Talent Acquisition Virtual Summit 2020

Virtual 3D Event
July 22, 2020 - July 23, 2020

11 days left

Welcome to Opal Group’s Talent Acquisition Virtual Summit

The Future of Talent Acquisition – Embracing Change with New Tactics & Technology to Source Talent

The Talent Acquisition Virtual Summit is a gathering of Talent Acquisition, L&D, and Recruitment 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 Talent Acquisition 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 Talent Acquisition, L&D, and Talent Management executives.

Join us! Interested in attending, speaking or sponsoring? Contact Bobby Swartout at (212) 532-9898 ext 248 or email info@opalgroup.net.

Current as of July 10, 2020


Helen Peng, Vice President, Talent Acquisition and Development, Sun Life Financial

James Spearing, VP, Global Talent Acquisition, Scotiabank

Diane Circo, Vice President, US Talent Acquisition, Siemens

Andrew Saidy, VP Talent Digitization, Employer Branding & University Relations, Schneider Electric

Lee Wills-Irvine, Head of Talent Acquisition & Culture, Sony Electronics

Jason Pistulka, AVP Talent Acquisition, HCA Healthcare

Erica Grace Briody, Vice President, Global Talent Acquisition and Employee Experience, OYO

Vildan Kehr, Divisional Vice President, Global Talent Acquisition, Abbott

10:00am EST

Virtual Welcome – Create Avatar and Review Summit Navigation Tools


Chairperson’s Opening Remarks:


Revamping and Reprioritizing Your Talent Pipeline Strategy 


Opening Keynote Presentation


Reimagine Talent Acquisition in Post Pandemic Era


Digital transformation is more important than ever during the pandemic. Many companies are rethinking what the post pandemic workplace looks like and how that will impact how we attract, acquire and recruit our talent in this new reality. While the “Future of Work” is now, it is equally important to maximize the potential and skills of internal talent in the organization.


Join this informative session to activate the “ Future of Work” in Talent Acquisition:

  • Using AI and Automation to drive digital transformation
  • Journey mapping pain points for candidate and hiring managers
  • Creating “ Opportunity Marketplace” for internal talent to experiment “ gig”s
  • Leading multiple agile labs to create efficiency, enhance partnership and differentiate experience
  • Launching “ Ignite TA” to upskill talent acquisition consultant capability to deliver true value to business
Presented by

Helen Peng, Vice President, Talent Acquisition and Development, Sun Life Financial


Keynote Presentation


Developing an Improved Employer Brand to Attract and retain Top Talent


We’ve undergone a massive transformation regarding the number of candidates available in most markets, and there is a continuous and growing amount of pressure when it comes to recruiting top performers. Many organizations are facing significant challenges when trying to find relevant candidates, and the competition is fierce for the truly high level talent. As such, brand perception is more important than ever, particularly when considering the rising number of sites available for employees and candidates to evaluate your culture.


In this interactive session, we’ll review strategies for improving your employer brand, such as:


  • Conducting internal and external research to help create branding that encompasses your mission, values, culture, and personality
  • Taking advantage of social media channels to share and utilize employee experiences and feedback in order to make them authentic brand ambassadors
  • Utilizing the power of experiential rewards to inspire employees to share both internally and externally to build program buzz and awareness
  • Implementing a dual marketing and retention blueprint by creating a communications plan to engage and drive the best applicants to your career properties, and working to ensure your EVP is consistently reinforced among current employees
Presented by

Andrew Saidy, VP Talent Digitization, Employer Branding & University Relations, Schneider Electric

Jenny Au, Global Employer Branding Manager, Schneider Electric


Keynote Presentation


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:


  • Making a decision on internship strategy and then clearly communicating that decision to students as soon as possible – even if the details of the remote internship aren’t finalized
  • Designing the virtual internship with the same support, mentorship, ongoing education and expectations as your in-person internships
  • Developing an appealing remote onboarding strategy that ensures the candidates feel integrated and supported right away
  • Setting clear expectations about what successful remote internships should look like, and developing an effective communication system to track progress
Presented by

Michael Shelsen, Director, Global Banking and Markets Talent Acquisition & Global Head Campus Recruitment/Development, Scotiabank


Panel Discussion


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 new interviewing processes that includes easy-to-use video capabilities and video interview software
  • Creating a virtual onboarding process that delivers clear information, clear directives, and solidifies the impression of strong leadership
  • Hosting live video conferencing meetings and inviting prospective candidates to “meet” your hiring managers and take virtual office tours
  • Producing an engaging experience and training stakeholders on how to maintain engagement through virtual platforms

Networking Break | Research Meetings


Keynote Presentation


Shaping the Future of STEM


Many companies require a global pipeline of science, technology, engineering and math professionals to innovate ideas that help people live better lives. U.S. federal data project there will be an additional 850,000 STEM jobs by 2028 but meanwhile, young women and minorities often lack the exposure they will need to pursue STEM careers. Vildan Kehr will share about the global health technology company’s high school STEM internship program and how it helps address these issues, helps diversify Abbott’s talent pipeline and how businesses can work together to create a bigger impact.


