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

Agenda Day 2

7:15 am - 8:00 am Networking Breakfast

8:00 am - 1:00 pm Chairperson's Opening Remarks

8:05 am - 8:45 am Transforming Talent Acquisition to Meet Business Strategy

Increasingly, talent acquisition teams need to develop a strategy that matches the overall business strategy. That strategy may force HR teams to shake up their status quo and take a different approach to hiring. For instance, a data analysis may forecast where talent is needed in the next 12 to 18 months. In other cases, line of business leaders may reveal a real lack of future leadership. In such cases, HR needs to shift its delivery to pursue internal hiring and develop a process for vetting existing candidates, without causing alarm among the existing workforce. In this case study, learn:

  • How to ascertain your organization’s hiring readiness and develop a better plan of action
  • Calculating gains and losses through analyzing previous hires and retention rates
  • Cross-train with marketing teams to develop new outreach techniques for employer branding

Future of Talent Acquisition

8:50 am - 9:20 am Recruiting Doesn’t End With The Job Offer — Why Onboarding is Critical for Hiring
Onboarding can be so much more than a one-day paperwork sprint and a perfunctory introduction to the company. By supporting new hires and educating them in their new roles, onboarding can actually be the most important HR function that connects recruiting to talent management. After all, 90 percent of employees decide if they’ll stay within the first six months. As a result, innovative companies have extended the onboarding process to last for weeks, months or in a few cases, even years. The modern onboarding process can provide roadmaps that begin retaining and engaging new hires from day one. New employees who underwent a structured onboarding program are 58 percent more likely to still be with the company after three years. Discover why:

  • Onboarding can build cohesive teams and establish positive employee attitudes and engagement
  • Onboarding is the best way to educate employees about your core product and business model
  • It is not just for new hires. As employees transition to new internal roles, onboarding can build new team and mentor networks

Talent Strategies

8:50 am - 9:20 am Boomerang Hires and Encore Careers — Why Your Best Hire May Be a Rehire
Boomerang hires (re-hiring former employees) was once an unthinkable practice, with many companies having policies against rehiring former workers, even ones who left in good standing. But the changing economy has upended workplace norms. In a recent survey, 85 percent of HR leaders said they received applications from former employees, hiring roughly half of those former employees who applied. There’s a similar response to “encore careers” (retirees returning to the workforce) as these older employees bring a sense of reliability and deep experience to the workforce.   

  • How to make sure boomerang employees don’t cling to old systems or routines that may have changed since their previous stint
  • Dealing with entitlement concerns over previous seniority or compensation
  • Reaching out to previous superstars, now at different companies, with trust and transparency, to invite them to come back

9:25 am - 9:55 am Business Meetings

10:00 am - 10:30 am Business Meetings

10:30 am - 11:00 am Business Meetings

11:00 am - 11:15 am Networking Break

11:15 am - 11:45 am Leveraging AI to Remove Bias and Source the Most In-Demand Passive Candidates

Presented by Censia

The best talent isn't actively looking for jobs. The best talent is also diverse, meaning many highly qualified candidates are regularly overlooked for opportunities due to unconscious bias. AI is solving both of these problems by unlocking the value of incredibly rich candidate datasets that include candidates who are already employed, but exclude the candidate attributes that contribute to bias in hiring. AI removes human bias and error from the sourcing equation by automatically delivering slates of highly qualified, in-demand candidates.

Masterclass A

11:50 am - 12:35 pm The Future of Workplace Wellness — What the Hottest Benefits Tell Us About the Needs of the Emerging Millennial Workplace
More than 1 in 3 employees is a Millennial, now making them the largest generational share of the workforce. (By 2025, they will make up 75 percent of employees) 

Will Talent and HR leaders need to revise their current strategies to meet the values and demands of this new millennial cohort? In the realm of recognition, benefits and culture, the answer is increasingly — Yes.  It’s well-known that millennials expect career progression and deep learning opportunities to be part of their lives at work.  But they have also ushered in a revolution in benefits related to work-life balance and wellness culture that is changing how Talent and HR executives conceive of workplace culture.  These include — paid stretches of new parental leave, concierge service for healthcare decisions, and financial wellness benefits for a generation mired in student loan and credit card debt.   

  • Why companies that invest in their employees physical and financial well-being can see returns on employee performance and savings on health care costs.
  • How thinking of wellness as an extended form of talent management has become a strategic primary focus at several companies.


11:50 am - 12:35 pm Words Matter — The New Science of Job Postings and Role Descriptions to Attract Top Talent
How you describe your job openings plays a crucial role in what candidates you attract — and which ones you repel. 

