June Virtual: Bringing Hiring into the Digital Age

Wednesday, June 12, 2024


Bringing Hiring into the Digital Age

Despite layoffs making headlines now, all the demographic and digital trends point toward tough competition for workers in the future–maybe sooner than most expect. What are the new techniques and tools that talent-acquisition can use to envision the workforce their company will need in the future? What data and insights can HR and TA leaders provide to the company to be ahead of trends? How can companies do a better job of internal recruiting and promoting internal mobility? What are the best practices for hiring based on skills and potential, rather than credentials?

From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.


All times shown below are U.S. Eastern Time

12:00 PM - 12:15 PM
12:15 PM - 12:25 PM
Opening Remarks
12:25 PM - 12:50 PM
How Digital Tools Give Talent Leaders More Time to Invest in Their Candidates (Fireside Chat)

From writing job ads to grading applications, many tasks can be taken on by AI and other tools. At Avanade, a global tech provider with 60,000 employees, innovation in the hiring process is a point of pride.


Paul Phillips, Global Head of Talent Acquisition & Onboarding, Avanade 


Jeanhee Kim, Independent Business Journalist

12:55 PM - 01:15 PM
How Focusing on the Candidate Experience Helps You Hire Faster and Better (Thought Leadership Spotlight)

Speed is a cornerstone of hiring: an optimized application process lets you hire faster and create a great candidate experience. Sadly, it’s a process to which many employers unintentionally add friction, extra steps, and barriers. From getting applicants to register, to making them type out information that’s already on their resume, companies are making it harder for candidates to apply—and losing out on great talent before they’ve even had a chance to meet. Join this foundational session to explore how designing a better applicant experience today, through simple changes, can help you turn engaged candidates into new hires.


Naomi Bower, Senior Director Of Design, Lever, an Employ Solution

01:20 PM - 02:00 PM
Using Innovative Technology and AI to Revolutionize Hiring for Top Talent (Panel)

For talent acquisition, new technology can act as a remarkable tool that can help by verifying candidates’ backgrounds and skills, suggesting interview questions, creating candidate profiles, and other tasks. As hiring picks up, how can TA leaders make the best use of the new technology, like AI? How can TA specialists use AI and new tech to solve many of their pain points, while continuing to focus on the aspects of the job that require the human touch?  


Jane Curran, Global Head of Talent Acquisition, JLL

Justin Fronberg, Executive Director, Talent Acquisition, MGM Resorts International

Christopher Rotolo, VP Global Talent, MiTek  

Seán Delea, Team Manager, Talent Acquisition, EMEA, Greenhouse

Ken Oliver, Vice President, Corporate Social Responsibility, Checkr


Lydia Dishman, Senior Editor, Growth and Engagement, Fast Company

02:05 PM - 02:25 PM
How to Attract, Screen, and Manage Your Talent in Today’s Hiring Landscape (Thought Leadership Spotlight)

Today’s hiring landscape is messy and it’s getting harder to ensure the right candidates are finding your company and your company is finding the right candidates. Learn how to leverage key tactics, tools, services, and techniques that will support you in this difficult hiring landscape. In this session, you’ll learn how to write an optimized job ad that will convert job seekers into applicants; understand how to utilize automation and AI to effectively streamline your screening process; and discover how to attract and identify top candidates for your open positions.


Heidi Barnett, CEO, ApplicantPro

02:30 PM - 03:15 PM
Mapping the Human Genome of Potential (Workshop)

For more than 500 years, human beings have used resumes to assess the potential of individuals. While it may be tempting to think that the reason we still use them is because they’re a good indicator of future performance, the truth is that we just haven’t found anything better. Yet the reliance on resumes, combined with technology, is a catastrophic combination. Algorithms that scan for keywords, metrics, and skills effectively exclude more than 80% of potential job candidates. What if, instead of relying on an exclusionary demand-side search for skills and themes, we were to use an inclusive, supply-side approach, allowing people to demonstrate their potential? Through data science, performance coaching, and some empathy, we can change the way the world works.


Scott Dettman, CEO, Avenica

02:30 PM - 03:15 PM
Leading With Influence: Inspiring and Motivating Teams to Achieve Results (Workshop)

At ThinkHuman, we serve our mission by providing leadership-development programs that specifically focus on people leadership, which is the leadership of oneself and others. Based on behavioral science, our leadership programs focus on creating mindset shifts and long-term leadership change in leaders at all levels. Join us for an interactive Learning Jam session, a condensed version of one of our core leadership-development programs focused on how to harness your ability to Influence positive change in your organization and beyond. This session will show you how to amplify your empathy for where others stand and how you can connect your task to what matters to them.


Shaun Sperling, Facilitator, ThinkHuman

03:20 PM - 04:00 PM
Creating an Inclusive Dialogue With Workers About New Technology (Panel)

The arrival of new tech and AI in the workplace can be necessary but disruptive. How can companies involve their workers more in the conversation about upskilling, changing roles and processes, and the new employee experience that results? How can leaders ensure that their workers are comfortable and confident when adopting new technologies and AI systems? How can workers be included in the conversations about new technology and tools from onboarding onward?      


Maris Krieger, Senior Director, Talent Programs, Hearst Corp.

Shaunda Zilich, Senior Director, Employer Brand and Talent Attraction, Marriott

Cheryl Petersen, Associate Principal, Region Talent Resourcing Leader, Americas Region, Arup

Nico Roberts, Chief Business Officer, Fountain  


Emily McCrary-Ruiz-Esparza, Contributing Editor, From Day One

04:05 PM - 04:30 PM
Taking a Well-Considered Approach to Adopting New Technologies (Fireside Chat)

As employers evaluate new tools for TA and related work, they need to consider their effectiveness, efficiency, and scalability, as well as judging the cumulative impact of new technology on employees who might feel burned out by rapid tech transformation. A leader in TA for a global clinical-research provider to the life-sciences industry Illuminates the company’s strategy for keeping up with technological changes.


Tim Wesson, SVP, Global Talent Acquisition, IQVIA 


Nicole Smith, Editorial Audience Director, Harvard Business Review

04:30 PM - 04:35 PM
Closing Remarks