Ruling In, Not Out: How To Train Your Talent Acquisition Team

Robust Recruiting: Ruling In, Not Out: How To Train Your Talent Acquisition Team To Advocate For Both Your Business And Your Candidates

February 13, 2018, 2:00pm EST



Joan Andrews, Program Specialist, Ready To Work Business Collaborative


Paul McDonald, Sr. Executive Director, Robert Half

Mike Yinger, Global Growth & Strategy Leader, PeopleScout

Ravi Subramanian, Talent Acquisition & Mobility, PG&E

Herrick Ross, Global Talent Acquisition, Military Recruiting, Starbuck

Here’s a sneak peak at the some of the topics we’ll address:

  • What is your process from initial recruitment to placement?
  • Are Assessment Tools valuable to your organization? Which tools are most useful?
  • Applicant Tracking Systems – the pros and cons
  • Do you have specialized hiring initiatives for underrepresented populations?
  • As a talent professional, how can you be an advocate for both a candidate and for your firm?
  • What is your organization doing that is different from your peer organizations?



Speakers & Panelists

Joan AndrewsJoan Andrews, Program Specialist for RTWBC, is an experienced leader in business development, talent acquisition and experience in program management and coaching. Ms. Andrews’ leadership experience includes developing a national sales and recruiting teams, developing training programs for entry level recruiters and sales professionals. During her time in corporate workforce, she felt compelled to give back through coaching sessions of dislocated workers, providing guidance with resume construction, interviewing, networking and search strategies.
Paul McDonaldPaul McDonald is Senior Executive Director at Robert Half (NYSE: RHI), which specializes in the placement of professionals in the accounting and finance, technology, legal, creative and administrative fields. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. He became senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
Michael YingerMichael Yinger, Global Leader of Growth and Strategy at PeopleScout, is responsible for global sales results and organizational strategy. Michael has delivered positive results, dealt with senior level clients and established efficient organizations in a number of different industries. He is well versed in current enterprise-wide technologies and is capable of managing technical as well as strategic initiatives. Before joining PeopleScout, Michael was a Global RPO Delivery Lead at Aon Hewitt, responsible for the delivery of RPO services to multiple global clients. Michael holds a bachelor’s degree from the University of California at Santa Cruz and an MBA from the University of California at Berkeley.
Ravi SubramanianRavi Subramanian, Director of Talent Acquisition and Internal Mobility at PG&E is a “business first” Human Resources leader who is passionate about rethinking the future of talent. He believes in driving simplification of the recruiting process, which includes leveraging alternative sourcing and recruiting models, building relationships that yield high quality job candidates and using the power of data to positively impact the bottom line. Mr. Subramanian is a well-recognized subject matter expert whose articles on talent have been published widely. He has also been a featured speaker at events where he addressed Human Resources’ ability to impact the corporate bottom line through talent acquisition and management metrics.
Herrick RossA Marine Corp veteran, Herrick Ross currently leads and manages Starbucks' commitment to recruit and hire 25,000 Veterans and Military Spouses by 2025. He develops strategic relationships with Veteran Service Organizations (VSO's) and Non-Profits to elevate Starbucks' position as the "employer of choice" for Veterans and Military Spouses. He is responsible for a portfolio of complex, large-scale Veteran & Spouse recruitment projects that stretch across multiple stakeholders.

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Ready To Work Business Collaborative works cooperatively to help employers develop hiring best practices that target the long-term unemployed, underemployed, people with disabilities, military veterans, and Opportunity Youth.

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