Actions and Detail Panel
Thu 1 September 2016, 16:00 – 21:00 IST
The Tech Recruiting Unconference returns to Bangalore on the 1st September. This year we have changed the format a bit in response to demand, and will be running this as an afternoon/evening event from 4.00 – 9.00PM, concluding with a networking dinner open to all participants. The event follows the unconference format, something similar to live open source, and will concentrate on the demands and challenges of tech recruiting.
Who is the event for?
Anyone involved in the hiring process, HR professionals, Recruiters, Line managers, Executives or anyone with an interest in the challenges of tech hiring.
How will the event be structured?
The sessions (or tracks) will be run as discussions, rather than presentations, hosted by a track leader who has some expertise in the topic area, and will last for an hour. There will be three tracks to choose from at any one time, and we will conclude the discussions with a networking dinner from 8.00pm. there are strictly 100 places available for invited participants, on a first come first served basis.
Book your place now!
We have conducted research and interviews with practioners involved in tech hiring in order to identify the nine most important topics currently keeping them up at night, and many of the unique challenges they face. This agenda is designed to address these issues through conversation and participation. If there is anything else that you would like to see added, feel free to let us know, because #tru is an event where the participants are in charge.
4.00 – 4.30: Coffee and welcome/outline of the day
The structure and instructions for the day, an introduction to the format and the track leaders who will be hosting the discussions.
4.30 – 5.00: Tech hiring trends, local and global – All
Taking data from the StackOverflow, GitHub, Universum and other respected sources, we will examine the important trends that are emerging for developers on a local and global basis, reflecting on what this means for hiring.
5.00 – 6.00: Track one: Assessing tech talent
The StackOverflow developer survey for 2016 revealed that over 50% of working developers do not have a formal qualification in the discipline. This presents hiring challenges when it comes to understanding capability. In this session we will look at how technology organisations are assessing applicant skills against job requirements, selecting, short-listing and hiring.
: Track two: Talent attraction
Competition for developers has never been more fierce, between growing corporations and the start ups that spring up in their thousands each year. In this track we will look at what organisations are doing to attract the best talent to initially consider them as an employer and then commit to apply. From career sites, to direct sourcing to outreach, we will look at the tactics participants are employing, whats working and what is falling short.
: Track three: Developer careers in the gig economy
Theres is no doubt that work is changing, from the lifelong career with a few employers, to a world where peple stay in jobs for shorter periods of time, and view jobs as a series of projects. this changing world requires new thinking from the way we view candidates to what it takes to keep the best developers engaged. In this session we will explore some of these changes and the real impact they are having.
6.00 – 7.00: Track four: Interviewing Developers for fit
Developers are different. The normal rules of interviewing and selecting the best do not always apply. In this track we will examine the different techniques used to interview developers for fit in to the team. Managers rarely recieve any formal training in interviewing, yet are charged with the responsibility to hire. What are the key differences between a recruiter and a line manager interview, and what is the perfect blueprint for hiring success?
: Track five: Running an effective referral program.
Referrals are seen as the best source of hire, often the quickest, cheapest and most reliable way to hire the best developers, and yet many organisations struggle to make referral programs work. Where some organisations report that as many as 60% of their hires come from this source, there are plenty of others who report less than 10%. In this track we will look at case studies from a number of organisations who have made this their principle source of hire, the tactics they are employing, the rewards for employees and the campaigns that have worked best.
: Track six: Sourcing hacks and tricks. The source lab.
Professional sourcers around the world have developed advanced tactics for identifying, reaching out to and engaging with developers. In this interactive track participants will share their tricks (including some that are off the wall) and tactics for not only identifying people, but cutting through the noise to achieve engagement, from in-mail to some things that are completely different.
7.00 – 8.00: Track seven: Diversity in technology
Diversity is top of the agenda for most tech companies. Recruiters and hiring manager are charged with achieving targets for diversity, and this presents real challenges when hiring. In this session we will examine what diversity really means and the impact this has, as well as some of the strategies employed by participants to attract and hire a more diverse workforce.
: Track eight: Live events, hackathons and other initiatives.
In the digital world where everyone is connected by screen and mouse, it’s easy to forget the connections that can be made and the bonds formed by getting together in a live environment and just talking and sharing. Developers love nothing more than rolling their sleeves up and getting on and doing. Live events, bar camps, hackathons and challenges have proved to be great ways of attracting, connecting with and hiring developer talent. In this track we will look at how this is done and some of the results you should expect.
: Track nine: Candidate experience and the lifelong candidate
In the ultra-competitve world of tech hiring, candidate experience makes a big difference and has a major impact on who candidates choose to apply to and work for. In the reputation age, how people view you is a critical success factor. The Candidate Experience Awards identified that 40% of candidates would share a bad experience or advise friends not to apply, or elect to change a supplier as a result. In this session we will examine what “good” experience looks like, and some of the tactics everyone in the hiring chain can employ to make the whole thing less of a chore.
8.00 – 9.00: Networking Dinner
After three hours of sessions, you are going to be ready for some refreshment, and the opportunity to continue the conversation away from the tracks. Join us for a networking dinner, and explore the issues of the day further.
What you can expect from the event:
Ø Great networking opportunity with peers
Ø Complete focus on tech recruiting
Ø International and local track leaders
Ø Open discussion with the opportunity to have your say
Ø The chance to raise your current issues and sound out ideas
Ø A very different event to your usual conference, with no powerpoints or long presentations
Ø A great networking dinner to round off the event