talent acquisition institute - ipmi · 2:30 – 3:15 think tank: data-driven talent transformation:...

TALENT ACQUISITION INSTITUTECONFERENCE SESSION

NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 1

Talent Acquisition InstituteATTRACTING, ENGAGING, AND ACQUIRING TOP TALENT FOR IMPROVED ORGANIZATIONAL PERFORMANCE

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JUN 9 - JUN 11, 2019JW Marriott, Muskoka, ON

SOLUTIONS SHOWCASE 2

Agenda At-A-GlanceSUNDAY, JUNE 9TH, 2019 12:00 – 1:00 REGISTRATION 1:00 – 1:15 CHAIRPERSON’S OPENING REMARKS 1:15 – 1:45 TD’S CANDIDATE CENTRIC APPROACH TO TALENT ACQUISITION 1:45 – 2:30 THE SOLUTION SHOWCASE: DRIVING TALENT ACQUISITION SUCCESS • LOOKING BEYOND TRADITIONAL APPROACHES TO OVERCOME RECRUITMENT CHALLENGES • THE VALUE OF THE DECLINE – WHY YOU MUST DECLINE 100% OF YOUR JOB APPLICANTS • CULTIVATE AN EMPLOYER BRAND THAT JOB SEEKERS LOVE 2:30 – 4:30 BUSINESS MEETINGS 2:30 – 3:15 THINK TANK: DATA-DRIVEN TALENT TRANSFORMATION: HOW TO COLLECT THE DATA YOU NEED TO PREPARE FOR THE FUTURE OF WORK 3:30 – 4:15 THINK TANK: CAPTURE AND KEEP OF TODAY’S EMPLOYEE DEMOGRAPHIC 4:30 – 5:15 LESS ARTIFICIAL, MORE INTELLIGENCE: HOW TO MAKE SMARTER TALENT DECISIONS WITH COLLECTIVE INTELLIGENCE 5:15 – 6:15 THE FUTURE OF TALENT ACQUISITION: STRATEGIC PERSPECTIVES FOR 2019 AND BEYOND 6:15 – 8:30 WELCOME COCKTAILS & DINNER

MONDAY, JUNE 10TH, 2019 7:00 – 8:00 OPTIONAL MORNING ACTIVITY 8:00 – 9:00 BREAKFAST 9:00 – 9:30 TRANSFORMING TALENT ACQUISITION AT AN ICONIC ORGANIZATION FROM STARTUP TO A STRATEGIC, INTEGRATED, PREDICTIVE TA PROGRAM 9:30 – 10:15 UNCOVER LEADING TECHNOLOGY TO OPTIMIZE YOUR CURRENT AND FUTURE WORKFORCE10:15 – 10:30 NETWORKING BREAK 10:30 – 12:00 BUSINESS MEETINGS 10:30 – 11:15 THINK TANK: 3 SECRETS TO ATTRACTING TOP TALENT FROM THE INSIDE OUT 12:00 – 1:00 NETWORKING LUNCH 1:00 – 2:00 PROGRESSIVE PATHWAYS: SHARING TALENT ACQUISITION LEADERS’ JOURNEYS AND DEVELOPMENTS TO INSPIRE ORGANIZATIONAL SUCCESS • HOW TO BUILD A ROCK STAR TALENT PIPELINE • COAST DNA: A CUSTOMIZED CULTURAL FIT ASSESSMENT TO HELP IDENTIFY TOP TALENT • DO YOUR APPLICANTS HAVE THE RIGHT STUFF? GETTING THE RIGHT CANDIDATES TO COME TO YOU 2:00 – 3:30 BUSINESS MEETINGS 3:30 – 4:00 LEVERAGING DATA ANALYTICS DURING THE RECRUITMENT PROCESS 4:00 – 5:00 TALENT ACQUISITION: LEADERSHIP ROUNDTABLES • DESIGNING THE BEST FORMAT FOR HIRING TOP TALENT • LEVERAGING WORK LIFE BALANCE TO ATTRACT, ENGAGE AND RETAIN THE NEXT GENERATION OF TALENT • SOCIA MEDIA AND THE INFLUENCE ON EMPLOYER BRANDING 5:00 – 6:00 FREE TIME 6:00 – 8:30 LAWN PARTY: COCKTAILS, DINNER & ENTERTAINMENT

