2017 Strategic Talent Acquisition Conference

Customer-Centric TA: Deliver Exceptional Service to the Candidate, Hiring Manager and the Business

June 26-28, 2017 | Boston, MA

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Please note that the times reflected in this agenda are listed in the time-zone where the event takes place. For this event, the time-zone is Eastern Time Zone. ALL TIMES ARE SUBJECT TO CHANGEClick Here for a Printer-Friendly Version

Monday, June 26, 2017

11:30-5:00 PM

Registration

1:00-2:15 PM
Presenters:
Danny Hwang, Manager, Recruitment Strategies and Support, Randstad Sourceright
Jim Stroud, Global Head of Sourcing and Recruiting Strategy, Randstad Sourceright
Monté Watson, Director, Sourcing & Offshore Solutions, Randstad Sourceright
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You’ve heard it before: great recruiting partners — whether internal talent leaders or external experts — do more than fill reqs. They act as talent advisors that can help you win the war for talent. If you’re a hiring manager, does such a “talent advisor” in your organization have insights that can help you more effectively attract the people you need? The answer, in many cases is yes, but only if everyone involved knows what it takes to work together to establish, execute and adjust a recruiting strategy.

What types of actions could a talent advisor suggest to hiring managers and business leaders, and how might they improve the results in terms of talent quality, speed of results or cost? Should there be an adjustment in job requirements? Can you look in different geographical areas, or consider virtual options? Can you consider a contractor or freelancer? The answers to these questions may challenge traditional preconceptions and expectations. How can a talent advisor help key stakeholders adjust their views? In this workshop, we bring in experts on the front lines of talent acquisition to explore the factors that build trust among all the key stakeholders involved in recruitment…from hiring managers to talent and business leaders, and in the case of an outsourced partnership, the external talent experts.

Attendees will gain firsthand insight on key drivers of a true talent advisor relationship. These include applying data to build credibility for recommendations, and leveraging prior experience to apply lessons of the past and shape a better plan of action for the future. We’ll also look beyond data and experience to determine how imagination and intuition can also be important in overcoming talent challenges. For anyone involved in driving talent acquisition through internal stakeholder or external provider relationships, this is a session that can help boost the impact and results of your talent strategy.

You will learn:

  • How to build trust to help key stakeholders make crucial decisions--even when traditional preconceptions and expectations are challenged.
  • How to apply data and experience to determine how imagination and intuition can overcome talent challenge
2:15-2:25 PM

Break

2:25-3:35 PM
Presenters:
CoSandra Dent, Director, Talent Acquisition, Fiserv
Julia Levy, Director of Talent Acquisition Operations, Fiserv
Nikkia Thompson-Seider, Senior Learning Consultant, Enterprise Learning and Development, Fiserv
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Fiserv is a global leader in financial services technology solutions that enable today's consumer to move and manage money with ease, speed and convenience. Fiserv understood the importance of a great candidate experience and the impact it can have on hiring top talent. Improving processes and technology can only go so far, and they knew the secret to success rested in providing hiring managers the skills and tools to deliver a consistent positive candidate experience.

The Talent Acquisition team partnered with Learning & Development to create an interactive and engaging learning experience for their managers which included online learning courses and onsite training. This interactive workshop will not only share Fiserv's story, but also give you tools and ideas to bring back to your organization.

You will learn:

  • How to analyze your needs around candidate experience learning
  • How to design and develop a program to meet your needs
  • How to create an effective candidate experience training materials for your hiring managers
3:35-3:45 PM

Break

3:45-5:00 PM
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Improv at it’s core isn’t about comedy—it’s about human connection, which is why improv training is increasingly finding its way into professional development programs and business school curricula around the nation. Improv can teach us all, from aspiring actors to talent attraction professionals, how to stay present in the moment to unlock new heights in creativity, communication, and relationship-building.
Join Lindagrace De la Cruz—a SAG-AFTRA actor and trained improv teacher, as well as one of Indeed’s newest Recruitment Evangelists—to discover how drawing on the core tenets of improv can help you deepen your engagement with candidates, both online and in person. You’ll walk away from this workshop armed with strategies for incorporating improv’s spirit of generosity and conversational questioning into your recruiting, as a means for prompting more productive, meaningful and revealing interactions with candidates, while unearthing the individual behind the resume.

