The Future Technology Disruption of Talent Management Operations

Solidifying Your Approach through Data Analytics and Strategic Workforce Planning

The pace of change in 21st century organizations poses significant challenges to Talent Leaders who strive to manage a forward-thinking Talent Management Operation.

This FREE webinar was recorded on:
04:00 PM - 04:30 PM EST

“We’re going to a world where 100% of people are going to be passive job seekers,” Sebastien Girard said. He’s the Chief Workforce officer for Parkland Health and Hospital System.

During the HR Exchange Network's HR Tech Online Summit North America, he said technology is going to make every employee a passive job seeker. Someone not actually looking for a new opportunity, but open to the possibility should one present itself.

The first is social media. Employees can receive potential job opportunities in their LinkedIn Inbox for instance. While they may be happy with their current position, the very real chance that another company seeks to hire them can transform this individual into a passive job seeker. According to Girard, the latest statistics on passive job seekers in the market is around the 75% mark due in part to social media.

But technology is about to push that number skyward.

There is a new application out there that is, for all intensive purposes, an employee bidding platform. All of the power goes to the job seeker. Essentially, the job seeker enters their profile, skills, and competencies into the application. The application then sends the information to potential employers. Employers then put together comprehensive job offers and send those back to the application, which forwards those offers to the job seeker. He or she decides which companies, based on the offers, they would like to interview and the application sets up the interview.

Another application essentially acts as Tinder for work. The job seeker enters his or her profile. Potential companies do the same. Then the application matches them with potential job opportunities. If both parties signal they’re interested, indicated by a swipe, the application sets up the interview.

“The impact of those technologies is going to take the 75% of passive job seekers to 100%,” Girard said. “Your staff, in the near future, can and will likely receive opportunities on their phone while they’re working and the only thing they’re going to have to do book an interview is to touch their screen twice or swipe once or twice.”

This webinar showcases successful solutions for talent mapping that will help Chief Talent Officers with:

  • Tapping into industry data and labor market trends to anticipate new skills and prepare employees for the future
  • A successful roadmap in implementing Strategic Workforce Planning in your Talent Management Operation
  • Raising Talent Management's profile inside the enterprise by enabling Talent Leaders to play a strategic role


Sebastien Girard
Senior Vice President Workforce Engagement
Atrium Health

Sebastien Girard joined Atrium Health in late 2018 as the Senior Vice President for Workforce Engagement.

Mr. Girard was previously with Parkland Health and Hospital System.  He started in December 2015 with nearly 20 years of experience as an industry-recognized employment market professional. Sebastien leads his team to success and helps them navigate through a variety of circumstances, including but not limited to: operational challenges, rapid growth, emerging market needs, economic downturns and large acquisitions and restructuring efforts.

Mr. Girard previously served as Senior Vice President at Randstad USA, where he oversaw North East U.S. operations. Sebastien has a diverse background across P&L/operations management, people leadership, sales force management and defining and implementing talent acquisition models across industries (healthcare, manufacturing, food and beverage, finance and accounting, aerospace and more).

Prior to his work at Randstad USA, Sebastien served at Randstad Canada from 2001 to 2010 serving as Executive Vice President in 2009 and 2010. In his tenure, Sebastien spearheaded double digit organic growth year-over-year for seven straight years while maintaining a Canadian Top 50 Best Places to Work status (rank: 12) and Canadian Top 50 Best Places to Work for Women (rank: 5).

Sebastien holds a Master of Business Administration from the Massachusetts Institute of Technology (MIT).