TUESDAY, JUNE 11TH, 2019 7:00 – 8:00 OPTIONAL MORNING ACTIVITY 8:00 – 9:00 BREAKFAST 9:00 – 9:30 CAMPUS HIRING: ENGAGING OUR NEXT GENERATION OF ‘ENTREPRENEURS WITH A TECHNICAL SOUL’ 9:30 – 10:00 THE CRITICAL ROLE OF LEADERS IN ATTRACTING TALENT 10:00 – 11:00 BUSINESS MEETINGS 11:00 – 12:00 STRATEGIES & SOLUTIONS TO MEET THE CHALLENGES AND CONCERNS OF TODAY’S TALENT ACQUISITION LEADERS12:00 – 12:15 CHAIRPERSON’S CLOSING REMARKS

Featured Speakers

Join this gathering of experienced talent leaders, for the benchmarking of ideas and the opportunity to network in an intimate, senior-level environment. Through a series of interactive panels, roundtables and keynotes, you will be armed with the tools and actionable insights necessary to rise to today’s Talent Acquisition challenges.

Lisa PoissantVP, HR,

THE MOSAIC COMPANY

James AyresTALENT ACQUISITION LEADER,

INTUIT CANADA

Corey ShawAVP, TALENT ACQUISITION,

CANADA LIFE

Steve KnoxVP, TALENT ACQUISITION,

TD

Oliver LeitnerAVP, TALENT ACQUISITION,

TJX CANADA


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 3

12:00PM – 1:00PM REGISTRATION

1:00PM – 1:15PM WELCOME ADDRESS & CHAIRPERSON’S OPENING REMARKS

1:15PM – 1:45PM TD’S CANDIDATE CENTRIC APPROACH TO TALENT ACQUISITION

Businesses are evolving at an unprecedented pace and so are employee experience expectations. We are in the midst of a digital revolution. Candidates are now digitally savvy, more demanding and expecting Amazon-like “1 click buy” services from their prospective employers.As TD is focused on building the bank of the future, the bank’s talent needs are also rapidly evolving, which places greater emphasis on sourcing certain types of talent and requiring more sophisticated tools to help identify and select top candidates. Today’s Talent Acquisition Leaders must constantly pivot their acquisition strategy, as well as meet the dynamic talent demands of the organization.Steve Knox, VP of Talent Acquisition at TD Bank, will share TD’s journey as they look to reinvent their services whilst also delivering a best in class candidate experience.

1:45PM – 2:30PM THE SOLUTION SHOWCASE: DRIVING TALENT ACQUISITION SUCCESS

The Solutions Showcase is designed to provide Talent Acquisition Leaders with insight and information on cutting edge technologies and solutions to help in their day-to-day challenges while also looking to improve the overall performance of their organizations. The following leading solutions will be presented.

Looking Beyond Traditional Approaches to Overcome Recruitment ChallengesToday’s HR and recruitment managers have a growing list of industry challenges and market trends to address and, at the same time, are under increasing pressure to demonstrate the value their role is adding to broader business objectives. As a result, it’s no longer enough to do things in the same way they’ve always been done. On the contrary, HR and recruitment professionals need to be agile and adaptable to new ways of working, so they can tackle challenges head on while gathering the insights they need to demonstrate their successes. Join Derek Smith from Xref as he discusses how an automated approach to recruitment can help to tackle three key challenges:• Candidate experience - creating the best first impression during recruitment • Attracting passive candidates - finding and attracting “unicorn” employees • Using tech be more human - moving beyond recruitment approaches that have been adopted since the 70s

The Value of the Decline – Why You Must Decline 100% of Your Job ApplicantsThis informational session dissects the systemic issue of enterprise organizations’ failure to decline unsuccessful job applicants.With record low unemployment and more great jobs than great candidates, the candidate experience and overall engagement has never been more important to the recruitment process.

