Agenda at a Glance
Day 1 — Talent Data
Monday, July 19, 2021
All times are in Pacific Standard Time.
CEO + Principal Strategist
Recruiters are always adjusting their strategies to stay ahead of the curve and respond to the fluctuating hiring needs. Join Tennille Folk, Director of Global Talent Attraction at Stryker as she shares insights on how talent intelligence can enable your business to find, recruit and retain talent. Learn why and how the talent acquisition team at Stryker relies on data-driven insights to support TA and employer brand.
Director of Global Talent Attraction
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.
Director of Talent Acquisition and Development
- 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
Manager, Recruiting Operations
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!
Manager, Global People Research & Analytics
Utilizing the right technology can help make big things happen - even with tight timelines and limited budgets.
Debbie Tuel, Chief Joy Officer, Symphony Talent, hosts Shelby Grip, Senior Manager, Talent Brand & Recruitment Marketing, Stryker for our upcoming JOY Podcast session. 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.
Shelby will reveal how using the right automation and AI tools empowered a small team of recruiters to support an organization made up of over 40,000 employees. She illustrates how using analytics can help refine your approach and process to be effective with minimal resources - and measurable impact.
Chief Joy Officer
Senior Manager, Talent Brand & Recruitment Marketing
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.
Head of Talent Acquisition and Learning
Senior Director, Talent Acquisition
Senior Director, Enterprise Talent Strategy
Fortunately, your talent data and AI can help you navigate this turbulent post-pandemic market, and set your organization up for years of recruiting success.
Join TA expert Mike Watson for a discussion of how data and AI are transforming recruiting for the needs of today’s hiring market, including impacts on candidate experience, recruiter workflows, hiring for skills and potential, global recruitment, and DE&I.
Senior Director of Talent Transformation
Day 2 — Social Recruiting
Tuesday, July 20, 2021
Vice President of Talent Acquisition
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
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.
Sr. Manager, Global Employer Brand and Recruitment Marketing
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!
Global Head of Talent Acquisition
Jobvite is leading the next wave of talent acquisition innovation with a candidate-centric recruiting model that helps companies engage candidates with meaningful experiences at the right time, in the right way, from first look to first day. The Jobvite Talent Acquisition Suite weaves together automation and intelligence in order to increase recruiting speed, quality, and cost-effectiveness. Jobvite is proud to serve thousands of customers across a wide range of industries including Ingram Micro, Exelon, and Premise Health.
Sr. Manager of Web Development, Customer Success
- 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
Director of Talent Acquisition
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
TAS, HCS, President and Board Member
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.
Senior Manager, Talent Attraction
Consultant & Owner
Parsons Strategic Consulting
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.
Founding Partner and CEO
MXA Talent Solutions
Day 3 — Diversity, Equity and Inclusion
Wednesday, July 21, 2021
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.
Chief Diversity Officer
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.
Director, Diversity, Equity and Inclusion
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.
VP Employer Brand, Diversity & Culture
Shaker Recruitment Marketing
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
Director of Talent Acquisition and Development
PSA Airlines, Inc.
InFlight enables organizations to take complete control of the candidate experience provided by their applicant tracking systems. With InFlight, organizations achieve lower applicant drop off rates and maximize candidate conversion rates through the apply process. InFlight is a quick, cost-effective way to create a fully-branded, mobile-optimized, and modern candidate experience on top of applicant tracking systems, such as Taleo, PeopleSoft, iCIMS, and SAP SuccessFactors.
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:
Women's perceptions of recruiting and career potential in male-dominated fields
Factors suppressing equal representation in the workforce
Strategies Kerry used to help attract and recruit women
Learnings & outcomes of Kerry's recruitment inclusion initiatives
In this session, Diane Circo, Head of TA at Siemens will discuss:
- How to clear barriers and widen the talent aperture almost immediately and with no additional cost (other than mindset change, which is FREE!)
- Consider practical Talent Acquisition strategy building blocks that can help any TA team diversify candidate pools
- Get real-life tips and examples of how to create and maintain a truly inclusive candidate experience
- Learn how to engage hiring managers as partners in the effort to create a diverse workforce
Head of US Talent Acquisition
Senior Manager, Diversity Recruiting Partnerships
Day 4 — Employer Branding
Thursday, July 22, 2021
Senior Manager, Employer Branding
Join the AHA’s National Director of Talent Attraction Dennis Wilson and Recruit Rooster’s Creative Director, Drew Palmer, as they take you through the American Heart Association’s improved recruitment solution.
National Director, Talent Attraction & Acquisition
American Heart Association
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
Vice President, Talent Acquisition
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.
Senior Manager, Employer Brand
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.
CEO and Founder
- Building versus buying skill sets
- Local focus and global collaboration
- Project priorities and process management
Talent Brand Alliance
- 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.
Global Employer Brand Advisor
Zebra Technologies Corporation
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.
Director of Marketing
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.
Head of Global Employer Brand
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.
Employer Brand Leader
Eli Lilly & Company
Day 5 — Sourcing
Friday, July 23, 2021
- Leveraging the LinkedIn features "no one talks about"
- Diving into and creating meaningful connections on Instagram
- Tapping into and listening to Podcasts
- Scanning the Open Web for Hidden Resumes
- Booking talent via Airbnb
- And much, much, much, more!
Senior Sourcing Technical Recruiter
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
Director of Talent Acquisition
Hire anyone, anywhere, quickly and easily. Use our AI-driven, fully compliant global Employer of Record platform powered by our in-house worldwide HR experts. Leave the complexities of global employment to the named industry leader that consistently attains 97% customer satisfaction ratings. With Globalization Partners, you can succeed faster. Globalization Partners: Breaking Down Barriers for Everyone, Everywhere To learn more, visit globalization-partners.com. Connect with us on Twitter, LinkedIn, Facebook, check out our blog, or listen to our podcast.
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.
Senior Manager of Engineering Talent Sourcing