Kerry Karle, Senior Vice President, International Talent Acquisition and Global Mobility, Wells Fargo
Janine Woodworth, Partner, Talent Function

Wells Fargo, already one of the world’s largest banks, has big plans for international expansion. Naturally, it will need talented new hires to help execute these plans — in fact, it needs to hire 5,100 people outside the United States. You’ll hear how Wells Fargo successfully built out its existing talent acquisition platform to engage in high-volume recruiting while standardizing its international recruiting process, gained greater efficiencies, and enhanced the tools and technology available to support its country-specific recruiting.

[ Session ] takeaways	•	Identify talent acquisition trends and solutions for finding, engaging and hiring top talent
	•	Leverage technology to gain greater efficiencies and fuel growth through the talent acquisition function
	•	Explore a variety of workflows that illustrate how to strengthen high-volume recruitment efforts

Alan Henshaw, Senior Manager for Talent Acquisition, Slalom Consulting
Jon Bischke, CEO, Entelo

Research from Bersin by Deloitte indicates that most companies track and make decisions based on lagging metrics. But when it comes to effective recruiting, the most desirable goal is to harvest predictive data that ensures talent acquisition teams can forecast future talent outcomes. Slalom Consulting, a fast-growing consulting firm with 4,000 employees, will share how it has modeled its hiring strategies after “next generation” sales departments by encouraging its talent acquisition team to prioritize goals using data and forecasting — similar to how sales teams prioritize prospects. You’ll learn about the parallels between successful sales and recruiting organizations, and the data you’ll need to forecast future talent outcomes.

[ Session ] takeaways	•	Apply sales tactics to your recruiting strategy
	•	Uncover and interpret the recruiting metrics that will forecast future talent outcomes
	•	Identify best practices for aligning data collection across multiple departments

Gina Max, Senior Director of Talent Management and Diversity, USG Corp.
Lindsay Stanton, Chief Client Officer, Digi-Me

The way we communicate has changed. If you want to stay relevant, your talent acquisition strategy must change as well. Not only is the world digital, but we are now faced with a candidate-driven market in which everyone is competing for passive candidates. Hear how USG Corp. is leveraging search-engine optimization, mobile devices, social media, referrals and video to power up its talent acquisition strategy while using data and metrics to determine the best avenues for recruiting.

[ Session ] takeaways	•	Improve search engine optimization to enhance visibility for job postings
	•	Leverage social media, mobile devices and referrals to find better-quality candidates
	•	Use video to attract top talent while staying compliant with relevant regulations

Amber Haig, Senior Staff Analyst, Houston Health Department
Benjamin Hernandez, CFO, Houston Health Department
Tiffany Smith, Employee Engagement Analyst, Houston Health Department

Like many organizations in today’s changing healthcare landscape, the Houston Health Department had to attract high-caliber talent with limited resources. Looking for an innovative solution, it implemented a digital interview pilot program which has improved hiring quality, efficiency and speed, while creating a superior and mutually beneficial experience for candidates and hiring managers. The platform gives candidates an innovative way to exhibit their skill set while empowering hiring managers with knowledge a resume alone can’t provide — dramatically reducing the time needed to screen candidates. You’ll learn how the organization built a team and implemented a solution that has positively impacted talent acquisition within all department divisions and levels.

[ Session ] takeaways	•	Learn the implementation strategy necessary for a successful deployment of a digital interviewing platform
	•	Understand how to uncover the best candidates for a position via digital interviews
	•	Analyze and evaluate the benefits and barriers of digital interviews

Glenn Gutmacher, Vice President of Diversity Talent Sourcing, State Street Corp.; Founder, Recruiting-Online.com

Can all your candidate generation be done in-house? How can you wean yourself from expensive staffing firms and RPO vendors that under-deliver because they don’t really understand your business? Glenn Gutmacher has done it from the corporate practitioner’s perspective. He’ll explain how he built a cost-effective, in-house, offshore sourcing team at a major corporation and the valuable lessons he learned along the way. You’ll learn about the advanced sourcing techniques he uses to avoid having to rely on outside firms for finding the best talent.

