The coronavirus pandemic — and its disruption to the workplace — has reinvigorated HR’s role in supporting their companies and catalyzing meaningful change for employees. Join Lothar Harings, CHRO of Kuehne+Nagel as he discusses how his company is rethinking the talent experience to foster balance and belonging, customer excellence and the leadership necessary to build a thriving culture amidst uncertainty. 

Lothar Harings
CHRO
Kuehne+Nagel

Maintaining mental health has become a critical priority in 2020. As employees deal with new challenges and burdens in response to changes in their professional and personal lives, leaders have a renewed responsibility to address mindset, physical wellness, and mental wellbeing in the workplace. Join Jess Elmquist and learn key strategies to become “a culture of care” that puts your teams’ mental fitness first.

Jess Elmquist
CLO & EVP of Human Resources
Life Time

Change is hard — but so is acquiring and managing talent successfully without the right HR technology. Join Jennifer Bombardier, VP of Talent Acquisition at Radian Group Inc. to learn the why and how behind her company’s decision to adopt an AI-driven approach to the talent experience. Through adoption and beyond, she’ll share best practices — and what to avoid — for other progressive companies that are considering revolutionizing the talent journey with cutting-edge tech.

Jennifer Bombardier
VP of Talent Acquisition
Radian Group Inc.

The pandemic has ushered in the future of HR faster than most companies anticipated — but with advances in technology, artificial intelligence and automation, we can be ready. Join Mahe Bayireddi, CEO and co-founder of Phenom to explore how organizations can reimagine their workplace, workforce and work life to redesign talent experiences that meet business goals, as well as new candidate and employee expectations.

Mahe Bayireddi
CEO & co-founder
Phenom
 

Reaching today's best-fit talent requires changes in strategy and approach, especially when it comes to the look, feel, and function of your career site. The key? Continuous personalization — and optimization. 

Join talent marketing guru Ashley Burns, Sr. Manager of Talent Acquisition at Newell Brands as she shares her data-centric strategy for showcasing impactful, relevant content candidates care about most. In this IAMHR session, you’ll learn how to personalize your career site by:

• Showcasing your values to drive job application rates
• Building your talent community with customized campaigns
• Launching and promoting ERGs
• Enlisting AI and analytics to optimize strategies 
   

Ashley Burns
Senior Manager
Talent Acquisition
Newell Brands

Candidates can’t resist great employer brand content — especially when that content is video. Video drives more engagement than text-based content on social media, in email marketing, and on a webpage. And today, video is often the only way for job seekers to see your people and culture.

So how do you get an employer brand video right without breaking the bank? Dobby Gibson, Digital Communications Manager at Land O’Lakes — and a former agency creative director — will share his tips and tricks including:

• The importance of starting from a creative brief
• The do’s and don’ts of remote video production
• How to create a campaign that will get your video seen and shared

Dobby Gibson
Digital Communications Manager
Land O’Lakes

Is your career site doing your employer brand justice? Not if you can't showcase personalized, engaging content that’s consistent with your consumer brand. But launching a rebrand is not for the faint of heart — unless you have the right technology at your side. 

Join Anthony Prudente, Senior Specialist of Employer Branding, Recruitment Marketing & Social at Brother International Corporation, as he walks you through his own experience turning a virtually non-existent career site into a talent generating magnet by: 

• Exceeding the expectations of job seekers with personalization at every touchpoint
• Authentically reflecting their company culture with employee-generated content
• Understanding and analyzing key success metrics as the employer brand evolves
   

Anthony Prudente
Sr. Specialist Employer Branding
Recruitment Marketing
Brother International Corporation

Like many companies, CSG has aggressive hiring goals — and has had to adapt their strategies to meet demand in a virtual world. The key? Engaging best-fit candidates in a way that resonates remotely. 

Learn how to master virtual candidate engagement with Kim Haught, Senior Manager, Global Talent Acquisition, CSG, as she explores: 

•  Must-have tools that really get leads involved
•  Marketing pro-tips to determine communication style and approach 
•  Takeaways from CSG’s own success story 
   

Kim Haught
Senior Manager
Global Talent Acquisition
CSG

How can companies make remote events and video interviews powerful enough to acquire the highest-performing job seekers, now and for the foreseeable future? Join Susan Senn, Enterprise Talent Engagement Manager at Guidewell, as she shares examples of what’s working for them (and what isn’t), while learning about the: 

• Evolving world of virtual career events in candidate attraction and hiring
• ROI of talent events — multiple methods and what the data reveals
• Role of employer branding to maximize talent relationships

Susan Senn
Enterprise Talent
Engagement Manager
Guidewell

How do you make a talent sourcer’s job easier? A stocked database and a way to effortlessly engage with best-fit candidates is key. With the right CRM and workflows, you can have it all. 

