SHRM-Atlanta Program
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Talent Acquisition & Management Sessions

These sessions offer tips on how to maximize your effectiveness in talent management, including recruiting, educating, coaching, development and succession planning.

Effective Employment Branding – More Needles, Less Haystack

How does a conservative or unknown brand compete with non-traditional work cultures to attract qualified talent? Jenny DeVaughn, Sr. Director of Employment Branding and Sourcing from ADP, will share examples of tactical recruitment campaigns and innovative ideas that have proven successful in helping conservative to progressive work environments attract qualified talent. She will also discuss a work stream to start updating your company's employment branding.

Learning Objectives:

  1. Business case for employer brand strategy
  2. Examples of employer brand tactics and ideas that are effective
  3. Next steps to start updating your company's employer brand

Speaker: Jenny DeVaughn, Senior Director, Employment Branding & Sourcing, ADP

Jenny DeVaughn, Senior Director of Employer Branding and Sourcing for ADP, is instrumental in driving the global employment brand, mobile and social media strategies that set the company apart as an employer of choice. DeVaughn recently accepted a volunteer leadership role as the Director, Social Media for the National Association of Asian American Professionals (NAAAP). At Randstad Sourceright, DeVaughn helped RPO clients around the world engage even the most difficult to find talent as the Sr. Director, Employment Branding, Mobile and Social Media.

Consistently ranked as one of LinkedIn's top ten most connected women, DeVaughn's professional strategies are heavily rooted in the value of networking. An often sought-after industry expert, she has shared invaluable insight on social media for recruiting at SXSW, mRecruitingcamp, SHRM Talent Management and Leadership Conferences, and at Facebook's headquarters. Her comments were featured in Wall Street Journal, the Atlanta Business Chronicle, and on NBC, among others. Jenny was recognized by Workforce Management magazine as a 2013 Game Changer and a distinguished HR professional under 40.

DeVaughn holds a Bachelor's degree in Business Marketing from the University of Phoenix.

How to Create Non-Traditional Employee Engagement

Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn. In this session, we will discover non-traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.

Learning Objectives:

  1. How current trends shape the approaches to the employee engagement life cycle.
  2. How digital (mobile, social etc...) has changed the traditions of engagement and culture.
  3. How to engage the digital savvy workforce.

Speaker: Alex Putman, Founder & CEO, MUZE

Alex Putman is the Founder and CEO of MUZE, an integrated employer branding and recruitment marketing agency. He has built corporate employer brands for major global organizations and start-ups. Prior to MUZE, Alex led global talent acquisition and employer branding for companies including; YP (formerly AT&T YellowPages), Case-Mate, Panasonic and Datapath (a division of Rockwell Collins). He currently serves as the EVP of Marketing for SHRM-Atlanta and sits on the advisory board for the Strategic Recruitment Summit. He has been interviewed and quoted by several media outlets including; SHRM, Atlanta Business Chronicle, Atlanta Journal Constitution, Workforce Magazine,, and Talent Management Magazine. His book "Size Matters" discusses how to build a personal brand with social media. A graduate of The University of Alabama with a degree in Marketing and currently lives in Atlanta, GA with his wife, 3 daughters and son.

Building and Managing a Talented Team

As the competition to hire highly skilled professionals intensifies, building and retaining a strong staff has become increasingly difficult. The overall unemployment rate has reached 6+ year lows dropping below 6 percent while the rates for specialized positions in areas such as finance and information technology for example are even lower. Many employers report recruiting challenges and with the number of opportunities available to talented professionals, expanding retention has become an urgent issue as well. This presentation will discuss how companies can hire, motivate and keep top performers on board. It also will cover the signs it's time to hire and signals your employee may be looking for greener pastures.

Learning Objectives:

  1. Understand the current hiring environment and be able to separate perception from reality.
  2. Gain insights to improve the recruiting and hiring process.
  3. Identify common reasons employees quit and how to address these issues.

