2020 Agenda

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

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

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!

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

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

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

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

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

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

When it comes to our preoccupation with applying emerging technology, data insights, automation, candidate experience, internal mobility, full transparency and talent communities to our toughest challenges, can we still ignore the unanticipated consequences many of these solutions are surfacing? Take a closer look at whether business leaders will ever agree to fully support a 21st century response to an 18th century model of recruiting. Establish ways to discover:

• How and why we can make decisions about who we hire much faster with fewer people as well as the unintended consequences of technology solutions
• Technology to improve hiring decisions
• Whether what we are measuring is important for talent acquisition and why

Establish whether business leaders will ever agree to fully support a 21st century response to an 18th century model of recruiting

Today, candidates expect to complete their entire job search and application process on their mobile phone. Understand which mobile first approaches work, and how you can adopt a mobile first strategy to enhance your digital talent acquisition. Master the success factors to:

• Develop mobile friendly job postings
• Adapt to current candidate digital preferences
• Create a more streamlined and user-friendly application process

Maximize your digital talent acquisition by creating the best mobile experience

Over the last few years, enterprises have put the ‘user experience’ and ‘candidate experience’ to the top of their priority list when looking to improve their recruitment process. Clarify how candidates interact with your organization across channels and conduct journey mapping to improve your user experience. Adopt a plan to:

• Establish how touch points work
• Understand what drives applicant behavior today to shape new recruiting practices
• Engage candidates digitally

Maximize your digital candidate experience to improve your candidate journey

AI is being used for resume screening, video interviewing, and interview scheduling. Streamline your recruitment processes with automation. Achieve a step-by-step action plan to:

• Leverage resume screeners and Video Interviewing for candidates
• Use AI Chatbot technologies
• Integrate automation of offer letters to ensure 100% compliance on offers and governance

Harness the power of AI to reduce your time to hire

Digital technologies have increased the pace of the war for talent. Prepare your organization for the future and ensure you are prepared for the newest trends in talent acquisition. Adopt best practices to:

• Establish to structure recruitment with a clients-first approach
• Assess user experience within your talent acquisition practice
• What’s on the horizon: Identify up and coming trends that will transform TA in the future

Ensure your organization is prepared for the newest trends in talent acquisition

Trailblazers are using podcasts to give job seekers insight into their work environment and company culture. Go beyond specific job openings to provide potential candidates with insight into the future possibilities of the role. Get new ideas to:

• Allow your candidates to determine if they’re the right fit for your organization
• Showcase your organization’s work environment to candidates
• Give an inside-look at your organizational structure and opportunities for growth

Create a podcast to showcase your organization’s work environment to candidates

While traditional applicant tracking systems (ATS) have been viewed as laborious in the past, their value can be extremely powerful when implemented correctly and used efficiently. Uncover the value of new ATS tools, boosted by AI, to improve the candidate-company relationship. Explore ways to:

• Augment ATS tools with talent acquisition systems
• Improve the video interview application process
• Provide real-time reporting on screening results

Uncover the value of new ATS tools, boosted by AI, to improve the candidate-company relationship

Staffing leaders are required to be responsive to the ever-changing hiring needs of their business units. Implement a data-driven HR and recruiting strategy to improve how you allocate team resources and transform decision-making across the business. Master the success factors to:

• Clarify which 5 reports can cover your recruiting program
• Create the 3 scorecards that every staffing leader should have
• Understand the frequency of reporting and how to engage with your HR Partners and business leaders around them

Unlock the power of digital TA to influence the greater strategic role of HR in your organization

This case discusses how to transform and become a digital content producer, an aggregator and international multiplatform distributor of a new generation of learning media resources. The key to an organization's success is its diverse talent, recruited from a global pool of creative and innovative experts. Attendees will gain:

• An understanding of the recruitment challenges facing organizations needing bilingual tech talent
• Ideas on building a recruitment strategy which attracts innovative global tech talent
• Practical tips and wisdom to ensure proper orientation and integration of global tech talent

Use Global Talent Stream visa to add more Senior and Diverse tech talent to your teams

It is estimated that 75% of the workforce will be comprised of Millennials within the next ten years. Develop a strategy to recruit and retain young talent to ensure your organization gets the best candidates. Get new ideas to:

• Create a Millennial and Gen Z culture
• Leverage technology in your hiring practices
• Adopt a diverse hiring strategy

Adapt your hiring practices to technology and demographic trends.