Agenda at a Glance

The Great Resignation is real and it’s happening. The U.S. Department of Labor reports that during the months of April, May, and June 2021 a total of 11.5 million workers quit their jobs. And it’s not over. 

How can you as an employer navigate this latest wave of extreme change caused by the pandemic? How can you retain and engage strong employees? How can you stand out among a sea of organizations recruiting for talent? Some companies have gone to great lengths to land and retain talent. 

Join us for this Fireside chat with Credit Karma's Vice President of Talent Acquisition, Ashleigh Anderson and Head of Talent Enablement, Brian Schneider to learn how they have approached navigating the Great Resignation and what solutions they've put into place.  

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It’s one thing to ask if you’re meeting your goals; it’s another to ask if you’re even equipped to meet them. That's where capacity planning comes in. Join Matt Tague, Director of Customer Talent Advisory, to learn how to build a model that uses historical hiring data to determine if you’re properly resourced to meet headcount needs, recalibrate with functional leaders, and prioritize new resources.

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Participants in this session will learn how to enhance their recruiting strategy for high-volume hourly positions. Join Jamie Starner to discuss how to uncover opportunities, streamline efforts, increase applicant flow and decrease manual labor.

Learning Objectives:

• Review tools you can use to make your recruitment efforts more efficient
• How to support hiring managers with high volume needs
• Learn how to identify opportunities to maximize vendor partners

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Over the past year, employers have been plagued with frenetic hiring and employees quitting. Recruiters are getting stressed out since recruiting, hiring, and retention strategies are all over the place. As a result, candidate resentment is continuing to grow. Talent Board Candidate Experience research shows that sustaining a quality candidate experience is difficult for companies big or small -- sought-after candidates are demanding more flexibility of how and where they work. Despite the continuing changes in this post-pandemic world, the building blocks of a quality recruiting process and candidate experience remain unchanged. Ensuring the delivery of consistent communication and feedback loops are critical in today’s competitive landscape.

We control the candidate experience dials through the technologies we use, the processes we run, the timeliness of the communications we send to candidates, and the recruiter requisition load. We see how improving these aspects positively impacts brand affinity, referrals, and the business bottom line every year. This shows that a hybrid candidate experience is your future-proof competitive advantage.

During this informative session, Talent Board and the Candidate Experience (CandE) Awards President, Kevin Grossman, will share insights from their candidate experience benchmark research and teach you how:

• Employers can improve all communication and feedback loops throughout the recruiting and hiring process
• HR and recruiting technologies are empowering employers to provide better candidate and employee experiences
• Candidates will take their brand alliance, product purchases, and relationships elsewhere when they have poor experiences – and how they’ll increase it when it’s great

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It’s time to take control of your career and reframe how you should be measured! Recruitment Marketing has different KPIs (key performance indicators) than traditional recruiting, but up until now we haven’t been measured properly for the full value we bring to the organization.

Join Rally’s Lori Sylvia to learn how to measure the effectiveness of your Recruitment Marketing and employer branding strategies so that you can create your own professional data story that will demonstrate the importance of your work in attracting, engaging and recruiting talent. Lori will empower you to see your data, know your effectiveness and show your impact in a whole new way.

You’ll learn:

• What data you should be tracking and measuring so that you can know the effectiveness of your Recruitment Marketing and employer branding strategies
• How to interpret what the data is telling you, and then how to use this information to not only improve your strategy but also create your professional data story
• Strategies to educate others about the value of your work, and how to reframe the way your stakeholders and leaders see your role

You’ll walk away with the ability to prove the effectiveness of your strategies and take your career to the next level!

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Is your hiring process data-challenged or data-driven? Join Jasper Sone, Co-founder and Head of Product for GoodTime, as he explores what data-driven storytelling tells hiring managers about their workflow productivity and effectiveness, and the key indicators your team needs to succeed in the new Distance Economy. 

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In order to understand the current job market, we must first know its history. CEO Evan Sohn takes a deep dive into the world of work. 

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Finding talent is only one part of the equation. When it comes to ramping up your hiring process, you also need a recruiting team capable of handling the increased volume of hiring activity.  Join us for this insightful panel discussion full of tips and strategies for building a strong team of recruiting experts to allow your company to grow and successfully compete for talent.

