  • Do you communicate with their preferred methods? (Hello texting!)
  • Do you make it easy to schedule interviews?
  • Is your careers page optimized for mobile?
  • When they come in for an interview, is your team ready for them?
  • Do you offer video interviewing?
  • Is the interviewer prepared?
  • How long does it take your team to make a decision?

10. Expand Internal Recruiting

It’s not enough to send an email that says, ‘We have a sales position open, spread the word.” Expand your thinking. Ask your employees about great co-workers from previous jobs.

Use a well thought-out process for asking for referrals. Create a script for referral communications. ApplicantStack has a template for requesting employee referrals. If you aren’t currently using it, now’s the time to put it to work.

Adapt the process you use for outside applicants. (Again, consult our series How To Hire Your Next Employee.)

An HR portal is invaluable for internal recruiting programs. SwipeClock’s WorkforceHUB has tools for internal recruiting and employee engagement. WorkforceHUB now includes ApplicantStack Recruit and Onboard! This all-in-one HR platform allows you to integrate your recruiting and core HR functions with ease.

11. Consider Promotions

Internal recruiting can include promotions. If you are having trouble filling a mid-level position, consider training a lower-level employee. It might be easier to fill the lower-level position.

Talk to managers. There might be a team member performing the necessary tasks. Especially if the position has been unfilled for a while. After all, someone is doing the work.

Consider the advantages of an existing employee. They have already been vetted. They have assimilated. This fact may trump their relative lack of experience in a higher position.

Use performance reviews to evaluate soft skills that could transfer to another position. Hopefully, you have a formal performance review process with thorough documentation.

Make it effortless for your staff to post open positions to their own social media sites. Create a referral reward program.

12. Leverage the ApplicantStack Knowledge Base

Review these articles in our recruiting and HR library. They are full of valuable hiring guidance—especially for hiring during a labor shortage. If you previously read them, keep in mind that some things may be more relevant for your company now. We wish you success as you work to overcome your hiring challenges.

Attention NYC Employers: Family Planning Now Protected Under NYC Human Rights Law

Attention NYC Employers: Family Planning Now Protected Under NYC Human Rights Law

Important Compliance Notice For New York City Employers

The New York City Human Rights Law (NYCHRL) was expanded to include protections for family planning decisions. The law became effective May 20, 2019. It applies to companies with 4 or more employees.

Under the new law, sexual and reproductive health decisions are defined as ‘any decision by an individual to receive services, which are arranged for or offered or provided to individuals relating to sexual and reproductive health, including the reproductive system and its functions.’

This includes:

  • fertility-related medical procedures
  • sexually transmitted disease prevention, testing, and treatment
  • family planning services and counseling including birth control drugs and supplies, emergency contraception, sterilization procedures, pregnancy testing, and abortion

NOTE: It does not require covered employers to provide specific reproductive health benefits. It is designed to protect employees from discrimination based on their sexual and reproductive health choices.

What Do I Need To Do?

You will need to update all equal employment opportunity (EEOC) notices and policies. This include recruitment marketing, applicant communications, and your employee handbook.

1. Revise:
2. Describe the new protections as ‘sexual and other reproductive health decisions.’
3. Educate your hiring team, HR staff, and managers on changes made to company policies.

If you use recruiting agencies/headhunters, it’s a good idea to contact them about this change. You want to verify that they are aware of the new law and have reviewed their policies. This is especially important if they are located outside of New York City.

Applicant Tracking Systems Simplify Compliance

Following local, state, and federal employment regulations is difficult without HR software. Compliance can be one of the most stressful aspects of the recruiting process. There is no margin for error.

If you aren’t currently using an applicant tracking system (ATS), it’s a perfect time to start. ApplicantStack recruiting and onboarding software streamlines compliance with workplace laws.

ApplicantStack helps you document and maintain compliant hiring and onboarding practices. When laws change, you can update your hiring and onboarding materials quickly.

We have a comprehensive HR solution as well. WorkforceHUB from SwipeClock is a unified Human Resources portal that allows you to manage all core HR processes. It includes ApplicantStack recruiting and onboarding tools.

Create and manage compliant:

  1. Applications & screening questionnaires
  2. Job descriptions
  3. Structured interviewing questions
  4. Onboarding documents
  5. Staff training materials
  6. Employee handbooks

ApplicantStack can be customized for city, state, or federal employment laws. Whether you live in New York, Tulsa, or Chicago, we help you manage your business legally and efficiently.

