Agenda at a Glance

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The external labor market is shifting and changing faster than ever. The news headlines announcing talent shortages, increased job postings, questions around hybrid/remote/flexible work, skills-based hiring, what Gen Z expects, and more. What does Talent Intelligence bring to the table and what tools are available to help understand the landscape?

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Implementing a process supported with the right resources is key to a successful talent acquisition strategy.  Data collection is a critical element.  Using that data to make hiring decisions is invaluable. Join us for this insightful session with TA pro Myranda Czubak, Director of Talent Acquisition and Development at Waterford.org.  Myranda will discuss how to standardize interview questions and identify position competencies, utilize a candidate score, reference data to use to compare candidates' scores internally and externally, and share the tools used to remove gender, age and racial language from job postings based on data collected.

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• Which metrics to report to your Head of Recruiting
• How to use technology to streamline TA reporting
• Strategies for using recruiting reporting to optimize your core recruiting KPIs

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Keeping with the theme of TA Week, Utilize Innovative Strategies Tools and Technology to Reimagine Talent Acquisition, in this session, we will spend time rethinking and reimagining analytics for talent acquisition. We will first quickly acquaint ourselves with Artificial Intelligence and its increasing relevance in Human Resources and Workforce Development. We will then spend some time examining the challenges associated with using AI for People Analytics and Research, particularly delving into some examples where AI has perpetuated bias. We will then reimagine TA contexts by approaching them through a Mixed Methods lens to problem-solving, while critically examining the limitations of singular methods or narratives. In this talk, we will also deliberate on the need for learning agility among TA professionals and strategize how some of us can prioritize lifelong learning and contribute the most to our field. Bring your thinking hats and your questions!

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Debbie Tuel, Chief Joy Officer, Symphony Talent, hosts Tracey Parsons, President at Parsons Strategic Consulting and founder of startup WORQDRIVE on this session of the JOY Podcast.  Each podcast episode, Debbie hosts various talent acquisition professionals to discover how we can best marry tech with joy to create a better recruiting experience for all.

In this conversation, Tracey shares her insight on how companies are tackling internal mobility and what we, as an industry, can do using data and analytics to improve retention. Add in the right tool recommendations from Debbie and hear how you can better predict what you, your candidates, and employees need for a better experience. 

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The best decisions are made by relying on both data and intuition. Gaining buy-in for talent acquisition business initiatives requires ethos (creditability), pathos (emotions) and logos (logic).  Using a data approach appeals to logic, which is essential.  In this session, panelists will share their perspectives on how to ensure strategic talent acquisition decision making.

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Leading through a large-scale, enterprise-wide transformation project for a Fortune 40 company has it’s own challenges.  Throw in a global pandemic a month into the new role, followed by hurricanes, fires, social unrest, record sales for Lowe’s, an hourly labor shortage and it’s no surprise the first 18 months for Rob at Lowe’s have been a wild ride.   Come here Rob’s journey of how he has led through the digital transformation journey at Lowe’s while hiring over half a million jobs in the last year and a half. 

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HR digital transformation allows companies to improve their recruitment process to ensure they are attracting top talent who will best represent their organization, while simultaneously removing obstacles they had previously faced. As HR professionals, what needs to change about our approach to high volume hiring to truly meet the needs of our brands with top, qualified talent?
This past year has forced organizations to adapt to a digital environment, merely speeding up the inevitable. Join us to learn why accelerating your HR digital transformation process is imperative for the success of your organization’s hiring. In this session, you’ll learn:

• Why digital transformation of the workforce is a top priority for high volume hiring organizations
• Tips for how to optimize your HR recruiting operations while increasing user engagement and the overall candidate experience
• Importance of converging the consumer and employer brand

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Bringing your company culture to life on social media is not as simple as one might think. Join Chrissy Thornhill, Senior Manager of Employer Brand and Recruitment Marketing, as she shares the ten key components Salesforce thinks about to execute on an impactful social media recruitment marketing strategy.

