Agenda Day 2
7:15 am - 8:00 am Networking Breakfast
8:00 am - 8:05 am Chairperson's Opening Remarks
8:05 am - 8:50 am Talent Analytics – An important seed in our organization farm!Arun Chidambaram - Global Head, Talent Analytics, Pfizer
Process, Skills, and Technology are the three important ingredients in the analytics kitchen. Maintaining a balance between these three ingredients is very challenging in the current era of big data analytics. As the analytics era matures, sponsorship, adaptability, decisiveness, and thoughtful investment in technology are key to success. Arun Chidambaram, head of the Global HR Analytics team at Pfizer, will highlight how each of these areas is applicable to organizations of any size in order to create a successful talent analytics ecosystem. This presentation will focus on building talent analytics capabilities and showcasing examples of attrition modeling and organization network analysis case studies in HR.
Arun ChidambaramGlobal Head, Talent Analytics
8:55 am - 9:35 am Rethink Your Gender Equity Strategy
Presented by Scout
An extensive survey of search firms from Scout’s recruitment marketplace (used by hundreds of the world’s largest employers) has revealed improved gender parity since the #MeToo movement, with increasing demand and pay packages for female executives. ManpowerGroup’s Candidate Preferences research further illuminates the need for different strategies when it comes to hiring female leaders.
Expectations to move the needle further on gender parity continue to grow. As a Talent Acquisition professional, you can affect change through recruiting, selection and compensation, and through strategies designed to retain and promote women within your organization.
Join Scout’s Chief Revenue Officer Jim McCoy and ManpowerGroup’s Senior Vice President Kate Donovan as they discuss:
- How the #MeToo movement has created a change in female leadership hiring
- Strategies to attract female candidates
- Best practices in hiring, retaining and promoting women in leadership from the perspectives of a male and female leader
Jim McCoy | Chief Revenue Officer | Scout
Kate Donovan | Senior Vice President | ManpowerGroup
9:40 am - 10:10 am Business Meetings
10:10 am - 10:40 am Business Meetings
10:40 am - 11:10 am Business Meetings
11:10 am - 11:20 am Networking Break
11:20 am - 12:00 pm Consumer-Facing Recruitment: The Winning Formula for Engaging Top Talent
Presented by ICIMS
Modern job seekers are more powerful than ever before. Today, brand loyalty and consumer-facing recruitment have sparked a shift in power from employer to job seeker, causing a revolution in the way companies attract, recruit, and hire new talent.
Be it with an outstanding corporate culture and benefits package, a user-friendly career portal, or mobile application experience, more companies are putting a positive candidate experience first, because without one, there’s too much at stake.
Recruiting practices are an extension of your corporate brand – and candidates are ultimately your customers. Join Sean Munafo, Regional VP, Sales- Enterprise at iCIMS, to learn:
- How consumer trends impact candidate engagement
- Where employers are losing the war for top talent
- The tools you need for better hiring insights to impact your business bottom line
Sean Munafo | Regional VP, Sales- Enterprise | iCIMS
12:00 pm - 12:50 pm Networking Lunch
12:50 pm - 1:35 pm Talent, Unified — How BASF Connects Talent Management, Talent Acquisition and Business Leader Sponsorship to Fuel its High Potential PipelineLuciana Amaro - Vice President, Talent Development and Strategy, BASF
Heidi Gerhard - Head of Talent Acquisition, BASF
At many companies, hiring/recruiting and talent development remain separate silos with distinct functions. At BASF, they embarked upon a successful business strategy that combines the two functions, in collaboration with Senior Leaders, to fuel its executive talent pipeline. In this unique session, the company’s heads of both talent acquisition and talent development discuss their pioneering blueprint to high-potential development. For the past decade, BASF’s talent strategy frontloads the recruitment process by bringing talent development techniques to bear on talent acquisition practices. External candidates are assessed for their ability to be fast-tracked into executive positions while internal candidates are robustly developed to meet workforce planning needs. TA and TM leaders meet regularly with the Business Executives to facilitate cross-department discussions about the high-potential pool, giving the company a competitive edge in both nurturing and attracting top talent. Learn how to:
- Create a Talent Infrastructure that is championed by business leadership, with collaboration and trust to deliver impact for the organization
- Cultivate a “one Talent team” mindset with shared accountability across HR and Senior Executives
- How to factor internal mobility strategy and talent development needs when contemplating external hires
- Build a high potential pipeline focused on breadth of expertise and delivering business impact
Luciana AmaroVice President, Talent Development and Strategy
Heidi GerhardHead of Talent Acquisition
1:35 pm - 2:10 pm Gig Hiring and The Changing Landscape of Talent Management and AcquisitionKalani Ching - Head of Business Operations (former Director of Freelance Nation), Intel
Gig hiring is poised to reinvent the corporate landscape, with as much as half of the workforce holding at least a part-time gig by 2020. So where does that leave talent management and its traditional model of developing full-time, in-office employees? Structured properly, gig wok can benefit both employee and employer. Gig employees can grow their skillsets and quickly get exposed to multiple types of work environments. Smart-thinking employers can actually forge their own internal gig hiring platforms and achieve the ability to hire experts on-demand and quickly scale the size of their workforce to meet new demands or slowdowns. But this balancing act will pose a problem to existing models of performance management and employee engagement. In this session, learn how to:
- Build and retain corporate culture when a large portion of your workforce are not traditional employees.