[ Session ] takeaways	•	Leverage profile aggregators, web scrapers, resume aggregators, contact lookups, social networks, personalized email and InMail outreach, and other tools
	•	Create libraries of candidate profile-specific search strings and browser bookmarklets to ensure quality and consistency
	•	Identify the steps necessary to set up an offshore sourcing team with standardized processes for efficiently funneling leads to onshore sourcers

Michelle Constantino, Senior Manager for Recruitment Operations, Bright Horizons Family Solutions
Tom Chevalier, Vice President of Product, Appcast

Bright Horizons hires 8,000+ employees per year, with 90% of them child-care teachers. Given these demands, an efficient and targeted approach to finding and hiring candidates isn’t a “nice to have” — it’s an absolute necessity. You’ll hear how Bright Horizons developed a data-driven approach to job ad spending that is dramatically improving the ROI of its advertising budget. Using offline analytics and new programmatic job ad tools, Bright Horizons’ system optimizes for the lowest cost-per-quality applicant and dynamically moves budget to the best media partners. You’ll gain insights into Bright Horizons’ methodology and take away a proven roadmap that can be employed by your organization whether large or small.

[ Session ] takeaways	•	Understand industry benchmarks on click-to-apply ratios by ATS, function and geography
	•	Build an easy-to-implement analytics framework to evaluate recruitment media on a “cost-per-quality applicant” scale
	•	Create a business and operational plan to support the move to a data-driven media plan

Mat Connot, Staffing Director, VMware
Vivek Ravisankar, CEO and Co-Founder, HackerRank

Everyone knows it’s difficult finding great software engineers. In a world where every company across industries (from JPMorgan Chase to Chipotle) is leveraging software as a competitive advantage, this perceived shortage of technical talent is a huge pain point for most executives. But the problem isn’t that there’s a talent shortage — it’s that resumes can’t accurately showcase technical talent. You’ll hear how VMware rejected the blunt-use instruments typically used by companies to weed out candidates — universities attended, GPAs, previous brand-name employers — in favor of a revolutionary new approach: automated code challenges. Discover how these challenges quickly benchmark talent so you can find the best candidates without relying on the typical time-consuming processes that cause companies to miss out on great employees.

[ Session ] takeaways	•	Trim your total recruiting time from months to days
	•	Evaluate potential hires by skills in real time
	•	Overcome the perceived technical talent shortage

Rob Daugherty, Director of Talent Acquisition, American Airlines
Elaine Orler, CEO & Co-Founder, Talent Function

The merger of American Airlines and US Airways created the largest airline in the world. As a newly merged entity, the company faced the challenge of uniting the distinct talent acquisition processes and technologies that the individual airlines previously had in place. Rob Daugherty likens the experience to “trying to change a car’s tires while driving 80 mph” — think separate applicant tracking systems, different recruitment process outsourcing solutions, independent work groups and unique hiring processes. You’ll hear how American developed a fresh delivery model for the newly merged airline, and positioned itself to soar to new heights with a reinvented talent acquisition process that puts the candidate center stage.

[ Session ] takeaways	•	Establish a world-class talent acquisition process based on best practices
	•	Use the latest technology to meet candidate and employer expectations
	•	Create a roadmap for determining the technology that can align with organizational goals

Seth Flater, Manager, Digital Strategy, DirectEmployers Association
Randy Goldberg, Vice President, Talent Acquisition, Republic Services

Traditional advertising tactics can be a good baseline for attracting diverse talent to your organization, but progressive advertising and bold branding can set you apart from the crowd and create a memorable brand and enhanced job-seeker experience. Republic Services will share how it is using aggressive strategies and innovative technology to promote, advertise and strengthen its online persona to attract and retain diverse talent, plus how you can too.