DAY 1SUNDAY, JUNE 9TH, 2019

Derek SmithGM, XREF NORTH AMERICA

Jesse RyanCHIEF SALES GUY, HIGH ROAD HUMAN CAPITAL

Steve KnoxVP, TALENT ACQUISITION, TD

Yves LermusiCEO, CHECKSTER


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 4

This session will highlight the perils and value of candidate declines:• The positive/negative effect on your employment brand• The monetary cost of resume screening• The positive ROI of candidate declines• The art of declining candidates

Cultivate An Employer Brand That Job Seekers LoveTodays employment market demands organizations have a highly compelling and top of mind employer brand in order to attract and retain top talent. Building an EVP and refreshing the company careers site is simply not enough to drive a measurable and strategic impact. Understanding how to build, launch, measure and communicate the employer brand is critical to ensuring a robust talent pipeline and a preferred employer status. • What steps can you take to ensure you are developing an employer brand strategy that drives results? • Why your talent brand needs to be different than your corporate brand? Think like a marketer• One team. One employer brand. Why Employer Brand Advocates are critical to a winning strategy. • The Importance of An Employer Brand Dashboard to drive strategic change

2:30PM – 4:30PM BUSINESS MEETINGS

2:30PM – 3:15PM THINK TANK: DATA-DRIVEN TALENT TRANSFORMATION: HOW TO COLLECT THE DATA YOU NEED TO PREPARE FOR THE FUTURE OF WORK

The rise of automation means organizations are preparing to face unprecedented workforce planning and upskilling challenges. Talent management practices will need to become decreasingly siloed across business units and increasingly fluid as internal talent moves from dying jobs to net new roles. In this Think Tank session, Plum CEO Caitlin MacGregor will take a deep dive into what kind of data organizations need to start collecting in order to prepare for this talent transformation, and how AI can help. This session will be interactive, and will provide plenty of opportunities to learn practices from peers in the talent space. • A glimpse into what the future of work will look like, and why the current methods of collecting and leveraging talent data will no longer work.• What “talent flow” means, and how this departure from a siloed, static talent management mindset may be the key to equipping enterprise organizations to remain nimble and innovative in the future of work.• How your talent management software may be a barrier to talent flow, and how to differentiate between AI that promotes agility and AI that doesn’t. • How a combination of talent flow data and agile AI can be applied across a variety of use cases, including hiring, professional development, HiPo program identification, success planning, and more.

DAY 1

Caitlin MacGregor CEO & CO-FOUNDER, PLUM

Stacy ParkerMANAGING DIRECTOR & CO-FOUNDER, BLU IVY GROUP

Michael WillsonCREATIVE DIRECTOR, BLU IVY GROUP


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 5

3:30PM – 4:15PM THINK TANK: CAPTURE AND KEEP OF TODAY’S EMPLOYEE DEMOGRAPHIC

In the current tight employee market, the approach to recruiting and retention has become increasingly employee centric; less a function of screening out and more of an exercise in drawing in and wrapping our arms around the best talent. Truly understanding our target employee market is therefore increasingly critical. This Think Tank Session will explore some of the following questions and share how to incorporate responses into your “Capture and Keep” strategies and tactics.• How does your current target employee behave? • “The Self-Serve Approach” and “The Passive candidate” • What are their motivators? “Making a difference” “fairness above all for millennials” • What are their lifestyle goals and priorities? “Opportunity to learn and grow”