You will learn:

  • How improve techniques can improve creativity, communication and relationship-building.
  • How to deepen your engagement with candidates, both online and in person.
  • How improv’s spirit of conversational questions will prompt for meaningful interactions. 

Tuesday, June 27, 2017

7:30-5:30 PM

Registration

7:30-8:30 AM

Breakfast

8:30-8:50 AM

Welcome Remarks

Presenter:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
8:50-9:00 AM
Presenter:
Bill Docherty, Vice President, Product Management, SumTotal Systems, LLC, A Skillsoft Company
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Employee engagement should be at its highest but many new hires are leaving – in fact 20% of new hires that leave an organization do so within the first 45 days of employment.  That is because we are failing to deliver on the promises made during the recruiting process.  When organizations deliver effective onboarding, new hire retention increases by 82% and productivity by 70%.

You will learn:

  • How successful onboarding can drive productivity and increase retention
  • Best practices on engaging new hires in the time between offer acceptance and the first few days and months on the job is critical
  • A strong onboarding process will ensure you develop happy and productive employees from before day one.
9:00-9:30 AM
Presenter:
Tom Davenport, Cofounder, International Institute for Analytics and Professor, Babson College
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Nearly half of all working Americans could risk losing their jobs because of technology. It’s not only blue-collar jobs at stake. Millions of educated knowledge workers—writers, paralegals, assistants, medical technicians—are threatened by accelerating advances in artificial intelligence.

The industrial revolution shifted workers from farms to factories. In the first era of automation, machines relieved humans of manually exhausting work. Today, Era Two of automation continues to wash across the entire services-based economy that has replaced jobs in agriculture and manufacturing. Era Three, and the rise of AI, is dawning. Smart computers are demonstrating they are capable of making better decisions than humans. Brilliant technologies can now decide, learn, predict, and even comprehend much faster and more accurately than the human brain, and their progress is accelerating. Where will this leave lawyers, nurses, teachers, and editors?

Thomas Hayes Davenport—President’s Distinguished Professor of Information Technology and Management at Babson College, the co-founder of the International Institute for Analytics, a Fellow of the MIT Initiative on the Digital Economy—reframes the conversation about automation, arguing that the future of increased productivity and business success isn’t either human or machine. It’s both. The key is augmentation, utilizing technology to help humans work better, smarter, and faster. Instead of viewing these machines as competitive interlopers, we can see them as partners and collaborators in creative problem solving as we move into the next era. The choice is ours.

You will learn:

  • What AI means for the workforce of the future—both blue collar and educated knowledge workers
  • The increased productivity of the future workforce is a combination of human and machine.
  • How collaborate with machine learning to work better, smarter, faster.
9:30-10:00 AM
Presenter:
David Rock, Ph.D., CEO and Founder, NeuroLeadership Institute
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In this science-based keynote, you will learn how bias impacts hiring and that bias is unavoidable: accidental, unintended, subtle, and completely unconscious choices are made by everyone, all the time. Yet lack of diversity—inherited or acquired—comes at a significant performance cost. Luckily there are bias mitigation strategies that can help you take the bias out of selection.

You will learn:

  • How to embrace the evidence.
  • How to follow a better process.
  • How to challenge your thinking.
10:00-10:40 AM

Networking Break

10:40-11:10 AM
Presenter:
Juli-Ann Drozdowski, Director of Employer Branding and Recruitment Marketing, Fidelity Investments
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Creative, check. Intuitive candidate experience, always. Click-through rates, through the roof. Solid employer brand, I think so… The market is evolving too quickly to think you have a solid employer brand. Time to take your seat at the table (don’t wait for it!) and prove you have a solid employer brand (or share the plan to get there) with metrics and measurement. And the good news? It’s possible.