Thanks to years of studies and new advances in machine learning, we now have insights into what type of descriptive language motivate good candidates to apply. For instance, while 72 percent of hiring managers claim to provide clear job descriptions, only 36 percent of candidates say the same. These advertisements’ wording also plays a huge role in deciding who will apply for the post, which matters greatly as more companies place a premium on diverse recruiting.  The best job descriptions move beyond a bucket list of skills requirements to show how the role is crucial to the company and makes an impact in its business strategy.  Learn more about:

  • How to paint a vivid picture of daily job duties, challenges and what role success looks like
  • Striking a tone balanced between professional and casual, like the candidates you plan to attract
  • Threading descriptions of company culture into your postings and jobs descriptions

12:35 pm - 1:25 pm Networking Lunch

1:30 pm - 2:00 pm Interactive Roundtables

Join the appropriate roundtable during these interactive sessions

1.Interview Techniques That Allow You to Assess Talent Effectively 
2.Talent Development For The Frontline/Deskless Worker
3.Holding Effective Performance One-on-Ones and Check-Ins
4.Engaging Candidates From Generation Z — Text, Video and Social Media 

Masterclass B

2:05 pm - 2:50 pm Can I Just Outsource This? How Top Companies Use Recruitment Process Outsourcing
Increasingly, business talent teams are discovering the advantage of outsourcing large portions of their recruiting needs. Why? 

Keeping up with recruiting technology, managing social media and developing ongoing relationships with top candidates is a tall order. For companies that are rapidly growing or expanding through mergers and acquisitions, an RPO (Recruitment Process Outsourcing) strategy can quickly scale in response to demands and dips in hiring needs in a way an in-house team could not.  Discover and learn why:

  • How to make sure your RPO is proactively screening and hiring for cultural fit and alignment
  • Effectively communicating your hiring strategy and needs to an RPO
  • Why using an RPO means relinquishing daily control but it doesn’t abdicate responsibility

Brainweave B

2:05 pm - 2:50 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 Bryan McShane, Strategic Sales Director 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

Bryan McShaen, Strategic Sales Director, iCIMS

2:55 pm - 3:25 pm Business Meetings

3:25 pm - 3:55 pm Business Meetings

4:00 pm - 4:30 pm Business Meetings

4:30 pm - 4:45 pm Networking Break

4:45 pm - 5:15 pm Gig Hiring and The Changing Landscape of Talent Management and Acquisition

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.

Masterclass C

5:20 pm - 6:05 pm How Workforce Analytics Can Improve Talent Management
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.  

Brainweave C

5:20 pm - 6:05 pm Talent Rediscovery — Find Qualified Talent You Already Contacted
Whether you are conducting an internal hire or trying to reach out to candidates you previously screened, talent rediscovery is gaining new traction in a hypercompetitive talent landscape.  After all, most applicant tracking systems hold millions of resumes while each role’s  interview process usually yields several highly qualified  runner-up’s.  Time to hire could be significantly accelerated if we focused on qualified candidates with whom we already have established some sort of relationship. Using a combination of new tech and old-fashioned recruiting detective work, talent teams can reduce their recruiting spends and achieve a more efficient, automated process. In this session, learn how: 

  • Match existing candidates in your applicant tracking system to new roles
  • Develop AI rules and Boolean searches that effectively target your database for relevant talent
  • Use best practices for approaching previously screened and interviewed talent     

6:10 pm - 6:45 pm HAPPY HOUR DEBATE — How Technology is Reshaping The Face of Talent Attraction

Talent Acquisition is at a crossroads. While resume submissions and traditional interviews still predominate, several technologies stand poised to reinvent how companies recruit, assess and hire talent.  Artificial Intelligence can pre-screen resumes as well as scour public databases to suggest passive candidates that fit the role. Gamified apps can analyze candidates’ both hard and soft skills. Video interviewing not only speeds up the often cumbersome process of scheduling interviews but offers machine learning algorithms that can assess verbal dexterity, voice intonation and body language for clues to performance and honesty.  Text recruiting apps and social media outreach keep you tethered to phone-bound millennials while deploying chatbots allows companies to field routine questions that come with the job application process at an unprecedented scale.  It’s a brave new world out there for recruiting but ultimately one that still requires a human touch.  In this happy hour debate learn how to:

  • Assess what your ATS is already capable of and whether it can link to other components of your recruiting tech set-up  
  • Not every type of tech is needed. Learn how to understand what solutions solve different types of hiring issues
  • Maintain the human touch. Learn where personal, human messaging can boost your success rate in converting top candidates into hires

6:45 pm - 6:50 pm Chairperson's Closing Remarks

7:00 am - 7:30 am Networking Cocktail Reception

7:30 pm - 9:00 pm Networking Dinner