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

Agenda Day 1

10:30 am - 11:00 am Registration

11:00 am - 11:15 am Welcome Orientation

11:20 am - 12:00 pm Reimagining Talent Acquisition for the Disruption Era

Both talent acquisition and talent management leaders find themselves living through an age of unprecedented disruption. Among employers, digital transformation 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, self-designed career paths and a flexible work-life balance that prioritizes wellness. And nowhere has technology transformed the talent enterprise more than in recruiting, where artificial intelligence, hiring algorithms, video interviews, gamified assessments, social media recruiting and digital employer branding are remaking the face of talent attraction. In this wide-spanning keynote, a talent acquisition thought leader will discuss:

  • 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 candidate engagement and the recruiting process is being transformed through millennial workforce values
  • Why skills, assessments and digital badges may replace experience and the resume as the new currency in the talent landscape, opening the door to alternative talent pools
  • The exploding gig economy and how enterprise corporations are incorporating these on-demand hiring platforms

12:00 pm - 1:00 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


Mazher Ahmad

Global Head of Talent Acquisition and Organizational Design
Ortho Clinical Diagnostics


Betsy Wheeler

Chief People Officer
Otter Products

1:50 pm - 2:20 pm Business Meetings

2:25 pm - 2:55 pm Business Meetings

2:55 pm - 3:10 pm Networking Break

3:10 pm - 3:55 pm Practitioner Roundtable Discussions Presented by ThoughtExchange

Earlier in the Exchange, we collected your insights and challenges in the L&D space, using the Thoughtexchange social learning tool. During this follow-up session, you’ll have dedicated time to sit with your peers and discuss what they are doing to address each one of four topics that are top of mind. Attendees will break into smaller groups, choose their topic area and develop an action plan to combat challenges and make improvement in their L&D strategy and delivery.

Future of Talent

4:00 pm - 4:45 pm How Workforce Analytics Can Improve Talent Management
Geetanjali Gamel - Global Head of Workforce Analytics and Planning Merck
Workforce or people analytics can be used to proactively manage talent. This powerful, data-based tool can be used to identify both top performers through the algorithmic comparison of employees’ career progressions to similar data sets and models. This allows an employer to help groom and support top performers as well as pinpoint poor performers before they become a drag on the bottom line. It can also help company leaders analyze skills gaps, allowing managers to perform training interventions. Savvy businesses also rely on analytics to help them manage turnover by statistically identifying the traits of people who are likely to leave their positions. The technology is also a boon to succession planning allowing hiring managers to map out internal successor candidates. Discover more about what analytics and the power of big data can do to supercharge your workforce planning.

  • How analytics can be the catalyst for driving the digitization of HR
  • What predictive breakthroughs you can make with a properly implemented data-collection set-up
  • The difference between analytics that are merely descriptive and are actively predictive

Geetanjali Gamel

Global Head of Workforce Analytics and Planning

CTO Strategies

4:00 pm - 4:45 pm Using Pre-Hire Assessments for Business Recruiting Success
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

4:50 pm - 5:20 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.

5:20 pm - 5:50 pm Business Meetings

5:50 pm - 6:20 pm Business Meetings

Ignite Presentations

6:25 pm - 6:35 pm Employer Branding as a Talent Acquisition Strategy
Building a bridge between talent management and employer branding is key to becoming a talent machine. To attract the right candidates and top talent, you need to develop a robust employer brand that pulls in a strong pipeline of candidates excited about your company’s alignment with their values, abilities and career paths. But what is employer brand? Is it your rating on Glassdoor? Your image stream on Instagram? Does it appear in the articles mentioning your company’s name on LinkedIn or does it emerge out of the recruiting process itself, in the content you push forward on potential applicants? In this Ignite Session, learn the multiple points of contact that build employer brand and understand how it connects with your talent management strategy

Ignite Presentations

6:35 pm - 6:45 pm Employee Listening Platforms — Tech to Measure Engagement
What can supervisors “hear” as employees chat, share files and plan projects using the new crop of digital engagement platforms that have emerged in the workplace? A lot, actually — if they choose to use new micro-monitoring technologies. Bots can learn and understand real-time employee attitudes and engagement levels through analyzing text, a process known as sentiment analysis. In the manufacturing and industrial space, AI-enabled cameras can now detect the movement of both company employees and equipment, alerting supervisors of hazardous situations, inventory control and employee theft. Understand how to implement these technologies and integrate them into your workplace culture.

Ignite Presentations

6:45 pm - 6:55 pm The Future of Background Checks — Discovering Candidates’ Digital Footprints
With much of our lives lived on social media, HR finds itself in the thorny place of discovering candidates’ digital footprint online. New algorithmic tools can deep dive into social media (including video, images and text) to identify a candidate’s red flags, such as drug use, bigotry, inappropriate sexual content as well as their positive contributions — volunteering, mentoring, etc. Other emerging tools provide predictive reference checking and allow for granular inspection of previous supervisors, companies, references and education credentials.

7:00 pm - 7:30 pm Cocktail Reception

7:30 pm - 9:00 pm Networking Dinner