[ Session ] takeaways	•	Understand how to combine recruitment marketing with progressive advertising to attract top candidates
	•	Develop an employment branding and recruitment marketing strategy that appeals to internal and external candidates
	•	Implement innovative branding techniques and best practices

Lawrel Aufmuth, Vice President of Talent Acquisition, Advantage Solutions
Susan Vitale, Chief Marketing Officer, iCIMS

Talent acquisition has changed dramatically in recent years. Candidates are now highly informed consumers more focused on company culture than ever before, which means you need to find new ways to appeal to them. With this in mind, Advantage Solutions, a fast-growing national agency serving the packaged-goods industry that hires over 35,000 people a year, took a page from its customers — marketing professionals — to upgrade its talent acquisition process. You’ll learn how Advantage is finding quality candidates by creating marketing-like objectives around building a pipeline of talented candidates; developing its employer brand; and leveraging its influence via social media, recruitment-marketing automation and content development.

[ Session ] takeaways	•	Understand successful employer marketing and branding techniques
	•	Develop and implement marketing strategies for applicant-selection procedures
	•	Revamp talent acquisition processes to stay aligned with overall business objectives

Kelle Thompson, Vice President for Enterprise Talent Marketing and Innovation, Fidelity Investments
Maury Hanigan, CEO, SparkStart

Despite its strong brand and position in the market, Fidelity Investments competes intensely with other leading employers for top candidates. To engage candidates and differentiate itself, Fidelity has enhanced its job postings with videos of individual hiring managers and selected co-workers for each job. Kelle Thompson will describe the evolution of the company’s use of video with specific emphasis on incorporating it into job descriptions to improve candidate experience, addressing the adoption challenges and how it solved scalability issues. You’ll learn about creating effective recruiting videos — optimum length, increasing finish rates and filming for mobile device viewing — as well as quantitative results from analysis of thousands of recruiting videos. Plus, you’ll find out how to address the “video-phobia” of some hiring managers and involve them in the recruiting process.

[ Session ] takeaways	•	Incorporate video into individual job descriptions to engage candidates
	•	Measure results and determine impact on application rates
	•	Identify essential elements of an effective video and mistakes to avoid

Sherry Nolan-Schultz, Chief HR Officer, Natural Market Food Group
Roopesh Nair, President and CEO, Symphony Talent

Natural Market Food Group (NMFG) is focused on customers who care deeply about the foods they eat while also operating responsibly and sustainably in local communities. As such, NMFG is dedicated to hiring employees who embrace the ethos behind its lifestyle brands and will share that vision with customers. So how does an organization that is undergoing rapid growth — and competing against other healthy-living retail food brands for quality talent — attract, engage and ultimately hire the right candidates? Sherry Nolan-Schultz will explain how NMFG implemented innovative recruitment marketing technology to keep pace with the company’s roadmap for growth and position its brands in the marketplace to compete with much larger, more established brands.

[ Session ] takeaways	•	Learn how to combine effective employer brand messaging with automated CRM and email engagement technologies to engage the type of candidates you’re looking for
	•	Understand how to develop a customer-service benchmark and use custom credentials to measure candidates’ ability to reflect your brand image and provide the right level of customer service
	•	Build the business case for implementing technology to attract and engage candidates who align with your organization’s goals

Julia Levy, Director of Talent Acquisition, Fiserv

Learn how Fiserv, a global company with 22,000 associates around the world, deployed tracking capabilities that allow its recruiting team to interact with job candidates from their first interest as possible applicants, all the way through the funnel of being hired. Julia Levy will explain how the company incorporated social engagement into the recruiting mix to meet its recruitment goals in an era when job seekers are more sophisticated than ever and are looking for a personalized experience. You’ll get ideas for mastering the art of social media for recruitment, and identifying and engaging with passive candidates who fit the profile of the type of employee you want to hire.

[ Session ] takeaways	•	Integrate social engagement into the job-seeker experience
	•	Incorporate what you’re learning now into future plans
	•	Recognize why your own technology and data insights provide the best strategy pathway

Purnima Kumar, Global Strategic Sourcing Lead for Talent Acquisition, Accenture
Chirag Nangia, Founder and CEO, Reppify

Studies have shown that many companies miss out on employee referrals — typically the strongest source of new hires who will succeed and stay with the organization — due to inadequate employee-referral programs that don’t engage employees. Accenture created an award-winning referral program that increased employee participation via gamification, using “Tinder”-like behavior for gathering insightful data for generating high-quality referrals. The technology taps into employees’ existing network contacts to create pools of potential referral candidates, letting Accenture employees and recruiters see the best matches from social connections against open jobs at the company, in real-time. Find out how innovative uses of technology can help you ramp up your own employee referral program.