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Imagine a future where career sites go beyond transactional to transformative by delivering actual value.  In this session, Michael will explore four key ideas that impact the core purpose of a career site and how you can maximize the utility of your company’s site.  He’ll share tips and tools to help you start putting your intelligence and imagination to work in service of making career sites work better for people!

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• Ensure a personalized approach to candidate experience
• Create engagement and an emotional connection from the start of the process
• Leverage technology to ensure proper communication and updates
• Provide and excellent candidate experience regardless of the outcome of the process
• Treat candidates as customers
• Engage the individual and family during candidate and new hire experience
• Consider strategic impact and return on investments (ROI) when factoring in cost per hire

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COVID-19 has changed everything. It’s drastically altered the global economy across industries and how employers recruit, hire and retain people. And as vaccines are distributed to the general public, and companies increase hiring in 2021, the pandemic also continues to impact how and where their employees work. 

According to recent research by Talent Board and the Candidate Experience (CandE) Awards, nearly 50% of companies say they’ll remain mostly virtual with some essential onsite employees (office/store/plant, etc.). That of course can and will change as the year progresses. 

No matter what the mix is, virtual work will remain a competitive differentiator for companies beyond covid, and virtualizing the recruiting and hiring process is here to stay. Many companies of hiring volumes will continue to screen, assess, interview and onboard virtually. HR and recruiting technologies are critical for companies to be competitive -- and to keep candidate and employee experiences transparent and engaging -- and this is why reviewing and adapting your digital candidate experience is so important.

During this informative session, Talent Board and the Candidate Experience (CandE) Awards president Kevin Grossman, will share insights from their candidate experience benchmark research including:

• How employers could improve virtual communication and feedback loops throughout the recruiting and hiring process

• How HR and recruiting technologies are empowering employers to provide a better candidate and employee experiences       

• How candidates and employees may take their alliance, product purchases, and relationships elsewhere when they have poor experiences – and how they’ll increase it when it’s great  

• How retaining critical employees who may have more flexible virtual opportunities elsewhere will be very difficult

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When everything is upside down, the only option is adaptation. The pandemic put everyone in a terrible situation. In the past, we would all spend a lot of time formulating strategies and executing them over a few years. Which in hindsight sounds slightly insane. How could we count on knowing what would happen in two years? Especially in the world of social media? At the same time, we saw candidate attitudes changing and fast. So, we knew we needed to take a different approach. WE decided our best path forward would be to take lessons from our friends in tech and develop a more agile approach to our social marketing efforts. We implemented an agile methodology in our social recruiting and has it ever paid off. In this session, Derek and Tracey will take you through what an agile approach looks like, why it is the path forward and how you, too could start using agile to drive remarkable results for your employer brand.

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The results from the world's largest survey on the state of video in talent are in! Get the latest insight into how the most successful talent teams have championed video strategies in the candidate journey, and the big waves they’re making in their industries. It's inspiring, highly tactical, and we'll have some fun along the way—join us.

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Join Liza Voticky, Founding Partner & CEO of MXA Talent Solutions to learn how to imbed diversity in talent selection. In this session, she will share insights on how to integrate diversity and inclusion and reduce bias in talent selection process. 

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Join Rocki Howard, Chief Diversity Officer at SmartRecruiters, as she guides us through how a biased candidate experience minimizes our ability to attract diverse talent. She’ll focus on balancing systemic change, human experience and hiring maturity to achieve positive momentum toward Diversity Hiring Success.

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True diversity and inclusion are not ‘check-the-box’ activities. It’s a process.  Identifying the steps and parameters early on makes all the difference in effective inclusion and diversity talent acquisition strategies. Join Ryan Mitchell, Director of Diversity, Equity and Inclusion at CBRE to discuss the life cycle of DEI from frameworks to implement beforehand to management training.

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In the past year, companies have had to take an honest look at who they are and the culture they want to create for marginalized employees. When it comes to Employer Brand, it’s not enough to throw a few ethnically diverse and disabled person stock images on your career site and call yourself a diverse company.