Juli-Ann will break it down for you, sharing Fidelity Investment’s employer branding journey from inception to activation, and how it’s being measured. She’ll share how she keeps a pulse on the employer brand’s impact on the business and communicates the value of this work to the leadership team. You’ll walk away with actionable tips; from building a data-driven employer brand with metrics that strategically measures its impact as part of your larger recruitment marketing strategy. So, pull up a chair, your leadership team will thank you.

You will learn:

  • How to measure your employment brand from inception to activation.
  • What business stakeholders view as success.
  • How to measure the employer brands impact on larger recruitment marketing strategy.
11:10-11:40 AM
Presenter:
Lisa Clarey-Lawler, Vice President, Employment Brand, VMware
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Recruiting talent in the hyper competitive heart of the Silicon Valley (as well as around the world) can be daunting. Clearly defining the employer brand and a communications strategy that not only accurately reflects that brand and its promise is not enough. The state of employer branding in the Silicon Valley – and around the world - has upped the ante. It’s no longer just about an EVP and creative (although still critically important), and it’s not just about traditional branding and advertising, it’s about the overall candidate journey; a sustained, consistent set of experiences that delivers an everlasting impression of respect, personalized value, and honesty.

In a David vs Goliath syndrome of recruiting – upstarts vs larger established players - being a Goliath (like VMWare now is) can work against you in the fierce fight for talent. You are competing against the stereotypical upstarts and all of the perceived opportunities that come with it.

This is a journey of taking calculated risks, of being bold. Of daring an organization to put a stake in the ground and to make a statement. This is the VMware employment brand journey, which includes an integrated activation campaign with both candidates and employees.

You will learn:

  • It’s about ongoing engagement / advertising alone is not enough.
  • It’s about being bold, taking a risk, being authentic in the execution.
  • It’s about the importance of the internal engagement as much as external.
11:40-12:45 PM

Lunch

12:45-1:30 PM

Concurrent Session

Panelists:
Ronald Arigo, Chief Human Resources Officer, The Commonwealth of Massachusetts
Sean Vanderelzen, Chief Human Resources Officer, Lineage Logistics
Lisa Smith-Strother, Sr. Director, Global Employer Brand, Recruitment Marketing, and Diversity TA Head, ‎Ericsson
Moderator:
Greg Karr, Executive Vice President, Seven Step RPO
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You will learn:

  • What are top of mind for today’s top directors of acquisition
  • To the point on what is shaping future of Talent Acquisition: Snapshots into artificial intelligence, recruitment marketing and human-tech balance
Presenter:
Matthew Richards, Director, Recruiting & Talent Acquisition, Cognizant
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Currently 230 on the Fortune 500 list, Cognizant experienced a period of fast growth during the 2000s—named in  Fortune magazine's "100 Fastest-Growing Companies" list for ten consecutive years from 2003 to 2012. To get the right, highly-skilled people into Cognizant the talent acquisition function is a well-oiled machine that enables rapid-response. 

You will learn:

  • What to look for in hiring the right recruiting team.
  • How to build the best recruiting infrastructure.
  • What data and analytics to measure and ensure success.
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Join this small, interactive workgroup on tactics to eliminate unconscious bias in hiring. Diverse and inclusive teams are smarter, more creative, and make better decisions. Learn bias mitigation strategies that can help you take the bias out of selection.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

1:30-1:40 PM

Room Change

1:40-2:25 PM

Concurrent Session

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With over 4,000 salons and 35,000 stylists, Great Clips is the largest haircare brand in the world. As a 100% franchised system, each salon owner is responsible for hiring their own staff. As the franchisor, Great Clips, Inc. manages recruitment marketing across the system and provides resources and education to franchisees to help them be successful in recruiting. As the unemployment rate has dropped over the past few years, it has become increasingly hard to fill stylist positions from the finite pool of licensed stylists. We turned our focus to increasing the number of contacts/leads that are delivered to the franchisees for recruiting. But, we had two problems. We didn’t have an employer brand (not content), and even if we did, we had no one to communicate it to (we had a talent community of stylists, but no data in order to segment the messaging).

