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

Agenda Day 1

10:30 am - 11:15 am Registration

11:15 am - 11:30 am Welcome Orientation

11:30 am - 1:00 pm Networking Event + Lunch

1:10 pm - 1:40 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

1:45 pm - 2:15 pm New Strategies for Hiring in a Time of Talent Crunch

The unemployment rate is at historic lows while demand for technical skills is at an all-time high. As a result, the hiring game has changed significantly for recruiters, particularly those who source digital or technical talent. The raw reality is that talent acquisition teams are increasingly turning to new sourcing strategies to lure a variety of candidates into the talent pipeline — passive talent, boomerang hires, teen candidates, retirees and parents returning to the workforce and even the previously incarcerated. Using social media, AI-powered sourcing tech and highly personalized content marketing, companies are finding new ways of identifying talent and making strong value proposition appeals at strategic times. Understand how to:

  • Appeal to and understand the psychology of how the passive candidate considers job offers
  • How to appeal to candidates whose companies are being disrupted (M&A, company relocations)
  • Using referral networks from your own employees to reach out to the people you want to hire

2:20 pm - 2:50 pm Business Meetings

2:50 pm - 3:20 pm Business Meetings

3:40 pm - 4:10 pm Building a Superstar Recruiting, Sourcing and Hiring Team

While we rely on our recruiting teams to build and fuel our next generation of exceptional talent, we often spend too little time building up the skills and workflow strategies of our talent acquisition teams. The best teams know how to collaborate, practice constant communication and engage in ongoing training to stay up with the latest recruiting trends, interviewing techniques and sourcing hacks. In this session, learn how to build a team that is committed to innovating its practices to keep up with the shifting realities of attracting top talent

  • How to ensure your team is committed to building the best possible candidate experience
  • Hiring for Hiring: The soft skills that all great recruiters possess to proactively approach candidates

4:15 pm - 4:45 pm Business Meetings

4:50 pm - 5:20 pm Business Meetings

Ignite Presentations

5:25 pm - 5:35 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

5:35 pm - 5:45 pm Talent Management for Teams: Pivoting Away from Individual Performance
Talent management, as it is currently practiced, is still very much focused on individuals. But under new models of business organization, teams have increasingly become the basic building block of how work gets done. While developing and building talent teams is still a lesser-known practice, it’s poised to become the industry standard in the coming years. Learn more about the new shape of the corporate organization. Discover why networks of teams can more rapidly adapt to change than a static, hierarchical set-up based on individual performance. Forming and assembling teams that can work together will be an essential strategy in dealing with digital transformation and ongoing business disruption.

Ignite Presentations

5:45 pm - 5:55 pm Employee Listening Platforms — Tech to Measure Engagement 5:45 PM – 5:55 PM
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

5:55 pm - 6:05 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.

6:10 pm - 7:00 pm Cocktail Reception

7:00 pm - 9:00 pm Networking Dinner