4:30PM – 5:15PM LESS ARTIFICIAL, MORE INTELLIGENCE: HOW TO MAKE SMARTER TALENT DECISIONS WITH COLLECTIVE INTELLIGENCE

There’s no doubt that artificial intelligence has forever changed the way organizations assess talent and build teams. But have we become too complacent, relying on machines to do all the work for us? What happened to people making people decisions? Enter collective intelligence. The intelligence gathered across a spectrum of people - whether it be interviewers, references, team leaders, current or departing employees. By combining the power of collective human intelligence, with artificial intelligence, talent leaders can make even better, more compliant, and more confident people decisions. The result is reduced bias, improved quality of hire, and an empowered organization to make the best talent decisions that positively impact the business. This presentation will explore: • What is collective intelligence and how can it transform your business - from hiring better talent to retaining the best• How collective intelligence can improve AI and bring the human element back to HR• How to improve quality of hire and better assess and select new hires• How to measure quality of hire and apply it to your recruiting process• New technologies that use collective intelligence to power a fair and balanced people strategy • How to use collective intelligence to advance your career and HR function

5:15PM – 6:15PM THE FUTURE OF TALENT ACQUISITION: STRATEGIC PERSPECTIVES FOR 2019 AND BEYOND

Given historically low unemployment rates, Talent Acquisition has become increasingly challenging as organizations face increasing competition to recruit and retain the right talent. Influencing practically every industry are moves towards digitization, changing employee expectations, relationship-driven recruitment and the need to hire for an entirely new set of skills to adapt to change and drive innovation. This panel discussion will examine various strategies to meet the transforming Talent Acquisition landscape. Panelists will explore strategic priorities, programs and initiatives for creating and managing respective talent networks, and ultimately tackle the biggest question of all: What is the future of Talent Acquisition?

DAY 1

Jennifer KozakDIRECTOR, EXECUTIVE TALENT, HUB INTERNATIONAL

Moderator: Noel CorreiaTALENT ACQUISITION LEADER, COGNIZANT TECHNOLOGY CANADA

Yves LermusiCEO, CHECKSTER

PJ Ferguson FOUNDER & PRESIDENT, ABL CAREERS


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 6

6:15PM – 8:30PM WELCOME COCKTAIL RECEPTION AND DINNER FUNCTION

DAY 1

Brien ConveryDIRECTOR, EARLY TALENT ACQUISITION, ATTRACTION & ENGAGEMENT, RBC

Jenny FitzgeraldDIRECTOR, TALENT ACQUISITION + MOBILITY, LULULEMON

7:00AM – 8:00AM OPTIONAL MORNING ACTIVITY

8:00AM – 9:00AM BREAKFAST

9:00AM – 9:30AM TRANSFORMING TALENT ACQUISITION AT AN ICONIC ORGANIZATION FROM STARTUP TO A STRATEGIC, INTEGRATED, PREDICTIVE TA PROGRAM

Building an exceptional Talent Acquisition program from scratch in an iconic organization going through a holistic transformation is an exciting, scary and turbulent journey. In this session, Corey Shaw, AVP, Talent Acquisition at Canada Life will discuss the key stages in a transformational journey to build a strategic, integrated Talent Acquisition program with relevant, experiential learnings for any Talent Acquisition professional.Stage 1: Setting the TA Vision, Strategy, Operating Model and Team• A motivational purpose driven vision with clarity on the “why”Stage 2: The Foundational Phase – Process, Process, Process• Identify key steps linked to unlocking value with clear governance and the feedback loop to foster empowerment and innovationStage 3: Get Deeply Integrated – Alignment, Relationships, Acceleration• Talent Acquisition and Management practices aligned to business plans with a focus on the criticality of linking integrated planning with proactive and targeted hiring activitiesStage 4: Make the Leap – Proactive, Targeted, Predictive and Impactful• Talent Acquisition is a strategic enabler across organizational levels with recruiters immersed within the business

