The talent market has changed, the great resignation has shown companies the market demands an active, data-led approach to secure and retain top talent. Through embedding talent intelligence into talent strategy, we can promote agility, address new talent dynamics such as global hiring and talent shortages while promoting DEI&B throughout. A holistic view of external market data, organizational capacities and future intelligence is essential to get ahead of the competition in the modern talent market.

We are joined in conversation by Toby Culshaw, Global Head of Talent Intelligence – Worldwide Amazon Stores, Amazon, founder of Talent Intelligence Collective and author of "Talent Intelligence: Use Business and People Data to Drive Organizational Performance". Toby will share his expert insights and experiences leading talent intelligence across global organizations.

Tune in for insights into:

• Research across the talent intelligence spectrum including location strategy, talent flow analytics and DEI intelligence.
• Effectively utilizing external market data to shape talent strategy.
• The changing nature of talent intelligence within organizations.

Toby Culshaw

Global Head of Talent Intelligence - Worldwide Amazon Stores
Amazon

See Bio

Organizations are navigating a dynamic landscape driven by new technology, workforce dynamics, and the need to remain competitive. The linchpin of this evolution lies in the recognition that skills are becoming the currency of success, shaping how organizations reimagine HR practices. By redefining roles and traditional job definitions, organizations can ensure they remain resilient in a rapidly changing world.

Join Eightfold to discover why understanding the ever-evolving skills landscape and adopting a data-driven approach to workforce planning, will help you future-proof your organization.

Learn how to:

• Augment your talent sourcing with smart recruiting tools to find the right talent.
• Embed DEI in your processes by removing hiring bias.
• Enhance agility, efficiency and outcomes in talent with a data-driven approach.

Sponsored by: Eightfold.AI

---

Jason Cerrato

VP, Marketing Strategy
Eightfold

See Bio

As awareness of neurodiversity is improving in society, organizations must adapt their talent programs to improve inclusion and maximise the talents of people who think differently. According to a report by JPMorgan Chase, professionals in its Autism at Work initiative made fewer errors and were 90% to 140% more productive than neurotypical employees. With untapped skills that are essential for digital success, organizations are missing out on a hidden talent pool and opportunities for growth in productivity and creativity.

Join this session as we discuss the advantages of neurodiversity inclusive hiring and how we can enhance the experience for people that think differently.

Hear insights into:

• The untapped skills prevalent in the diverse neurodivergent populations.
• Improving awareness and advocating for neurodivergence in the workplace.
• Designing an inclusive hiring policy and process for neurodivergence peoples.

Andrew Saidy

VP, Global Talent
Ubisoft

See Bio

A shortage of talent across industries such as healthcare has led to a ‘talent war’. With 75% of workers experiencing burnout over the past year according to Forbes, retaining the top talent by promoting a positive culture is more important than ever. Emory Healthcare are shifting the mindset on retention by focusing on a sense of belonging for employees. By enhancing voice of the employee efforts, recognition and career development opportunities they have increased a sense of belonging by more than 20%

For this session we are joined by Polina Ilieva Zlatev, Head of Talent, Learning & Culture at Emory Healthcare, as she presents a case study on a system-wide strategy to enhance belonging and employee retention in a post-great resignation era.

To be discussed:

• Getting to the heart of employee retention with VoE.
• Providing effective recognition, wellness programmes and career opportunities for a sense of belonging.
• The future possibilities for work-life balance in an age of accelerated technological innovation.

Polina Ilieva Zlatev

Head of Talent, Learning & Culture
Emory Healthcare

See Bio

We are living through an unprecedented time of multi-generational collaboration in the workplace with four active generations comprising our workforce – baby boomers, generation X, millennials and generation Z. With a wider range of skills and talent pool to draw from but differing priorities and approaches to work. Businesses that design their talent strategy inclusively will reap the greatest benefits - we can no longer adopt a one-size-fits-all talent management strategy.

Join us for this discussion as we delve into strategies to manage a cross-generational workforce.

Learn how:

• Cross-generational approaches to hiring can enhance communication, creativity and productivity.
• To design an inclusive talent acquisition and hiring process using advanced technology.
• To implement multi-generational communication, feedback and benefit programs.

Nicole DuBois

Chief Human Resources Officer
Graham Windham

See Bio

Francesca Di Meglio

Editor
HR Exchange Network

See Bio