Amar Grewal is a Director of Talent Acquisition at Scotiabank focusing on Digital Banking, Information Technology and creating an enterprise wide Sourcing Team at the bank. Prior to Scotiabank, he was a Global Director of Talent Acquisition at Hatch where he lead teams around the world in Australia, India, South Africa, Latin America, Canada and USA. Throughout his career, he has lead the development and execution of ATS implementations, recruitment messaging, global career websites, diversity focused global campus programs, employment branding to proactively source and recruit top talent in a fast changing world of metals, energy, infrastructure, digital, advisory, IT for the last 14 years and he’s now tackling similar challenges in the financial sector. Amar has been able to impact and influence how organizations structure and implement employment branding, talent attraction and selection methodology to build high performance teams..
Amar is a graduate from York University and Sheridan College, he believes that high performing organizations need to get the best, grow the best, and keep the best talent to be the best in all that they do. Outside of work, his life evolves appreciating simple things in life … he loves the outdoors, sharing laughs & sarcasm with his family and friends, married 13 years, proud dad of 3 kids, he’s loving every second of the van life … all day, every day!
Day 1: Mar 3, 2020
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
Harvest session: Each facilitator will share 3 key outcomes following their roundtable discussion
Day 2: Mar 4, 2020