16 Top HR Influencers You Should Be Following

16 Top HR Influencers You Should Be Following

In order for HR directors to cope with contemporary challenges, they need current information. Since HR spans multiple disciplines, it can be a full-time job keeping up. We’ve rounded up the best minds in the industry so you don’t have to.

16 HR Influencers You Should Be Following

1. Ward Christman

Twitter @HRTechAdvisor  LinkedIn

Chief Advisor at HR Tech Advisor, Co-Founder @HRTechAlliances

As an applicant tracking system software company, we follow Christman closely. He has over 20 years experience advising e-recruiting vendors. But you don’t need to be an ATS provider to benefit from his guidance. Check out his LinkedIn page where he lists 15 areas of business expertise. Any startup or established company can profit from his knowledge.

 

2. Glen Cathey

Twitter @GlenCathey  LinkedIn

Recruiting, Sourcing, Strategy, Innovation, Ethical AI, Data/Analytics, Search/Match, Lean, Agile, Social Engineering. Speaker, Blogger, INTJ, He/Him

Glen’s Twitter bio line (listed above) reflects his breadth of experience. If you have an applicant tracking system, you are employing technology he helped to develop. When you read his blogs, it’s easy to see why he advises the experts.

 

3. Sharlyn Lauby

Twitter @sharlyn_lauby  LinkedIn

Author, Speaker, Blogger, HR Consultant
Founder of HR Bartender, President of ITM Group Inc.

The Society for Human Resource Management (SHRM) named HR Bartender one of the top 5 HR blogs. Lauby posts several times a week, writing about topics that span the HR world and beyond. She’s also the president of ITM Group Inc., a training and human resources consulting firm. She has written books on recruiting, effective meetings, leadership training, and employee engagement.

 

4. Jon Ingham

Twitter @joningham LinkedIn

Author, Keynote Speaker, People and Organization Development Strategist

Jon Ingham is a global thought leader on values-based HCM and HR technology. Millions of people visit his blog, Strategic HCM, every week. His 2006 book ‘Strategic Human Capital Management: Creating Value through People’ has never been more relevant and should be required reading for any HR director.

 

5. Trish McFarlane

Twitter @TrishMcFarlane  LinkedIn

Blogger, Podcaster, Speaker
CEO and Analyst for H3 HR Advisors, CEO/Co-Founder of HRevolutionize, LLP
Author of HR Ringleader Blog

Trish McFarlane has worked in public relations, public accounting, IT, and healthcare. You can catch Trish on her podcast which she co-hosts with Steve Boese (featured below). You can also follow her on Twitter where she has 43K+ followers. She advises on social media, leadership, change management, training, and performance management. If you work for a large firm that’s growing quickly, it’s worth your while to tap her knowledge.

 

6. Steve Boese

Twitter @SteveBoese  LinkedIn

Blogger, Podcaster, Tech Columnist
Co-Chair of Human Resource Executive’s HR Technology Conference

Steve Boese’s HR Happy Hour Show, has been the most downloaded HR podcast since it was launched in 2009. He’s is also Human Resource Executive’s inside tech columnist. If your HR position requires a lot of IT acumen, Steve is a great resource.

 

7. Jim Knight

Twitter @KnightSpeaker  LinkedIn

Keynote Speaker, Author, Risk-Taker

Jim Knight’s ‘Culture That Rocks: How to Revolutionize Your Company’s Culture,’ is a bible for HR directors tasked with strengthening their company culture. Since the 90’s, he has been a trendsetter on training, development, and team building. He is active on Twitter where he cranks the fun factor up to eleven.

 

8. Suzanne Lucas

Twitter @RealEvilHRLady  LinkedIn

Blogger, Speaker, Twitter Personality
Creator of EvilHRLady

Suzanne Lucas’ EvilHRLady is legendary in the HR blogosphere for her unique insight and biting wit. Do a quick search on her blog on any HR topic. Chances are, you’ll find several articles in her extensive library of posts. Or join her 27K+ Twitter followers and see what all the buzz is about.

 

9. Jacob Morgan

Twitter @jacobm  LinkedIn

Author, Keynote Speaker, Futurist
Co-founder of The Future of Work Community

As a self-described ‘futurist,’ Jacob Morgan is the co-founder of The Future of Work Community. If your company wants to radically transform the employee experience, listen to Jacob’s weekly podcast. He talks to corporate leaders whose organizations are disrupting the workplace. Only have five minutes? Subscribe to his YouTube series ‘The Future in 5’ for a quick shot of inspiration.