- Emphasize long-term company needs to employees who are working on a contingent basis.
- Best practices for using digital platforms for collaborating with external talent.
- Understand the career paths of high-skilled workers, many with niche specialties, who serially join teams, rather than continue in a permanent job.
Kalani ChingHead of Business Operations (former Director of Freelance Nation)
2:15 pm - 2:45 pm Business Meetings
2:45 pm - 3:15 pm Business Meetings
3:15 pm - 3:45 pm Business Meetings
3:45 pm - 4:00 pm Networking Break
4:00 pm - 4:35 pm Transforming Early Talent: Data Insights to Inspire Your Student Candidate Engagement
What can you learn from the millions of students navigating their career decisions on Handshake? In this talk, Handshake CEO & Founder Garrett Lord, will dive into market insights and trends across university recruiting and share benchmarks so your team can stay on top of recruiting today’s early talent and student population. You'll learn more about:
- How students are engaging with employers today
- The growth in proactive student sourcing
- The demand in the market for early talent
Presented by Garrett Lord, CEO & Co-Founder, Handshake
4:40 pm - 5:10 pm Diversity as a Business Imperative — Why Inclusion is a Strong StrategyMayerland Harris - Group VP of HR, H-E-B
According to several studies, companies that commit themselves to both a diverse frontline staff and an inclusive leadership are more likely to be successful companies.
Businesses that are run with either more women on the board or are overseen by more culturally diverse teams are more likely to outperform the competition or innovate through the creation of new products. But diversity can also run much deeper. In the near future, a diverse frontline workforce and managerial staff will be crucial to companies as consumers expect to encounter a staff that reflects their own diverse demographic.
However, there is no clear-cut path to achieving a high D&I leadership or to forging bonds among co-workers of different backgrounds, political views and job titles. Developing a diverse workforce comes from developing people’s talent at all levels, from hourly staff and frontline supervisors to the executive staff and the corporate boardroom. In this session, we will look honestly at the steps it takes to create a workplace where employees can look around and see people who look like themselves, which gives support that they will be listened to when discussing new initiatives, workflows or cost-saving procedures. Discover:
· A new perspective on diversity in the workplace and among executive leadership
· Practical steps to start boosting diversity and inclusion
· Immediate actions you can begin implementing in your talent management strategy
Mayerland HarrisGroup VP of HR
5:10 pm - 5:45 pm Interactive Roundtables — Talent Challenges of the Modern Workforce
TALENT CHALLENGES OF THE MODERN WORKFORCE
Join the appropriate roundtable during these interactive sessions
1.Could you use better data to make objective talent decisions? (Moderated by SHL)
When identifying candidates for succession, development and high-potential programs, how often does your management team rely on their gut? Most talent programs are not supported by tools that offer objective data to inform decisions. Join Christy Smith from SHL to learn more about how to use data to provide a clear view of your organizational bench strength. During this roundtable, we will focus on how making data-driven talent decisions drives better organizational performance.
2.Employee Engagement and The Impact on Your Employer Brand (Moderated by Culture Amp)
Who owns employee engagement? As HR, talent leaders and managers focus more on employee engagement, company execs seek to develop a comprehensive strategy for bringing out the best in their workforce. Workplaces where employees bring commitment, passion and innovation to their job are not only more productive — they also fuel a company’s employer brand. Join Craig Forman from Culture Amp and discover new ways of learning how to engage your workforce while also building your employer brand.
3.Recruiting Passive Candidates — Every Role is Now Hard-To-Fill (Moderated by BountyJobs)
In this tight talent market, attracting passive candidates has become something of an art among talent acquisition leaders. With a variety of technology, social media and new candidate attraction tools now available, it can be overwhelming to develop a strategy to reach these in-demand passive candidates. Join Jason Putnam from BountyJobs and discuss with your colleagues, new and proven methods of reaching talent that is not necessarily on the market for a job.