Las Vegas, NV Dec 7-8, 2010                                                                                                       The People Driven Economy

 

How do you host sessions at the Summit?  Watch this video. 

Ready to submit a speaker proposal?  Download Call for Submissions, submit one online, or read on below.

How do I host sessions at the Summit?  Myths & Realities

Decision-makers don't go to conferences, right?  Right.  They come to RPO Summits.

Last year we held the single largest gatherings of HR decision-makers.  Executives with real purchasing power, responsible for hundreds of millions in contract value.


HR executives enjoy sitting in the dark reading PowerPoint slides, right?  Wrong. 

Delegates want to interact -- with each other, with speakers, with panelists.  That's why we invite you to host a consequential conversation: an opportunity for influential people to come together and discuss the important issues that will change our organizations, our field, and the world.


RPO Summit is only for global RPO, right.  Wrong.

Actually we're looking for a broad set of sessions across the following topical streams:  multi-national recruiting & staffing, recruiting technology, VMS/MSP, and related processes.

 

The most valuable speaking opportunities are the sessions where everyone is in one big room, right?  Wrong. 
Different topics work best in different settings.  We will have three environments for you to host a conversation:

Big Picture Plenary Sessions
Discuss the macro-trends shaping our world:  the economy, politics, emerging technologies,
 demographics, culture, etc.  Share new data, shed new light, stretch the thinking of all our delegates.

Persistent Challenges Sessions
Governance, change management, contract negotiations, leadership.  These issues come up in every change initiative and contractual relationship.  Conduct insightful workshops on solving these issues.

Deep-Dive Sessions
Case studies, working meetings, complex issues.  Recruitment and staffing executives really want to get into the details and spend time discussing the specifics.  Don't just gloss over the story.  Tell it in all of its gritty glory.

 

I have to submit a 5 page essay detailing the session I want to host, right?  Thankfully, no. 

Actually, don't write a thing.  We want to bring the Summit alive way before people show up on-site.  That's why we want you to submit a brief, 3-5 minute (shorter if possible!) video outlining your session.  We'll use these synopses to select sessions and we'll post them online for delegates to see as they review the program and register.  As you saw in Richard Crespin's invitation video you don't have to be beautiful, have a fancy video camera, or a high-tech studio.  Just use a webcam.  Make it simple.  Good lighting helps.

 

The summit program is awesome!  Delegates know exactly what to expect in sessions they register for, right? 

Unfortunately, no.  Delegates complain they don't always know what to expect from a session just by reading the online or printed program.  That's part of the reason for having video synopses:  they'll bring the Summit to life.

 

I have to make sure I plug my company over and over again during my presentation, right?  Please don't. 

 

Just don't.  Sessions must focus on the issues... and really get into them.  Sponsors will have dedicated opportunities to get commercial messages across:  in video clips before and after sessions, in pre- and on-site branding, and many other interactive settings.  Keep the commercial in the commercial and the content in the sessions.


As a thought leader in recruitment, staffing, and outsourcing we invite you to submit a session proposal for presentation at RPO Summit 2010 in Las Vegas, NV, this Dec 7-8.  The RPO Summit provides a unique collaborative environment for an exclusive audience of HR, recruitment, and staffing executives to discuss the future of RPO.  Our theme:  Punching the Accelerator:  How RPO Will Super-Charge the Economic Recovery.  Below we suggest content areas (we welcome suggestions).  Please note that at the end of each we suggest a format.

 

The Big Picture

The Economy:  Lift off or double-dip?  Where’s the economy headed and what should employers do to brace themselves?  What can we learn from past recessions and recoveries?  Suggested format:  presentation.

 

Obama-care & Talent Acquisition.  With health care reform now law in the US what should companies have their eye on?  What will this mean for contingent vs. full time labor?  How will it change the war for talent and the arms race in compensation and benefits?  Suggested format:  presentation.

 

Global vs. National Sourcing.  Which is right for you?  How to decide – regardless of whether your outsourcing or in-sourcing and regardless of the size or geographic spread of your organization – whether you should think globally or locally when picking a sourcing strategy.  Suggested format:  experts and veterans on a panel.

 

Aligning Recruiting to Business Strategy to SLAs.  Change starts from the top and for RPO to work, it needs to be connected to the business and recruiting strategy.  As companies get ready for 2011, how should they align their overall recruiting strategy with the business strategy and ultimately put pen to paper in RPO contracts and SLAs that will achieve their strategic vision?  Suggested format:  client case study presentation.

 

Persistent Challenges

How Better Workforce Planning Leads to Better RPO Outcomes.  It’s an old story: garbage in gets garbage out.  Getting the most out of an RPO relationship starts with good workforce planning.  But how do you do it?  Seeking veteran perspectives on the theory and the step-by-step approach to structuring a workforce strategy and translating it into better RPO contracts and outcomes.  Suggested format:  client case study presentation.