Karen Antrim, Former National Director of Talent Strategies, Trinity Health System, led a 30-person sourcing team committed to mining and growing their database. The secret to success is a workflow that measures activity and progress of candidates in the funnel. Join Karen as she explains how to:

• Set up process workflows in the CRM for effective sourcing and automation
• Measure the activity and productivity of talent sourcers to ensure continued growth
• Track candidates all the way through the funnel to avoid missed opportunities

Karen Antrim
Former National Director
of Talent Strategies 
Trinity Health System

Chatbots are one of the most visible applications of artificial intelligence transforming the HR industry.

Since implementing a chatbot to enhance their candidate experience, Southwest Airlines reports over a million interactions with it — a number that captures how indispensable this tool has become to its TA team. Join Sarah Steinmann and Shannon O’Bryant, Talent Acquisition Specialists at Southwest Airlines to learn:

• The “why” behind their decision to use chatbot AI
• How they leveraged their recruiting team to train the bot for long-term effectiveness
• The numerous successes they’ve witnessed as a result 

Sarah Steinmann
Talent Acquisition Specialists
Southwest Airlines

Shannon O'Bryant
Talent Acquisition Specialists
Southwest Airlines

Hosting a great virtual event for job seekers and recent grads doesn’t mean anything if they don’t show up. Communication — and delivering the right content at the right time — is everything.  

Join Nicole Cantley, Employment Brand Program Manager, and Mary Page Troxler, Program Manager Associate, University Relations & Early Career Programs at Blue Cross Blue Shield of North Carolina, as they discuss the power of campaigns to advertise upcoming recruiting events, including: 

• The best communication strategies for virtual events
• Effective automated campaigns 
• Nurture campaign examples that engage warm leads and drive quality applicants

Nicole Cantley
Employment Brand Program Manager
Blue Cross Blue Shield of North Carolina

Mary Page Troxler 
Program Manager Associate
University Relations & Early Career Programs
Blue Cross Blue Shield of North Carolina

To ensure long-term HR tech adoption, top organizations must rally their teams for change by providing tactical motivation, ample planning—and a dose of creativity. 
 
Banking software and financial services company FIS Global crafted a two-phase process for rolling out and maintaining an internal adoption plan for their new CRM. Join Zach Elder, Talent Acquisition Systems Optimization Lead for FIS, as he shares their story—which starts with turning select teams into champions of the new CRM and ends in tangible results. In this IAMHR Power Session, you’ll learn: 
 

• The steps necessary to successfully launch an internal adoption plan
• Change management's role in early adoptions and support of the platform
• The secret of bringing long-term adoption to life through gamification 

Zach Elder
Talent Acquisition
Systems Optimization Lead
FIS

Many employees want to upskill and grow their careers from the stability of their current employer — especially given today’s talent landscape. But most find it hard to navigate the internal obstacle course to opportunity.

Join Shelia Gray, VP, Talent Acquisition, Quadient, to learn how HR is addressing internal mobility challenges to create an agile workforce that satisfies employee and employer goals. She’ll cover: 

• Key strategies to consider when implementing internal mobility
• Facilitating adoption and engagement among stakeholders
• Developing a corporate culture for talent sharin

Shelia Gray
VP, Talent Acquisition
Quadient

The pandemic has created a large — and often untapped — talent pool for many organizations: former and furloughed employees. But how do you serve, grow, and recover this network of potential for when you’re ready to rehire?

Join Randy Goldberg, VP Talent Acquisition Strategy, MGM Resorts International, as he explores how his team is leveraging a talent recovery site complete with campaigns and SMS to help alumni employees:

• Explore essential career resources 
• Discover external (and newly announced internal) job opportunities
• Network and stay connected to their brand with virtual events, and more
   

Randy Goldberg
VP Talent Acquisition Strategy
MGM Resorts International

Most HR departments are sitting on a wealth of data about their candidates, leads, and employees. But data without insights is meaningless.  

AI-powered talent analytics can not only inform your sourcing and recruitment marketing strategies, but introduce and validate talent acquisition processes and capabilities to stakeholders. 

Learn how Mitch Schwartz, VP, Global Talent Acquisition, and Gemma Cuff, Head of EMEA Talent Acquisition, Micro Focus, are using analytics on a global scale — and at a recruiter level — to: 

• Inform and educate management from the start of the process
• Adjust hiring strategies for hard-to-fill roles 
• Optimize budget, cost per hire, and KPIs

Mitch Schwartz
VP Talent Acquisition
Micro Focus

Gemma Cuff
Head of EMEA Talent Acquisition
Micro Focus

Your ATS might streamline hiring, but is it doing more harm than good? Candidates that are booted from your clutch career site in order to apply for a position often drop off, abandoning the application altogether. Hosted apply removes the middle man and provides a seamless application process that drives results. 

