Filtered Sessions

63 million is the number of Hispanics in the US. The Latinx workforce makes up close to 20% of American workers, and 8 years from now Hispanics will no longer be a minority. Still untapped, still underrepresented, still a source of remarkable opportunity. This energetic presentation will focus on highlighting the unique characteristics of the Hispanic culture and the meaning they have in the workplace. We will explore the fundamental differences of this culture and provide some tips on how to make Hispanic employees feel engaged and valued. The speaker will involve the audience in dynamic exercises such as the Myth or Truth trivia game, where we will debunk myths about the Hispanic culture. We will also answer questions like: What does it mean to be a Hispanic in the United States? What are the biggest challenges they face? And what can you do to make them a key component of your HR strategy? This session will portray the latest facts, metrics, and proven strategies.

Learning Objectives:

• Learn the A, B and C to successfully recruit, develop and retain Hispanics to include Generation Z.
• Discover the latest demographic research on this growing market.
• Understand the unique characteristics of Hispanics and how they differ from other cultures.
• Debunk myths and acquire facts about the Hispanic community.
• Understand what works and what doesn't with Hispanics-Awareness, engagement and connection.

This session will explore the bears of Attracting, Engaging & Retaining to help Goldilocks (HR) strategize to make these activities 'just right!'

Learning Objectives:

• Attraction - it's more than a great job ad, posting, praying, and hoping. Learn simple steps to creating a place where people WANT to work.
• Engaging - Be done with foosball tables and yoga (well, you can have those also!), but focus on rewards, recognition, and talent development.
• Retaining - Explore what the best companies are doing to retain their top performers;
• and, then, there's ghosting, quiet quitting, and more....

REPEATED ON TUESDAY AT 10:30am

Companies today are operating under renewed economic pressure, moving leadership teams to take a closer look at their bottom line, particularly how to improve it. Workers also feel empowered to leave organizations that aren't meeting their professional needs or expectations. Leveraging 'people data' can unlock a world of insights, helping HR leaders to better understand their current workforce and as a result, reduce turnover.

Learning Objectives:

• Gaining a better understanding of data-driven people analytics.
• How to use data to anticipate turnover.
• Knowing the relationship between turnover and the bottom line.

Recent research findings on the U.S. workplace from the SHRM Research Institute will be presented, and a special focus will be placed on findings that relate to hiring in the post-COVID world. These findings come from multiple large-scale surveys of HR professionals and other workers in the U.S. In particular, relevant findings will be highlighted that have implications for effective HR performance, along with specific recommendations for HR professionals.

Learning Objectives:

• Understand new research findings about effective HR departments.
• Help HR professionals understand future employment patterns in the US.
• Find new recommendations for hiring in the post-COVID world.

In this session we will cover the analogy of the Hiring Tree & discuss how the roots, trunk and branches of your hiring process will provide more applicants in any job market. The biggest challenge employers face is lower flow in the last 2 years, in part because they are doing what they have always done. They use job descriptions as their job ads, without realizing that this not only hurts them on the search-ability factor on job boards, but also scares away applicants during the process, which even leads to more ghosting issues than ever before. When you understand the core principles that govern job boards today & how to effectively write a job ad AND put it in the right order, you can increase applicant flow without throwing more money at the problem. The application process also plays a role in attracting or scaring applicants away (the trunk) and you will understand what is working and what NOT to do! If you are involved in any part of the hiring process, this session if for you!

Learning Objectives:

• Understand Key Differences between Job Boards, Search Engines, Aggregators, and Social Media plus how algorithm changes and AI technology have impacted hiring strategies. You will be armed with ideas on how to strategically approach these channels when marketing roles for your organization in a more effective way.
• Develop, implement and manage an effective employee referral program in a strategic way and understand how social media plays a part in this process. Understand how this strategy targets passive applicants, including new data that shows what is working and why.
• Build out a sound understanding of the core elements of a job ad to gain more visibility and attract more qualified job seekers to your roles for active job seekers. We will be discussing strategic elements of a job ad that need to exist to give applicants a higher chance of finding your jobs.
• Is ghosting a problem for your organization?  Also learn how to mitigate the ghosting issue by maintaining the right momentum in your hiring process.