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Let us throw out a scenario. As a leader of your Talent Acquisition team, your goal is to provide tools that support your recruiters and sourcers in their effort to find the right people for the right role. However, instead of a good working flow, you inherit a set-up where requisitions are not posted consistently, recruiters are applying for candidates, you have no visibility as to what your paid and unpaid sources are doing for you, and you have no insight as to which sources are working best for your recruiting team. Imagine the potential growth in productivity if you had tools that allowed you to gather granular insights and data needed to make better TA investment decisions for your company’s future. 

Join Service King’s Vice President of Talent Acquisition, Thad Satterfield, and Recruit Rooster’s Director of Sales Engineering, Seth Flater, as they walk you through the journey they have been on for the last year to better track candidate flow through the entire application process, as well as how they’ve kept tabs on the ROI across all platforms. Join this discussion to learn how to: 

• Build out a recruitment marketing platform that will work for your recruiters and sourcers
• Increase your applicant flow and decrease your cost to hire
• Automate routine tasks giving your team valuable time back in their day

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How intentional is your organization when it comes to diversity hiring? Debra will take you on a transformation journey and share how her organization made a conscious effort to bridge the gap between diversity events and hires AND how important it is to track and measure your diversity outreach efforts.

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How do you transform the world’s largest automotive company to fully electric in 10 years? It starts with building talent pipelines – and continues with optimizing talent acquisition strategies today to prepare for tomorrow. In this session, you will hear from GM’s talent acquisition leaders as they share

• How they are reimagining talent pipelines from first touch to post-hire
• Insights and lessons learned from the journey to fully integrate talent sourcing and attraction
• The tech stack they’ve built to power their Zero Emissions Talent Pipeline

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What are the most effective sourcing tools and technologies for 2022? Join Jennifer Henley, Chief Client Officer at NAS Recruitment Innovation, and Colin Coburn, VP, Talent Acquisition and Corporate Associate Relations for BigLots! Stores, for this presentation that will help you get a grip on your plans for 2022.

• We’ll discuss what strategies, tools and technologies were most effective for BigLots! in 2021.
• We’ll review which solutions we expect to leverage in 2022, including those we intend to embrace, use in a different way or replace.
• We’ll talk programmatic, digital, social, job boards and more!

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Post Pandemic, almost all companies are lifting various restrictions and are also lifting hiring pauses. There is a sudden surge of hiring and demand for talent. Companies are backfilling the roles that were cut and are opening roles that had been paused .

What does this hiring boom in a competitive market mean for your sourcing goals? How do you become more proactive? What are your short term and long term goals. How do you expand sourcing?

Join this case-study session to learn how to:

1. Educate hiring managers and building leverage and credibility.
2. Create a Robust and Diverse Talent pipeline.
3. Identifying and empathizing with the psychological state of job-seekers.
4. Use your existing solutions and formulate new solutions to get over the roadblocks better to meet your hiring goals.

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How and where we connect with people matters. In the age of the remote workforce, we’re now virtually entering home offices and other once private areas to interact with colleagues. When we think about sourcing, we should consider that it’s not just external, but internal too. The candidate experience needs to be authentic and human-centric. 

Based on stats from SmartRecruiters’ Definitive Guide to Hiring Success, this session will walk you through the paths to successful sourcing by exploring:

• The current state of the workforce

• Traditional approaches to sourcing

• Looking inward to go beyond the employee referral

• Modern tactics for a human-centric approach

• How to measure success to know your strategies are effective

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As hiring needs shift post-pandemic, some pre-pandemic hiring challenges have been exacerbated while new challenges have dominated, resulting in total disruption. From hiring volatility, introduction of new processes / tech to hiring agility - in the midst of an upheaval, it's clear we have to throw out some of our old ways of thinking about sourcing talent. Join us for this chat to discuss what works and doesn't work in 2022. 

