With demand for workers recovering with surprising speed in the U.S., employers will need to act quickly to gear up their hiring efforts for a more competitive marketplace. How has the pandemic changed the game? How are job candidates looking at companies differently–and how can employers respond? What are the new digital tools for making the recruiting process more efficient?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3.75 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
Citrix Systems Inc
First Horizon National Corporation
Federal Bureau of Investigation (FBI)
Purdue Cyber Apprenticeship Program
Harvard Business School
While many talent-acquisition plans have been disrupted in the past year, employers need to get them back on track for 2021 and the decade beyond. The TA chief for a Fortune 100 financial-services organization shares her expertise in driving workforce planning for a global team of 16,500 employees, working with C-suite leaders to align TA plans with the company's future, and building an early-talent pipeline with diversity in mind.
Angela Wesley, SVP, Chief Talent Acquisition Officer, TIAA
Lydia Dishman, contributing editor, Fast Company
In a challenging new year, organizations must adjust their hiring strategies for the realities and uncertainties that lie ahead. The realities include an ever-stronger demand for top talent, even in a weak economic environment. The uncertainties include the pace of recovery from the pandemic and the timeline for resuming in-office work and in-person recruiting. This presentation offers five talent-acquisition strategies that organizations should pursue in the new year, including candidate rediscovery, hiring for potential, creating personalized career sites, virtual hiring, and candidate engagement.
Steve Feyer, Director, Product Marketing, Eightfold AI
During the pandemic, employer reputations rose or fell depending on how they responded to worker needs and ambitions. What are the new priorities among job candidates in evaluating a potential employer? How can an employer enhance its career-development opportunities? What are the new benefits that employees are looking for, including voluntary benefits? And what are the best ways for an employer to get the word out about its employee-value proposition?
Ajay Sah, Vice President and Head of Talent Acquisition, Capgemini
Peggy Anderson, Head of Talent Acquisition, Shutterfly
Markita Jack, SVP, Sr. Manager Diversity, Equity & Inclusion, First Horizon National Corporation
Saloni Ahuja-Shah, Head of Talent Acquisition NA, Coty
Lydia Dishman, contributing editor, Fast Company
Is your recruitment marketing strategy ready for the new year? Learn how to win the race for talent with mission critical insights from Appcast. This presentation will offer actionable information to help you leverage new platforms and tools, write better job ads and attract high quality candidates in 2021 and beyond.
Mychael Robinson, Solutions Architect, Appcast
While the traditional recruiting of new talent is a major component of the hiring process, apprenticeships are a sustainable method to find external candidates as well as a way to reskill and upskill current employees who already have operational experience at your company. This workshop will help companies understand the advantage of their internal and external candidate market and how to cost-effectively train them through apprenticeships, a proven model on a national scale. They’re an industry-driven, high-quality career pathway where employers can develop and prepare their future workforce, and individuals can obtain paid work experience, classroom instruction, and a portable credential.
Dave Harrison, Executive Director of National Apprenticeship, Fastport
Many companies are planning to design new job structures this year, with many potential benefits in mind: The wish list is very big (providing value over time, gaining edge over competitors, and making sure emerging skills are considered. In this workshop, we will explore key aspects of doing this successfully. Among the most important: building a robust taxonomy according to job functions, categorizing them according to digital capabilities, technical skills, functional skills, and soft competencies. Many times, these differences are not well understood, but our presentation will illuminate the best practices we have defined, thanks to our AI team.
Vijay Swaminathan, co-founder, chief product officer, Draup
It’s a new year, the world has changed, and it’s time to recruit differently. Join NPower, a nationwide nonprofit and leader of equity in tech, with their corporate partners, for a workshop to help you and your organization prepare to source and retain skilled, non-traditional tech talent. Hear from hiring executives who have opened up their recruitment practices to non-degreed, diverse candidates and how you can leverage their approach to fill your tech-talent needs.
Nicole Flowers, Senior Manager, Cloud Infrastructure, Accenture
Kim Mitchell, Vice President, Program Strategy, NPower
Andrew Parlock, Senior Account Manager Space Systems, Northrop Grumman
A candidate may have an impressive degree and work experience, but what objectively are the skills needed for the job–and do they have them? In the post-pandemic workplace, the necessary skills may be new ones. How can they be identified accurately? And what new tools can be used to assess whether candidates can be upskilled efficiently as needed?
Iriet Schulman, Director, Talent Acquisition, Condé Nast
Jennifer McClellan, Sr. Director, Talent Pipelines & Specialty Recruiting Human Resources, Citrix Systems Inc
Peter Sursi, Division Recruitment & Hiring, Human Resources Senior Executive, Department of Justice - Federal Bureau of Investigation
Rob Bennett, Senior Director of Sales, SkillSurvey
Myla Skinner, OneGoal, chief of staff and Quarter Five, founder and managing partner
As a talent leader, you have the responsibility of managing analytics and data to make decisions. It’s important to learn what recruiting metrics matter to whom–and how often you should be reporting them. We'll cover: what each stakeholder really wants to understand about recruiting productivity; which metrics to report to C-levels, vs. individual sources and recruiters; how to use technology to streamline TA reporting; and other best practices for using recruiting reporting to prove ROI.
Viet Nguyen, Head of Customer Talent Advisory, Gem
Workplace rebels have a bad reputation as troublemakers and contrarians, but they're also the ones who can change things for the better with their unconventional views. A behavioral scientist who spent more than a decade studying maverick talent illustrates how cultivating such employees can help businesses to evolve and to prosper.
Francesca Gino, Tandon Family Professor of Business Administration at Harvard Business School and author of Rebel Talent: Why it Pays to Break the Rules in Work and Life
Kristen Bellstrom, features editor, Fortune