We focused on the first problem, the employer brand. We started by finding out what our employer brand was by asking stylists. Based on what they told us, we created four pillars and based the brand on that. We did a photo shoot designed at creating a feel that resonated with stylists and then started developing content that matched the pillars. We released the brand with in-salon signage/print, on social media (new Facebook Careers page), and on a new career site. We then implemented a new CRM for our Talent Community and started building new data so that we could segment messaging. We launched email campaigns and media engagement with Modern Salon, an industry leading partner. Finally, we started educating franchisees on the next steps for their new leads/contacts, focusing on relationship building.
After multiple years of seeing a steady decline of applicants, Great Clips salon owners saw a 42% increase in online salon applications in 2016. We continue to build recruitment marketing to drive engagement.

You will learn:

  • How to use recruitment marketing to drive engagement.
  • How to build data to drive segment marketing.
  • How to work with franchisees to develop contact and how to effectively relationship build. 
Presenter:
Dianna Hollin, US Head Talent Acquisition & Onboarding, HSBC Technology & Services N.A.
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HSBC Bank USA, is an American subsidiary of UK-based HSBC Holdings plc, and represents the world's sixth largest bank by total assets. In HSBC’s evolution to attract talent and redefine itself as an employer of choice globally to reach top talent in the marketplace through a thoughtful, global recruitment engagement. Through a strategic partnership, HSBC has developed an actionable strategy encompassing sourcing strategies globally, focused on the recruitment of talent at all levels of the organization including executive recruitment, with a heightened focus on diversity of thought and experiences. Such approach has driven cost savings for the organization while delivering exceptional candidate quality to the organization.

You will learn:

  • How the strategy is evolving to include additional value drivers including Diversity, Executive, Campus, and Total Talent solutions
  • How to develop a sustainable recruitment partnership.
  • Implement a complex recruitment solution to solve global challenges.
  • The best way to leverage scalability to drive results. 
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Join this small, interactive workgroup on how to storyboard the candidate experience. Candidates are increasing coming to expect a consumer-grade experience when they apply for jobs. Companies that ignore this trend will lose high quality candidates to competitors. With Jill Macri Head of Talent Acquisition at Airbnb hear how to apply principles of “storyboarding” to your hiring process and designing a customer-centric, branding experience for your candidates.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

2:25-3:05 PM

Networking Break

3:05-3:50 PM

Concurrent Session

Presenters:
Chloé Rada, Senior Marketing Manager, Talent Acquisition, Sodexo
Heather Thomas, Recruitment Manager - Strategic Sourcing, Sodexo
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Learn how Sodexo’s Talent Acquisition functions of Employment Branding and Strategic Sourcing converge to take a candidate concentric approach to Recruitment. Today’s candidates expect relevant messaging, personalized contact, transparency and the impact they will make in your organization. As you streamline these functions, Chloe and Heather will show you how to sync these customized pools of talent for your Recruiters to maximize engagement and hiring.

You will learn:

  • Market – Give candidates trusted guidance to make better decision on whether to apply.
  • Find – Develop a process of repeatedly uncovering new talent AND the strategy to reach them.
  • Shop – Recruit across your cultivated pool of talent that are relevant, fresh and highly engaged.
Moderator:
Kurt Heikkinen, President and CEO, Montage
Panelists:
Chris Hester, Director, Talent Operations, Capital One
Amaris McComas, Senior Director, Talent Acquisition, TIAA
Bill Malcolm, Director, Talent Acquisition, Wyndham Vacation Ownership
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Treat candidates poorly and they won’t be back. And they might leave a scathing review on Glassdoor for others to see. If you’re monitoring your company’s reviews on Glassdoor, you might think you’ve got it under control. But what about what you don’t know? When unhappy candidates tells friends and others not to apply at your company, you’re not privy to that conversation and don’t know what made them unhappy in the first place.

Leading enterprise organizations know. They know how long it takes for a candidate to complete their online application. They know that every candidate’s experience is consistent, because they collaborate closely with their hiring managers on crafting the interview experience. And their communication with their candidates is clear and concise, without anyone being dropped into a black hole.