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Join Arionna Shannon-DiPietro, Senior Manager, DEI Talent Acquisition Strategy to learn about how Etsy has implemented an inclusive and equitable interviewing practice.  Over the last two years Etsy has seen unprecedented growth, so a standardized hiring process that is intentional, transparent and strives to provide every candidate with the opportunity to do their best has been pivotal in building Etsy’s diverse workforce so rapidly. 

In this presentation Arionna will:

• Define what competency based hiring means at Etsy
• Teach you how to build a competency based hiring practice applicable across all areas of your business 
• Identify common biases that appear in interviewing and how to mitigate their effects

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Diverse workforces are key to a high-growth, innovative, and effective business, and it’s about time we start walking the walk when it comes to DEI. 

Evaluating soft skills expands the aperture of what someone is capable of, and empowers your team to open up your hiring funnel to consider a more diverse and qualified pool of talent.

When you start hiring based on candidates’ future potential and compatibility with your current top performers,  you will inherently start building a more diverse and competitive pipeline of talent for the long run. 

Join us to learn why looking beyond the resume at soft skills helps to:

• Reduce bias throughout the entire hiring process

• Expand the pool of talent considered for a given position by evaluating highly-predictive, job-relevant factors such as generosity, focus, attention

• Get more candidates into the right roles by confidently understanding their potential to drive meaningful business impacts within your organization

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Bias can affect every step of the talent life cycle from sourcing to the interview process. Join us for this tactical session full of tips and examples for recruiters to drive authentic diversity in the talent acquisition process. In this session, Manjuri will share:

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Participants in this session will learn how to identify alternative avenues of identifying candidates who they may have previously overlooked as well as reevaluating their current candidate pipeline with a new perspective. Join Stacey Gordon to discuss how to build relationships with underrepresented groups in a way that does not tokenize, is authentic, and has a focus on creating inclusive workplaces.

Learning Objectives:

• Review tools you can use to identify sourcing opportunities
• Understand how unconscious bias affects your talent pipeline
• How to identify and work to dismantle the barriers in your process
• One simple trick to increasing your talent pool

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Findem helps companies supercharge the quality and diversity of their talent pipeline and shrink their time to hire. By unifying all people data, Findem creates holistic candidate profiles based on every person’s key attributes. Customers can then build highly-targeted searches, access deep analytics, and send automated campaigns that drive conversions

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Wherever your company is in its diversity and inclusion process, one component is crucial for permanent change: candidate sourcing. Talent sourcers can help companies source diverse candidates across a variety of perspectives, experiences and identities. Join Marie Delage, Talent Scout at Adobe to learn tips and ideas on how you can be the change! 

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Companies that want to recruit and retain a diverse workforce need to make long-term, proactive investments in underrepresented talent, especially at the early career level. From Early ID to strategic school partnerships to internal professional development programs, there are countless ways companies can nurture the next generation of talent. In this session, attendees will learn why it is so important to invest strategically in early career and the most impactful ways to recruit and retain diverse talent at the entry-level.

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SeekOut empowers companies to go beyond LinkedIn to recruit hard-to-find and diverse talent. SeekOut’s comprehensive database of whole person profiles, intuitive AI search, and personalized messaging gives companies the ability to find and engage untapped professionals in tech, non-tech, engineering, life sciences and other disciplines.

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Join us for the panel discussion with Tara Turk-Haynes, Vice President, Diversity, Equity & Inclusion and Talent Management at Leaf Group and Madhavi Bhasin, VP, Diversity, Inclusion and Belonging at Okta as they share tips to to diversify your talent sources. 

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As a necessity born out of the pandemic, more employees are working remotely and more candidates are seeking remote-first positions. With these changing preferences and priorities, employer branding and methods of creating employer brand content are evolving to fit the new need in the 'new normal.' 

Gone are the days when you could lure new candidates with free coffee and snacks. That said, your employer brand is more than just a few token perks, and shouldn't be easily duplicated with those types of incentives. You should be showing off the part of your company culture that makes it hard for candidates to turn down. 

Your employer brand is the story you tell to create a meaningful connection between people and your business. And with the move to predominantly remote workspaces and cultures, those connections look unlike anything we’ve seen so far. You need a new game plan.

