Agenda at a Glance

More than that ever it’s important for you to align your consumer and candidate experience to ensure you are attracting talent who enjoy your brand  and fully understand your EVP with clearly defined messaging including:

• Define your candidate experience in a way that compliments your target customers
• Utilize your brand to attract the right talent and ensure a candidate experience that aligns with your brand
• Ensure a strong message of who you are as an organization your core values
• Attracting talent during a global pandemic that has impacted your product
• Ensure your leaders are ready to execute on the Future of Hiring

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• Impact of a Successful Candidate Journey though a Successful TA Structure and engagement with an aligned team
• Creating a mind shift that talent drives business outcomes 
• Rethinking TA as a business perspective and ensuring employee development

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• Automation
• Human element
• Team process
• Engaging with candidates in multiple levels
• Looking at how people are feeling about the hiring managers and experience for an employee engagement
• Engage and Experience -> How you start is how to you finish

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• Understanding the Organizational Need for a Diversity Initiative and Soliciting Leadership Buy-In
• Establishing your “Dream Team” and Developing Structure, Goals and Metrics Within your Initiative
• Implementing a Diversity Program Focused on Involvement, Outreach and Education

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During this session I will explore machine learning algorithms and statistical techniques employed for Talent Acquisition and how these could be made more inclusive, and how it impacts and informs company-wide I&D metrics and initiatives

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Inclusion is more than just driving an organization into a more diverse culture, but inclusive is a conscious culture you need to have in your organization. By guiding your leadership, hiring managers, and TA team you can teach them proximity of inclusion and assist them through the hurdles to overcome. In this session you will learn:

• The concept, overview, and impact of Proximity plays in diverse culture 
• Develop a culture for leadership to listen, learn, and grow while reviewing the data to formulate new options, perspectives, and a comfort level with a diverse talent population
• Real-world benefits of a diverse team 

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• Identifying and adapting all changes to the sourcing, engaging, and connecting
• Developing a culture of acceptances and ensuring diversity is a factor in sourcing
• Pivoting in-person job fairs to be social distancing job fairs for in-person roles
• Developing a structured process for candidates in a remote recruitment process

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• Impact of being strategic sourcing
• Review tools, strategies, and identity where you candidates can be found
• How to be more effective at sourcing all levels

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The best talent pros aren’t phased by remote recruiting, but even the most personable ones sometimes struggle to find that spark to build great candidate relationships over Zoom. Our Recruiting Manager, Caitlyn Metteer, shares her go-to strategies for keeping things human and approachable while recruiting remote candidates.

Explore her five tips, including: 

- Using virtual experiences to your advantage

- Staying focused on the candidate at every stage

- Building up a feedback culture on your team

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• Review of strategic tools and technology designed to help build a network
• Impact of a personal touch when scaling
• Designing long term metrics to ensure quality candidates 
• Best practices for human interaction in a virtual world

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• Define what a specialized sourcing function inside yout TA team
• Identify sourcing techniques and 
• Align goals, process, and functions to the business plan
• Outline sourcing by aligning people and process
• Changes management needs to impact sourcing

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• The Sourcer / Recruiter Divide
• Analyzing what metrics/KPIs should be used to gauge sourcer/recruiter efficacy, and why
• How to get those metrics - technology & processes

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Join us for this interactive session while two industry icons guide you on an interactive tour of the "must have" tools in the business. Chloé Rada, Director, Global Recruitment Marketing and Branding for Syneos Health and Allison Kruse, Head of Global Employer Brand at Baxter team up to share how you can become content heroes for talent attraction! 

While they are taking the Healthcare world by storm in their new roles, Chloé and Allison sourced the secrets to success of brand activation by asking their peers across all industries and company sizes what they like best!

From becoming a better writer, to removing gender bias, designing awesome graphics and videos and highlighting employee generated content, you'll feel like you’ve uncovered a new super power when you start using these free or low cost tools!

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One can be the loneliest number for a talent brander, especially when you're educating, evangelizing, engaging, and doing all of the work on your own. But to be successful, you need to build the right relationships internally, understand the recruitment marketing metrics that matter, and activate your content advocates. Every single person on this panel lives these challenges today and will be providing actionable insights and sharing their well-earned battle scars.

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AI continues to impact the HR tech landscape in 2021. This session will look at AI scenarios for talent acquisition and examine case studies where AI tools have saved time and money in the hiring process.

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Bias is present in every step of the hiring process, often unconsciously. This poses significant ethical and even economical challenges for organizations and society at large, growing more urgent everyday. 

