September 23 - 25, 2018, The Scottsdale Resort, Scottsdale

Agenda Day 1

10:00 am - 10:30 am Registration

10:30 am - 10:35 am Welcome Orientation

10:35 am - 10:50 am Thoughtexchange — App Introduction


Doug Bryant

Vice President, Human Capital Management
Sonic Automotive

11:00 am - 11:45 am Rethinking Talent Strategy for the Disruption Era

Melissa Lanier - Director of Leadership Development and Talent Management, T-Mobile
In this unique keynote, this presentation will look at how both talent acquisition and talent management are being transformed in an age of unprecedented disruption. Among employers, digital disruption and low unemployment rates requires massive workforce reskilling or rapid hiring for new roles, many of which may not even currently exist. In the workplace, millennials have already become the largest single segment, bringing with them cultural values that favor deep talent development and self-designed career paths. And nowhere has the talent function been more transformed than in recruiting and hiring. A new focus on candidates’ experiential journey and untapped talents has arisen as the same time new technologies — such as artificial intelligence screening, video interviews and social media recruiting — have dramatically shifted the way a new generation is hired into the workforce. In these keynote, learn:

  • Why recruiting + hiring must adapt to a newfound focus on the candidate experience and journey
  • What talent acquisition practices should be dropped in our own era of disruption, what’s replaced them and what’s worth holding on to during this time of volatile change
  • How businesses must change their thinking about their talent management, leadership and high-potential development, as well as workplace culture
  • Why skills development and career pathing will become central to talent development practices

Melissa Lanier

Director of Leadership Development and Talent Management

11:45 am - 1:15 pm Networking Event + Lunch

Don’t believe the tech bubble hype. There’s a lot more to creating a high-performance culture than catered lunches and ping-pong tables. Ultimately, a high-performance culture is a high-profit, low-turnover environment that inspires people to collaborate freely and perform at the top of their game. In the words of one performance management guru, it’s about “stoking a fire within people, not under them.” In other words, it’s about aligning talents with passions to boost productivity and eliminate time-wasting processes. All this comes together in an organizational culture that reflects itself in office values, reward systems and day-to-day behavior. In this panel discussion, learn more about:

  • The importance of defining business critical roles and filling them with A-level players
  • Identifying leadership capabilities
  • Why an engaged employee is 44% more productive than a satisfied worker, but an employee who feels inspired at work is nearly 125% more productive than a satisfied one
  • How to identify organizational drag — time-wasting processes that keep people from getting things done

Tracey Jenkins

Vice President, Talent Management


Betsy Wheeler

Chief People Officer
Otter Products


Ginger Maseda

Senior Director, Global Talent Acquisition
Align Technology


Doug Bryant

Vice President, Human Capital Management
Sonic Automotive

2:05 pm - 2:35 pm Business Meetings

2:35 pm - 3:05 pm Business Meetings

3:05 pm - 3:20 pm Networking Break

3:20 pm - 4:05 pm Bugs Bunny and the Case of the Learning Culture

In this interactive session participants will be asked to consider learning and culture in some new ways. We’ll discuss process, brain science, group learning and we’ll get a chance to put Thoughtexchange through its paces as we explore what is important to this group of CTO attendees.

Presented by Kevin Skelcher, VP Client Solutions

4:10 pm - 4:55 pm Using Pre-Hire Assessments for Business Recruiting Success at Sonic Automotive

Doug Bryant - Vice President, Human Capital Management, Sonic Automotive
Sonic Automotive scaled rapidly into a Fortune 500 company by reinventing the auto sales experience with one-price selling and training sales associates who work alongside customers from beginning to end. To hire the right type of staff in high volume, the company leaned heavily on pre-hire assessments. Deployed effectively, hiring assessments can boost employee performance, lower turnover and speed up your time-to-fill metrics. To be actually useful though, employers need to have a detailed and robust description of what skills and traits they are hiring for. This competency model should identify what makes your existing employees so successful in their roles. The assessments need not be confined to just the pre-hire cycle but can be used internally to identify leadership potential and future promotions. In this session, learn more about:

  • How Sonic Automotive surveyed its existing employees to create a competency model for high performers
  • What assessments can and can’t do, as far as supplementing an interview conversation with the candidate
  • How to create assessments that reduce the risk of the test being “gamed” by applicants

Doug Bryant

Vice President, Human Capital Management
Sonic Automotive

5:00 pm - 5:30 pm Combating the “Talent Shortage”: Where to Invest Your Resources for the Best Results

We are living in the digital age- technology is vital to nearly everything we do. There are now hundreds of job boards and recruiting sites, but it is difficult to appeal to a widei audience and track the metrics behind posts on these platforms. With so much online clutter, it makes finding top talent for hard to fill roles nearly impossible. On the other hand, social media takes up the majority of the time people spend on their devices daily, including mobile devices like smartphones. Social media is a cost-effective solution that not only gives your recruiters the potency to go viral, but also gives your recruiters the ability to target their demographics such as location and industry focus.
Video on social media has now overrun traditional static content, and worldwide marketing professionals agree that video is the type of content with the best ROI. Adding a video to your job posting helps boost SEO rankings. Video is considered an engagement tool, which means that a viewer is clicking on your job posting. When someone “engages” and “clicks” on your job posting, this is one reason that video helps boost SEO rankings. Digital technology offers a solution to track your efforts, and with tracking, you know how and where to target your audience. HR can now see exactly where their job postings are receiving the most attention, and if that attention is converting well into applies. With social media, mobile devices, video and tracking, you are no longer looking for a need in a haystack. You have a bow and arrow that is aiming for bullseye. If an employer wants to remain relevant in today’s changing world, they must deliver all content in relevant ways, and video job ads are the talent acquisition solution.

Presented by Lindsay Stanton, Chief Client Officer, Digi-Me

5:35 pm - 6:05 pm Business Meetings

6:05 pm - 6:35 pm Business Meetings

6:45 pm - 7:30 pm Cocktail Reception