As recruiting and people professionals, human interactions drive our success. Dr. Poppy Crum, Chief Scientist at Dolby Laboratories and Adjunct Professor of Computer Research at Stanford University, will share how our interactions have evolved amongst people who grew up in a technology driven society and how we can leverage this understanding to enhance those interactions in the future.

What is the Winternship? The Winternship is open to students looking to gain professional experience over winter break. Rocket Mortgage by Quicken Loans brings these students to the offices in Detroit to connect them with our senior leaders, conduct market research, complete S.W.O.T. analyses and so much more. The goal is for each student to leave with an offer with us for a summer internship or full-time position post-graduation. This is a unique approach to drawing talent to our headquarters in the city of Detroit. We are paying for students to fly in and stay a week in Detroit, with the goal that the students will gain a better understanding of what is happening in the city (you have to see it to believe it). Last year, with 93 total applicants, Rocket Mortgage by Quicken Loans brought in 14 Winterns. This year, Rocket Mortgage by Quicken Loans is nearly doubling the Winternship total to 25 from 6 schools after seeing 138 applicants. We will share the challenges faced building this unique talent pipeline, how we have measured success, and where we see it growing! 

Universities continually seek innovative low/no-cost, high-impact ways to engage employers—the aim is to ensure employers connect with diverse student bodies who can support their early talent recruitment efforts. The discussion will focus on best practices—outside of traditional career fairs—that are driven by career centers, faculty, and student organizations.

What does it mean to have diversity as an integral part of your internship program. Melissa Thomson of CBS Interactive will cover how to structure a budget to make sure diversity is a top priority, share success stories, current partnerships and how CBS Interactive has grown their program as well as the impact it has had on the company and their relationships with campuses.

The presenters will facilitate a discussion on how the rapidly growing "freelance economy" can be harnessed by recruiters to drive improved campus recruiting efforts. In particular, this session will highlight how companies are not using "gigs" to replace jobs, but rather as an effective tool to improve recruiting efforts, drive diversity and inclusion, improve retention, enhance relationships with colleges, and generally improve hiring outcomes in an increasingly competitive environment.

The college experience can be one of the most transformative periods of a persons life, leaving a lifelong impact. Universities have been nurturing people through this for 100+ years. In this wide-ranging discussion, we will explore what employers can learn and apply from universities that will create a transformative experience for their new talent over the first 2-4 years they spend with a company. Equally as important how do we turn our ex-employees into proud alumni. 

Diversity & Inclusion has become top of mind for all companies for various reasons both genuine and functional. How do companies create authentic programs and strategies that scale while not losing sight of the people that move percentages in the right direction? How do we collaborate with internal stakeholders throughout our companies? In this discussion with senior HR and Talent leaders, we will discuss how you can make an impact in your role as well as influence key decision makers in your organization.  

Who engages in employer partnership programs, and how effective are they? What do schools and recruiters really want from these programs? Identifying a lack of broad-scope information on corporate partner programs, the University of California Berkeley and Northwestern University launched comprehensive surveys to both employers and schools to better examine the current landscape of partnership models. Key findings from this national study will be shared, revealing important trends and areas of symmetry and disconnect between organizations and institutions. Join us for a lively bench-marking conversation aimed to make all partnerships more prosperous!

This session will cover how to take your organization from a decentralized recruiting model to a centralized recruiting model leveraging data and analytics. In this session, we will discuss how to create processes and metrics to sustain the test of time, and learn how to utilize analytics to ensure team agility to meet business demands.

In March of 2016, we were tasked with taking a heavily decentralized Talent Acquisition organization, which included multiple recruiting groups and individuals across the US and Canada, and creating a centralized Talent Acquisition team to support the demands across North America. Throughout this process, internal data was gathered to understand current state as well as external best practices and benchmarks to identify the ideal future state. The team was given this task five months prior to Fall University Recruiting kicking off, so time was of the essence. Being an organization with over 130 years of existence, there were a lot of opinions and concerns around the team's ability to meet the high hiring demands, which consisted of over 700 Interns and 500 New Grads annually, without losing the individual business unit culture. Through this evolution, we created new Recruiting Analytics to capture Cost and Trends across Universities and business units ensuring efficient execution and ability to meet business needs. Through our creation of these new analytics, we have continued to challenge the business to decrease our on-campus presence, which was at the time 150 Universities, and ensure we have the right processes in place to continue to meet the needs of the business. As of September 2018, we have 12 University Recruiters across the US and Canada responsible for 34 business units and over 1400 hires. Our team is consistently ranked among the top services provided to our business, and it is our ability to tell the story with data that has helped us continue to make an impact across the organization.

What is your talent brand and how do you leverage it as a competitive advantage when targeting students and entry-level talent? This session is about education and execution as we explore current brand and university recruiting standards, and how to break them both. We will share some actionable, rebel-like practices that challenge traditional campus strategy as we merge talent brand and UR.