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

Agenda Day 3

7:30 am - 8:15 am Networking Breakfast

8:15 am - 8:20 am Chairperson's Opening Remarks

8:20 am - 8:50 am Reinventing Succession Planning and Career Pathing for the Low Unemployment Era

All too often, “Where do you see yourself in five years?” is a question only asked and answered by talent during a hiring interview. At the best-performing organizations, that question is part of an ongoing career pathing conversation that takes place in platforms ranging from college recruiting to employee performance reviews to conversations with “boomerang hires” returning to the company after a break. Strategic succession planning draws on all these talent pools to fill your talent pipeline, even in a time of unprecedented competitive hiring. It’s built around drawing top talent into your organization in the earlier phases of their career and keeping them there by supporting their development into the multifaceted leaders your company needs. Learn how to:

  • Conduct smart audits of your existing talent pool
  • Carry out internal hiring plans that reflect your succession planning
  • Engage existing employees in career pathing conversations and uncover hidden talents

8:20 am - 8:50 am Putting Continuous Candidate Engagement at The Center of Your Recruiting Strategy

Patricia Porter - Vice President of Talent Acquisition Booz Allen Hamilton
In our ultra-low unemployment times, candidates know they have the upper hand. They expect to be engaged at every step of the hiring process. But few companies’ recruiting and hiring processes are currently set up for this level of engagement with potential hires. Forward-thinking talent executives are implementing strategies to boost the speed, quality and effectiveness of their candidate engagement. They are creating candidate journeys which engage candidates at multiple stages, using different forms of communication across a variety of platforms to reach both active and passive candidates. In this session, learn the strategic mindset behind this new form of candidate engagement. 

  • What does it mean to engage a candidate on a personal level?
  • The difference between looking for the best talent available or the best talent period
  • How to mix tech solutions, social media strategies and human contact to connect with a new generation of potential hires
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Patricia Porter

Vice President of Talent Acquisition
Booz Allen Hamilton

9:30 am - 10:00 am Business Meetings

10:00 am - 10:30 am Business Meetings

10:30 am - 11:10 am Reflection Roundtables — Your Turn Presented by ThoughtExchange

Throughout the exchange, you had a chance to write down issues and challenges related to specific topics that you want to further discuss in this open forum of leaders. You will have a chance to express issues at the start of the Exchange. We will take the top issues and openly discuss them. You will have an opportunity to network with others and engage in meaningful dialogue around the issues that are important to you.

11:10 am - 11:25 am Morning Break

11:30 am - 12:00 pm Closing Q&A Panel

Join our Keynote Speakers as they take questions from the audience on their presentation topic.

12:00 pm - 12:05 pm Chairperson's Closing Remarks

12:05 pm - 12:05 pm End of Exchange