David Barlaam

Director of Talent Acquisition, Ryder Systems

David Barlaam, Director of Talent Acquisition at Ryder Systems, Inc., has spent the last decade in Global TA Leadership roles, successfully designing, implementing, and executing top-notch talent acquisition programs. He has built several corporate recruiting organizations from the ground up and has led more than 100 people in teams worldwide. In 2014, Barlaam was honored with the Cleveland 2014 SHRM Talent Management Award and has enjoyed presenting on various talent acquisition, HR, & Social media related topics with ERE, IQPC (HR Metrics & Analytics), PSRA (Social Media) and others.

Barlaam has specialized in internalizing, developing, and leading global talent acquisition in companies ranging from Tech Start-ups to Fortune 500, hiring up to 18,000 employees per year in more than 120 locations around the world. Under his leadership, the organizations greatly reduced their headhunter reliance, use, and expense while improving quality and retention. He has also led several successful multilingual applicant tracking system implementations and employment branding / web strategy redesigns. David believes that talent acquisition is truly the most important supply chain in any organization, and spends his time focusing on how to improve the process for both the organizations and applicants impacted. David resides in South Florida with his wife Holly, their two young daughters, and their golden doodle. In addition to spending time with his family, he loves technology, gaming, music, sports, and travel.

Upcoming Conference Sessions Featuring David Barlaam

Conference

Round 1: Choose Your Own Talent Acquisition Adventure

You know there’s opportunities to improve talent acquisition at your organization, but you’re not sure where to start. Wouldn’t you like the chance to use an intimate group of your peers as a sounding board for these challenges? Would it be helpful to chat with a subject matter expert about possible strategies and best practices to improve your ability to attract and hire top talent? 

This session will provide you with not one, but THREE such opportunities. 

Join your fellow attendees for three 20-minute roundtable discussions facilitated by subject matter experts on a variety of topics. As you discuss, share and debate with your tablemates, our roving visual artist will capture your ideas and bring them to life for all to see. 

In this session, you may choose from three of the following discussion topics:

EVP/Branding – Tell your organization’s story and attract critical talent ...

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Conference

Proactive Recruiting for Essential Roles

Recruiting is typically a reactive exercise: a need arises, recruiting "scopes out" job with hiring manager, a job description is posted, recruiting starts, job gets filled, recruiting ends. In recent years, many of us have begun to recruit “proactively” – identifying and interviewing candidates before the burning need arises, often keeping a pool or pipeline of "ready-now" candidates available until needed. This approach has several issues, the most formidable being: activated candidates don't stay well on ice.  How do we win anyway?

In this session, you will learn:

What your teams can do differently to transform from a reactive to proactive recruiting department.
What ACTUALLY matters to candidates – data straight from their mouths and how that helps you.
Small but critical adjustments that you and your hiring managers can make that will give tremendous returns.

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