REPEATED TUESDAY AT 7:30am

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

Are you motivated and ready to take your career to the next level? Show employers that you have the HR expertise and competencies needed to drive organizational success by earning your SHRM-CP or SHRM-SCP credential—the only HR certification anchored in behavioral competencies and backed by SHRM’s 75 years of expertise in the industry. This session benefits anyone with an interest in learning what motivates HR professionals to pursue a SHRM credential, planning to apply for a SHRM credential, or already scheduled to sit for the SHRM-CP or SHRM-SCP exam. This session covers the practical basics of the SHRM certification exams and provides an opportunity to test-drive your readiness by answering sample questions.

Learning Objectives:

• Determine which exam is right for you.
• Explore the various in which you personalize your preparation plan.
• Gain best practices for studying.
• Get tips and tools to put you on the path to success.

Employers are seeking any advantage in the war for talent.  Flexible work and leave options are increasingly popular and the new generation of workers is vocal in seeking ongoing mentorship, career development and 'sustainable performance expectations.'  Nevertheless, attractive compensation and benefits are still the main components of a total rewards package employees are seeking.  Employers are looking to make their comp and benefit packages more relevant to the new generation of employees while still meeting the needs of all of the generations in the workplace.  From telemedicine to concierge medicine, onsite clinics, expanded mental health and fertility benefits as well as home office reimbursement, paid leave, student loan repayment options, and lifestyle accounts are being considered as employers seek to make their programs more attractive to their employees.  This session will discuss those options and best practices for their implementation and  ongoing administration.

Learning Objectives:

• Learn new compensation and benefits options being sought by employees and potential employees.
• Discover new compensation and plan designs and new twists on traditional plan designs including telemedicine, concierge medicine, onsite clinics, and other plan options,
• Hear how ERISA, ACA, IRC, HIPAA, COBRA and other laws that apply to employer plans apply to these options.
• Review what compliance issues apply to such plans.
• Hear best practices to structure compensation and plan options to avoid those compliance concerns.

The panel will present on strategies and resources to target military connected talent which include veterans, military spouses and caregivers. We will go beyond the research that demonstrates the business case of why to hire to how workplaces should leverage this untapped talent pool. Panelists will present their experiences, best practices and lessons learned.

We will also share new resources and initiatives from SHRM Foundation to support your own professional development and hiring efforts so you leave the session with the strategies and support you need.

Learning Objectives:

• Learn the benefits of starting your own military hiring program and how you can get there along with successful tips, tricks and management skills.
• Discover the abundance of programs SHRM Foundation has available to the successful recruiting, hiring, and retaining of members of the military community and learn why/how SHRM Foundation can help you get there.
• Increase the number of informed HR managers, business leaders and employees with programs/certificates that can help your organization flourish!

The college degree is, in many respects, an imperfect tool for signaling a person's capabilities, let alone their long-term potential in the professional world. Employers are often left to do guesswork on a candidate's fitness for a role based on simplistic measures like standardized test scores, concentrations or majors, and transcripts. To fix this, higher education must rise to the challenge of defining and demonstrating the value of the college experience and quantifying the skills and abilities their graduates possess. Understanding why these connections - and disconnects - exist is crucial, so that colleges and employers can start to close such knowledge gaps. They also must share this information with employers so companies can better comprehend and utilize the talents of new college graduates. Today's world of work is an ever-evolving place that requires both institutions and employers to rethink the college to career pipeline.

Learning Objectives:

• Explain how technology can help you more easily connect data to what students are learning and to connect companies directly with potential employees - is also emerging.
• Discuss how advances in machine learning can help institutions and employers accurately forecast the labor market value of the educational experiences they provide.
• Equip students, advisors and employers with important information on how those experiences can translate to quantifiable and marketable skills.
• Most industries hire for specific technical abilities rather than harder-to-measure soft skills and knowledge, like communication and problem-solving. Yet, many of the most successful executives in the technology industry have humanities backgrounds- yet we know next to nothing about how their college experiences led to these leadership roles.

Companies are looking at ways to meet or exceed the now more than 30 different paid sick leave laws. The idea of unlimited paid time off (PTO) is still splashing through HR professionals' minds as an alternative way to beat the many paid sick leave laws and as a way to attract and retain talent. Need to go to Hawaii for five weeks? Yes, go -- it's paid time off! Need the afternoon off to watch your child in a school play? Sure, it's paid time off! Need a 'mental health' day or two (or five)? Why not -- it's paid time off! No questions asked. But before implementing such a program, there are some things to consider. Is it too much of a good thing? Will it improve morale and work-life balance? Is it a true total rewards element that attracts and retains top talent? What about employees who need an extended medical leave of absence? What about your remote workforce? 'Unlimited' may not really mean without limits.

