The Diversity & Inclusion Virtual Summit is a gathering of Human Resources, Diversity & Inclusion, and Talent Management practitioners that will connect, benchmark, network and focus on key recruitment, hiring, and onboarding initiatives. During these uncertain times, it’s important to create and maintain relationships with like-minded professionals, and the Diversity & Inclusion Virtual Summit fosters these relationships - all from the safety and comfort of our homes or offices.
Our Summit provides a specialized, strategically-built experience that features unparalleled keynote speaking sessions with thought-leading case studies, highly-interactive panel discussions, and a virtual 3D experience that includes customized networking opportunities and real-time attendee insights.
We believe in creating a memorable, collaborative and effective experience focused on continuous improvement for Human Resources, Diversity & Inclusion, and Talent Management executives.
Join us! Interested in attending, speaking or sponsoring? Contact Bobby Swartout at (212) 532-9898 ext 248 or email email@example.com.
Diane Circo, Vice President, US Talent Acquisition, Siemens
Lee Wills-Irvine, Head of Talent Acquisition & Culture, Sony Electronics
Virtual Welcome – Create Avatar and Review Summit Navigation Tools
Chairperson’s Opening Remarks:
Revamping and Reprioritizing Your Talent Pipeline Strategy
Opening Keynote Presentation
Modernizing Your Recruiting Strategies to Replenish the Pipeline and Retain Top Talent
While many companies were forced to temporarily shut down and put hiring on hold, it was business as usual for many organizations. Companies that had been recruiting for key positions will likely need to move forward with that hiring process, and a lot of them are having to come up with new ways to recruit and hire because of the sudden need to find new workers.While most areas of the United States were – or have been – practicing social distancing, bringing candidates into the workplace to meet with a hiring team is not an option. Regardless of where an organization is at in their hiring and recruiting cycle, it’s clear that new recruiting strategies are needed in the current landscape.
Join this informative session as we review some best practices for updating recruitment strategies, such as:
Making the Shift to a Virtual Recruiting Strategy to Keep the Talent Pipeline Flowing
Virtual hiring and career fairs, fully-remote recruiting, and greater insights into candidate experiences are quickly becoming the new normal in a post-pandemic world. This quickly changed how most companies are attracting and retaining employees, which has made remote recruiting the new normal. Blue collar or white, it’s clear that the way companies recruit, hire and train has changed dramatically, and the ability to do all of this virtually also improves culture. However, if your company is somewhat new to virtual recruiting, the multitude of available products and tools can be daunting.
In this informative session, we’ll discuss the elements that are needed to create an effective virtual recruiting program, such as:
Developing a Successful Virtual Internship Program
Due to the long-lasting implications of COVID-19, organizations around the world have been forced to rapidly change how they get work done – and this includes the creation and management of summer internships. While it is difficult to predict what the rest of 2020 and even 2021 will hold, it’s critical for companies to start making decisions right away in order to plan for successful onboarding, training, and impactful work. In an uncertain economic environment, students are concerned about internships being cancelled altogether, so taking action now to move an internship virtual goes a long way in establishing trust and confidence in the company’s future.
Join this engaging session as we discuss best practices for creating a successful summer internship in today’s climate, such as:
Streamlining the Process to Upgrade YourExecutive Recruiting Program
Executive recruiting is both an art and a science, and the ultimate goal is to land the best talent, regardless of whether or not they are currently looking for an opportunity. From first contact to sealing the deal and onboarding, it’s very important to be sure that your strategy, systems and methods are timely and efficient. In addition, it’s helpful for the executive recruiting team to continually walk through the process as if they were the candidates, and ensure that they’re actively keeping candidates in the loop.
We will review the steps necessary to develop a successful executive recruiting program, such as:
Solution Provider Showcase | Research Meetings
Building a Proactive Talent Pipeline to Meet High Market Demand and Leverage Top Talent
Due to 2020’s unforeseen events and unpredictable outcome for the remainder of the year, businesses of all sizes and industries are quickly discovering the importance of having a well-crafted talent pipeline. No matter what your company’s hiring status is today, it’s critical for the organization to continue engaging and nurturing top candidates. Having top talent queued up and ensuring your company is top-of-mind for candidates will make for a much smoother hiring process.
In this informative session we will discuss best practices for developing a proactive talent pipeline, such as:
End of Day One
Chairperson’s Opening Remarks:
Coping with Crisis – Overhauling Your Talent Acquisition Strategy with New Tools and Tactics
The New Normal – Adapting Your Talent Acquisition to Cope with Sudden Change
Talent acquisition has entered a period of seismic change, making it exponentially more difficult for organizations to identify and recruit the right talent.As the recruiting landscape becomes increasingly competitive, companies that wish to succeed have to make talent acquisition a top priority.Many companies will experience a scenario in which they have an immediate need for critical skills or specific experience, and it’s critical to avoid reactive recruiting efforts, as this will certainly prevent your organization from filling requisitions with enough qualified talent.