You will learn:

  • How to focus on the candidate in each step of the hiring process. 
  • The business impact of a poor candidate experience – and a great one. 
  • How communication with candidates plays a key role. 
  • How technology (specifically video interviewing) can support your efforts to build that great candidate experience.
Moderators:
Melissa Bowler, Executive Director, Providence Improv Guild (P.I.G.)
John Dunay, Senior Recruitment Consultant, Harvard University
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Join this interactive improvisational workgroup to learn fun ways to build a better workplace, brought to you by Melissa Bowler's Connecting Through Comedy! Utilizing the beliefs and practices of improvisational comedy, this is now the forefront of workplace techniques that enhance communication, listening, and generate an atmosphere of constant support and energy to take initiative in getting the job done on a deeper level.  Introduce yourself to a new, fun workplace mindset that offers ideas such as true collaboration, and actual appreciation of diverse ideas by putting these concepts to use right on the spot.  Learn these positive, life changing applications by performing live in our session games such as “red ball”, and “yes and” to take your workplace team to the ultimate level.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

3:50-4:00 PM

Room Change

4:00-4:45 PM

Concurrent Session

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The best recruiters understand they are a strategic talent coach. They need to coach a collaborative group of stakeholders through the job description to the interview and de-brief to the onboarding. To build the right coalition of decision-makers they need to understand every inch of the business, how expanding teams, adding new functions or building too quickly or too slowly has a certain impact on an organization and how it affects the overall company.

You will learn:

  • What is crucial for every recruiter to understand about his or her organization.
  • Why understanding organizational structures is crucial.
  • How to use data to help you and your team to make the best hiring decisions.
  • How to use the interview process to calibrate the hiring team.
Presenter:
Sean Rego, Director, Talent Acquisition & Development, SBA Communications
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Today’s talent teams must be more metrics-driven and tech savvy than ever to meet hiring demands in a super competitive labor market. But it can be a challenge to link the many disparate sources of HR data into a telling story, and it’s easy to get lost in the digital data abyss. This session will take you through the journey of SBA Communications, a fast-growing wireless infrastructure company. learn how it used data to identify areas for improvement and to guide monumental changes including text recruiting. Sean Rego is a self-proclaimed “data-analytics addict” when it comes to recruitment marketing. He has presented at a number of HR industry conferences on recruiting analytics, social sourcing and recruitment marketing.

You will learn:

  • Demystifying data to improve processes and drive effective social, digital and SEO, SEM and texting strategies
  • Using data-driven approach to reference feedback to drive better quality of hire
  • Adopting new technologies to find and reach more candidates
Moderators:
Melissa Bowler, Executive Director, Providence Improv Guild (P.I.G.)
John Dunay, Senior Recruitment Consultant, Harvard University
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Workgroup so hot, we are offering it twice! Join this interactive improvisational workgroup to learn fun ways to  build a better workplace, brought to you by Melissa Bowler's Connecting Through Comedy! Utilizing the beliefs and practices of improvisational comedy, this is now the forefront of workplace techniques that enhance communication, listening, and generate an atmosphere of constant support and energy to take initiative in getting the job done on a deeper level.  Introduce yourself to a new, fun workplace mindset that offers ideas such as true collaboration, and actual appreciation of diverse ideas by putting these concepts to use right on the spot.  Learn these positive, life changing applications by performing live in our session games such as “red ball”, and “yes and” to take your workplace team to the ultimate level.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

4:45-4:55 PM

Room Change

4:55-5:25 PM
Presenter:
Matt Charney, Editor-in-Chief, Recruiting Daily
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It’s no secret that among candidates and clients, recruiters don’t always have the best reputation or get the most respect. Just do a search in Google for “Recruiters are…” and our professional problem with public perception becomes crystal clear. Among the results Autofill suggests first: “recruiters are dumb.” “Recruiters are lazy.” “Recruiters are scumbags.” The list goes on.

That’s why recruiters who are doing it right need to start thinking not only about building an employer brand, but building their recruiter brand as well.

This session will go over some of the ways recruiters and hiring leaders can stand out from the competition, establish credibility and build meaningful connections and relationships with candidates and clients alike.

Attracting and converting the right talent for the right roles at the right time, all the time, is never easy. But with a strong recruiter brand, hiring doesn’t have to be so hard. You don’t have to be just another recruiter when you can be yourself, instead.

