April 28 - 30, 2019 | Omni Champions Gate Resort, Orlando, FL

Day Two, Monday, April 29,2019

7:30 am - 8:15 am Breakfast

8:15 am - 8:20 am Chairperson's Remarks

Sue Lam, Vice President, People Planning, Design and Analytics at Shell

Sue Lam

Vice President, People Planning, Design and Analytics

8:20 am - 8:50 am Identifying Future Talent Needs and Evolving Your Existing Workforce to Meet Those Needs

As companies get a handle on current talent management strategies, they are beginning to forecast their future talent needs. With all of the changes over the years and advances in technology, HR may need to take a different approach to developing talent for the future of the business.  For instance, a data analysis may forecast where talent will be needed in the next 12 to 18 months or we might discover that the line of business leaders reveals a real lack of future leadership. In such cases, HR needs to shift its focus to pursue a new approach to succession planning and develop a strategy and criteria for vetting existing candidates, without causing alarm among the existing workforce.  In this case study, learn: 

•How to examine your organization’s upcoming hiring needs and your current readiness 
•Developing a better plan of action to fill vacancies and increase employee loyalty by investing in top performers
•Calculating gains and losses through analyzing previous hires and retention rates
Elaine Mason, Vice President, People Planning, Design and Analytics at Cisco Systems

Elaine Mason

Vice President, People Planning, Design and Analytics
Cisco Systems

8:50 am - 9:05 am Dramatically Improve Hiring, Retention & Performance by Measuring Innate Talent with Science

Today more than ever, senior executives want to move risk and guesswork as far away from them as possible and make decisions based on certainty. The same is true with Talent Acquisition. This session is about how do you best deliver lasting, significant, strategic value to your organization with people? You will learn powerful hiring, retention and onboarding best practices from real world results like how a medical company achieved a sales growth 7X their industry standard and were ranked by Sales & Marketing Magazine as one of the top 10 sales forces in the country. You’ll learn: 

•How to increase new hire retention by 82% and productivity by over 70% using a time-tested, proven science
•Are the best salespeople and leaders born or made?
•The root cause of your hiring and performance problems and how to eliminate it permanently
•The Interview – How to differentiate rather than interrogate and win the war for talent
•The inside secret to why the top 20% consistently sell 80% of the total sales revenue at virtually every company and how to hire the top 20%
•How to leverage technology, advanced analytics and science to quadruple your hiring results to 80% or higher
John Pyke, Founder & CEO at The Talent Genius

John Pyke

Founder & CEO
The Talent Genius

9:10 am - 9:40 am Business Meetings

9:40 am - 10:10 am Business Meetings

10:10 am - 10:40 am Business Meetings

10:40 am - 11:00 am Networking Break

11:00 am - 12:00 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.

12:00 pm - 1:15 pm Networking Lunch

Talent Challenges of the Modern Workforce

Roundtable Discussions

1:15 pm - 2:00 pm Think Tank: Star Wars & Stranger Things

This interactive session isn’t about great movies and tv shows. It’s about talent. Specifically, how your company’s employee development strategy could be the secret sauce to recruiting, developing and retaining stars. The 2018 Closing the Skills Gap report highlights the downward pressure that a shrinking workforce and a growing skills gap has on bottom lines. Competing for top talent has become more challenging than ever. Keeping that top talent is even harder. Together we will discover what all of this means for the future and how forward-thinking companies are innovating to solve this challenge. Discussion topics include:

•Could your employee development strategy be your biggest recruiting weapon?
•What are the three questions you should be asking as a talent leader?
•How can you develop a winning talent development strategy for the modern workforce?
Jeremy Walsh, Vice President, Enterprise Learning Solutions at Learning House, a Wiley Brand

Jeremy Walsh

Vice President, Enterprise Learning Solutions
Learning House, a Wiley Brand

1:30 pm - 2:15 pm Onboarding Beyond Day One

Your employee expectations go beyond day one, shouldn’t your onboarding experience? Research shows that most new employees make their decision to stay or leave a new company within the first 90 days of employment, yet the clear majority of onboarding experiences don’t last longer than the first week of work. In this session, Tom Boyle will lead you on an exploratory discussion of what drives a candidates decision to stay and how an integrated approach to talent acquisition and talent development can lay the foundation for long-term retention.
Tom Boyle, Principal, Talent Acquisition at Cornerstone

Tom Boyle

Principal, Talent Acquisition

1:30 pm - 2:15 pm Recruiting Passive Candidates- Every Role is Now Hard-To-Fill

In this tight talent market, attracting passive candidates has become something of an art among talent acquisition leaders. With a variety of technology, social media and new candidate attraction tools now available, it can be overwhelming to develop a strategy to reach these in-demand passive candidates.  Join Jason Putnam from BountyJobs and discuss with your colleagues, new and proven methods of reaching talent that is not necessarily on the market for a job.
Jerry Aubin, CEO at BountyJobs

Jerry Aubin


In today’s corporate environment, coaching isn’t just essential to developing talent, but rather an overall HR strategy, that can attract top-notch candidates, engage the existing workforce, and retain talent in a competitive market. Innovative HR departments have thrown out the once-a-year coaching workshops and shifted their focus to embedding these qualities directly into the corporate culture in the form of leaders with well-honed coaching skills. For employees, the benefits come in the form of boosted performance and effectiveness as well as from a mentor who can lay out a clear career plan and areas for improvement. For the company itself, the benefits are increased productivity, high employee engagement and an improved retention rate.

•Equip your managers with the right support and training to develop effective coaching skills
•Integrating coaching as a part of managerial culture across all levels of leadership 
•Maintaining a competitive edge in the talent marketplace through a company-wide commitment to training 
Franca DiDio, Director, Talent & Diversity at Rogers Communications Inc.

Franca DiDio

Director, Talent & Diversity
Rogers Communications Inc.

Shabnam Vaziri-Sadri, Director, Organization and Talent Development at Equity Residential

Shabnam Vaziri-Sadri

Director, Organization and Talent Development
Equity Residential

2:50 pm - 3:20 pm Business Meetings

3:20 pm - 3:50 pm Business Meetings

3:50 pm - 4:20 pm Business Meetings

4:20 pm - 4:35 pm Networking Break

4:35 pm - 5:05 pm The Big Data Payoff- Embedding Talent Analytics in Your Daily Grind

Workforce or people analytics can be used to proactively manage talent. This powerful, data-based tool can be used to identify both top performers through the algorithmic comparison of employees’ career progressions to similar data sets and models. This allows an employer to help groom and support top performers as well as pinpoint poor performers before they become a drag on the bottom line. It can also help company leaders analyze skills gaps, allowing managers to perform training interventions. Savvy businesses also rely on analytics to help them manage turnover by statistically identifying the traits of people who are likely to leave their positions. The technology is also a boon to succession planning — allowing hiring managers to map out internal successor candidates. Discover more about what analytics and the power of big data can do to supercharge your workforce planning.
Sue Lam, Vice President, People Planning, Design and Analytics at Shell

Sue Lam

Vice President, People Planning, Design and Analytics

5:05 pm - 5:10 pm Chairperson's Closing Remarks

5:10 pm - 5:25 pm Refresh Break

Please feel free to change for the night's activity.

5:25 pm - 6:30 pm Networking Reception


6:45 pm - 9:00 pm Trivia Around the World