9:30AM – 10:15AM UNCOVER LEADING TECHNOLOGY TO OPTIMIZE YOUR CURRENT AND FUTURE WORKFORCE

Turnover rates are climbing every year and the competitive landscape between brands is now being decided less on product innovation, and more on being able to attract and keep the right people. Intrideo allows brands to focus on their vision instead of posting to job banks and sorting resumes. Andrew Calderon, CEO of Intrideo by

DAY 2MONDAY, JUNE 10TH, 2019

Corey ShawAVP, TALENT ACQUISITION, CANADA LIFE

Andrew CalderonCEO, INTRIDEO


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 7

Socy Inc. will discuss how through targeted intelligent recruitment tools focused on hourly workers, automated candidate screening for soft skills such as Interest and Personality and an easy to use user interface designed for service industry management teams, Intrideo enables organizations to: • Reduce operational downtime due to short staffing • Reduce management time spent hiring • Reduce turnover using best fit analysis • Attract the best available candidates using intelligent recruitment strategies • Increase brand competitiveness and profitability

10:15AM – 10:30AM NETWORKING BREAK

10:30AM – 12:00PM BUSINESS MEETINGS

10:30AM – 11:15AM THINK TANK: 3 SECRETS TO ATTRACTING TOP TALENT FROM THE INSIDE OUT

The world is changing rapidly. With the onset of technology, social media, and globalization – just to name a few - organizations are in a constant state of stress and uncertainty. Add with it, that employees are moving jobs more frequently than ever, and they are taking their expertise and knowledge with them. Unfortunately, organizations are not properly prepared to navigate the constantly changing environment and the implications are detrimental. 1. How do we bridge the gap of the needs of the organization with the needs of the individual? 2. How do we work together to create business that will last generations?3. How do we attract people who are loyal, responsible, and committed to our organization to help us not only grow but propel?

12:00PM – 1:00PM NETWORKING LUNCH

1:00PM – 2:00PM PROGRESSIVE PATHWAYS: SHARING TALENT ACQUISITION LEADERS’ JOURNEYS AND DEVELOPMENTS TO INSPIRE ORGANIZATIONAL SUCCESS

Progressive Pathways are “Twenty-Minute Motivators” designed to provide Talent Acquisition Leaders with professional anecdotes on organizational development and career paths in order to help inspire new perspectives and ignite new ways of thinking like a leader. The following professional and organizational journeys will be shared:

1:00PM – 1:20PM How to Build a Rock Star Talent PipelineTalent Pipelining involves building trusted relationships with passive talent for future needs and should fully align with the company strategy. More often than not, the best candidates are already employed, and therefore not actively looking at your website, social media channels or job boards. As a result, it is unlikely your organization is on their radar.A pipeline approach allows your TA team the opportunity to make contact with prospects without the need to sell an immediate job. Instead, conversations take place and trust is built slowly. Developing a talent pipeline is not a quick fix or short-term strategy and will require a mega shift from reactive (aka post and pray) to proactive recruiting. In this 20-minute session, we will review 3 key elements to building a robust pipeline, namely fostering relationships, employer branding and a winning candidate experience.

Laine JubinvilleTALENT ACQUISI-TION LEADER, CWB NATIONAL LEASING

DAY 2

Leslie StrongCHIEF EQUALITY OFFICER, SANDBOXX CORP.


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 8

• Taking a deep dive to determine your organization’s current and future talent needs• Switching your mindset from “need to fill panic mode or rushed sourcing model” to “farm team mode” by scouting, engaging and most importantly thinking bigger than the next hire• Leveraging the strength of your employer brand: a strong brand organically builds a healthy pipeline• Engaging with talent: the importance of remaining authentic and transparent• Keeping it human: the way you treat candidates will make or break your pipeline

