Agenda - Day 1

There are no agenda items with this track

7:30 am

7:30 am

Registration and Breakfast

8:20 am

8:30 am

8:30 am

Keynote

To AI or not to AI: Not a question of if, but when and how

Did you know that 80% of all Artificial Intelligence (AI) being used in HR is currently used in TA? Given the complexity and size of the TA market and accelerating technological development, it is no surprise that there are a wealth of innovative ideas and solutions unfolding. You’re not alone in trying to make sense of it all as these new technologies are challenging to keep up with.

  • Learn about the spectrum of AI solutions
  • Discover how AI can change 12 steps in the TA lifecycle
  • Find out how some companies are implementing AI

Discover how AI can help innovate and unfold solutions to TA

9:15 am

9:15 am

Panel Discussion: AI

Mastering AI to achieve highly effective recruitment processes

Discuss how AI is being used by other organizations to recruit and how it has helped in their recruitment processes. Analyze how AI is used by companies in screening and shortlisting candidates right now. Take away specific solutions to:

  • Bolster your use of AI in assessments
  • Discover how AI is used in onboarding, if at all
  • Assess real life case studies on AI

Identify top talent and boost employee engagement with AI

10:00 am

10:00 am

Speed Networking

Engage with leaders in the field of talent acquisition to expand your network and gain new perspectives. Quick rotations will help you break the ice as you get to know your fellow delegates. Bring your business cards, make new connections, and build your knowledge!

10:30 am

10:30 am

Morning Networking Break

11:00 am

11:00 am

Industry Expert: Robotic Process Automation

Evaluate robotic process automation for boosting recruiting or recruitment marketing

Robotic Process Automation is the buzz word these days; it is all about making things a little bit faster and automating processes. Reveal real examples of companies using robots to improve TA processes and improve the candidate experience. Employ technologies to:

  • Streamline the search for talent and save time
  • Better match candidates to roles
  • Remove bias from interviews

Evaluate robotic process automation to streamline the search for talent and save time

11:30 am

11:30 am

Breakout A

CASE STUDY: PERSONALIZATION

Maximizing digital talent acquisition without losing the human touch

Personalized experiences are critical to attract top talent. While technology can make recruitment processes faster, they can also depersonalize the application process. Create a personal application experience with AI to streamline and enhance recruitment processes. Illustrate how to:

  • Maximize these tools and not lose the human touch. Should and do these tools give us more time for the human touch?
  • Ensure a personalized human experience with candidates while still leveraging technology
  • Gain candidates’ interest by using twitter and Instagram without losing the human touch

Ensure a personalized human experience with candidates while still leveraging technology

12:00 pm

12:00 pm

CASE STUDY: ADS

Creating meaningful connections with candidates through job ads

With so many job boards, it is critical that you post a compelling ad that will get results fast. In this workshop-style session, you will create engaging, inclusive job ads with a human touch. Benchmark best practices against the leaders. Master the success factors to:

  • Gain insight from practical case studies
  • Participate in interactive exercises to develop a job ad draft for a fellow attendee’s role.
  • Learn that crafting compelling ads is possible, even within a compliance world.

Create engaging, compelling and inclusive job ads with a human touch

12:30 pm

12:30 pm

Networking Lunch

1:30 pm

1:30 pm

Industry Expert: Assessment and pre-screening

Improve Your Talent Sourcing with Digital Skill-Matching Tools to Screen Resumes Effectively

Large technology pioneers are now developing advanced systems to better match candidates and positions. Amplify your hiring performance. Source new tools to:

  • Better allocate candidates based on skills
  • Implement effective screening procedures
  • Reduce the chances of bad recruitment decisions

Ensure you hire the right talent by further verifying candidate skills.

Effectively review assessment and pre-screening tools and strategies

2:00 pm

2:00 pm

BIRDS OF A FEATHER ROUNDTABLES

Bring your questions, leave with your answers!

5 roundtables – The methodology seeks to foster an environment that is good for conversations to develop. The approach gets authentic conversations started in order to encourage the sharing of ideas in a relaxed, informal and creative atmosphere. Each roundtable will have 10-20 attendees. The discussion will last for approximately 30 minutes.

The objective is that At the end of the discussion the facilitator will be asked on to the stage to share with the whole audience the 3 key takeaways from their roundtable.