Join John Graham, Vice President of Global Employer Brand, Diversity & Culture at Shaker Recruitment Marketing as he reveals the two words that are critical to ensuring that your Employer Brand is truly diverse and inclusive. If you want to ensure that your marketing actually matches reality and better attract, retain and engage marginalized talent, then you won’t want to miss this session.

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PSA Airlines was recently named a 2020 Gold Military Friendly Employer! Join us for this insightful and inspirational session with Christine Lampach of PSA Airlines and learn how to tap into a pool of qualified veterans.

• Create a Diverse Talent Strategy for attracting and retaining Veterans
• Create multiple Pathways for Veterans
• Partner with your Marketing Team to showcase your Veteran Hiring Impact and Successes

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Personal details about candidates, such as name, address, educational institution and dates, can all introduce bias into evaluation and screening. Find out how you can redact and mask candidate data from recruiters while retaining that information in your Applicant Tracking System to increase diversity in your recruiting practice.

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Women account for over half the workforce (57% in 2020). However, in industries, such as manufacturing, there's still a significant gender gap that needs to be overcome. Only 1 out of every 3 workers in manufacturing identify as female, and fewer still are appointed to manufacturing leadership roles (1:4). As employers, we know the important contributions women bring to the workplace. Join us, as we look closer at Kerry as a case-study backdrop to explore: 

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"Diversity and inclusion statements" may be rooted in good intention, but are ineffective. Audiences will only believe that an organization really values DEI when they see and hear the proof: Stories from your team members most impacted by the DEI decisions your organization makes. Stories Inc.’s seasoned content strategists and project managers, experts in uncovering compelling DEI stories from employees, will show you how we do it. Using four of our best practices and tips, they’ll show you how to communicate your commitment and progress towards creating an inclusive and diverse workplace. This presentation will also show you how to connect stories to your brand messaging, values and purpose, using several real examples from leading and progressive companies.

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Summary Points:

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Join us for this thought leader session with SeekOut's Diversity, Equity and Inclusion Strategist, Jackye Clayton, as she shares how to help organizations implement inclusive and effective diversity strategies. 

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When you think about the American Heart Association, you might imagine a fundraising company, when in reality, it’s a full-blown multifaceted corporate organization. Even with a great career site, one roadblock that the American Heart Association continued to run up against was the misconception that their jobs were centered around volunteer or fundraising positions. This ultimately impacted their ability to reach the technology and business-focused job seekers they were hoping to attract. With the help of Recruit Rooster, the American Heart Association was able to bring their career site up to speed with their corporate goals and focus their recruitment on values-based topics. While the film crew’s initial visit was before the pandemic, they were still able to adapt the content to fit COVID hiring initiatives. The final career site not only included authentic imagery and heartwarming employee testimonials, but also bold statements that spoke to the heart of what the American Heart Association employees are all about.

Join the AHA and Recruit Rooster’s Creative Director, Drew Palmer, as they take you through the American Heart Association’s improved recruitment solution.

Recruit Rooster’s Director of Sales Engineering, Seth Flater, will cap off the segment by showing how his team is helping other organizations align their employer brand and recruitment marketing to foster a diverse and inclusive workforce. Learn how they have assisted employers in digitizing their D&I efforts and illustrating inclusivity in their workplaces with custom imagery, employee testimonials, and more to paint a picture of equity and belonging.

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Our focus during the pandemic was on team culture, ensuring inclusion and support for our team. Like many others, pre-pandemic our team worked in the office but became completely remote. While some will eventually go back to the office, some have moved and will be permanently remote. In this session, Nicola Smith, VP of TA at Visual Concepts will share her story and discuss: 

• Steps and strategy on how to move forward and past the pandemic

• What will working life and culture look like with a distributed workforce across remote and onsite roles

• Resurgence from the pandemic

• Support to your individual employees and the overall team for mental and other effects they are experiencing

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Talent brand and marketing professionals are often unsure how to approach the E (earned) in the Paid/Earned/Social/Owned ecosystem. Recruitment marketing has become somewhat synonymous with paid social media, but there’s also more to life than tweets and tocks. Through my career pivot from strategic media relations to employer branding, I’ve learned first-hand the valuable ways talent marketing and PR can work in tandem to drive media coverage that captures the attention of candidates, improves brand perception and preference, and drives application traffic. 