When building your employer brand virtually you'll need to consider the candidate's perspective, your employee's experience, and how they intersect.

• The candidate perspective involves the optics your brand gives off to someone who is not a company insider. How do you demonstrate culture in your imagery and messaging to attract talent? What about your interview process keeps them engaged? In every interaction throughout the hiring process, you must tell one consistent story and we'll show you how.

• The employee experience is likewise another very important part of your employer brand. How do you strengthen the bonds of collaboration and communication while your team is quite literally growing - apart? What role do rewards and recognition play to inspire your team and develop inclusivity? How do you appeal to tenured and new employees? You'll learn all that and more when you join us. 

Welcome to the new frontier of employer branding for the remote workplace. We love it here!

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Join us for this interactive session while two industry icons guide you on an interactive tour of the "must have" tools in the business. Chloé Rada, Director, Global Recruitment Marketing and Branding for Syneos Health and Allison Kruse, Head of Global Employer Brand at Baxter team up to share how you can become content heroes for talent attraction! 

Chloé and Allison sourced the secrets to success of brand activation by asking their peers across all industries and company sizes what they like best!

From becoming a better writer, to removing gender bias, designing awesome graphics and videos and highlighting employee generated content, you'll feel like you’ve uncovered a new super power when you start using these free or low cost tools!

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Job ads are one of the most highly distributed pieces of content but are rarely embedded in brand strategy. This is a huge miss. In this session, we'll discuss why job ads matter and how you can transform them into flexible pieces of content that drive your employer brand forward. You'll learn how to optimize job ads for SEO, create a candidate filter, and lead with inclusivity, all without a budget. 

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The current talent landscape has recruiters and talent acquisition feeling the pressure. Hiring managers are desperate to find top talent in a highly competitive market with a list of job responsibilities and skills requirements that can make your head spin. With inbound applications often missing the mark on needed requirements or coming up as a poor fit, many talent acquisition teams are relying more on candidate sourcing to fill their pipelines. 

Traditional talent search methods often lead to many highly qualified candidates going unnoticed or recruiters spending endless hours combing through candidate profiles, cross-referencing criteria, reviewing candidate profiles, or spending top-dollar going to specialized search agencies.

During this session, Jana Lass, VP Marketing at Censia, a leading provider of Talent Intelligence Technology, will discuss a new way to look at talent search using a combination of unique correlated attributes to help you find top talent quickly, spend less time searching for the best quality candidates and more time focusing on connecting with top-fit candidates and ultimately delivering better quality candidates to your hiring managers.

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While you need resources to create a strong employer brand, there are many things you can do without a big budget. You just need to be resourceful!  Join Jessica as she shares how to maximize your efforts to help increase brand awareness, without a big team or budget.  She'll share how she partners with the TA team as brand ambassadors to "be the brand," using social activation and content recommendations.  In this session, she will discuss: 

• The power of your team. How to leverage TA in building your employer brand, and HM engagement tips
• Being resourceful pays off. Insights on being nimble and making an impact without a big budget or team
• Turning obstacles into opportunities. Learn how to be successful in social activation when you don't own your org’s channels or ambassador program 

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More and more companies are recognizing the value of diversity and seeing it as an essential business strategy to thrive in today’s world. However, the road to diversity and inclusion is not without its challenges, especially with recruitment and retention  Join Roselle Rogers, Vice President, Diversity, Equity, and Inclusion at Circa to discuss how to successfully leverage people analytics for workplace diversity initiatives to drive better outcomes and build high-performing organizations.

Takeaways:

• Key metrics to evaluate effectiveness of hiring and retention efforts
• Strategies and tips for reaching underrepresented talent and diversifying your pipeline
• Strategies for retaining diverse talent

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The Covid-19 pandemic has accelerated the shift to remote work. According to Gartner, 31 percent of all workers worldwide will be working remotely this year.

This has pushed companies to rapidly introduce remote work technology, guidelines, and health protocols. Not surprisingly, some organizations have struggled to adjust and remain productive during these extraordinary times.

So how do you create an agile, remote-first company culture while attracting talent in today’s competitive marketplace?