 

Choose one roundtable:

 

Roundtable 1: Candidate ghosting: how to attract and engage from source to hire

Ghosting is where candidates don’t show up to interviews or don’t call back when you give them an offer. Find out how to attract and engage from source to hire by:

  • Taking an inside look at why job seekers disappear
  • How to engage candidates who Ghost you
  • Stopping Ghosting in its tracks

Evaluate how to stop Ghosting in its tracks

Amar Grewal, Global Director Talent Acquisition, Scotiabank

 

Roundtable 2: Diversity around talent

Recruiters often look at just the candidate’s skills and not the cultural fit, which is equally as important. Find out how diversity and inclusion play a role in recruitment by:

  • Hiring for fit with culture as well as for the role
  • Impacting on sustainable performance
  • Embracing a flexible workforce

Find out how diversity and inclusion play a role in recruitment

Farah Zafar, Global Talent Acquisition Manager, CSA Group

 

Roundtable 3:  Enhance your digital platforms to improve your candidate experience and journey

In digital talent acquisition, user experience and candidate experience have become synonymous. Determine how candidates interact with your organization across digital channels to improve your candidate experience. Develop a plan to:

  • Design and select the best recruitment solutions
  • Offer “easy-to-use” solutions in your application process
  • Use tools to create personalized experiences for candidates

Determine how candidates interact with your organization across digital channels to improve your candidate experience

Dr Wade Larson, Chief Human Resources Officer, Wagstaff US

 

Roundtable 4: Talent analytics – establish which KPIs you care about

This session will deep dive into the candidate experience and will help those in the talent space understand various touch points with candidates. When hiring, it is crucial you provide the optimal candidate experience while selecting and hiring the right people to fit within your corporate culture. Leverage analytics to better understand your hiring process and your hiring team, as well as:

  • Work with your Hiring Managers to use analytics for talent management
  • Identify the key indicators of success for new hires
  • Innovations in reporting and analytical tools to generate insights from your metrics

Leverage analytics to better understand your hiring process and your hiring team

Aamna Contractor, Senior Manager, Talent Acquisition, Cineplex Entertainment

 

Roundtable 5: Talent acquisition at a global scale

Some of being a global company and having an array of positions to fill globally, is the ability to reach out to the networks, gain market intelligence for that specific geography, branding in an area where you might not be well known and knowing where to and how to attract the right talent.  Take away specific solutions to:

  • Become better at branding and attraction at a global scale and how to effectively do that
  • Gain best practice on recruitment process optimization and automations – how have companies automated and made their recruitment processes more efficient on a global context?
  • Take advantage of the global talent stream via various tools – identify which systems are being used add on software’s being used to take care of assessments, screening etc

Become better at attraction at a global scale and how to effectively do that

David Barlaam, Director of People Attraction Operations, T-ROC

 

3:00 pm

3:00 pm

Afternoon Networking Break

3:30 pm

3:30 pm

Spotlight session: Social media

How to leverage the power of social media for talent acquisition

Recruiters are gaining candidates’ interest by using twitter and Instagram. But how do you pull candidates in and optimize the effectiveness of social recruiting? Develop strategies to connect with your candidates across all platforms. Walk away with an action plan on how to:

  • The use of social media for recruiting beyond the conventional
  • Integrate your recruitment channels
  • Get practical tools to build your connections and easy interactions

How to effectively use social media for recruiting

3:45 pm

3:45 pm

Panel Discussion: Employer digital branding

Enhance your digital employer brand in your digital recruitment marketing to attract the best candidates for your roles

Employer branding has moved beyond a ‘nice to have’ to a ‘must have’. Compete for the best talent with an engaging brand which reflects your organizations values. Discover how to develop your employer brand and market your brand/jobs digitally. Take back to the office a step-by-step plan to:

  • Highlight your EVP to potential candidates
  • Build on your reputation to attract candidates and retain employees
  • Elevate your brand and amplify it via employees

Leverage employer branding as a tool to secure the best and brightest talent

4:30 pm

4:30 pm

Case study: Canada Life

How to use predictive analytics to transform the candidate experience

Candidate experience is critical in a technological day and age, where the use of tools can create a disconnected experience for potential new hires. Implement tools like Phenom People and data analytics can improve a candidate’s application experience and attract top talent to your company. Take back to the office strategies to:

  • Determine best source of hire and where to invest
  • Identify quality of hire data around where best hires come from and who meets organizational needs
  • Establish time to productivity insights showing hiring ROI

Leverage big data, AI and analytics to improve the candidate experience, your brand and the quality of talent attracted

5:00 pm

5:00 pm

Conference Adjourns to Day Two

5:05 pm

5:05 pm

Evening Executive Reception

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