Join us for everything you wish you brand knew to create the “brand you” without having to live with the legacy left by the litany of lazy recruiters who have given our profession a black eye. Recruiters have a bad name. But with a recruiter brand, the only name that matters is yours. Here’s how to make sure that good name gets known.

You will learn:

  • What People Really Think About Recruiters: We’ll look at some real life examples of what real candidates and clients think about recruiters in their own words, and deep dive into industry data to understand where these myths and misperceptions are coming from – and what you can do to stand out from the competition.
  • How to Build Your Recruiter Brand: We will look at the concept of brand marketing, employer branding and what recruiters need to know to start building their own brands. We will look at some real examples of great recruiter brands and examine voice, tone, style and how to present and package and position your professional (not personal) brand.
  • Brand Management: How To Maintain A World Class Recruiter Brand: This session will look at things like internal influence, external referrals, network analysis, engagement and conversion metrics and other ways you can easily tell if your recruiter brand is working and why. We’ll look at how to leverage that brand for business results, professional development and public recognition, along with some actionable insights, tips and tricks real recruiters can really use right away for building their recruiting brand the right way.
5:25-6:25 PM

Reception

Wednesday, June 28, 2017

7:00-7:45 AM

Optional Workout:

TA Zumba®!

Instructor:
Steve Kosakow, Director of Talent Acquisition, Lionbridge, and Licensed Zumba® Instructor
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Let the fast-paced worlds of Talent Acquisition and Zumba® collide. Our Director of TA will mix recruiting best practices while taking the “work" out of workout, by mixing low-intensity and high-intensity moves for an interval-style, calorie-burning dance fitness experience. Once the Latin and World rhythms take over, you'll see why Zumba® Fitness classes are often called exercise in disguise.

Steven’s classes are high-energy, fun, and open to everyone regardless of abilities.  You’ll be moving and sweating, all while getting a great workout in a no-judgement environment. 

You work hard for your money, now dance to it. Novices welcome.

Wear comfortable shoes and clothes. Water provided!

7:30-8:30 AM

Breakfast

7:30-3:30 PM

Registration

8:30-8:40 AM

Welcome Remarks

Presenter:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
8:40-8:50 AM
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Talent knows talent. We all know the importance of a great employer brand and attract passive talent. However, you need to know how to motivate your internal employees to become exception brand ambassadors that bring in the right people. In this inspiring opening remarks, CEO Sudhakar Adapa will outline the top three employee motivations to great referrals.

You will learn:

  • What motivates top performers
  • How to connect with these top motivations in your employer brand.
  • How referrals are the key to your long-term recruiting success.
8:50-9:30 AM
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The way people want to work is changing. They’re socially connected, mobile, and expect the same “on demand” access they have in their personal life at work. Most HR departments and TA functions aren’t equipped to handle that – Cisco’s certainly wasn’t when Jill Larsen joined.  But HR teams have to adapt in order to attract and retain the workforce of tomorrow.  And many of them have to do it within the reality of a shrinking HR budget. Under Jill’s leadership, Cisco started reimagining (and rebuilding) its approach to Talent Acquisition. They did so by shifting from simply filling requisitions to taking a high touch, strategic direction in support of Cisco’s transformation to software and cloud models.  The result was a dramatic reduction in costs (almost 35% in 3 years) and the best KPIs in Cisco’s talent acquisition history.

You will learn:

  • Insight into the importance of creating a Talent Brand – one which current and future employees from the top down feel engaged with and passionate about.
  • Discussion on the next gen tools and models, e.g. AI, machine learning, etc., to build recruiter capabilities and enhance the candidate experience – and a look at the some of the best practices and lessons learned from these new services.
  • Her view on how advanced analytics can be used to improve candidate sourcing and build credibility for recruiters with hiring managers.
9:30-10:00 AM
Presenters:
Jenna N. Filipkowski, Ph.D., Head of Research, Human Capital Institute (HCI)
Leela Srinivasan, Chief Marketing Officer, Lever
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Candidate-engaged recruitment starts with a comprehensive process. Using design thinking, pioneered by firms like IDEO, Apple, and AirBnb, you can successfully build an end-to-end recruiting process around the candidate. This keynote presentation unveils new, original survey research from several hundred organizations about the current state of hiring processes and recommends how to best simplify and focus those practices on talent acquisition customers.