 

10. Laurie McCabe

Twitter @lauriemccabe  LinkedIn

IT Analyst, Blogger
Co-Founder and Partner at SMB Group

Are you the owner or HR director of an SMB? More interested in the practical than the theoretical? Laurie McCabe delivers pragmatic advice you can act on right now. She’s the Co-Founder of SMB Group, where she helps business owners unlock value from technology. McCabe was recognized as a 2018 Fit Small Business top influencer. For the past ten years, her blog has contained a goldmine of IT and general business management wisdom.

 

11. William Tincup

Twitter @williamtincup LinkedIn

Writer, Speaker, Advisor, Consultant, Investor, Storyteller & Teacher
President of Recruiting Daily

William may be one of the most prolific podcasters in the industry, with over 1000 podcasts to his credit. If you are an entrepreneur, there is no one better to follow. His experience extends well beyond the world of HR.

 

12. Bill Treasurer

Twitter @btreasurer   LinkedIn

Speaker, Author, Consultant
CEO of Giant Leap Consulting

Bill Treasurer has written multiple bestsellers about courage and leadership. He has also advised NASA, CNN, the Centers for Disease Control, and the U.S. Department of Veteran’s Affairs. If you feel like you’ve hit a career plateau, Bill’s your man.

 

13. Josh Bersin

Twitter @Josh_Bersin  LinkedIn

Research Analyst, Public Speaker, Author
Founder of Bersin by Deloitte

Bersin by Deloitte conducts global research in human resources and HR technology. Bersin writes about global trends in leadership and talent management technology. If you are concerned about employee experience at your organization, check out Bersin’s The Employee Experience Platform: A New Category Arrives. Last month, he launched The Josh Bersin Academy, billed as the the first global development academy for HR and talent professionals.

 

14. John Sumser

Twitter @JohnSumser  LinkedIn

Author, Adviser
Principal Analyst for HRExaminer

Before you invest in HR software, consult John Sumser’s online magazine, the HR Examiner. It’s the premier authority on HCM technology. No one has a more impressive history in the field. Consider this: Sumser had a PC in 1981 and an email account in 1982. In the 90’s, he documented the first online job boards—when the internet itself was a novelty. If you are trying to tame your processes so you can take a high-level strategic view, you couldn’t have a better guide.

 

15. Katrina Collier

Twitter @KatrinaMCollier LinkedIn

Candidate Engagement Author, Keynote Speaker
Founder of DisruptHR London, Bristol, Cambridge, York & Glasgow and The Searchologist

If you are struggling to differentiate your recruitment marketing from your competitors, you need Collier’s best-selling The Robot-Proof Recruiter. It is one of the best books on improving the candidate experience and thereby boosting response rates.

 

16. Meghan Biro

Twitter @MeghanMBiro LinkedIn

Speaker, Author, Podcaster, Talent Management Leader
Founder and CEO of TalentCulture Consulting Group

Meghan Biro launched the blog TalentCulture in 2008. At TalentCulture, you can find articles and podcasts about recruiting, social business, workplace culture, career strategy, leadership, and HR tech. Meghan draws on her experience advising Microsoft, Google, and IBM and other global giants.

Why Is HR The Last To Get New Technology When Labor Is The Largest Expense?

Why Is HR The Last To Get New Technology When Labor Is The Largest Expense?

Many businesses neglect HR technology in their quest for improved efficiency. They have automated solutions for accounting, merchant transactions, CRM, manufacturing, online marketing, tech support, and inventory management.

Yet Human Resources trudges along with clipboards and stacks of forms. They wrestle unwieldy spreadsheets. They reenter data because systems can’t talk to each other.

Sound familiar?

Why do businesses ignore the logical place to extract ROI?

Let’s discuss five reasons HR should have technology on par with everyone else.

1. HR Technology Lowers Labor Costs

Labor expenses are not something you can completely eliminate. But every business can find ways to reduce them. Because a variety of factors influence them. A reduction in labor costs provides an immediate revenue boost.

Employee timekeeping integrated with payroll lowers labor costs.

  • Reduce overstaffing
  • Stop paying employees for time not worked
  • Eliminate time theft by buddy punching/time card padding
  • Decrease unnecessary overtime with improved scheduling and alerts
  • Reduce expensive payroll errors

Labor eats the largest chunk of operating expenses. While HR doesn’t generate revenue directly, it can do it indirectly by decreasing labor expenses. Thus, HR is as important as sales, marketing, or widget production.

