Agenda at a Glance

Are you struggling to compete with companies who seem to have endless resources to hire all-star teams?  In today’s economic climate, building a team of all-stars is often out of reach for many organizations.  Drawing from real-world examples, this session will show how the principles of Moneyball can be applied to talent management.  You’ll learn how to identify undervalued talent to build a strong, resilient and high-performing team that will put you back in the game. 

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The popularity of TikTok has dramatically shaped how a whole generation perceives the world - including careers. Chances are, your company, products and jobs are already on TikTok in one form or another. So the question is,how do we as Talent Acquisition professionals participate?

What can we learn from TikTok trends that enable people to see an authentic view of what we do at our companies, and increase our connection to the community and boost hiring efforts?

If TikTok boggles your mind- have no fear. There are principles for designing your content for success and reaching a whole new demographic of candidates.

Listen, learn, and watch from Alexander Lamburini, Skill Scout Film’s Creative Director on the power and punch of TikTok for Recruiting. In this session you will:

• Learn how to design your video for TikTok
• Understand the TikTok audience(s) and their potential
• See how other companies are using TikTok as part of a lean, effective recruitment strategy

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The key take away from this session will include:

• How to foster a culture of mobility;
• Enabling internal career moves that allow for equal opportunities and growth for everyone in the workforce across the organization;
• How can organizations create career pathways for internal promotions that create employee loyalty and greater employer branding.

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We've all heard the saying "jack of all trades, master of none"... this session will focus on how having "jack of all trades" recruiters can be a deterrent to truly optimizing the experience of your candidates, hiring managers, and recruiters. This session will highlight a case study on how we've specialized aspects of our recruiting process at PwC and the outcomes we've had as a result. TA practitioners will leave with tangible steps they can take to diagnosis bottlenecks in their recruiting process and implement specialization to increase their value to the organization and improve the outcomes for their stakeholders.

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Now more than ever, talent engagement is key to a company’s success and, quite possibly, to its competitive advantage. To enable execution of any business strategy, leaders must develop a comprehensive talent strategy customized to enable business strategy execution for the future. To achieve effective recruitment, retention, and staff development, leaders must develop a comprehensive talent strategy to address the company’s current and future needs. Join this engaging panel discussion to identify key practices for developing a talent strategy.

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Building and maintaining relationships with candidates and employees requires constant attention, resources, and investment. Just like consumer branding and marketing, you have to attract, maintain, and build ambassadors for your brand. In an era where candidates have access to an exceptional amount of information and opportunities for employment, it’s more important than ever to show the value, cost savings, and bottom-line impact of branding and marketing the entirety of the employment experience.

In this session, Susan will take you through four top-line examples of the cost impact of employer brand so you can demonstrate to your leaders the importance of your work.

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For years, recruitment marketeers and employment branders have struggled with the fuzziness of the traditional "Employer Value Proposition" (EVP) model.  The measurement of effectiveness has been, at best, muddy as the outputs of EVP work have largely been focused on the employer, not the worker. However, in recent years a more effective shift in EVP development to include Person-Environment (P-E) alignment has emerged. Using grounded research and "real world" examples, participants of this session will learn: 

• • What constitutes Person-Environment alignment between Organizations and Workers (and why it matters!)
  • What a P-E Aligned EVP looks like and how to build it
  • How to embed and activate your EVP
  • Updated metrics needed to measure EVP effectiveness

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In this session, attendees will go through real-life examples to grasp how social media theory comes to life through helpful case studies. Attendees will learn about:

• Social Media Strategy: Participants will be able to set up a proper employer brand social media strategy from market analysis to content strategy, channels definition KPIs and metrics, etc.
• What is successful content: Attendees will understand how to develop social media content coherent with the strategy that catches the attention and brings value through copywriting models, graphic posts' best practices, and content structure.
• Tracking and analytics: Attendees will be able to optimize employer brand social media content based on metrics and KPIs in order to improve the impact on the business (e.g., candidates applications, brand awareness, brand reputation, etc.)

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In this conversation we will deep dive into becoming the talent strategist when it comes to identifying creative ways to find quality candidates for your high volume roles.

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Candidate personas need to be based on actual data, not assumptions. Research should account for current employees, any major stakeholders in the hiring process and candidates. Creating a good candidate persona describes the target candidate’s background and work experience, their motivations, personality traits, and career goals.

Join us for this engaging and insightful panel discussion with leaders in EB to identify tips and examples to successfully creating talent personas to drive your recruitment marketing strategy.

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 Join us for this opening keynote session to kickstart your day with practical use-cases for sourcers and recruiters in tough times. 

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Purpose and Objective: Presentation will cover topics on creative sourcing strategies with examples and anecdotal data for successful pipeline building and recruiting during a downturn.

1. Networking Strategies
2. Leveraging Social Media, and Referral Sourcing
3. Partnering with Hiring Managers
4. Proactive Candidate Engagement Strategies

Takeaways: The audience will learn about unique and proven ways to source, engage and recruit highly skilled talent in an ever-changing labor market when hiring is slow. They will learn to utilize social media to find and network with potential candidates for hard to fill tech roles.

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Employee referrals are an unparalleled source when it comes to recruiting top quality candidates for your organization. In this engaging session, Matt will share how he set the bold goal of bringing in 50% hires from employee referrals and how he has worked to empower employees to meet that goal. He will discuss:

• Achieving buy-in for your referral initiative
• Employee benefits: ideas for rewarding employees
• ROI: making the case for referrals

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In this session, Brian Fink, Talent Acquisition Partner at McAfee, will teach the latest and most effective techniques for talent sourcing on search engines and social sites, including the most efficient ways to collect, organize, and manage your searching efforts.