Learning Objectives:

• Why rethink paid time off?
• What should you consider before implementing an unlimited paid time off program?
• Does it really work for every organization?

Apprenticeship is promoted as great option for HR professional to get the best talent into their organization, deliver meaningful upskilling opportunities and help meet DE&I objectives, yet adoption is slowed by many misperceptions of how they work. Join us to bust the myths of apprenticeship and get the details on how this cost-effective AND proven method for workforce development delivers higher productivity and diversity. Apprenticeships can be used in many occupations, in many industries, regardless of the size of the employer – including HR. Hear how employers are using this effective method of development talent and how it can work for you.

Learning Objectives:

• Bust the myths of apprenticeships.
• Understand the basics of an apprenticeship program.
• Identify the costs and benefits of implementing an apprenticeship program for most any occupation and industry.
• Learn how to communicate the program’s value and effectiveness.

REPEATED ON TUESDAY at 2:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

Join us as we explore the changing workforce and discuss action-oriented strategies for aiding your recruitment and retention efforts.

Learning Objectives:

• Guidance on making it easier for candidates to apply to open positions.
• Strategies on the importance of company branding and telling your story effectively.
• Tips on recharging employee referral programs based on proven best practices.
• Understanding the differences and importance of HR hiring analytics vs. metrics.
• Research-driven options on the best ways to retain valued employees.

REPEATED FROM MONDAY AT 10:30am.

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

How confident are you in your current HR practices and leadership team to adapt to these tumultuous times? If the answer isn't a resounding yes, then your HR systems may be broken.  This session is a BS Meter for your HR & Leadership teams. It's an opportunity to reflect on if you have the right system in place and if so, how are you getting leaders prepared to manage in this surreal future of work.

Learning Objectives:

• Identify where on the spectrum your current HR systems currently reside.
• Explore what aspects of core values are being neglected in your HR Systems and what you can do to address this.
• Determine an action plan to tackle the weakest parts of your HR systems immediately.
• Learn how to measure the EQ progress of your HR Systems throughout the next year.

Learn the dos and don'ts of employee screening and onboarding as they relate to national original and citizenship status.

Learning Objectives:

• Learn the laws and regulations that govern national original and citizenship status.
• Discuss the types of screening questions that are permitted in the hiring process.
• Understand how some policies and practices can be unintentionally discriminatory.

Gen Z has been characterized as a generation of diverse, job-hopping digital natives who prize work-life balance above all else. New research following the class of 2023 shows there's more to the story. Not unlike the Baby Boomers who came before them, Gen Zers prioritize job stability, salary, retirement, and family time. Learn what the class of 2023 wants from a career, and how innovative talent leaders are balancing these priorities to attract next-gen leaders.

Learning Objectives:

• What does Gen Z really value? Learn from the results of a comprehensive research study that follows the class of 2023 through its senior year, gathering quantitative and qualitative data on sentiment, priorities, and values.
• What are leading companies doing to stand out with Gen Z? Learn from influential thought leaders and senior talent leaders at industry-leading companies who will share concrete insights on what has worked well at their companies and where they are continuing to invest and improve.
• How can you leverage what you're already doing to attract diverse, skilled Gen Z talent? Learn what aspects of your current culture, salary, benefits, and professional growth opportunities will resonate with tomorrow's leaders and how to leverage them in your talent acquisition strategy.
• How can your company evolve to better align with Gen Z's priorities and needs, both new and conventional? Learn new strategies for evolving policies, offerings, and benefits to better align with Gen Z, and how to showcase those as part of your talent acquisition strategy.
• How can you measure and prove the results of your Gen Z talent strategy? Learn from our panelists about the best ways to measure success and demonstrate the value of investing in early talent to obtain buy-in across your company.

Unconscious bias shows up in job descriptions, which has informed our hiring decisions and diversity makeup. Lorne facilitates a workshop where participants learn how to analyze and write job descriptions to mitigate as much bias as possible. You will learn to highlight invisible diversity dimensions crucial to job success. They include learning & conflict styles, life experiences, attention to detail, ability to grow into the position, and professional skills. Data shows that the greater the diversity dimensions represented, the more productive and robust an organization is. You will practice a critical job description review to develop questions for the hiring manager and coworkers to help you bring salient clarity to the job description to hire the most diverse people available now. Organizations seek to become more diverse to expand their hiring pools and gain diversity advantages. Job descriptions are the leading edge of the hiring process, facilitating people to join your teams.

