In this session, you will learn: • We all want Great Talent, but the real question to answer is: What does Great Talent Want? This simple question is the starting point to hire YOUnique TALENT that delivers incredible results.

• Creating “Organization Fit” is the key to hiring people that engage and stay
• Work-Well-Being must be a core part of an organization’s talent acquisition strategy to make sure everyone says: I’m Happy, I Engage, I Want to Stay, I’m Growing, and I’m Healthy (Mind, Body, and Energy)

Economic uncertainty continues to impact organizations across every sector, forcing them to freeze or redefine their hiring strategies. Whilst the dynamics of talent acquisition have changed, having the right talent in place is vital for company growth in a competitive world – regardless of economic circumstances. This session will look at the effect of recession on talent acquisition, its challenges and how to overcome them:

• Balancing economic stability with a talent acquisition strategy based on planning and consideration
• Determining talent needs business-wide and identifying gaps
• To what extent is recession a business opportunity to source and nurture fresh talent in new business areas

Brady Pyle left NASA in February after a 28-year career in HR that culminated in his role as Deputy Chief Human Capital Officer, where he supervised 12 HR Executives, responsible for the 18,000-person NASA workforce. His new role as Vice President of HR at Space Center Houston—the official visitor’s center of NASA’s Johnson Space Center and a growing nonprofit organization—leverages his experience for a full-time staff of 150 employees. The strategies Brady is applying in this new context are not “rocket science”—they are practical and applicable to any organization.

• Measuring & building company culture
• Front-line leadership is key to culture & employee engagement—using the 70/20/10 Leadership Development Strategy
• How to enhance “word of mouth” about your organization to perspective applicants

With the rapid advancement of AI technologies, the application of Generative Artificial Intelligence (AI) is increasingly relevant. Join us as we discuss the transformative potential and the need for further investigation of generative AI in reshaping the future of recruitment.

With hiring costs on the rise, this session will explore how HR can leverage remote talent management strategies across global teams to stem HR costs. In addition to discussing an overview of remote hiring opportunities, successes and challenges, our participants will share their views on:

• How can HR departments promote internal mobility and manage skills gaps by hiring from within their organisation?
• Sharing data pools to building internal platforms, aligning existing talent to global positions
• Calculating the cost savings of both recruitment and onboarding

Ubisoft, the world’s largest HD video game development studio, redeveloped their approach to recruiting by incorporating external hiring, internal mobility and managing a talent bench. In this presentation, Matthew will share:

• The company’s approach that simplifies staffing for hiring teams
• Implementing a collaborative team-based approach to Talent Acquisition & Internal Mobility
• A step-by-step guide to how Ubisoft structured and tooled the team and service to adopt a high touch and modern approach in a highly competitive employment market
• Insights from what has been learned over the past five years

During this interactive session, attendees will have the opportunity to brainstorm cutting-edge topics in small groups with their peers on the biggest talent acquisition challenges. Attend and walk away with clear solutions on how to overcome key day-to-day obstacles, spearhead new talent innovations and get to grips with a fast-paced and ever-changing industry landscape.

Topics to be covered include:
Round table discussion one: Recession-proof recruitment strategies
Round table discussion two: Improving candidate relationship management
Round table discussion three: Spearheading a data-driven approach to talent acquisition

In today’s hyper-competitive employment landscape, talent intelligence is business critical. Leaders need talent availability, hiring trends and salary data insights to align workforce strategies with business objectives. No longer just a nice to have, talent intelligence is now the cornerstone of a modern talent acquisition strategy. In this panel discussion, WilsonHCG’s Carmen Scanlon, VP of Client Solutions, will discuss key considerations for all things talent intelligence and share why real-time labor market data drives business-impacting results, including:

• Latest labor market trend highlights
• Transform TA’s impact to the business by leveraging talent intelligence
• Incorporate real-time insights regardless of current talent intelligence journey

This presentation will deep-dive into how to build a strong recruitment team. What are the key foundations for effective recruitment in the current labor market?

• Why recruitment can be more than entry into HR: top characteristics of great recruiters
• Setting your recruitment team up for success
• An insight into the top training topics every Talent Acquisition leader should review
• What previous experience translates best into becoming a successful recruiter?

When many organizations embraced greater schedule flexibility and remote work during the pandemic, new employment opportunities opened up for people with disabilities. In fact, the employment rate for those with disabilities was 21.3% in 2022, up 2.2% from 2021. In this session, Lisa will discuss:

• The value of disability inclusion and how HR professionals can effectively develop a robust DEIB structure that effectively attracts and supports these employees
• How to integrate a holistic employer support system into the hiring process and workplace
• Fostering an open and judgment-free environment and encourage accountability among employees across all levels of an organization

This session will delve into current diversity and inclusion trends and the role of talent management in improving D&I company-wide.

• The bottom line benefits of improving D&I
•With recent years creating a priority shift, how to put D&I back at the top of the corporate agenda
• Integrating D&I into the business: what works?
• Tools to measure the effectiveness of your D&I strategy
• Putting in place mechanisms to constantly review, adapt and improve D&I
• Innovative initiatives to eliminate unconscious bias through education

This presentation will explore actionable steps to address priorities and design programs that foster belonging, engagement, and collaboration. How to practically break down barriers and create a truly inclusive workplace.

• A high level overview of the dynamics of AMN Healthcare
• Innovative strategies to foster innovation through Employee Resource Groups
• Reviewing the dynamics and impact that each one brings to the organization
• Key statistics; developing and executing DEI goals and outcomes

Attend to learn how to leverage AI technologies to improve talent management, training and development and facilitate performance management.

• Leveraging the metaverse: expanding HR horizons to deliver next gen talent management
• Evaluating which processes can be transformed – to connect with candidates, develop employees into future leaders and recruit top talent
• Balancing technological capabilities with human skills
• Overcoming challenges and key successes

During times of economic uncertainty, companies need to double down on promoting their employer brand so that they will be in a position of strength when the market picks up.

• Leveraging your brand to influence, attract and retain talent
• Managing the impact of layoffs on the employer brand
• The importance of stability on the company value proposition
• Spearheading a strategy to communicate the company social values
• Developing an employer brand to showcase diversity and unique company qualities

HR leaders face a more complex talent landscape than ever before. Employees look beyond the pay check and now seek career growth, fulfilment and to add value to the companies they work for. Balance and well-being now take precedence over the monthly paycheck! The increase in skills-based hiring, and employee demands for flexibility are just some of the challenges facing talent management professionals.

• Identifying the required skills requirements of tomorrow’s workforce
• Managing the impact of the transition to remote and hybrid work models
• Ensuring you have the right people and skill sets in the right place
• Identifying skills gaps and putting in place a plan to fill them
• Managing the need for increased employee connectivity and engagement
• Strategies to diversify and increase your talent pool