Bias in hiring is not a new challenge, but new solutions and strategies to help combat bias at every stage in the hiring process are emerging everyday. While most HR leaders are familiar with some of the human-focused solutions to combat bias like anti-bias training, technology and AI specifically can take it a step further to mitigate inherent human biases and evaluate more fairly at scale, allowing recruiting leaders to consider a broader pool of applicants while providing a consistent experience including:

• How commonly used methods of screening and assessing candidates are disproportionately disadvantaging certain groups from the start
• How unconscious bias comes into play and why anti-bias training for humans isn’t the solution 
• How to measure bias in your hiring process and then implement technology and strategies to mitigate it across every step of the hiring process
• Best practices for HR leaders using technology to reduce bias including: the type of data to include, consistent auditing, transparency, and vendor partnership

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Abstract: How do you brand your culture when your offices and hubs are at low capacity or, worse yet, empty? Craig Fisher will show you how great organizations like Cisco are emphasizing flexibility and safety over requiring in-office work in 2021.  This may be the way we're doing it for the foreseeable future.  Some stellar organizations are leading the way. Craig will show you cool tech and best practices to help make the process straightforward and repeatable. But don't be fooled, this is outside the box stuff. Bring your thinking caps and sharpen your pencils. You won't want to miss this one.

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In early March, we saw major changes and shifts in the world. We had to step back and evaluate our current processes, and recreate our recruiting strategies to fit a virtual world. These changes include:

• Looking at how we are going to have a continued presence through social media and other means

• Adapting to virtual career fairs instead of in-person recruitment events at colleges and community centers

• Revamp messaging and communicate opportunities and benefits, all while ensuring the human element is met

• Rolling out a strategic video plan for recruiting through job summaries, descriptions and testimonials

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Join Jennifer Henley, VP of Client Services from NAS Recruitment Innovation, and Tony Suzda, Sr. Manager of Talent Acquisition at Dent Wizard International, for an informative discussion of how we partnered to build a candidate experience that had a direct impact on their hiring results and bottom line. We’ll discuss how Dent Wizard: 

•       Developed and prioritized their employment brand message  
•       Delivered an award-winning candidate experience  
•       Used analytics and KPIs to improve results and get better hires 

This in-depth case study will give you solid insight into one organization’s journey and success – while highlighting the steps you can take within your own organization. 

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Demonstrating your company through video is not a new concept, but what’s new is demonstrating a virtual and in person workforce to demonstrate the current story of the organization, mission, and strong culture even if we are not together.

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From the start of the pandemic, employees looked at their organization to see how they will be handling not being in an office, culture, and core areas that have historically had a huge impact on your value prop. So as culture changes you will need to ensure:

• Your value prop and communications are able to adapt to detail the current environment and the future environment
• Your value props don’t rely exclusively on having a strong office culture 
• You consider the impact on the onboarding process and company culture in a virtual world

• You continue to review the candidate experience and evolving priorities

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Learn from heads of Talent Acquisition and global employer brand teams. In this session, we will uncover:

• What metrics are most important to them and their executive leadership
• How they have built (or are building) employer brand teams from scratch
• How they lead employer brand professionals to ensure success of their work and career growth
• Q&A to ask what keeps you up at night

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Good people know good people. Studies show that people are significantly more likely to trust a person over a brand. We see this in consumer marketing with the rise of influencers on social media and the same principles can (and need to) be applied when attracting top talent.

It’s no longer enough to have a nicely worded “about us” page on your career’s website; candidates want to SEE, HEAR, WATCH what it’s like to work at the company. From actual people. This is where an employee advocacy program can have such an impact for your company! You’ll be infusing authenticity, driving associate engagement AND increasing your digital reach by the thousands. Seem overwhelming? Don’t worry, we’re going to break it down step-by-step and you’ll leave with actionable insights to get started!

Key takeaways include: the research (and totally nerdy recruiting statistics we all love!), getting buy-in from leaders and associates, selecting ambassadors and curating content, and wrap it up with key performance indicators to look at along the way.

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The more recruiting channels you have, the more recruitment marketing content you need. That’s a lot of pressure to create employee stories, videos, blogs and social media posts — week after week. But what content matters most to attract and recruit your candidate personas, and how can you stand out through the digital noise in 2021? At TA Week, Rally Founder Lori Sylvia will lead a show-and-tell with the winners of the Best Content Marketing Program in the Rally Awards. Leading practitioners will share their winning approaches to recruitment marketing content and how you can use content to persuade talent along their candidate journey to choose you as their next employer.

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2020 has had a number of changes that all organizations had to identify and react to in order to ensure their employee brand was stronger than ever to drive talent. During this session, you will hear about the challenges and changes that Stanford Health Care made to continue to drive talent with a strong brand by:

• Leaning further into their brand of an Academic Medical Center that is Value Focused, Digitally Driven and Uniquely Stanford.
• Modeled corporate agility by immediately assessing the remote capability of current positions and accelerating the creation of a Distributed Workforce Strategy
• Attracting all levels of jobs to this college campus community in California
• Rebranding to demonstrate the diverse culture in the hospital and on-campus
• Overall branding challenges (COVID-19, Social Unrest, Wildfires)

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