Learning Objectives:

• Review and highlight bias in job descriptions.
• Create critical questions to uncover the goals the position seeks to attain.
• Learn what words, phrases, and themes contain biases to embrace and avoid.
• Develop a palate of questions to take back to your office and discuss them with your hiring managers.
• Compile uncovering questions to elicit critical stakeholder data into the job description.
• Focus company job descriptions to be seen and read by more people.
• Make distinctions between company values and culture to mitigate bias.
• Bring the hiring manager and coworkers into the job description writing process.

REPEATED FROM MONDAY at 3:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

A million fewer people *every year* are enrolling for 2- or 4-year degrees than were 5 years ago—so if, as an HR leader, you’re not expanding how you’re assessing talent and aptitude, you’re falling behind. And who wants that? In this session, hear about new research on the advantage of looking past degrees to assess whether someone will thrive in a job, and walk through solid case studies of how HR leaders in small, midsize, and large companies are pivot to embrace Whole Human Hiring—looking not only at degrees, but skilled credentials, aptitude testing, inherent talent and interests, and more—and how they’re benefitting as a result. There is no talent shortage, if you change the way you’re assessing prospective talent, so join us to see how you can become a hiring hero, take charge of the shifting educational landscape, and get and keep the talent you need!

Learning Objectives:

Hear why and how employers are embracing a whole human hiring frame. Explore strategies, from easy to advanced, you can implement to access more talent and keep your company ahead of the curve. Learn about new research, emerging technologies, and solid techniques you’ll need to become a hiring hero. Take home specific, immediate actions you can use to change how you find, assess, and keep talent in your company.

REPEATED WEDNESDAY AT 7:30am

The world's changed professionally and personally as we 've all been challenged to change how we live, work and socialize. None of us are the same now that a pandemic has shown us a new normal. People are exhausted, hopeful and concerned about their jobs. To retain your team and talent, you must understand the effect change has on staff or risk losing them to a competitor. The 'Great Resignation' is upon us. Addressing this, and other employee concerns openly will increase retention, grow productivity, lower stress/burnout and health issues, as well as strengthen communications.  We understand that change is a constant and it's our job as leaders to assist staff who are struggling, give them the tools and let them know they're not alone. We'll focus on team development, growing leaders and maximizing employee performance.  Change has many forms. Sometimes, it's organizational change or health concerns. Or, it may be uncertainty in our industry, more disruption, more competition.

Learning Objectives:

• Demonstrate a greater ability to successfully lead, build collaboration and navigate a culture of change.
• Identify the seven most powerful actions (compiled from my 5-year study) we can take to successfully integrate generations in the workplace.
• Recognize the challenges of staff as some transition to a more remote work environment (as public health and business needs dictate).
• Develop a stronger-agile vision to stay productive, engage as a leader and create deeper relationships at all levels.
• Discover three key factors that allow individuals to stress less, grow engagement and produce even during challenging times.
• Engage change management skills, better communication skills and a stronger, more flexible staff/team.

Hiring is one of the most important and expensive parts of running a business. Recruiting teams are the brand ambassadors and the first interactions a candidate has with a company. Despite record low unemployment, companies are beginning to slow down hiring due to ongoing economic uncertainty. Smart business leaders will continue searching for top talent and in order to do so, will need top-tier talent recruiters who are trained on best practices.

Learning Objectives:

• How to continue recruiting top talent despite having smaller recruitment teams and budgets.
• How to train your team to work more effectively in conjunction with the hiring manager, or how to source inclusively.
• How to drive results with less resources.

With hiring decisions becoming more critical in challenging economic times, verifying past employment, credentials, and education and obtaining references have become critical. Unfortunately, falsifying or inflating employment and educational accomplishments has become a significant problem for employers. Legal limitations also create barriers for human resources professionals when obtaining and giving past employment information. This workshop reviews legal and effective techniques for the reference checking process and how to verify education and spot phony credentials and worthless degree mills. New technologies and approaches will also be reviewed, as well as special issues involving international credentials and the role of social media sites and Web 2.0 in the process.