Takeaways:

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Identifying Talent is competitive and often requires a sourcer to seek out unconventional search methods to fill difficult roles. Erin Mathew will take you through best practices to power through common barriers that many Talent Acquisition professionals face. Key takeaways include:

• How to properly research a role to ensure the right search calibration
• Lesser known places to source
• How to capture the attention of the ideal candidate

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To achieve your DEI goals, the first step is building a more diverse talent pipeline that will feed into the workforce and provide more opportunities for people from underrepresented groups. Join this interactive and engaging panel discussion about how to attract diverse talent, set goals for sourcing diverse talent, proactively source candidates to build your diversity talent pipeline, update job descriptions to make them more inclusive, and look internally to drive diversity hiring initiatives and curb potential bias in the recruiting process. Bring your questions!

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This session will give an exceptional overview on how sourcers can leverage AI to build the ultimate sourcing strategy, and focus on DEI.  Topics discussed include:

• Create Boolean Strings
• Diversity Searching & Events
• Scan and Screen Resumes
• Create job ads
• Custom outreach messaging
• Develop Interview Questions
• Building Data/Strategy with ChatGPT

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This session focuses on how to diversify the talent pipeline by identifying skill similarities to remove barriers with skills-based recruiting. By identifying equity building transitions, the equation for equality is focused on activating tech talent by implementing a shift in measurement, hiring, retention and advancement and policy. Join this session to learn how to broaden the talent pipeline and implement a free and accessible toolkit for equality for long term success. 

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Neurodiverse and Disabled Talent are wanting to enter the workforce, but how do you actually go about it? In this session, Sydney will teach you some tips that you need to ensure that you are more accessible and inclusive in your hiring process to ensure you can properly hire and retain disabled and neurodiverse talent in the workplace from the perspective of being an HR Professional who is also disabled and neurodivergent. 

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Inclusion Matters, but many workers struggle to feel it throughout the employment lifecycle.  For nearly 40% of working respondents in a 2020 McKinsey survey, the struggle begins before the hire; causing them to not pursue jobs due to perceived lack of organizational inclusion.  So what are we to do? We start with job ads, which when well-written, have been shown to actually help create more inclusive workplaces. In this session, participants will learn: 

• • review job description components
  • remove and avoid coded phrases
  • reduce and eliminate discriminatory language and focus on inclusive considerations
  • how to highlight work experience and conditions, along with inclusive organizational practices

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Actionable steps to help organizations fine-tune your hiring strategies for neurodivergent talent. Role out accommodations with traditional hiring process:

1. Building Accessible Job Descriptions
2. How to enhance job descriptions to convey the organization's commitment to neurodiversity and to incorporate inclusive language (including vendors that make writing these job descriptions very easy!) Partnering with staffing agencies that specialize in placing neurodivergent talent How to implement accessible candidate screening practices including work samples, assigned projects, scripted interviews, and rec letters How to de-bias your recruiting processes

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Are you struggling to keep up with the ever-changing demands of the talent market? Do you find yourself constantly reacting to talent shortages and turnover, rather than proactively planning for the future? It's time to unlock the power of foresight and incorporate forward-thinking strategies into your talent acquisition approach.

In this presentation, we will explore effective techniques for infusing foresight into talent acquisition and to build better partnerships with the people team. From leveraging data analytics to identifying emerging trends and building strategic partnerships, I will cover a range of practical strategies that can help your organization stay ahead of the curve in acquiring and retaining top talent. You will learn how to develop a strategy that is flexible, adaptive, and future-focused, enabling you to build a workforce that can meet the evolving needs of your business.

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In this session, Craig will delve into the key principles and best practices for identifying accurate candidates who align with your organization's requirements and culture. Drawing from his extensive experience in the field, he will provide actionable insights on optimizing recruitment processes, leveraging innovative tools and technologies, and implementing targeted strategies to attract top talent.

Whether you are an experienced recruiter looking to enhance your candidate selection process or a talent acquisition professional seeking to improve conversion rates, this session promises to deliver practical tips and techniques to achieve better results. Session takeaways include: 

• The importance of leveraging technological advancements in recruiting processes

• How AI-powered solutions can streamline and optimize your approach

• Strategies to prioritize and enhance candidate experience throughout the recruitment journey

• How to take a proactive approach to talent sourcing by building strategic partnerships 

• The benefits of fostering diversity and inclusion in recruitment

• How to provide a personalized and empathetic approach throughout the recruitment process

• Techniques for continuous innovation in TA to stay ahead of the curve, adapt to changing market dynamics, and meet candidate expectations

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Join this session to learn the steps to write a more accurate job description.

In this session, Katrina will show attendees how to rewrite your job step-by-step to successfully receive more qualified applicants than ever. Let's find the tools to teach your team to write job postings that deliver results.

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Talent acquisition is more than just recruiting and hiring. It's also about how positive or negative job candidates feel about their recruiting experience and ultimately how they perceive the business and the brand. For those who aren't hired, which is most for any given job, it's the difference between candidates applying again or not, referring others or not, being a brand advocate or not, and for consumer-based businesses, being a customer or not. 

Excelling at recruitment and helping the business thrive in a post-Covid world means delivering a stellar candidate experience. During this informative TA week session, Talent Board president Kevin W. Grossman and Edwards Lifesciences TA manager Adela Schoolderman will share insights and best practices from their candidate experience book as well as current CandE benchmark research data on the benefits of improving the recruiting process and candidate experience. 

Key takeaways include:

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Talent acquisition should be viewed as more than an investment — it’s a revenue generator. Join us for this session to learn how to leverage strategic talent acquisition partnerships and utilize data analytics to demonstrate the value of TA.

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