Day Two: Monday, September 16, 2019

7:30 am - 8:10 am Networking Breakfast

8:10 am - 8:15 am Opening Introduction

8:15 am - 8:50 am Opening Keynote

8:50 am - 9:20 am Leveraging AI to Remove Bias and Source the Most In-Demand Passive Candidates

The best talent isn't actively looking for jobs. The best talent is also diverse, meaning many highly qualified candidates are regularly overlooked for opportunities due to unconscious bias. AI is solving both of these problems by unlocking the value of incredibly rich candidate datasets that include candidates who are already employed, but exclude the candidate attributes that contribute to bias in hiring. AI removes human bias and error from the sourcing equation by automatically delivering slates of highly qualified, in-demand candidates.

9:20 am - 10:00 am How Attractive, Flexible and Competitive Compensation and Total Rewards Packages Can Lock Down Talent

Talent Acquisition professionals are no strangers to traditional recruiting partnerships such as universities and job fairs. But have you given serious thought to where else amazing talent might be hiding in plain sight? As daunting as it might be to dig in and truly survey the landscape, thinking outside the box for potential partnerships with different organizations could truly create new avenues to access well-suited and exceptional prospects. In this session, Jennifer Sovada will discuss:
·         How she convinced her superiors to look outside of the talent pool they had stuck with since the beginning of time
·         Utilizing unique strategies and exploring innovative avenues to uncover talent that fits your current and future needs
·         Analyzing your options and negotiating truly beneficial partnerships
Jennifer Sovada, Head Talent Management for Air Force Intelligence, Surveillance and Reconaissance at U.S. Air Force

Jennifer Sovada

Head Talent Management for Air Force Intelligence, Surveillance and Reconaissance
U.S. Air Force

10:00 am - 10:20 am Networking Break

10:20 am - 10:50 am Business Meetings

10:50 am - 11:20 am Business Meetings

11:20 am - 11:50 am Business Meetings


11:55 am - 1:40 pm Creating a Winning Strategy and Blueprint to Ensure Gender Equality and the Empowerment of Women in Your Organization


11:55 am - 12:40 pm Behavioral Economics in Talent Acquisition

12:45 pm - 1:15 pm How Attractive, Flexible and Competitive Compensation and Total Rewards Packages Can Lock Down Talent

The talent acquisition stakes are high and based on the latest round of economic data it doesn’t appear that finding, engaging and hiring talent is going to get any easier – at least in the near future.  By now we’ve already learned how things such as a winning employer brand can help the cause but what about some of the other more “traditional” components of talent management like compensation, benefits and total rewards. If you haven’t revisited your total rewards strategy recently you need to make sure this becomes part of the discussion at your next executive meeting.  Failure to incorporate this as key component to your talent acquisition program is almost assuredly going to have an adverse impact on your ability to close candidates down and/or separate your organization from the competitor trying to hire them as well.
Today’s candidates are looking for the whole experience….the culture fit, award-winning training and development, growth potential and perks!  Quite simply, today’s talented candidate can essentially ask “what is your organization going to do for me?” Gone are the days when we can sit back and pontificate about how luck a candidate should be “to work here”. In this session you will hear how progressive companies are redesigning the total rewards package to help acquire the best talent on the market.    

1:15 pm - 1:45 pm Talent Acquisition Technologies of Today and the Future

In this interactive session you’ll have the chance to hear from some of the technology companies that are participating in the Exchange as a sponsor. This is not your typical panel, though, as the questions will come directly from the participants and go right to the issues, challenges and opportunities that have been cited in the various discussion that have taken place throughout the event.  Each technology will be discussed by at least two vendor organizations so you’ll have the opportunity to compare and contrast different approaches to the same challenges.  
A)     Artificial Intelligence and Machine Learning
B)      Talent Engagement & Analytics Platforms
C)      Innovations with Applicant Tracking Systems
D)     Pre-Hire Assessments
E) Social Media and Text-Based Recruiting

1:45 pm - 2:45 pm Practitioner Roundtables

Earlier in the Exchange, we collected your insights and challenges using Thoughtexchange.  We identified the highest rated topic areas. During this session, you’ll have the opportunity to choose a topic and participate in a small group discussion. You will work in groups to develop an action plan for improvement.

Ignite Session - 3 Quick Fire Presentations in 30 Minutes. Talk about getting to the crux of the matter, fast!

Ignite Session – 3 Quick Fire Presentations in 30 Minutes. Talk about getting to the crux of the matter, fast!

2:45 pm - 3:15 pm The Future of Background Checks – Discovering Candidates’ Digital Footprints
With much of our lives lived on social media, HR finds itself in the thorny place of discovering candidates’ digital footprint online. New algorithmic tools can deep dive into social media (including video, images and text) to identify  a candidate’s red flags, such as drug use, bigotry, inappropriate sexual content as well as their positive contributions — volunteering, mentoring, etc.  Other emerging tools provide predictive reference checking and allow for granular inspection of previous supervisors, companies, references and education credentials.

Ignite Session – 3 Quick Fire Presentations in 30 Minutes. Talk about getting to the crux of the matter, fast!

2:45 pm - 3:15 pm Employer Branding as a Talent Acquisition Strategy
Building a bridge between talent management and employer branding is key to becoming a talent machine. To attract the right candidates and top talent, you need to develop a robust employer brand that pulls in a strong pipeline of candidates excited about your company’s alignment with their values, abilities and career paths. But what is employer brand? Is it your rating on Glassdoor? Your image stream on Instagram? Does it appear in the articles mentioning your company’s name on LinkedIn or does it emerge out of the recruiting process itself, in the content you push forward on potential applicants? In this Ignite Session, learn the multiple points of contact that build employer brand and understand how it impacts your talent acquisition strategy.

Ignite Session – 3 Quick Fire Presentations in 30 Minutes. Talk about getting to the crux of the matter, fast!

2:45 pm - 3:15 pm Words Matter — Reinventing Job Postings and Role Descriptions to Attract Top Talent
Thanks to years of studies and new advances in machine learning, we now have insights into what type of descriptive language motivate good candidates to apply. For instance, while 72 percent of hiring managers claim to provide clear job descriptions, only 36 percent of candidates say the same. These advertisements’ wording also plays a huge role in deciding who will apply for the post, which matters greatly as more companies place a premium on diverse recruiting.  In this Ignite Session, learn how the best job descriptions move beyond a bucket list of skills requirements to show how the role is crucial to the company and makes an impact in its business strategy. 

3:20 pm - 3:50 pm Business Meetings

3:50 pm - 4:20 pm Business Meetings

3:50 pm - 4:20 pm Business Meetings

4:50 pm - 5:10 pm Networking Break

5:10 pm - 5:40 pm The Business Benefits of Hiring People with Intellectual and Developmental Disabilities

As organizations strive to bolster their talent pools with dependable, motivated, and productive workers, many are finding that the inclusion of people with intellectual and developmental disabilities (IDD) is a business decision that can deliver multiple benefits. Explore opportunities in this case study from Best Buddies.
Horace Porrás, Vice President of Human Resources at American Tower Corporation

Horace Porrás

Vice President of Human Resources
American Tower Corporation


5:40 pm - 6:25 pm How to Implement a Diversity Recruiting Strategy That Attracts the Best Talent and Sets Your Organization Apart


5:40 pm - 6:25 pm Applying Advanced Recruiting Networks to Jumpstart Executive Level Recruiting Programs

6:25 pm - 6:30 pm Chairperson's Closing Remarks

6:30 pm - 7:00 pm Networking Reception