This session will explore:


  • How first-hand experience can inspire students to pursue career paths in the STEM fields.
  • Why offering a STEM-focused internship to students starting at the high school level can help companies shape future talent pipelines.
  • Details about how Abbott started its high school STEM internship program and results the company has seen in the eight years since.
  • Introduction to the “Shaping the Future of STEM” scalable blueprint that Abbott published and other companies and organizations can use as a guide for creating their own similar internships


Presented by

Vildan Kehr, Divisional Vice President, Global Talent Acquisition, Abbott


Keynote Presentation


Running a Data-Driven Recruiting Operation


In today’s recruiting environment refinement around the edges can be the difference between success and failure.  Strong operational execution is still one of the most difficult things to put in place, for this there is no magic pill.  A few percentage points of increase in application flow may see trivial unless you get over 2 million a year.  In this session we will demonstrate some ways to utilize data in any size organization to drive operational excellence in your recruiting operations.


Presented by

Jason Pistulka, AVP Talent Acquisition, HCA Healthcare


Networking Break | Research Meetings


Keynote Presentation


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:


  • Strategically filling the pipeline with a vast candidate pool in order to stay ahead of the competition, save time in sourcing, and give your recruiting team valuable time to develop a strategic approach to attracting and hiring key candidates
  • Getting to know your prospective candidates early on to gain more in-depth insight, accurately assess them, and determine which positions best suit them
  • Filtering out poor cultural fits in order to target only the most talented and fitting candidates for your organization
  • Engaging in real-time conversations with candidates in order to determine their unique needs, market open roles to them, and personalize offers that match them specifically

End of Day One

10:00am EST

Chairperson’s Opening Remarks:


Coping with Crisis – Overhauling Your Talent Acquisition Strategy with New Tools and Tactics


Keynote Presentation


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:


  • Optimizing your recruiting and hiring through data analytics to uncover actionable insights and allow your organization to be at the forefront of talent acquisition
  • Upgrading your recruiting efforts with a modernized applicant tracking system in order to attract the talent that your company needs to remain competitive
  • Reducing time-to-hire with candidate relationship management systems that allows your recruiters to develop and nurture qualified prospects before jobs are even posted
  • Utilizing artificial intelligence in the hiring process to sort through applications quickly and effectively, and improve decision-making and candidate engagement
  • Implementing emerging recruiting technologies to personalize candidate engagement, improve employer branding, and optimize processes

Diane Circo, Vice President, US Talent Acquisition, Siemens


Keynote Presentation


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:


  • Social media – simplifies job advertising and allows organizations to reach the right people, at the right place and time
  • Blockchain – allows the talent acquisition and HR team to store candidate information, training programs and candidate assessment records safely and securely
  • Mobile apps – Significantly reduces delivery issues that can occur with email and other forms of immediate communication, and potential employees can route all their data to one channel – where data scientists and HR professionals can analyze it
  • Cloud –less expensive and more secure option than purchasing, safekeeping and running multiple hard drives for talent and HR information
  • Big data – allows for a bigger influx of data to give talent specialists a clearer picture of candidates, and future success of employees can be more easily monitored with big data and talent acquisition analytics

Panel Discussion


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:


  • Establishing a clear hiring timeline to ensure transparency and let candidates know that you respect and value their time
  • Ensuring that you have an inclusive hiring process by using inclusive, gender-neutral language in job descriptions; letting candidates know –upfront – what specific qualities and skills you’re seeking; including EEO disclosure statements in your job descriptions and applications; and, explaining that your organization will consider various combinations of education and experience
  • Maintaining open lines of communication by scheduling outreach at specific intervals throughout the candidate lifecycle – in order to maintain integrity and show respect for your candidates
  • Putting your company values into action and establishing realistic culture expectations to attract the right people and minimize culture-shock
  • Taking feedback from the candidates seriously and approaching negative reviews head-on during candidate conversations – as a way to minimize negative posts on job review sites

Networking Break | Research Meetings


Keynote Presentation


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:


  • Making it readily known that your organization offers remote opportunities, and Developing content that provides insight into your remote and flexible work arrangements, and making that a part of your overall employer branding and recruitment marketing strategy
  • Working with your talent acquisition team to come up with the required skills, qualities, and experience that will make the remote worker successful in the role
  • Adopting the right hiring strategies, with video interviews and an extended focus on how quickly candidates respond to outreach
  • Engaging candidates and meeting them where they are – developing a better understanding of where target candidates are most likely to take part in conversation
  • Determining what work lends itself to a remote model by analyzing responsibilities, tasks and the roles that can fulfill them
  • Preparing employees for remote work demands by setting accurate expectations and enabling supportive interactions


Erica Grace Briody, Vice President, Global Talent Acquisition and Employee Experience, OYO


Keynote Presentation


Sourcing Top Diverse Talent in a Competitive Talent Environment


Sourcing in corporate recruiting has changed dramatically over the last few months. Now, more than ever, it’s critical for organizations to improve the way they connect with, market to, and recruit from a diverse candidate pool. Diversity hiring isn’t a passing fad, it’s a smarter way to do business in the global market. In addition, a diversified workforce is more than just an item to be checked off form your employer branding list –  it’s become a real competitive advantage.


Join us in this engaging session as we talk about some of the best ways to attract and hire diverse candidates in order to make your recruiting process more inclusive, such as:


  • Highlighting diversity on the corporate career website to alert candidates of your diversity practices and showcase inclusion initiatives
  • Targeting and building strategic partnerships with Historically Black Colleges and Universities (HBCU’s) and Hispanic Serving Institutions (HSI’s) to improve diversity recruiting and establish your diversity brand
  • Creating and offering targeted internships and scholarships to candidates from traditionally underrepresented groups
  • Implementing a diverse interview panel to avoid unconscious biases
  • Partnering with multicultural professional associations and student groups to increase your exposure to diverse candidate pools and improve your brand image
Presented by

Lee Wills-Irvine, Head of Talent Acquisition & Culture, Sony Electronics


Networking Break | 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:


  • Looking for critical talent well in advance of when positions need to be filled because it will take much longer than it did before to sort through all the applicants
  • Investing more in machine learning technology and artificial-intelligence-based assessments to identify those who best fit the role and the culture
  • Assessing your current workforce and focusing on engagement, succession planning and internal movement to fill future roles with high-performing talent that’s already in place
  • Utilizing Applicant Tracking Systems (ATS) to optimize collection and management of applicant flow data
  • Digitizing your recruitment, leveraging virtual meetings, forging online connections, and maintaining ongoing conversations with promising talent for future placement

James Spearing, VP, Global Talent Acquisition, Scotiabank


End of Talent Acquisition Virtual Summit

10100 Dream Tree Blvd, Lake Buena Vista, FL 32836

Please contact your business development associate to reserve your hotel room.

1 user/pass
Talent Acquisition, Talent Development, Talent Management, Human Resources Practitioners Complimentary*
Solution Providers $149.99*

*Subject to Opal Group’s verification and approval. Only individuals who are practitioners within the following areas qualify for a complimentary pass: Talent Acquisition, Talent Development, Talent Management, Human Resources, and Organization Effectiveness. Practitioners and executives representing solution provider organizations must register as a sponsor attendee.

Premier Sponsorship Opportunities

More networking, greater interactions, bigger ROI:

The Talent Acquisition Virtual Summit is currently seeking solution providers to present case studies and share innovative solutions in the Talent Acquisition space. Learn more about sponsored thought leadership and branding opportunities by contacting info@opalgroup.net

  • Talent Acquisition for a Remote Workforce – Ushering in a New Outlook for Recruiting and Hiring
  • Reimagining Talent Acquisition in a Post-Pandemic Era
  • The New Normal – Adapting Your Talent Acquisition to Cope with Sudden Change
  • Shaping the Future of STEM
  • Developing an Improved Employer Brand to Attract and retain Top Talent
  • Developing a Successful Virtual Internship Program
  • Talent Acquisition for a Remote Workforce – Ushering in a New Outlook for Recruiting and Hiring
  • Running a Data-Driven Recruiting Operation
  • Building a Proactive Talent Pipeline to Meet High Market Demand and Leverage Top Talent
  • Creating an Improved and Authentic Candidate Experience to Attract and Retain Top Talent
  • 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 Talent Acquisition Virtual Summit is an exclusive event for L&D, Talent and Leadership Development 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 info@opalgroup.net.

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