[ Session ] takeaways	•	Learn how social hiring and technology can reduce cost and increase efficiency
	•	Explore how gamification can be used to increase employee participation in the referral process
	•	Understand how metrics such as “ready to leave” can be used to target relevant candidates

George LaRocque, Principal Analyst and Founder, #HRWINS

For decades, the analogy has been drawn between talent acquisition and sales or marketing. It’s provocative, but does the analogy really hold up? Join industry analyst George LaRocque, fresh on the heels of his latest #HRWINS talent acquisition research and market analysis, for an in-depth and thought-provoking presentation challenging the conventional wisdom. He’ll present employer case studies crossing several industries and employer sizes, plus delve into real-life examples of where the analogy has held up and where it has fallen short in the modern recruiting environment. Plus, he’ll explore the current talent acquisition technology landscape and show you how to leverage platforms and point solutions to build the right recruiting “tech stack.”

[ Session ] takeaways	•	Leverage B2B and B2C marketing and sales concepts and approaches in your talent acquisition functions
	•	Apply the lessons learned by other companies to your own decision-making process
	•	Learn to leverage platforms and point solutions to build the right recruiting “tech stack”

Nancy Ashbrooke, Vice President for Global Human Resources, VICE Media
Kelly Max, CEO and President, Haufe

Started in Montreal as a punk music magazine, VICE Media is now a $2.5 billion global media company whose do-it-yourself brand of multi-platform journalism is defined by its people and culture. Until recently, the HR department managed many aspects of talent acquisition using just Excel. Faced with the need to staff its expanding media portfolio, the company was concerned that growing its workforce globally could rob it of the special essence that defines its brand. The answer? A custom-designed onboarding process that ripples through employees’ careers from before Day 1 — maintaining VICE’s culture and empowering employees to become productive more quickly, educate and train themselves with an unusual degree of autonomy, and flourish in VICE’s workplace environment of agile intrapreneurship.

[ Session ] takeaways	•	Understand the importance of talent acquisition in maintaining organizational brand and culture
	•	Define the foundational pillars of your employer brand
	•	Build an effective partnership with your vendor to ensure success

Kyle Lagunas, Principal Analyst, IDC

In today’s world, traditional metrics such as time-to-fill and cost-per-hire are poor indicators of recruiting performance. Meanwhile, the emerging prevalence of talent analytics technologies offers a previously unattainable level of measurement across myriad activities and outcomes. Analyst Kyle Lagunas will highlight key findings from his latest research, Modern Measures of Success in Talent Acquisition, to explain how pioneering talent leaders are leveraging augmented measurement capabilities in order to track more meaningful key performance indicators. He’ll address the measures that matter most in a modern talent acquisition function, the current state of talent analytics in recruiting and why it matters, as well as the steps you should take to begin moving the needle in data-driven recruiting.

[ Session ] takeaways	•	Understand best-in-class measurement practices for recruiting
	•	Provide better insight on the impact of recruiting on the business
	•	Improve your ability to consistently deliver talent

Rodney Smoczyk, Director of Recruitment, McLane Co. Inc.
Jennifer Seith, Vice President for Recruitment Technology Products, CareerBuilder

Few companies have been in business for 100 years, and even fewer have made it to 120 years. McLane Co. Inc. is one of those few. Founded in 1894 and owned by Warren Buffet’s Berkshire Hathaway, McLane is one of the largest wholesale suppliers of food products in the U.S. Rodney Smoczyk will explain how he’s taken the recruitment processes of the 24,000-employee company into the 21st century while maintaining the unique culture it’s known for. You’ll learn how McLane is using innovative career site technology to build an “always on” pipeline of candidates for the future while tackling workforce planning and improving engagement levels of top candidates.