Speaker: Andy Decker, Senior Regional President, Robert Half

Andy Decker is a senior regional president for Robert Half . He oversees operations for the HR, Finance and Accounting, and Administrative staffing divisions in eight offices throughout Georgia and Alabama. Andy and his eleven direct reports, at the manager level, have over 110 years of combined tenure at Robert Half which helped him to be recognized by the company for his leadership in 2012. He joined Robert Half in January of 2006 and has held roles with increasing responsibility since that time. He is regularly featured in several top Atlanta media outlets including the Atlanta Business Chronicle, the Atlanta Journal-Constitution, the Gwinnett Business Journal and on Better Mornings Atlanta and Good Day Atlanta. Prior to joining RHI, Andy was the EVP of a training and development company located in San Francisco, Calif. He trained thousands of business professionals each year on leadership and team development and has been a part time lecturer at Indiana University and an instructor with San Jose State University.

The Strategic Power of Storytelling

Effective talent acquisition asks complete strangers to imagine their new life working at your company. To help candidates visualize, companies often spend a lot to attract candidates' attention, only to lose it again. But, what if companies spent time building content strategy designed to sneak their message past candidates' mental defenses and objections to truly engage them? In this session, James Ellis will detail how companies can gain interest from the hardest to hire and most passive candidates through content strategy and measurable objectives. Attendees will learn how to create positive, personalized experiences by providing the right information, at the right time, to the right candidate, with the right call to action.

Learning Objectives:

  1. Understand how to leverage six considerations for powering their content strategy -- divide and conquer, be in the environment, inspiration, possession, structure and permission.
  2. Gain insight into best practices and actionable strategies for driving the hardest to hire and most passive of candidates to your career site.
  3. Communicate how to connect the dots between content strategy and measurable objectives.

Speaker: James Ellis, Director of Inbound Marketing, TMP Worldwide

James Ellis, Director of Inbound Marketing for TMP Worldwide, has been using the internet to drive company's strategic objectives for almost 20 years. Over that time, he has seen the evolution of the web from a series of static brochures into an ecosystem in which a billion people live every day. From academia and state government to agencies and dot-coms, James has worked on, taught, and commented on almost every major trend since push media. His commentary can be found on and @TheWarForTalent.

Implementing Change: It's Not the Change, It's the Transition

How do you play a game in which everything is constantly changing and change is the only constant we live with? What impacts the ability to drive change? The Human Resource professional is in the best position to lead change management for their organization. Learning how to manage change and deal with transition is one of the most valuable skills any HR professional can master. It's Not the Change, It's the Transition explains the difference between change and transition. Attendees will learn how to instruct and prepare an organization to bridge the gap between reacting to change and experiencing a smooth transition by understanding the mental and emotional process that takes place in each new situation.

Learning Objectives:

  1. What must an organization address to prepare its personnel for a smooth transition?
  2. Understanding personality and motivation and how these affect an individuals' ability to manage change.
  3. How to encourage others to embrace change.

Speaker: Rick Tiemann, President, The Executive Group

Rick Tiemann started The Executive Group in 1991 and has worked with over 200 client companies in the areas of organizational development and strategic planning. He brings over 40 years of business experience to his practice. In addition to having owned three companies of his own before the age of 30, he has worked in both national and international arenas. He has held positions of Director of Sales and Marketing, VP of Sales, Asian Business Development Manager, and been President of a $75 million dollar company in the fire and security industry. In his practice he has interpreted over 12,000 individual assessments over a 23 year span and has provided executive coaching to over 200 executives.

12 Principles of Transferring Knowledge

You have spent considerable time and money investing in your tram members. Of course you want them to do a great job and you want to build in the seed of future growth with your team. So what are some of the principles to ensure your the knowledge your team needs is not only transferred but duplicate-able, that your teams efforts are successful for your company/group and for you.? In this session, we examine the 12 principles to help people learn best, keeping the old Chinese proverb "when does the teacher arrive -- when the student learns" in mind.

Learning Objectives:

  1. Train on what you want people to do the most.
  2. Train on the order you want people to do things.
  3. Train on the things that matter most.

Speaker: Lloyd Lofton, Managing Partner, RISK, Inc.

Lloyd Lofton has 30 years of door-to-door, call center; business-to-business and needs based selling experience. He is a successful business leader who has led large sales distributions who produced 50 million or more a year in sales, who has led recruiting efforts that resulted in hiring more than 2,000 sales professionals in one year and who has trained hundreds of managers, from field to executive level leaders. Helping your team recruit, train and retain effective sales professionals along with, creating focused prospecting, more activity, effective presentations, improved closing and earn money from referrals are results you can expect to see when you engage Lloyd to work with your team.