Where do sourcers, recruiters and HR practitioners go to receive insight into best practices, current trends, marketing influences, metrics, and statistics on today’s talent pool?

To a conference of course, and Friday General Mills is hosting the Minnesota Recruiters Conference 14.

Paul DeBettignies is the 
coordinator and co-founder. He says “the goal of this event is to do a few ‘how to's,’ but mostly to start conversations, create ideas and find new ways to do what we do.”

Things will begin with an opening session about “candidate labeling” by Nathan Gildow, Senior Strategy Consultant at Monster.com.

Nathan will outline several misconceptions regarding “active” and “passive” seekers that have become commonplace in the industry, and present an overview of data that suggests we should challenge our way of thinking about candidate quality.

Rebecca Warren, Recruiting Manager at General Mills, will lead a look at assessments; specifically should companies use them, why your company may have made the choice not to and the pros and cons of using them.

There are also pros and cons around promoting yourself – and your achievements – in the workplace.

Richard Dodson, Vice President & Consultant at Lee Hecht Harrison, will offer strategies for tooting your own horn without being seen as a blowhard.

Of course no conference is complete these days without a session that has social media in it somewhere.

Stacy Van Meter, Innovation Instigator at Deluxe Corp, will drill down on two things related to social media.

What happens when our candidates tweet, post on Facebook, comment or engage with us online?

She will also spend some time discussing how recruiters can become indispensable to hiring managers.

What about social media policies  and guidelines? Who owns the social media content at your place? The lawyers often aren’t far behind.

Teresa Thompson of Fredrikson & Byron law firm will look at content, contacts, and websites when organizations encourage or simply permit employees to use social media for recruiting purposes.

What has happened to the definition of "non-solicitation" with the use of social media? Has it changed? How has the public availability of contact information (LinkedIn, Twitter, ZoomInfo, etc.) impacted the ability to claim customer lists are confidential? How should a recruiting manager or firm owner address linking to vendors, customers, and competitors?

I can’t wait.

Social media isn’t the only thing that’s changing how business is done these days though.

Internal corporate recruiting functions are also going through a transformation. Luke Doubler, Sourcing Specialist at Cargill, will give an insider’s view of current corporate recruiting structures and industry trends.

He’ll define why the “traditional” corporate recruiter is becoming obsolete in this plugged-in society.

Nicole Scheidt and Katie Johnson of Life Time Fitness will bring things to a close with how to bridge the gap between talent acquisition and operational strategy.

Through the introduction of a case study, they will discuss how the execution of a proactive, high volume national talent acquisition and talent management strategy has changed the landscape of a large business unit within their company.

Any of those topics particularly pique your interest? Let us know and we’ll make sure to include them in our pieces that will no doubt follow the conference.

In the meantime, be sure and follow the action on Twitter with the hashtag #mnrec.

Tags: Social Media, Monster, Minnesota Recruiters Conference, Katie Johnson, Conferences, Nathan Gildow, Minnesota, Stacy Van Meter, Events, General Mills, Luke Doubler, Nicole Scheidt, Paul DeBettignies, Rebecca Warren, Richard Dodson, Teresa Thompson