You will learn:

  • What the most inefficient, ineffective recruitment processes are.
  • How to use the design thinking to understand the motivations of candidates and hiring managers.
  • How recruitment processes are being redesigned to focus on the customers of talent acquisition.
  • What the characteristics of an exceptional candidate experience are.
10:00-10:40 AM

Networking Break

10:40-11:10 AM
Presenter:
Jennifer Carpenter, Global Managing Director - Talent Acquisition, Accenture
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Accenture is a global professional services organization and has over 360,000 around the world.  Their mission is to help improve the way the world works and lives, and lead the digital disruption on behalf of their clients. Accenture wants to humanize talent acquisition and one way it to make assessments more accessible, predictive and effective.  

You will learn:

  • How to use cutting-edge gamification to find the best fit in those fresh to the workforce.
  • How to use psychological measurement and artificial intelligence to route people to the best jobs.
  • How to use AI to go through over 40,000 interviews to find what makes a successful employee.
11:10-11:20 AM

Room Change

11:20-12:05 PM

Concurrent Session

Presenter:
Mark Berry, Vice President of Human Resources, CGB Enterprise, Inc.
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Availability of talent consistently ranks as a top CEO concern. In many industries, demand for critical skills & the increasing prevalence of the “independent contractor”,  have shifted the balance of power from employer to employee, turning talent into a seller’s market—and making the workforce a core strategic concern for the c-suite.

As a result, companies are in fierce competition for top talent. To maximize the prospect of success, HR teams need be vigilant about both engineering more effective efficient hiring processes and measuring the effectiveness of these processes.

Mark Berry, seasoned HR Leader and workforce analytics practitioner, will describe how to engineer evidence-based recruiting processes, how to facilitate business commitment & support, and how to overcome hurdles of making your recruiting function more data-driven. He will also provide insight on best practices for analyzing and optimizing your talent acquisition functions to have the best business impact over the long term.

You will learn:

  • What “Evidence-Based” Talent Acquisition means and its value to the business
  • Best practices for making a recruiting function more data-driven
  • Specific steps you can take to better measure and optimize your recruiting function and processes
  • New words, likely incorrectly used, but appropriable to impress your friends.
Moderator:
Brian Delle Donne, President, Talent Tech Labs
Panelists:
Jill Macri, Head of Global Recruiting, Airbnb
Steve Kosakow, Director of Talent Acquisition, Lionbridge, and Licensed Zumba® Instructor
Lisa Smith-Strother, Sr. Director, Global Employer Brand, Recruitment Marketing, and Diversity TA Head, ‎Ericsson
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An expanding group of TA technologies are battling for mindshare and adoption. A dominant theme emerging in trends in talent acquisition technologies is that the winners are bringing lessons learned from consumer experience. In this discussion you will see illustrations of how behaviors learned by consumers are transforming TA.

You will learn how consumerization is impacting talent acquisition by:

  • Seeing how candidate preferences are demanding new methods to be applied.
  • Managers bringing a consumer orientation, and expectationions, to their jobs.
  • Catering to candidates as consumers can drive better hiring outcomes.
  • Tech enabled recruiters get to spend more time being human with their business partners.
Moderator:
Jennifer Carpenter, Global Managing Director - Talent Acquisition, Accenture
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Join this small, interactive workgroup on tactics to train a better recruiter. Jennifer Carpenter is  now a Global  Talent Acquisition leader, however, she comes from a leadership and development background. Tap into her expertise on how to develop your good recruiters into great recruiters.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

12:05-1:05 PM

Lunch

1:05-1:50 PM

Concurrent Session

Presenter:
Sean Junor, Workforce Planning and Talent Acquisition, Cameco Corporation
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Automation can improve the talent acquisition user experience, however, not all candidates and hiring managers have ready access to all elements of the technology ecosystem. Rural and remote candidates often have limited or outdated internet connectivity and rely on paper-based resumes. In addition, many employees and hiring managers do not have work provided email accounts or devices. These challenges provided an opportunity to revisit work processes and explore options designed to incentivise user adoption.

