D. Zachary Misko

Vice President


A global innovator in outsourcing and workforce solutions

D. Zachary Misko is Vice President and Market Development Lead of the Kelly Outsourcing and Consulting Group (KellyOCG). The group is part of Kelly Services, Inc. (NASDAQ: KELYA, KELYB), a leader in providing workforce solutions, headquartered in Troy, Michigan.

Misko works with Fortune 500 companies throughout the world to develop and implement processes that improve and drive Human Resources and workforce solutions.

Misko joined Kelly Services in 2002 with more than 15 years of human resource and management expertise in a variety of arenas, including direct merchant, retail, biotechnology, life sciences and staffing services. This experience included managerial posts at several companies: Promega Corporation, Lands’ End and Younkers, Inc. Within these industries, Misko held various positions in the areas of recruitment, employment law, employee relations, consulting, strategic human resources planning, performance management, training and compensation. Additionally, Misko has delivered and spoken at 200+ seminars and conferences on a variety of human resource topics.

He is currently a member of the Society of Human Resource Managers (SHRM) and the National Association of Personnel Services (NAPS). He is a past-president of the metro Milwaukee SHRM chapter. He is Lean Six Sigma certified and is considered an industry expert in applying “Lean Methodologies” in the talent acquisition process.

Zachary is a Senior Executive Board Member of Best Practice Institute (BPI) and serves on the Latin America Regional Advisory Board for the International Association of Outsourcing Professionals (IAOP). Currently, Misko is Chair of the Human Resource Outsource Association (HROA) Research Committee and a member of the Human Resource Outsource Association (HROA) Membership and Marketing Committee. He also serves as a Director on the HROA North American Board. He is also on the Advisory Board for’s RPO Institute and serves on Outsource magazine’s, a UK outsourcing publication, Editorial Board.

He has had articles and white papers published in many industry print and online publications including Workforce Management magazine, HRO Today, Human Resource Executive magazine and Misko is a contributing author to the book, Best Practices in Talent Management, published in December 2009.

Zachary was named to the top 15 Workforce and hr professionals under 40 in the US by Workforce Management magazine in Oct 2011. In November of 2011, Globalization Today magazine and the International Association of Outsourcing Professionals (IAOP) listed Zachary on their annual PowerHouse 25 list. This is a list of the top 25 outsourcing professionals, globally. Zachary will also appear on the reality show, Americas Top Recruiter, scheduled to air in Fall, 2012.

KellyOCG is a global leader in innovative talent management solutions in the areas of Recruitment Process Outsourcing (RPO), Business Process Outsourcing (BPO), Human Resources Consulting, Career Transition and Organizational Effectiveness Consulting, Executive Search and Contingent Workforce Outsourcing (CWO), which includes Independent Contractor Solutions. Further information about KellyOCG may be found at

Developing Relevant Recruitment Strategies (Tuesday, Oct. 16 4:30 PM – 5:30 PM)

The mindset of recruiting departments needs to move from screening people OUT and begin to embrace and focus more on what a company’s recruiting message should be to invite the right type of profiles IN.

Now more than ever the ability to develop and deliver an effective recruitment strategy is imperative. Candidate lifestyles have changed dramatically over recent years and many companies are still behaving as though it is 1985. Candidates and people in general are on the go more than ever and using technology in ways we never imagined. Social relevance, personalized experiences and transparency in activities and communication are prevalent in this wireless inter-collaborated world we now live in. The days of help wanted signs and newspaper job ads has evolved and now people with media power and large advertising budgets are competing against no or low cost methods like a blog or webcam to post information. The mindset of recruiting departments needs to move from spending money, time and resources developing processes and tools to screen people OUT and begin to embrace the tools of today and focus more on what a company’s recruiting message should be to invite the right type of profiles IN. This can include better analyzing a career website, how it is indexed, and the verbiage used for web engine crawlers to tag, including RSS feeds that potential candidates can opt-in and receive information when it is convenient for them. Organizations should evolve their mindsets to opening their virtual doors to allow people to get to know them. Because if they don’t, then bloggers, tweeters and other internet groups will do this for them, which can have positive or negative results. This being considered, it is important for you to evaluate the tools available to recruiter’s, remembering it is not about the quantity of tools you have but more importantly the ability to understand and effectively utilize the tools. Social media and technology allow speed to market and new avenues to engage with people, although traditional methods are still important components of your recruiter toolbox today! A lot of people are talking on the today, but are they listening to YOU?

Join this presentation where I will take you on a journey of recruitment strategies, tools and concepts and 25-30 recruitment tools/tips you can implement the next day.