San Francisco, California
London, United Kingdom
The Tech Recruiting Unconference.
#tru is back in CapeTown on 21st September, and once again we will be mixing it up. A #tru event is a unique happening. It is a part meetup, part networking, part conversation and part open source. We take the good parts of social media, like being able to connect with anyone, have an open conversation, express your views and contribute your own experiences, and put them in a live environment.#tru have hosted over 200 events around the globe, and this is our fourth event in SA. Numbers for this event are capped at 100, and it is free to attend.
The format of the day.
#tru will run from 10.00 – 5.00 with a networking lunch. The sessions are run as discussion tracks, hosted by a track leader with some expertise in the subject area. There are no presentations to sit and watch, you have the opportunity to contribute to the conversation with your own views and experience. For #truCapeTown, we will be concentrating on the challenges of tech hiring locally and globally.
Who is the event for?
Anyone with an interest in hiring tech talent. That means recruiters, HR professionals, team leaders with responsibility for interviewing or hiring, graduate recruiters, branding professionals,anyone who faces the challenge of hiring the best people in this competitive space.
10.00 – 10.30: Introduction, welcome, and format of the day.
10.30 – 11.30: 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 applying. 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
There’s is no doubt that work is changing, from the lifelong career with a few employers to the world where people 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.
11.30 – 12.30: Open Session: All
Talent Insights – StackOverflow
Taking research from the global developer survey, StackOverflow will share local and global trends for developers, from average salary levels through to skills, education, and availability. As the largest global network for Developers, StackOverflow has unique access and reach to unique data to understand the important trends that impact hiring in this sector that will enable you to benchmark your own practices and strategy.
12.30 – 1.30: Networking Lunch
1.30 – 2.30: 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 into the team. Managers rarely receive 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.
2.30 – 3.30: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-competitive 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.
3.30 – 4.30: Track Ten: University Relations
When should organisations start building relations with students, in order to be considered the employer of choice? The demand for technology graduates outstrips supply, and organisations looking to meet their hiring demands need to work closer with Universities and students in order to build closer relationships with the first year student to hire. This session will look at what others are currently doing, and offer a plan for moving forward.
: Track Eleven: Effective Internships
Internships build bonds with student talent and are a primary source of hire for graduate talent. In this session, we will look at organisations success rate of an intern to hire, and examine the ways some organisations are maximising the opportunity to build bonds, enhance employer brand and give the students meaningful experience.
: Track Twelve: Innovation and disruption
You don’t have to be Google to innovate. Modern day tech hiring requires innovation and disruption because you won’t fix your attraction and hiring problems by continuing to do the same thing. In this session, we will examine what innovation and disruption mean in recruiting, and that goes well beyond technology. What companies are mixing things up? What results are they getting? What could you do different?
What you can expect from the event:
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
When & Where