Join Josh Ayala, Global Process Manager, Talent Acquisition, Mars, as he walks you through the benefits of a global hosted apply flow including the ability to: 

• Capture leads and partial applicants
• Measure candidate traffic and drop off
• Optimize job descriptions, titles, and length of application through analytics 

Josh Ayala
Global Process Manager
Talent Acquisition
Mars

The need for frontline workers, especially in the healthcare industry, has never been more pressing. Yet university recruiting — a key sourcing and recruiting strategy for new nursing talent — has had to undergo a complete overhaul from in-person events to virtual ones. 

Join Kayla Drady, Director of Talent Acquisition Strategy & Operations at Mercy, as she explains what’s driving interest and faster applications among this critical talent pool, including:

• Leveraging the career site to showcase virtual career fairs and hiring events
• Creating email and SMS campaigns that deliver instant results
• Facilitating online chats with nurse recruiters 

Kayla Drady
Director of Talent Acquisition
Strategy & Operations
Mercy

As a premier provider of health clubs across the US and Canada, Life Time has been experiencing the impact of the pandemic firsthand on its clubs, members, and employees.  

As they started reopening clubs this summer, it was imperative that the TA team analyze and automate their hiring processes for agility, speed, and efficiency. How? With data — and lots of it. 

Join Mick Joneja, Senior Director of Talent Acquisition at Life Time, as he explains how his team is using talent analytics to anticipate future hiring needs and enhance the candidate experience while increasing conversion.

Mick Joneja
Senior Director of Talent Acquisition 
Life Time

New Zealand’s largest retail group The Warehouse Group had big plans for a company reorg in 2020. At the same time, they had a massive focus on internal mobility that they needed to sort out. 

By leveraging their internal mobility platform to drive the company-wide reorg, they also boosted their overall employee experience. During this session, Kim Nicholas, Chapter Lead, Talent Acquisition, and Ann Dane, Systems Integration, Talent Acquisition of The Warehouse Group will share how they used their employee portal to educate, communicate, and engage their workforce during this critical business transformation — and in turn, promote adoption of the platform. 
 

Kim Nicholas
Chapter Lead, Talent Acquisition
The Warehouse Group

Ann Dane
Systems Integration, Talent Acquisition
The Warehouse Group

Today's recruitment organizations are rapidly evolving in order to thrive in an ever-changing talent management ecosystem. With this evolution comes a need to adopt new processes and technologies, a challenging endeavor for many organizations. 

Join Christine Kensey, Senior Director Training Services, and Hannah Aune, Training and Learning Specialist at Phenom as they explore how to successfully drive adoption of change. You'll learn what motivates employees to change, how to design a training plan that empowers and upskills users, and ways to maintain momentum to achieve business outcomes.

Christine Kensey
Senior Director Training Services
Phenom

Hannah Aune
Training and Learning Specialist
Phenom

There's no strategy for Diversity, Equity & Inclusion (DE&I) that you simply put into action. Instead, it’s like a unique story your organization is always writing, shaping, and sharing — and everyone from customers to candidates want to know where you stand. 

Technology and AI can help craft a story that resonates with talent and reduces bias in the hiring process. And to have a bestselling DE&I strategy, remember to reflect your authentic employer brand in collaboration with your unique people.

In this session, you’ll learn:

• The role of technology throughout the talent lifecycle when hiring for diversity
• How to quickly create and deploy video and story-driven content with ease
• The importance of setting distinct and realistic diversity hiring goals

Ellen Hughes
Customer Success Manager
Phenom

Lindsay Mareau
Director, Solutions Consulting
Phenom
 

Between your ATS, HRIS, CRM, and a slew of point solutions, it’s difficult to craft and manage a system that maintains security and data integrity. These integrations can seem like they're bound by custom code, leaving IT teams at the mercy of external developers if a connection fails. Plus, without transparency, visibility and alerting, issues are often caught well after automations have broken and data is lost.

Enter Phenom’s Integrations Experience. Phenom is developing a centralized hub where HR teams and partners can seamlessly link Phenom’s Talent Experience Management platform with their full stack. In Phenom’s Integrations Experience, you’ll be able to:

• Seamlessly integrate Phenom with your ATS, HRIS, and favorite apps using an intuitive “no-code” interface. 
• Save time using pre-configured automation and workflow templates. 
• Monitor integration success with real-time alerts and reporting.  
• Enhance data transparency and awareness.
• Tap into an intuitive form builder to craft multi-step applications, lead generation, event registration forms, and more.