Join us in this enlightening session as we discuss ways to modernize your talent acquisition efforts, such as:
The Future of Talent Acquisition – Utilizing Recruitment Tech to Improve How Your Organization Finds, Engages, Manages and Evaluates Candidates
Advanced recruitment tools and technology have become an indispensable part of hiring, and the future of talent acquisition. Not too long ago, hiring was just about credentials, and future employees were judged solely on their work experience, certificates and other tangible ways to highlight accomplishments.However, for your organization to stand out today, it’s important to have the ability to examine a prospect’s personality, charisma, potential and ability to learn. Without the proper tools to do this effectively, your organization will miss out on the ideal candidates that you’re specifically looking for.
In this session we’ll collectively discuss the kinds of technology that has re-shaped talent acquisition, such as:
Creating an Improved and Authentic Candidate Experience to Attract and Retain Top Talent
The competition for talent will continue to be fierce in the coming months, as organizations look to be the employer of choice for the massive amount of job seekers going forward. In addition, it’s critical to offer a candidate experience that is authentic to your brand. Authenticity will not only enable you to attract and retain top talent, but your existing employees will become ambassadors for your organization, and in turn, do some of the recruiting for you. A positive candidate experience has the power to make applicants feel respected, boost employer brand perceptions, demonstrate company values, and promote employee retention. However, a very small percentage of candidates rate their candidate experiences as great, which highlights a significant opportunity for employers.
Join this interactive panel as we talk about the ways to set clear expectations for an improved and authentic candidate experience, such as:
Talent Acquisition for a Remote Workforce – Ushering in a New Outlook for Recruiting and Hiring
Remote work was on the rise even before the COVID-19 pandemic hit earlier this year, and most employees that utilized this arrangement had some type of an in-person relationship with their employer before they started working remotely from home. In addition, it’s still somewhat rare for companies to hire employees to work remotely from day one of the working relationship. However, based on the current situation and lingering effects of social distancing – even in the workplace – remote work is likely here to stay. As such, it’s critical for organizations to adapt with a remote workforce, and it’s up to talent acquisition practitioners to have an action plan for recruiting the talent best suited for this type of arrangement.
In this session we will review some key strategies for remote recruiting and retention, such as:
Solution Provider Showcase | Research Meetings
Closing Panel Discussion
Talent Acquisition in the Future: Where Do We Go from Here?
Recruiting and hiring strategies have changed dramatically over the last several months – what seemed like solid guidance and effective strategy just a few months ago now feels like ancient history. HR leaders have had to quickly pivot from recruiting amid the lowest unemployment on record to managing a sea change in the way people work while planning for a very different post-COVID future.Planning for a return to normal will bring a new set of challenges, and the biggest change from a talent acquisition point of view could be the glut of job-seeking talent on the market. However, even though many organizations will see a tremendous increase in responses to job postings, it will be that much more difficult to find the right people with the right skillset.
In this closing panel discussion we’ll review some strategies for successfully adapting your talent acquisition initiatives to cope with sudden change, such as:
Solution Provider Showcase | Research Meetings
End of Virtual Summit
|Human Resources, Diversity & Inclusion, and Talent Management practitioners||Complimentary*|
*Subject to Opal Group’s verification and approval. Only individuals who are practitioners within the following areas qualify for a complimentary pass: Diversity & Inclusion, Talent Acquisition, Talent Development, Talent Management, Human Resources, and Organization Effectiveness. Practitioners and executives representing solution provider organizations must register as a sponsor attendee.
The Diversity & Inclusion Virtual Summit is currently seeking solution providers to present case studies and share innovative solutions in the Diversity & Inclusion space. Learn more about sponsored thought leadership and branding opportunities by contacting firstname.lastname@example.org
Prescheduled One-to-One Meetings:
Each participating solution provider and attendees will have pre-summit access to our matching software that allows you to completely customize your meeting agenda. The password-protected website provides the information needed to make your selections on who you want to meet with.
Exceptional Networking Opportunities:
We strive to maximize your face-to-face time by providing a multitude of avenues to engage the senior executives in attendance. The agenda incorporates an off-site networking activity, networking luncheons and cocktail reception. Leverage the meeting’s intimate atmosphere to build strong personal relationships with current and future clients.
The Diversity & Inclusion Virtual Summit is an exclusive event for Human Resources, Diversity & Inclusion, and Talent Management practitioners from leading organizations in North America and around the world.
Chief Learning Officer
SVP/VP/Head of Learning & Development
Directors and Managers of Learning & Development
Chief Talent Officer
SVP/VP/Head of Talent Management
Directors and Managers of Talent Management
SVP/VP/Head of Leadership/Organizational Development
Directors and Managers of Leadership/Organizational Development
SVP/VP/Head of Organization Effectiveness
SVP/VP/Head of Training/Corporate Training
Directors and Managers of Training/Corporate Training
SVP/VP/Head of Human Resources
Directors and Manager of Human Resources
Join us! Interested in attending, speaking or sponsoring? Contact Bobby Swartout at (212) 532-9898 ext. 248 or email email@example.com.
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