Please Note: Attendance at this session is limited to CHROs and CHROs in transition. Capacity is 35 attendees. Advance registration is required; walk-ins cannot be accommodated.
The way we think about talent has to change; with the labor shortage gaining momentum and rapidly changing capabilities, leaders need to be more strategic in their efforts to find the right people. It’s no longer the case where hiring managers can wait for an opening to start recruiting. Many companies are leveraging technology, including social media and crowd sourcing, to develop new relationships with talent communities of potential employees. How you connect with them can make a huge difference in the competitive landscape of buying, building or borrowing your future talent.
Your unique needs will dictate how you proceed with this age-old question but current demographics, employment statistics and the latest research in neuroscience and gamification may help you rethink your talent strategy. Disruption in this space has required that leaders and organizations think differently about the selection process. Organizations need to rethink their sourcing strategies which directly impact the selection process. Alignment between these two processes can dramatically reduce time-to-hire and increase the quality of candidates.
This session will share client specific examples, showcase technology and gamification tools, and incorporate how hiring managers and leaders have to be more agile in their approach to talent. Specifically, leaders will learn how to be proactive in managing a talent community, within and outside of their organization.
Maria Raymond, Principal, Mercer
Dan Rubin, Partner, Talent Business Leader , Mercer
Thank you to our program sponsor:
This program has been approved for 1.75 credit hours towards PHR/SPHR/SPHR recertification through the HR Certification Institute (HRCI) as well as 1.75 professional development credits (PDC's) toward SHRM-CP and SHRM-SCP certification.