1:20PM – 1:40PM Coast DNA: A Customized Cultural Fit Assessment to Help Identify Top TalentIn an increasingly human capital-intensive economy, culture has become the predominant tool for sorting, attracting, assessing and hiring top talent. Employees whose values, preferences, and needs align with the company’s values are more likely to be satisfied with their job, stay longer, and perform better. Culture fit assessments are therefore critical in ensuring that organizations can identify, recruit and retain the right talent.Coast Capital Savings Federal Credit Union is a member-owned financial co-operative headquartered in Surrey, British Columbia and is the largest credit union in Canada. In this session, Jackson White, Director of Talent Acquisition at Coast Capital Savings will share:• The journey of defining ‘what great looks like’ at Coast• Integrating assessments and outputs while enriching the candidate, leader, and member experience• Next-Gen cultural fit assessments

1:40PM – 2:00PM Do Your Applicants Have the RIGHT Stuff? Getting the Right Candidates to Come to You

GoodLife Fitness hires hundreds of qualified candidates each month and thousands each year. Overtime, GoodLife has developed and curated new ways to find the right talent by working smarter and more creatively. Although recruiting can often turn into a numbers game (more applicants equals more positions filled), being able to leverage a few innovative ways to increase the quality of the candidates that apply and subsequently, come through the doors.In this engaging Progressive Pathways session, Ruth Elton, National Manager at GoodLife Fitness will discuss a number of learning objectives, such as:• Reaching a broader audience • Improving Employee Brand Awareness• Being upfront about culture and values

2:00PM – 3:30PM BUSINESS MEETINGS

3:30PM – 4:00PM LEVERAGING DATA ANALYTICS DURING THE RECRUITMENT PROCESS

Data and people analytics are transforming the workplace, and talent acquisition is becoming a more data-driven function. According to the Society for Human Resource Management (SHRM), HR Professionals believe that the most critical capability for demonstrating business insight over time will be to understand data and analytics as it pertains to the Talent Acquisition space.

DAY 2

Jackson WhiteDIRECTOR, TALENT ACQUISITION,COAST CAPITAL SAVINGS

Ruth EltonNATIONAL MANAGER, GOODLIFE FITNESS


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 9

Kristen MacLellan, Director of Talent at Best Buy Canada, will discuss how Best Buy has implemented data analytics throughout all stages of the full cycle recruiting process in order to achieve the best possible outcomes for the business, hiring teams and candidates. She will share examples of: • Predicting annual and quarterly hiring numbers through forecasting • Creating targeted role and market sourcing plans using real time workforce data • Influencing change to the interview process using throughput metrics • Building business cases for revised compensation philosophies and packages

4:00PM – 5:00PM TALENT ACQUISITION LEADERSHIP ROUNDTABLES

This interactive roundtable format is designed to provide attendees with the opportunity to “huddle up” and talk through issues surrounding their top priorities, with an eye to uncovering best practices. Attendees will have the opportunity to ask questions, and to discuss with their peers their opinions and strategies employed.

Designing the Best Format for Hiring Top TalentToday’s Talent Acquisition Leaders operate in an environment of rapid change, business uncertainty and ever evolving roles and opportunities. The War on Talent is as strong as it ever was; however, the pool of available talent is increasingly diverse – in composition, skill set and expectations, not only of the job, but of the hiring experience. Intuit Canada is a developer of financial management and tax preparation solutions for personal finance and small business accounting with employees located all across Canada, with offices in Edmonton and Mississauga, and is an affiliate of Intuit Inc. Having been plagued by an inconsistent hiring process characterized by poor candidate experiences and failure to hire top talent, the case for change was made and a new vision was developed. Intuit developed their new assessment process by looking at industry best practices and experimenting to determine what works best for them. A key lesson they learned was that to hire A Players, they need to use A Players as Assessors and Hiring Managers. In this session, James Ayres will share insights on their assessment strategy including:• Utilizing top talent who are great at interviewing and closest to the work they want to hire for to avoid settling• Ensuring an engaging candidate experience • Recognizing that values are as important as skills and how best to measure them

