TotalPicture: Talent Acquisition, HR Tech, Careers, Leadership, Future of Work

"At IDeology we bring together business cultures and exceptional creatives to optimize value, promote inspiration, and ensure the growth and success of companies and careers." Angela Yeh

"I think that when you combine that with the convergence of technology with technological advantages that are available now in the way of virtualization, instantaneous communication on a global basis despite our time zones. As top management begin to realize that, they begin to bring that back to the business, back to their business strategy, to their business outlooks, so that the business that classically may have looked first locally, then regionally and then even nationally begin to realize that uh-oh, there are things beyond the borders and it goes beyond the borders; it’s beyond the continent. It’s literally worldwide. And if they’re not looking everywhere at the same time, the competition usually is and they’ll be back on them to their detriment."

Joining us today is Miriam Mahfouz, staffing leader with Automatic Data Processing. With 570,000 clients, ADP is one of the world’s largest providers of business outsourcing solutions.

Do you know the difference between wishful thinking and hopeful thinking? Do you embrace change, or resist it? In all of life's twists and turns and seasons, are you ready to move on, or do you try to hang on?

Joining Peter Clayton from Riviera Advisors' 10 Anniversary Celebration is Paul Boyett, Director of Talent Management in Corporate HR for Southern California Edison. Paul is responsible for providing governance, consultation, and guidance attracting and managing organizational talent.

"Often the recruiting function is broken because they (companies) don’t have the right people doing that... So in a room full of recruiters, I ask... 'How many of you have ever been involved in a recruiting training course?'

Just setting a goal isn’t enough, and gimmicks don’t work. What are required to achieve extraordinary results are goals that “light up” your brain.

Referrals are over 35% of our hires in terms of the source for us and I anticipate that will continue to grow, so being able to have all of the Grant Thornton jobs posted on the alumni side of theGrid as well as enabling our alumni to post jobs in their current company which is marketplace jobs and we’ve recently launched TalentVine which is a new product that SelectMinds has developed and we’re really excited about it... it’s going to make it really easy for alumni to refer potential candidates using their other social networks, be it LinkedIn and Facebook." Deborah Campdera

When we did our business case for actually bringing up the network, we were told we could focus on business development and all of that but those numbers were too outlandish for me and it wasn’t going to be very measurable in our business. So instead, we focused on referrals and rehires and so our entire ROI comes from that side of the business, how many people we can rehire or we can get referrals from." - Myrta Barell

"I am specifically focused on internal communications and alumni relations. But my goals internally are to really drive employee engagement, retention and satisfaction."

Joining us today is Scott Westfahl, Director of Professional Development with Goodwin Procter in Washington, DC.

"There a big need right now in business to really bring more transparency to business and bringing clients/customers closer to your business and sharing that. (Social networks) are a great tool where we can do that and owning your own story, owning the conversation, because if we’re not out there doing it, they’re going to be out there somewhere else – on Glassdoor, the Vault – talking to other people…" Anthony Knierim

Joining us today is Jeremiah Owyang a Partner focused on customer strategy at Altimeter Group and author of the popular blog “Web Strategy,” which focuses on how corporations connect with their customers using web technologies.

"The workplace was designed with the traditional structure in mind – linear career paths, expectation, total dedication to work, if you want to make any real progress in your career. Employees were expected to fit their lives into work rather than the other way around. And as you can tell today, that's not the case." - Stan Smith

Social media is a slippery slope for recruiters because the types of information that you’re able to learn about candidates on, really opens a lot of doors. With what you’ve seen on Facebook, are you able to use it? Is it really a hiring criteria?