2. HR Technology Optimizes Recruiting

Recruiting is another expensive necessity. It could be considered a part of labor expenses, but I believe it merits its own section.

You can’t compete without advanced recruiting technology. Applicant tracking systems (ATS) work like CRM for job applicants. They create a database of resumes and applications. A Human Resources Information System (HRIS) is not complete without applicant tracking tools.

What does an ATS do? In short, it streamlines and automates the entire recruiting process.

You create and manage job postings, questionnaires, and structured interviews. It posts to multiple job boards. ATS’ automate applicant communication.

With ATS, you can track and filter hundreds of applicants. In less time than processing dozens of applicants manually.

To find out exactly how much you can save with an ATS, use our ApplicantStack Cost-Per-Hire Calculator.

If you are researching HRIS or Human Resources Management Systems (HRMS), look for recruiting tools.

3. Technology Makes Your HR Team More Effective

Competent HR professionals keep your business operating. They are worth every penny you pay them. Why don’t you reduce the tedious paperwork? It will free up their time for high-impact programs. And you won’t have to expand your HR team anytime soon.

4. HR Technology Improves The Employee Experience

Smartly-designed Human Resources portals transform the employee experience. From the applicant journey through onboarding. Continuing with timekeeping and payroll.

Employees access all functions from their smartphone. They can apply, onboard, check their schedule, review time cards, and monitor accruals. Instead of waiting for their managers to circulate shift-change requests on their behalf, they swap shifts on an online trade board. Ditto for PTO requests and changes to their health benefits.

A positive employee experience pays off. It improves internal recruiting and customer service. Engaged team members are dedicated to your company’s success.

5. HR Technology Simplifies Labor Law Compliance

Businesses of all sizes are fined for Fair Labor Standards Act (FLSA) and state violations. There are strict rules for everything from hire to retire. Interview questions, background checks, minimum wage, overtime, predictive scheduling, and employee classification require automated HR systems.

Create compliant structured interviewing questions. Document and train recruiters on legal hiring practices. Track hours worked, PTO, overtime, and breaks. This ensures compliant payroll processes. Avoid fines, store records for verification, and reduce your risk of a violation.

SwipeClock ApplicantStack

SwipeClock ApplicantStack provides affordable, easy-to-use Human Resources technology. We help you reduce costs, work efficiently, and support your employees.

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

Don’t Miss The 2019 EEO Reporting Deadlines!

In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report.

Start Today To Gather Component 2, It Takes Longer Than You Think

Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018).

Does This Reinstatement Affect 2018 EEO-1?

No. The deadline for EEO-1 2018 data is still May 31, 2019.

What Is EEO-1?

The Equal Employment Opportunity (EEO-1) Report is a mandatory Equal Employment Opportunity Commission (EEOC) compliance survey. Component 1 requires hiring data categorized by the following:

  • Race/ethnicity
  • Gender
  • Job category

A sample copy of the EEO-1 form and instructions are available here.

What Is EEO-2?

EEO Component 2 (EEO-2) is pay data: hours worked and wage paid. You can find instructions here.

Do I File 2018 EEO-1 In The Same Online Portal?

Yes. Use the currently open EEO-1 portal to submit Component 1 data (for 2018) by May 31, 2019.

I Thought EEO-2 (Pay Data) Was Put On Hold

It was, but now it’s back on. There was temporary stay on the previous administration’s proposal. The stay was overturned in March 2019.

Judge Tanya Chutkan overturned the stay in National Women’s Law Center, v. Office of Management and Budget.

Background On The Original Proposal For Pay Data

In 2016, the Obama administration proposed adding employee pay and hours data to the EEO-1 report. Many business owners registered concerns about data security and other issues. The agency and employer groups have had ongoing discussions about security protocols and the use of private contractors to accept, process, and secure the submissions.

Can I Submit EEO-2 Now?

No. The EEOC contractor is not accepting submissions yet. The portal is supposed to be ready for Component 2 on July 15, 2019. The EEOC says it will notify employers if that date changes.

Wasn’t The Recent EEO-1 Reinstatement Decision Appealed?

Yes, the Department of Justice (DOJ) appealed the reinstatement.

But The Appeal Doesn’t Change The EEO-2 Deadline

The appeal doesn’t change the Component 2 deadline: 2017 and 2018 pay data is due September 30, 2019.

What Size Companies Have To File The EEO Report?

