WHAT IS IT ALL ABOUT?
The SAGEA 2019 Conference aims to connect you to colleagues who are committed to the recruitment of young talent as employers, foundations, institutions of higher learning or service providers.
Our 2019 Conference will provide you with the opportunity to focus on broader issues impacting the recruitment of young talent – by learning from experts, discovering the latest trends and discussing solutions and methods which can be used to handle common challenges experienced by graduate employers.
Using a combination of keynote speakers and practical case studies, the format of the Conference will encourage open sharing of information, feedback as well as providing invaluable networking opportunities for delegates.
Some themes to be addressed at the 2019 Conference
WHO SHOULD ATTEND THE SAGEA 2019 CONFERENCE?
If you are involved in any aspect of the graduate recruitment and development lifecycle or have any of the following job titles, this Conference is aimed at you:
Talent Acquisition Manager
- Recruitment Manager
- Graduate Recruiter
- Graduate Talent Coordinator
- Graduate Programme Manager
- HR Business Partner
- Human Capital Manager
- Human Capital Partner
- Career Development/Services Manager or Coordinator
- Bursary and/or Scholarship Manager
ABOUT THE VENUE / Riverside Sun Hotel
The 2019 SAGEA Conference will be hosted at the Riverside Sun Hotel, situated on the banks of the Vaal River and just 45 minutes away from central Johannesburg. The hotel provides a country setting in Vanderbijlpark which is ideal for corporate getaways, teambuilding days and planning sessions. Versatility, combined with professional conference facilities, will ensure that the requirements of our conference attendees are not only met, but exceeded.
FEEDBACK FROM OUR 2017 CONFERENCE
I am excited about the future of graduate recruitment
A next level experience for me, so unique, so many take aways! SO, SO MANY!
Outstanding conference and effort. Well done to Cathy and the team. Very professional indeed!!!
This was my first conference, I found the full conference of excellent value information, great passion and very enthusiastic, thank you for an inspiring 2 days. The 2 days exposure have added so much insight and value to my own personal growth and I will be able to use the info in a practical way within my role and add value to the team and Capitec Bank
Well done on an excellent conference! I thoroughly enjoyed it and couldn’t even switch off on my flight home. Let’s just say my new SAGEA notebook is full of genius
THEMES TO BE ADDRESSED AT THE 2019 CONFERENCE
Today’s high-performance work environments place enormous demands on employees. If not properly managed stress, performance anxiety and depression can have damaging effects on mental health. How should we be preparing young people to cope with complexity, to self-regulate and to manage their own mental wellness? Some of the answers lie in neuroscience which suggests that we can train our brains to create neural pathways that will enable us to maintain a state of wellbeing.
Graduate programmes will often be a component of an organisation’s transformation strategy as employers grow their own talent and diversity from the bottom up. What are the success stories? What role has leadership played, who are the transformation champions and how has successful integration and progression been facilitated?
A business conversation that does not include the buzzwords “fourth industrial revolution” or “artificial intelligence” would seem incomplete! Is AI a threat or an opportunity for graduate recruiters – or is it both? How can we use machine learning to formulate predictive hiring algorithms that aid in selection or assessment? Similarly, can we leverage assessment data to enhance and streamline graduate selection processes? What are the legal ramifications and how can we ensure that we avoid biases?
Graduate applicants are usually required to capture their information into a structured (ATS) system or application form which requires the same information and details of all applicants. Most employers make use of structured interviews which address the same questions to all interviewees. The unintended consequence of our streamlined systems is that applicants seem to be the same or very similar! Are we unwittingly removing the opportunity for applicants to demonstrate creativity, uniqueness or truly differentiate themselves through our application and selection processes? In so doing we create opportunities to manage the quantity of applications but are we compromising the quality?
SAGEA’s most recent Candidate Insights research revealed that 77% of newly employed graduates found the use of a mentor either “very” or “somewhat” useful, 74% said the same about having a buddy and 87% said that having the support of a good line manager was of value to them. Traditional mentorship has been around for many years now and is a given in many work environments. Peer-to-peer mentorship embraces newer thinking which aims to create an even playing field between two parties who have equal accountability and commitment to one another. Peer mentoring consists of two people roughly close in age (and/or job role) and sets up both parties for building a relationship as trusted friends and/or guides. Has your organization successfully embraced peer-to-peer mentoring? Share your story with us!
How should organizations maximize their selection and assessment of graduate potential – how do you find the “super graduate” and then assess them right to employ them right? There is often a tendency to overstate the minimum requirements for entry-level positions whilst simultaneously expecting too much of graduates who have very little or no prior work experience. This results in disappointments for both parties – graduates feel under-employed and employers feel they must work harder at getting their graduates work-ready. Let’s debunk some of the myths around what we look for in graduates, how we assess them and what we expect of them!
The graduate manager will, over time, gain invaluable insights into a graduate’s strengths, potential and value – how do we empower the manager to define these insights and have objective, meaningful conversations that help to steer graduates towards growth and the opportunities they are most suited to within the organization and which they may not have considered suitable for themselves?
As we prepare graduates to lead our organisations into the future, how can we be certain that they will be guided by a robust set of values that will facilitate decision-making in the interests of people, communities and the environment? Examples of corporate fraud, corruption and mismanagement have dominated the headlines both in South Africa and globally. As we prepare young people for a future economy we need to learn from past mistakes and ensure that they have a strong moral compass with which to navigate.
Employers invest significant sums in assessing graduates as part of their selection process – but how often do they re-visit assessment data and use the information to enhance graduate development? If your organisation has perfected the art of maximising your assessment data we’d love to learn from your example!
Hackathons, graduate immersions and graduate challenges are catching on – or are they catching up? When it comes to graduate attraction, breaking through the “noise” has us all busting a gut to come up with the newest fad that will appeal to young talent and help our employer brand to stand apart from the rest. Being different does not have to come at a huge cost and employers should not lose sight of their return on investment in attracting quality graduates. Have you been innovative in putting together effective events to attract graduates? What did you do? How did you measure the impact? Did you achieve the desired return on investment?
Creativity, out-of-the-box thinking, solutionist thinking, future-fit, disruptors – these are all words we use when talking about the kind of young talent we want in our organisations – in many ways we want them to challenge the status quo and help us to explore new and better ways of doing things. But how objective are we when it comes to creating space for new ideas, embracing change and facilitating opportunities to try new things and, even fail? Have you succeeded in building a culture that truly accommodates innovation and provides a safe environment for young people to challenge the status quo? Please share your story with us!
Last, but not least – we all love a good case study! If you and your team have been involved in ground-breaking work that has significantly raised the bar when it comes to any aspect of the graduate employment cycle, please share your case study ideas with us – you could be the new benchmark!
SAGEA BIENNIAL AWARDS DINNER 2019
WEDNESDAY 06 NOVEMBER
Wednesday evening is party time! Our Awards dinner will be hosted by a renowned South African comedian and MC, Carvin Goldstone and we will be revealing and celebrating our 2019 SAGEA Award winners in the following categories:
SPONSORSHIP OPPORTUNITIES / would you like to be a SAGEA 2019 conference sponsor?
We would like to extend an offer to our SAGEA members to sponsor certain elements of the SAGEA 2019 Conference and there are several options to be considered. These options are flexible, and we would be happy to chat about any different sponsorship ideas you may have.
Sponsorship of the 2019 SAGEA Conference will provide your organisation with a unique opportunity to establish yourself as a thought leader and source of best practice, promote your products and services to a range of professionals and establish valuable relationships which you can continue to build following the Conference. We aim to offer a selection of partnership opportunities, catering for a range of budgets.