Leveraging Work Life Balance to Attract, Engage and Retain the Next Generation of Talent

Approximately 10 years ago, organizations began to see a shift in the retention of their new hires. New employees born between 1982 and 2004, often identified as ‘Millenials’, would stay only a year or two before leaving the organization, no longer receptive to the existing perception that the longer they stayed, the more marketable they would become.This new generation of workers now makes up the largest portion of the Canadian workforce; they want to work differently, and they are not planning to wait around for things to change. Millenials crave flexibility within the workplace and according to a recent PWC survey, 95% state that work-life balance is very important to them.Greg Bambury, CHRO at Medavie Blue Cross as well as his team recognize the importance of placing a strong emphasis on Work Life Balance in the organization, not

James AyresTALENT ACQUISITION LEADER, INTUIT CANADA

DAY 2

Greg BamburyCHRO, MEDAVIE BLUE CROSS

Kristen MacLellanDIRECTOR OF TALENT, BEST BUY CANADA


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 10

only to attract and acquire new talent, but also to ensure the retention of current valued employees. Greg will share the new strategies that have been put into place and the incredible effects on acquisition and retention rates.’

Social Media and the Influence on Employer BrandingIn recent years, social media has emerged as a powerful branding and hiring tool. Today, more than 70% of employers use social media to attract, engage and acquire potential hires and that number will only increase within the coming years. Modern social media has become more than just a place to update timelines and post photos, but rather a place to leverage promotional media, for recruiting and hiring. Not only is social media a great way to connect with potential employees, it is also an excellent way to promote confidence within your current organization. After all, 59% of employees say they selected their current workplace because of that workplace’s social media presence.No matter how your company chooses to use social media, it is an essential tool to influence your brand’s overall approach for hiring and brand differentiation. Oliver Leitner, AVP, Talent Acquisition at TJX Canada, will explore:• What are the benefits of in-house and out-of-house branding?• What platforms provide the highest ROI?• How is social media being used to engage current talent?• How to build trust and credibility within the market to connect with the top talent in your industry?

5:00PM – 6:00PM FREE TIME

6:00PM – 8:30PM LAWN PARTY: COCKTAILS, DINNER & ENTERTAINMENT

Oliver LeitnerAVP, TALENT ACQUISITION, TJX CANADA

DAY 2


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 11

7:00AM – 8:00AM OPTIONAL MORNING ACTIVITY

8:00AM – 9:00AM BREAKFAST

9:00AM – 9:30AM CAMPUS HIRING: ENGAGING OUR NEXT GENERATION OF ‘ENTREPRENEURS WITH A TECHNICAL SOUL’

When Hatch set out to expand our Campus talent pool, it was with several goals in mind: 1) Source the best talent from across the country for our various Canadian offices and projects 2) Streamline the hiring manager interview process while simultaneously putting more candidates in front of hiring managers 3) Increase the diversity of our next generation of ‘entrepreneurs with a technical soul’ by reducing unconscious bias in the hiring process 4) Help predict candidate success at Hatch through the demonstration of our Manifesto In an industry where history, school pride, and logical thinking dominate, these goals demanded not only a different approach to traditional hiring practices but also a rethink of how managers engage with candidates. Heather Colquhoun, Global Talent Acquisition Director at Hatch will discuss how the Hatch Campus Talent Acquisition Team has engaged leaders in a new Campus hiring approach and improved the candidate experience. She will share insights about what worked well, what we learned, and what we’re working on next.