Working with your PR team or agency to pitch reporters can be intimidating, but you don’t have to be an expert in communications to land an epic earned media story. From this session, you’ll walk away with a handful of tips on how to approach your own communications team with workplace pitch ideas for journalists and strategies you can use to seed your employer brand messaging in print, online or broadcast media.

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Do you want more women? More veterans? More diverse applicants? Do you want the best talent in the marketplace? Do you also want them to perform at the top of their game and become stellar brand ambassadors?

If you’re not already achieving the results you want, in a world that’s just been through the events of 2020, it could well be time to rethink your approach to employer brand.

Yes, I will touch on the importance of a ‘Give & Get’ in your EVP, but now I want to cut through the noise, the rhetoric, and old ways of thinking about what your employer brand is capable of.

The world has radically changed. Employer brand is more important than ever before, and so, it’s time to think differently if you’re going to remain relevant to your audience and aligned to your organization.

Join this session and you will leave with all-new ideas, strategies, and tactics that you will run home to start work on immediately.

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• Employer Branding in the Digital Age – How can companies utilize digital branding to attract Early Career talent to their organizations. How did Zebra overcome social media strategies without being able to utilize new social media apps?
• Connecting and Attracting the next generation – How did Zebra create and adjust recruitment and branding strategies to a generation who are connecting differently than other generations. How did Zebra tackle building a DEI employer branding strategy on campus without having a formalized EVP?
• Zebra’s Five Year Early Careers Journey – Zebra is approaching four years since the Early Careers program has launched come learn more about what struggles occurred, how we overcame them, and tackle some big wins as we enter our fifth year.

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It wasn’t so long ago that buying something online was an ordeal. Finding products was easy enough but actually getting through the purchase was agonizing. It’s kind of like how looking for and applying to jobs feels to candidates today. The candidate experience is great for job discovery but when it’s time to transact/apply for the job, things take a turn and leave candidates with a negative impression. This session will share relevant lessons from ecommerce that will help TA teams dive into funnel analytics and optimization so they can drive down acquisition costs and improve candidate perceptions of their employer brand.

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In this action-packed session, Allison will share Baxter’s employer brand activation journey and what she learned along the way. She’ll share the tools she used for content creation, communication and training, and the tactics she utilized to influence, guide and get the work done. Allison will cover:

• Creating and leveraging different methods, channels and formats to teach others about employer brand
• Tips for generating excitement and adoption of your employer brand
• Red flags to watch out for, and what to do if you encounter certain obstacles
• How to get others involved with content creation, ideation, and brand expression

No matter if you are a team of one, or of many, you’ll walk away with something you can use—no matter where you are at with your employer brand activation journey.

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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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In this session, Monica Bowen, Director of Talent Acquisition at JAMS will discuss how the company adjusted their strategy to source a new generation of candidates that communicate in different digital ways.  She will share how a lean team of just a few staff have achieved big wins and encountered some stumbles along the way. Key talking points include: 

• Tools for creating the ideal candidate persona for a great hire

• Tips for gaining persona engagement 

• How to craft personalized email sequences

• Tips to connect with and nurture passive candidates and respect candidates’ time

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After attending this session, you’ll walk away with the tools you’ll need to get started in tracking the right data to identify bright spots and areas for optimization in your sourcing and recruiting workflows as well as a better understanding of how to leverage that data to make real time business decisions on scaling your team’s output. Tiffany will also share some key lessons learned as Microsoft scaled their services during the pandemic and what they're doing to continue to evolve and what they're leaving behind as they transition into a post-pandemic world.

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