 

Managing Quality & Customer Satisfaction: Beyond the SLA.  Managing an outsourcing relationship involves many moving pieces and stakeholders.  Capturing their needs in a single contractual document borders on the impossible.  How do providers and customers work together to manage ongoing operational quality and customer satisfaction – from the recruiter to the hiring manager to the employee – to ensure optimal outcomes for the business and the individuals involved?  Identifying the latest best practices with an eye toward driving quality for individual outsourcing relationships and for the industry as a whole.  Suggested format:  panel.  Click here to indicate your interest in serving on the panel

 

Innovation:  Who’s Driving the Bus…and Making Sure it’s Not Headed Off a Cliff.  How much innovation is “included” in the contract and how much is “extra”?  Who should take the lead in innovating the people, processes, and technology that underlie any RPO relationship?  We seek hosts for a roundtable discussion with clients and their service and technology providers. 

 

Analytics.  Transforming data into knowledge.  Measurement strategies and tools across the HR spectrum: recruiting, talent management, governance, quality, vendor management, etc.  Seeking case studies, panel forums, and roundtable discussions.  Submit case studies online.  Click here to indicate your interest in participating in a panel.

 

Understanding the Daily Challenges on the Other Side of the Table.  What’s it really like to sit in the chair as a staffing and recruitment executive charged with implementing and maintaining RPO?   As an operations manager for a provider, what’s it really like to manage one of these engagements?  Seeking veteran providers who are now recruiting/staffing executives and experienced former recruiting/staffing executives who now work for a provider to share their mutual experiences in a panel discussion.  Click here to participate in this panel.

 

Governance:  Organizing for Success.  Who should be involved, how often, and what should they review – from all sides of the RPO relationship?  Seeking an unbiased perspective on how companies should contract for, structure, and run their governance.  Suggested format:  client case study.

 

Talent Retention:  How Can your RPO Provider Help with Succession Planning?  The workforce continues to age, yet a generational economic downturn has turned the workforce planning models upside down as boomers extend and Gen-Y stays in school.  RPO providers have, or at least claim to have access to tons of data from multiple clients across multiple industries.  How can put this data and experience to work for you as you structure your retention and succession plans?  Seeking case studies or a panel.  Submit case studies online.  Click here to indicate your interest in participating in a panel.

 

Going Passive-Aggressive:  Tapping Into Talent & the Importance of Passive Recruiting.  Even in the midst of record unemployment, 9 out of 10 Americans still have jobs.  And the Great Recession may have made them even more reluctant (or overworked) to go trolling the internet for new jobs.  So how do you find the very best among the “passive” job seekers?  Suggested format:  presentation.



Deep Dives


Talent Management Strategy:  A Cookbook for Partnering with your Provider to Achieve Higher Performance.  What are the ingredients for a good talent management strategy?  Who are the right cooks to make it happen?  If you’re going to use an RPO provider, when and how should you involve them in framing your strategy?  Seeking a recipe for success based on real experience, standing up to the heat in the RPO kitchen.

 

Multi-National RPO:  Mirage or Coming to a Town Near You?  We’ve all heard the hype.  Now where’s the reality?  Who’s doing it, how are they making it happen, and when can we expect it to be in reach?  What questions should I ask my vendor to ensure “global” really means global?  What are the risks to having multiple vs. single provider models?  Seeking a panel of providers to discuss their strategies and future plans or a case study demonstrating roll-out in five or more countries.  

 

The Practical Side of Vendor M&A:  A To-Do List for When your Vendor Gets Bought (or Buys Someone Else).  The evolution of any industry involves waves of consolidation and expansion.  RPO is no different.  What should you do when your vendor gets acquired or goes on a buying spree?  Lessons learned from actual customers and operational RPO providers who have gone through M&A.  Click here to indicate your interest in participating in this panel.

 

Recruiting, Social Media, & the Tech Frontier:  Tweeting Your Way to Recruiting Nirvana.  Is social media a big waste of time or the biggest thing since the online job board?  What’s the next killer app in applicant tracking, workforce planning, and employment branding?  Suggested format:  presentation.

 

Of Hybrids, Co-Sourcing, & the Next Wave of Sourcing Models.  A new alphabet soup is boiling: MSPs, VMSes, and all their little hybrid and co-sourced offspring.  Where do all these new models fit in the grand scheme and when should they be part of your sourcing strategy?  Seeking panels, case studies, and/or research presentations.  Submit case studies and presentations online.  Click here to indicate your interest in participating in this panel.

 

RPO & the Contingent Workforce:  Is Temporary Hiring Now Permanent?  Usually, at the end of a recession, an increase in contingent hiring prefigures a rise in permanent hiring.  Not so this time.  Or at least not yet:  we’ve seen the spike in contingent but in past recessions the wave of permanent hiring would have already begun.  What’s going on here and how should employers prepare for the new normal?  Seeking research presentation.

 

Turnover & Talent Acquisition.  Even in a down economy turnover in key roles remained high.  As the economy heats up how quickly will the demand for skilled workers rebound and what should employers do to prepare?  Case studies and roundtable discussions sought.

 

Submission Deadlines

§         Aug 30, 2010: Written/video abstract submissions due

§         Sep 15, 2010:  Notification of acceptance for presentation at the Summit

§         Nov 15, 2010: Final Presentations* due

*NB by participating in this process you are agreeing to have your materials included in the event materials and will deliver the finalized content by 1-2 weeks prior to the event commencement date.

 

Conference registration fees for selected presenters will be waived.  Complete a submission online.