Globalization Partners’ will share how her team has successfully instilled a remote-first philosophy — along with the lessons she’s learned along the way.

In this session, we will also discuss:

• What is a “remote-first” philosophy?
• How to recruit and retain international talent
• How to implement team building in a remote setting

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The more that the global economy has changed, the more workers desire the employee value propositions they prioritized before the pandemic. Your employer brand plays a critical role in combating the current talent shortage. Join us for this lively panel discussion with talent branders to identify how to continue to grow and adapt your employer brand for success in talent attraction and employee retention.

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Data matters, but results matter more. Join Melissa Thompson, Global Head of Talent Acquisition at Ford for this eye-opening session to help you use data wisely throughout the TA process to meet your goals.

Melissa will discuss how to:

• Identify what really matters when it comes to understanding if you're moving the needle on DEI
• Utilize data points that have more importance at every step of the talent life cycle
• How to get out of your own way when it comes to making progress

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If you want to get different results, you have to do different things. In the toughest hiring market we've ever seen, we as talent leaders can't afford to continue doing the things that we've always done if we want to achieve better than average results. Most companies stick to one or two measurements, but in one of our research studies at Lighthouse Research & Advisory, we looked at more than 25 different metrics to demonstrate success and value as a talent acquisition function. 

In this session, we're going to dive into some of the metrics that illuminate your talent team's performance that you may not have used in the past, explaining how they work and why they should be on your list for the coming year.

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How can data be used to measure employer reputation and make it more attractive?  In this engaging fireside chat, Jörgen Sundberg, founder and CEO of Link Humans will sit down with PepsiCo's Senior Manager of Global Employer Brand, Shana Andrews to discuss the "why" and "how" of measuring employer brand.  

• Why should we measure employer brand?
• Case study: PepsiCo
• Takeaways
• Q&A

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In this engaging session, Chris Hoyt, President & Co-Owner of CareerXRoads chats with Brad Cook, VP Global Talent Acquisition at Intuitive about TA metrics and more. 

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Phone interviews have been part of the way we hire for decades now. However, now more than ever, it is crucial to understand the effects of phone interviews on our time-to-hire, candidate experience, and ultimately on our organizations. Join this session as we dive deeper into these effects and how companies like Trinity Health and Mutual of Omaha are re-thinking the way we phone-screen candidates. 

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Our industry generally regards identity verification — if it regards it at all — as a method to deter fraud. While this is more important than most of us think, identity verification, when done right, can expand the top of your hiring funnel, reduce time-to-hire, and set the foundation for your organization to become a trusted community. Your screening program, with integrated ID verification, can add value and measurable ROI. 

As HR teams work tirelessly to recruit the best fits, you can turn an onboarding chore into a point of value creation for candidates, hiring managers, recruiters, and your entire employee base.

Join us to learn more about a modern approach to identity verification and the benefits your organization can reap from having this be a part of your hiring stack:

• Expand candidate acquisition
• Reduce applicant fraud
• Cut onboarding friction
• Improve time-to-hire
• Create a community based on trust

Everyone benefits…if done right.

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Recruiting, engaging, and retaining key in-demand talent at the Cybersecurity and Infrastructure Security Agency (CISA) within the US Department of Homeland Security (DHS) requires an agile and sophisticated approach. This session will present some of the biggest challenges the CISA Workforce Planning team faces, and how we use customized business intelligence, smart recruiting, and aggregated data to produce talent intelligence for CISA's Human Capital team. Our approach supports decision makers on where to hunt for talent to maximize limited resources and how we can retain existing talent to lead the National effort to understand, manage, and reduce risk to our cyber and physical infrastructure.

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In this closing panel discussion we'll take a hard look at talent analytics for hiring a highly effective workforce.  Talent Acquisition Week and #SRSC emcee, Andrew Gadomski, Managing Director, Aspen Analytics will engage three compelling panelists - Jason Roberts, Executive Director, Talent Acquisition, JPMorgan Chase & Co., Megan Caposell, Associate Chief, Workforce Planning and Strategy and Mark Eckert, Director, Talent Mobility & Immigration, Uber - in real data talk.  Don't miss this powerful and insightful discussion. 

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