If you have 100 or more employees or are owned by an entity with 100+ employees, you are required to file it. If you are a government contractor with 50+ employees, you are required to file it.

State and local government, public schools and universities are generally excluded.

The specifics can be found here.

Use The Same Online Portal For EEO-1 Reports Due May 31, 2019

Filers should continue to use the current EEO-1 portal to turn in their EEO-1 2018 report May 31, 2019.

Check Your Notification Letter For A Temporary Password

The EEOC sent notification letters with a temporary password for EEO-1 submissions for 2018. You should have received your letter before March 18, 2019.

Use the temporary password to reset your password when you access the EEO portal.

Who Is In Charge Of This At The EEOC?

Rashida Dorsey, Ph.D., MPH (Director, Data Development and Information Products Division)

  • Equal Employment Opportunity Commission
  • 131 M Street NE, Room 4SW32L
  • Washington, DC 20507
  • (202) 663-4355 (voice) (202) 663-7063 (TTY)

In summary:

  • EEO-1 (For 2018) is due May 31, 2019
  • EEO-2 (For 2017 and 2018) is September 31, 2019

What Is The Best Way To Track Wage And Hour Data?

An automated employee timekeeping system synced to a biometric time clock.

What Is The Best Way To Track Demographic Data?

An HR portal supported by a workforce management (WFM) provider. Unified HR portals track demographic data for legal hiring and employment. The systems include onboarding and ongoing HR management. As explained previously, the software providers maintain data security.

When considering the Software as a Service (SaaS) products listed below, inquire about their data security protocols:

SwipeClock provides:

We Keep Your Data Safe

SwipeClock maintains rigorous data security, encryption, and system back-up protocols.

 

(more…)

HR Conferences: You Can Still Attend a Great One in 2019!

HR Conferences: You Can Still Attend a Great One in 2019!

We are well into Q2 2019 but there are still some worthwhile HR conferences on the calendar. If you are thinking about registering, don’t delay. Rates go up in the weeks just before the conference.

Why Attend A Human Resources Conference?

The Human Resources profession is broad and dynamic. To be successful, you need ongoing training. In both your core specialty and all the peripheral skills you use daily. HR conferences provide an intense educational experience neatly packaged in a couple of days.

If your job requires you to keep a certification up-to-date, this is an easy way to do it. Most HR conferences allow you to earn HRCI or SHRM credit.

A conference also gives you a welcome break from your day-to-day routine. You will return with new tools (and new perspectives) to tackle the HR problems at your company.

Networking with peers is also invaluable. You can discuss issues in-depth and gain insights from your counterparts in diverse industries and locations. (A connection you make may also yield a job opportunity down the road.)

Here are ApplicantStack’s picks for the best conferences from May – December 2019.

 

1. World at Work 2019 Rewards and Compensation Conference

  • May 6-8, 2019
  • Orlando, FL
  • For: HR generalists, compensation and benefits specialists, compliance managers

 

2. Inclusive Diversity Conference: HR Call to Action Conference

  • May 6-7, 2019
  • San Francisco, CA and online
  • Host: HCI (Human Capital Institute)
  • Earn HRCI and SHRM credit

 

3. APA 2019 Annual Congress

  • May 14-18, 2019
  • Long Beach, CA
  • Host: American Payroll Association
  • For: Professionals who work in payroll, accounts payable, HR or accounting technology, benefits

 

4. ATD (Association for Talent Development) 2019 International Conference & Exposition

  • May 19-22, 2019
  • Washington D.C.
  • Online rate ends May 14
  • For: HR specialists and generalists
  • Keynote speaker: Oprah Winfrey

 

5. HCI 2019 Strategic Talent Acquisition Conference

  • June 10-12, 2019
  • Denver, CO
  • Host: Human Capital Institute (HCI)
  • Earn SHRM Credits
  • Topics covered:
    • Workplace Strategy
    • Technology
    • Business Acumen & Metrics
    • Compliance
    • Global HR
    • Leadership
    • Communication
    • Talent
    • Compensation & Benefits

 

6. SHRM (The Society for Human Resource Management) 2019 Annual Conference

  • June 23-26, 2019
  • Las Vegas, NV
  • For: HR generalists and all specialties
  • Keynote speakers: Martha Stewart, Brene Brown
  • Entertainment: Lionel Richie
  • Earn SHRM credits

 

7. World at Work Executive Compensation Forum

  • July 28-30, 2019
  • Denver, CO
  • For: Compensation specialists

 