Cameco Corporation has examined and addressed a series of the issues facing rural and remote candidates and hiring managers. This session will explore some of the innovative ways a mining company employing 50% of their operational workforce in a remote area was able to successful balance automation and the user experience with the implementation of recruitment management.

You will learn:

  • Converting all employees over to an automating application process. This includes both union and non-union employees.
  • Supporting local communities with education and training on a revised candidate process
  • Working with local communities to increase awareness of employment qualifications and requirements

 

Presenter:
Scotty Morrison, Director of Global Sales & Services Talent Acquisition, Autodesk
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Fierce talent competition across industry sectors is forcing companies like Autodesk to rethink their tactics for strategic talent sourcing. With over 20+ years of experience in building, inspiring, and delivering high performance acquisition teams, Scotty will share his insights on what is crucial when implementing and optimizing your sourcing strategy in order to build a competitive talent pipeline. You will learn his tactics for identifying, sourcing, and engaging top talent and how to stay 90 days ahead of business demand with a global “talent scout” model.

You will learn:

  • How to stay ahead of sourcing demand.
  • How to execute a global sourcing model.
  • How to optimize your end-to-end sourcing strategy.
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Join this small, interactive workgroup on recruiting on a budget. Do you perform social media off the side of your desk? Don’t have a big budget to play in the recruitment marketing space? Join Julia Levy from Fiserv as she shares her years of experience maximizing recruitment marketing and social media efforts on a shoestring budget. You will walk away with tools, resources and ideas on how to make the most of your time, while engaging your target audience on the social channels where they spend their time.

http://www.hci.org/workgroup-registration/2281723

**Workgroup attendance limited to practitioners only. Sponsor/solution provider reps will not be given access**

1:50-2:00 PM

Room Change

2:00-2:45 PM

Concurrent Session

Presenter:
Annette Carroll, Director of Talent Acquisition, PROCON, XSS Hotels and Colwen Design & Purchasing
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Design and construction company PROCON knows the importance of delivering on a solid strategy. That design-build philosophy is captured in its small but nimble talent acquisition function that focuses on engagement across candidates, employees, hiring managers and the business.

In this session, you’ll learn PROCON’s approach to talent acquisition that has enabled them to become a prize resource for the company.

You will learn:

  • “Act as if” your department is your own business, and it’s already a well-oiled machine.
  • Why a “How may I serve” attitude earns results.
  • Utilize creative internal marketing that is in alignment with your talent brand
  1. To deliver a successful employee referral program.
  2. To drive engagement through contests that resonates with your employees.
  3. To inspire an "attitude of gratitude" with Hiring Managers and employees
  • Always build industry relationships, keep close with employees, hiring managers & strategic partners and you’ll discover new opportunities, determine flight risks and become an invaluable asset.
Presenter:
Colleen Truitt, Head of Talent Acquisition for North America, The Hershey Company
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Going mobile can lower recruiting costs and increase job fill rates. Hear how Hershey designed and implemented an exceptional mobile candidate experience for stellar recruiting results.

You will learn:

  • How to actively attract talent and engage talent via technology.
  • How to deliver exceptional mobile candidate experience.
  • Tools and strategies that will help transform the mobile candidate experience.​
2:45-2:50 PM

Room Change

2:50-3:20 PM

Closing Keynote:

Hire Humans, Not Resumes

Presenter:
Regina Hartley, VP of HR, UPS Information Resources Division
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Human resource executive Regina Hartley will revisit her motivational and personal Ted Talk on why we should give the “scrapper” a chance.  As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. "Choose the underestimated contender, whose secret weapons are passion and purpose," she says. "Hire the Scrapper."

You will learn:

  • How to recognize candidates whose diverse experiences developed their passion and grit, which made them—and their organizations—successful.
  • To balance the efficiencies of technology and make sure technology isn’t getting in the way of making of the best hires.