Tim Adair 
Director, Product Management
Phenom
 

Chad Stieglitz
Product Manager
Phenom
 

Matt Braton
Product Manager
Phenom
 

Talent acquisition and discovery relies on clear communication and strong collaboration between recruiters and hiring managers. With so many tasks on the table, like defining the role, mapping the required skills, attracting top talent, screening countless candidates, scheduling multiple interviews, and making critical decisions, any disconnect between recruiters and hiring managers can increase time-to-hire and decrease quality-of-hire.

We’re excited to introduce new innovations at Phenom, like our Hiring Manager Portal, which bridge the gap between recruiters and hiring managers.

In this session, you’ll learn how to:

• Empower hiring managers with new tools, from requisition configuration to final decision
• Automate time-wasting tasks and workflows to keep candidates moving forward
• Eliminate information bottlenecks with actionable insights, centralized dashboards and real-time notifications 
• Integrate hiring into your everyday apps, like Microsoft Teams

Brandon Bookatz
Product Manager
Phenom

Jesus Latorre-Socas
Product Manager
Phenom

Recruiters and talent acquisition professionals are tasked with discovering, screening, and managing thousands and thousands of candidates, often with limited team bandwidth and disparate systems. 

There’s a simple solution to this growing challenge: clone your recruiters.

OK, OK, we're not there … yet, but while we wait for cloning technology to catch up, we can tap into automation to help put critical hiring workflows on auto-pilot. As organizations prepare for ebbs and flows of hiring activity, automation can help build a stronger pipeline, even before jobs are posted. 

In this session, you’ll learn:

• How AI and automation helps recruiters meet critical hiring demands
• What tools are available to begin sourcing for roles that may not exist yet
• Specific automation recipes can recruiters start using

Kevin Smith
Product Manager
Phenom

Ido Zur
Product Manager
Phenom

Dynamic personalization enables talent acquisition professionals to provide every candidate with a customized experience based on skills, interests, background, location, and unique stage in the job-searching journey.

Personalization is key for attracting candidates who begin the process, leave your career site, and return days later, as well as retaining those who join your talent community, create a candidate profile, and complete an application. 

The enhanced experience design helps candidates move through your organization's hiring process faster, and it improves key metrics like decreasing time to hire and increasing quality of hire. 

In this session, you’ll learn:

• How content personalization works in talent experience
• What’s required to get started with 1-to-1 personalization
• How to source and strategically use content, especially video
• What the future holds for technology and the candidate journey

Kyle Hauber
Product Manager
Phenom

Brian Stepan
Product Manager
​​​​​​​Phenom

Our increasingly virtual world positions video as a critical tool for talent acquisition. Authentic video provides the face-to-face, candidate-recruiter connection needed for an ideal candidate experience. It also helps elevate your personal brand, tell an engaging candidate or employee story, and showcase job seekers' fit for your team. 

Capturing and leveraging video content might seem daunting, but it's quite easy and can be fun!.

We’ll cover how to:

• Incorporate video in the candidate experience
• Use on-demand video to assess candidates at scale
• Leverage integrated video conferencing tools that will save time in the process

Dan Eggiman
Product Manager
Phenom

Seth Obenrader
National Account Manager
Phenom

Skills are the building blocks of talent. For internal talent, maintaining and acquiring new skills are critical to mobility. Career pathing and succession planning is made possible by analyzing your teams’ existing experiences and skills and identifying gaps within the organization. 

With over 80,000 skills in our database, Phenom recognizes that managing this breadth of data manually isn’t tenable. In this session, we’ll discover how skills at scale can be leveraged across the talent lifecycle.

You’ll learn how:

• Skills are categorized and related to each other
• You can discover and collect the skills of your candidates and employees
• Career pathing and succession planning leverages skills to find the right fit
   

John Deal
Director of Product Management
Phenom
 

Sumita Mehta
Senior Product Manager
Phenom
 

The global pandemic has rocked HR and shifted the way we recruit candidates. To support overwhelmed TA teams and enhance productivity, automating tedious tasks is essential — and leveraging chatbots across multiple channels can help. 

But how? In this session, we’ll walk through the evolution of chatbots, and you’ll learn key ways:

• Bots can be leveraged to maintain a competitive advantage in 2021
• Conversational AI is changing the way candidates interact with your brand
• Automation can save time so recruiters can focus on more meaningful interactions

Andrew O’Brien
Product Manager
Phenom
 

Deepti Yenireddy
VP of Product, Chatbot
Phenom

Talent analytics can illuminate our successes, as well as our greatest areas of opportunity. By setting clear goals and creating dynamic dashboards, analytics provide the transparency and insights needed to optimize your talent strategy. Unfortunately, too much data can lead to analysis paralysis.

In this session, we’ll explore the different types of data and analytics you can review regularly.

You’ll learn:

• What talent metrics matter most and how to measure them 
• What actionable insights can you deduce from certain trends
• How AI and predictive analytics are changing the way we interact with data

Suzi Mirchel
Training and Learning Specialist
Phenom