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Overview: If your executives are screaming for more exceptional performers and innovators, you can’t expect to find them using traditional recruiting strategies like job boards, job fairs, newspaper ads and a visit to the campus Career Center.

And if you're currently struggling to attract top talent, you need to be prepared for even more competition (and thus weaker recruiting results) as the economy rebounds. Years of shrinking budgets and minimal training has undoubtedly weakened your recruiting effectiveness to the point where you will soon no longer be competitive. And to make matters worse, firms like Google, Apple, Facebook and numerous startups have not been standing still. Instead they have developed exciting and aggressive new strategies and tools that literally "wow" top candidates. And if you don't act quickly, you simply won't be able to catch up… ever.

Why should you attend: Because the "war for talent" has already returned in many industries and geographic regions, the demand for top talent is hotter than ever. However, as more and more traditional firms become global in scope and dependent on technology and social media, the number of firms competing for innovators, game changers and pioneers has expanded dramatically. But unfortunately, the supply of these purple squirrels has remained unchanged. And to make matters worse, the HR functions in most firms do not currently have the aggressive strategies and the tools that are required to compete with the likes of Apple, Google, Facebook and startups for top talent.

Areas Covered in the Session:

• Defining what you mean by a purple squirrel, an innovator, a game changer or a pioneer
• How to make the business case that these individuals are worth the effort
• How your employer brand can help or hurt you recruit these stars
• What are the best ways to identify these exceptional individuals?
• The role of social media in identifying and attracting exceptional talent
• The very best approaches for attracting purple squirrels from universities
• Why you must build relationships with these individuals?
• Direct and indirect ways to convince them to apply
• Why you must screen, treat and interview innovators differently?
• What it takes to sell them on your opportunity?
• Common errors and mistakes to avoid when recruiting purple squirrels

Who Will Benefit:

• Chief talent officers and directors of Talent Management
• The VP of HR
• Directors of recruiting and talent acquisition
• Directors of leadership development
• Directors of development, training and learning
• Directors of workforce and succession planning
• Directors of HR
• Talent management and HR strategists
• HR business partners, HR Generalists and HR professionals involved in talent management
• HR program managers
• Talent management consultants
• Operational managers