8. HCI 2019 Employee Engagement Conference

  • July 29-31, 2019
  • Denver, CO
  • Host: Human Capital Institute (HCI)
  • For: HR professionals interested in employee engagement programs

 

9. California HR Conference

  • August 19-21, 2019
  • Long Beach, CA
  • Host: Professionals In Human Resources Association
  • Early rate ends May 31
  • For: California-based HR generalists and specialists
  • Earn HRCI and SHRM credits

 

10. HR Florida Conference and Expo

  • August 25-28, 2019
  • Orlando, FL
  • Host: HR Florida State Council
  • For: Florida-based HR generalists and specialists
  • Earn HRCI and SHRM credits

 

11. 2019 Learning and Leadership Development Conference

  • Conference: September 10-12, 2019
  • Course: September 12-13, 2019
  • Boston, MA
  • Discount rate ends May 19
  • Host: Human Capital Institute (HCI)
  • For: Talent acquisition specialists, corporate coaches

 

12. Texas SHRM Global HR Conference

  • September 11, 2019
  • Houston, TX
  • Host: Texan Society of Human Resources Management (SHRM)
  • For: Texas-based HR generalists and specialists

 

13. 2019 Ohio HR Conference

  • September 18-20, 2019
  • Columbus, OH
  • Host: Ohio SHRM State Council
  • For: Ohio-based HR generalists and specialists

 

14. ASHHRA Annual Conference and Exposition

  • September 21-24, 2019
  • Chicago, IL
  • Host: The American Society for Healthcare Human Resources Administration
  • Special rate ends June 30
  • For: Human resources generalists and specialists who work in healthcare

 

15. TAtechNorthAmerica

  • September 24-26, 2019
  • Austin, Texas
  • Host: The Association for Talent Acquisition Solutions
  • Early rate ends June 26
  • For: Businesses that develop and market technology-based recruiting products and services
    • Corporate TA executives and recruiters
    • Applicant tracking system providers
    • Data and analytics companies
    • Job boards/search engines/aggregators
    • Online publishers
    • Recruitment marketers
    • AI and machine learning companies
    • Staffing firm executives

 

16. IPMA-HR International Training Conference

  • September 22-25, 2019
  • Miami, FL
  • Host: International Public Management Association for Human Resources
  • For: HR generalists and specialists

 

17. Talent Connect

  • September 25-27, 2019
  • Dallas, TX
  • Host: LinkedIn
  • For: Human resources generalists and talent acquisition/development specialists

 

18. HR Technology Conference

  • October 1-4, 2019
  • Las Vegas, NV
  • Host: LRP Publications, Human Resource Executive
  • For: Professionals who work in HR technology

 

19. CUPA-HR Annual Conference 2019

  • October 20-22, 2019
  • Aurora, CO
  • Host: College and University Professional Association for Human Resources
  • For: Human resource professionals working in higher education

 

20. CWC 2019 Compliance Conference

  • October 23-25, 2019
  • Nashville, TN
  • Host: The Center for Workplace Compliance
  • For: Members of the host association The Center for Workplace Compliance  (Membership information can be found on their website)

 

21. 2019 Strategic HR Forum

  • October 27-29, 2019
  • Boston, MA
  • Host: SHRM Executive Network HR People & Strategy
  • For: Senior HR professionals

 

22. The HRSouthwest Conference

  • October 27-30, 2019
  • Fort Worth, TX
  • Host: Dallas HR
  • For: Southwest U.S.-based HR generalists and specialists

 

23. HR Comply

  • November 14-15, 2019
  • Nashville, TN
  • Host: Business and Legal Resources
  • For: Senior HR professionals, executives, business owners, employment law specialists, compliance managers

 

How To Get The Most Out Of An HR Conference

Research the classes and presenters. List the sessions you want to attend. If you are bringing team members, divide and conquer. You may be tempted to attend sessions as a group (we hope you are friends), but you will miss the concurrent events. Maximize your investment by spreading out. You can share what you learned with scheduled co-training after the conference.

Write down questions you want to ask the speakers. When you get to the conference, review your notes and questions so you don’t forget anything.

How To Convince Your Boss To Let You Go

Plan ahead. Research conferences early. This will give you time to get approval (and craft your pitch). Follow company policy for conference requests. Write a letter to the decision maker if required. Keep it short and to the point. Include the questions you are planning to ask presenters. Explain how each class/workshop will solve an HR problem in your company. If you are in charge of the departmental budget—make sure you allocate the funds for registration, travel, and lodging.