9:30AM –10:00AM THE CRITICAL ROLE OF LEADERS IN ATTRACTING TALENT

Building and sustaining a culture that empowers leaders to be more engaged in recruitment is part of a greater solution to the continuing war for talent. With a major shift in the talent acquisition paradigm, organizations must define distinct roles and responsibilities between hiring leaders and internal recruiting teams to improve collaboration and increase the effectiveness and agility of recruitment activities. Founded in 1976, CGI is among the largest independent IT and business consulting services firms in the world with 12,000 professionals across Canada and 74,000 members worldwide. In this “how-to” case study, Gabriella Bruyere, Director, Global Talent Acquisition at CGI, will share a unique recruitment transformation program that is delivering insights, practical tools and success measurements across industry sectors and positions. In this session, Gabriella will explore:• How technology can be used to increase efficiency while improving the candidate experience• Increasing qualified referrals by focusing on member engagement • Planning, implementation and collaboration tips to maximize talent acquisition success stories• Key recruitment performance indicators to measure both engagement and results

10:00AM – 11:00AM BUSINESS MEETINGS

DAY 3

TUESDAY, JUNE 11TH, 2019

Heather ColquhounGLOBAL TALENT ACQUISITION DIRECTOR, HATCH

Gabriella BruyereDIRECTOR, GLOBAL TALENT ACQUISITION, CGI


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 12

11:00AM – 12:00PM STRATEGIES AND SOLUTIONS TO MEET THE CHALLENGES AND CONCERNS OF TODAY’S TALENT ACQUISITION LEADERS: A PANEL DISCUSSION

What are the biggest challenges and concerns plaguing Talent Acquisition Leaders today? How are these uncertainties affecting their daily routines as well as their short and long-term goals for the organization?In a lively and interactive panel discussion based on the audience’s pre-surveyed top challenges and concerns, an experienced and insightful group of Talent Acquisition Executives from a diverse group of industries across Canada will aid in answering these questions and help in the resolution of some of these concerns.Join this dynamic session, armed with your own questions and concerns that relate to what you are facing in your organization today and what you feel is needed in order to meet these challenging corporate demands.

12:00PM – 12:15PM CHAIRPERSON’S CLOSING REMARKS

DAY 3

Andre GonthierDIRECTOR, TALENT ACQUISITION, SUN LIFE FINANCIAL

Lisa PoissantVP, HR, THE MOSAIC COMPANY

Andrew Lane SENIOR DIRECTOR OF RECRUITMENT MARKETING AND CHANNEL STRATEGY, RBC

Moderator: Yves LermusiCEO, CHECKSTER

Tunde KolarinwaSENIOR DIRECTOR, TALENT MANAGEMENT, REXALL


NETWORKING FUNCTION

THINK TANK SESSION

PANEL DISCUSSION

SOLUTIONS SHOWCASE

ROUNDTABLESESSION

BUSINESS MEETING 13

VENUEJUNE 9 - 11, 2019JW Marriott, Muskoka, ON

Conde Nast Traveler readers rank JW Marriott The Rosseau Muskoka #7 of the Top 20 Resorts in Canada. Guests enjoy luxurious surroundings and magnificent views overlooking Lake Rosseau. Only 2-1/2 hours north of Toronto, the resort is located in an area formerly referred to as Red Leaves. This is an unpretentious Muskoka resort experience featuring classic, sophisticated design. Sample scrumptious Italian cuisine at award-winning Teca restaurant, or Certified Angus Beef steaks at the elegant Muskoka Chophouse. Both restaurants are recipients of the Wine Spectator Award of Excellence. Get closer to nature by connecting with local naturalists and artists; after a full day of outdoor activities, retreat to your spacious studio or suite and relax in front of an exquisite stone fireplace. Choose JW Marriott The Rosseau Muskoka for your next getaway and experience a sanctuary revealing the enchanting beauty of nature on your terms.

REGISTRATION INCLUDES:• 2 nights’ accommodation at the Resort• All group meals and cocktail receptions for the duration of the Institute• A customized itinerary highlighting the Thought Leadership Sessions, Business Meetings and Networking Functions that you have selected• Dedicated pre-event, post-event and onsite logistics assistance by an IPMI Operations Manager• Access to Presentation Materials post-event

talent acquisition institute - ipmi · 2:30 – 3:15 think tank: data-driven talent transformation:...

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