[ Session ] takeaways	•	Utilize technology to solve your top recruitment challenges while maintaining your company’s unique culture
	•	Upgrade recruitment processes to meet your current and future needs
	•	Identify strategies for building a pipeline of future candidates

Jayson Maxwell,Corporate Training Director, Six Flags
Tom Huber, Chief Information Officer, CD2 Learning

Behind the fun and excitement of the nation’s most well-known theme park is a roller coaster of challenges in onboarding a seasonal workforce, many of whom lack work experience. For Six Flags, with no ebb and flow of a yearly work cycle, there’s no easing employees into the job — it’s 0-60 in seconds! Learn how Jayson Maxwell tackled those challenges and implemented technology to establish an overall knowledge base, and shared culture and language with his Millennial workforce. Like the park itself, this session will be fun, creative and highly participatory.

[ Session ] takeaways	•	Use mobile and gamification to effectively engage Millennials, particularly those who lack work experience
	•	Implement post-training surveys to ensure learning and reporting for critical areas such as safety
	•	Understand the importance of micro learning and adapting existing learning into micro “chunks”

Jacqueline Kuhn, Executive Vice President for Human Capital Management Consulting Services, HRchitect

In this information age, candidates know more about companies than ever before — more than a website’s “About” page could ever cover. Given this new reality, what should you focus on to help your company be a winner in the war for talent? Get an in-depth look at the new talent acquisition landscape, as Jacqueline Kuhn examines how candidates want to be hired and whether you measure up to those standards; what today’s recruitment leaders need from their applicant-tracking systems, recruiting teams and business leaders; and how to determine whether the technologies you’re using are sufficient for meeting needs of all the stakeholders in your talent acquisition process.

[ Session ] takeaways	•	Identify how candidates evaluate offers and the information that’s most important to them
	•	Analyze technology solutions to ensure they provide the most value to end users
	•	Gain ideas for continuous innovation in the recruiting process

To Be Announced


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[ Session ] takeaways

Brad Cook, Vice President for Talent Acquisition, Informatica

The way we recruit and attract top talent is forever morphing. Whether we like it or not, social media has driven complete process transparency giving candidates more choices today than ever before. It’s no longer just an option to simply have brand presence on the browser. You need to provide an interface with your brand for the applicants where they like to hang out — on their smartphones. In this interactive, mobile-career-site case study presentation, Brad Cook will reveal his journey to mobile career and mobile apply excellence, and how dramatically the candidate experience was improved in a few easy steps.

[ Session ] takeaways	•	Use innovative thinking to identify solutions to your organization’s recruiting challenges
	•	Identify the necessary steps for choosing and implementing a mobile recruiting solution
	•	Determine what mobile job seekers are looking for and how to create an experience that matches their expectations

Lee Webster, Director of Talent Acquisition, University of Texas Medical Branch

Studies have shown organizations that deliver on recruitment objectives experience 3.5 times the revenue growth and twice the average profit margin of their peers. Meanwhile, shortcomings in the recruiting process have an equally negative impact on the organization in terms of reputation and higher costs for recruiting key talent. Lee Webster — who previously served as the Society for Human Resource Management’s director for HR standards — will explain how adopting the value chain approach to the recruitment process not only results in more efficient and effective practices that save money, but also has a positive impact on the candidate experience and enhances your organization’s employer brand.

[ Session ] takeaways	•	Learn the origins of the value chain methodology for recruiting
	•	Understand the benefits of adopting the value chain methodology
	•	Review necessary steps for implementing the value chain methodology

Shari Conaway, Director of People, Southwest Airlines
Angela Lockman, Equifax Workforce Solutions

Southwest Airlines thrives on a culture of hard work, innovation, respect, reliability and fun. As an organization that wants its employees and new hires to love the company as much as its customers do, Southwest needed an updated, automated approach to employee onboarding. Onboarding new hires in multiple states with paper processes was a nightmare for HR. Hear how Southwest updated its paper-based new hire packet and onboarding processes to not only provide an easier, more welcoming experience for new employees, but also help the organization identify opportunities that benefit the bottom line. Learn how to centralize a compliant, engaging onboarding process through creativity and automation, even with decentralized hiring processes.

[ Session ] takeaways	•	Identify the challenges and complexity associated with onboarding employees across multiple states
	•	Automate onboarding processes to remove administration, improve compliance and identify tax-credit opportunities
	•	Understand how to make onboarding a strategic part of your company’s hiring practices