Learning Objectives:

• Learn effective and legal strategies to verify an applicant's past employment and education accomplishments.
• Explore why employment references create legal issues for employers and strategies for obtaining information and dealing with requests from other employers.
• Learn why phony education credentials are problematic and how to spot degree mills.
• Review new technologies and approaches to credentials verifications including blockchain, Artificial Intelligence, and career passports.
• Understand special issues when it comes to social media and sites and international employment and education verification.

87% of companies are either currently experiencing a skills gap or expect to in the next few years.This session will discuss the value of upskilling to both retain talent and ensure a future-ready talent pool. We'll also go into the hiring challenges businesses will face in 2023, implementable ways to address them through education benefits, and the top skills businesses will need in the future.

Learning Objectives:

Understanding the impact of today's talent gap: Today's talent gaps leave a lasting impact on a business that can be hard to overcome with mounting pressures to perform at high levels. A recent Korn Ferry study shows that by 2023 there will be a global human talent shortage of more than 85 million people. That talent shortage could result in roughly $8.5 trillion in unrealized annual revenues. The pace of technological change is only increasing, and if employees aren't able to adapt to new technologies and shifting consumer demand, their employers risk falling behind. The audience will leave with an understanding of why upskilling is so critical for their companies.    How to cater to employee upskilling needs: Employees have the desire to upskill in order to advance their personal and professional careers. Gallup found that a perceived lack of growth opportunities is the top reason employees leave their jobs, and a PWC survey showed 77% of employees want to develop additional skills to keep their options open. Upskilling is a win-win solution for employees and employers alike, and attendees will leave the session with tactical ways to implement learning and development opportunities at their organizations that will help increase employee engagement.   Ways to maximize and unlock potential: Upskilling efforts need to be targeted and aligned with both the company's and employees' needs to provide a strong ROI. While some employees may find value in generalized content libraries or other low-cost options, more find the ability to accelerate their growth through programs contextualized for the specific needs of the company and industry. The audience will leave understanding the different format options available when it comes to upskilling courses and how to choose which best fits their organization.

REPEATED FROM TUESDAY AT 2:00pm

The world's changed professionally and personally as we 've all been challenged to change how we live, work and socialize. None of us are the same now that a pandemic has shown us a new normal. People are exhausted, hopeful and concerned about their jobs. To retain your team and talent, you must understand the effect change has on staff or risk losing them to a competitor. The 'Great Resignation' is upon us. Addressing this, and other employee concerns openly will increase retention, grow productivity, lower stress/burnout and health issues, as well as strengthen communications.  We understand that change is a constant and it's our job as leaders to assist staff who are struggling, give them the tools and let them know they're not alone. We'll focus on team development, growing leaders and maximizing employee performance.  Change has many forms. Sometimes, it's organizational change or health concerns. Or, it may be uncertainty in our industry, more disruption, more competition.

Learning Objectives:

• Demonstrate a greater ability to successfully lead, build collaboration and navigate a culture of change.
• Identify the seven most powerful actions (compiled from my 5-year study) we can take to successfully integrate generations in the workplace.
• Recognize the challenges of staff as some transition to a more remote work environment (as public health and business needs dictate).
• Develop a stronger-agile vision to stay productive, engage as a leader and create deeper relationships at all levels.
• Discover three key factors that allow individuals to stress less, grow engagement and produce even during challenging times.
• Engage change management skills, better communication skills and a stronger, more flexible staff/team.

Accurate. Fair. Inclusive. Engaging. Efficacious. If you cannot use all five of these words to describe your selection process, this session is a must-attend; because all five of these objectives should be non-negotiable. We will explore tangible, practical ways to leverage assessment instruments to create highly aligned selection system that minimize bias, increase prediction, enhance candidate experience, and have a quantifiable impact to the bottom line.

Learning Objectives:

• Explore how to determine what specific traits, attributes, and abilities you should be measuring in candidates.
• Discover multiple benefits of introducing additional objective data points into your selection process.
• Review ways to measure the accuracy and effectiveness of your selection system.
• Learn how to leverage assessments in ways that both candidates and hiring managers will appreciate.

As AI becomes more commonplace in HR recruitment, it's raised concerns about oversight and discrimination. So what do employers need to know as they navigate this new technology in recruiting?  In this presentation, Dr. Thomas Carnahan, an industrial/organizational psychologist, and Victoria Lipnic, former EEOC Acting Chair, will discuss emerging trends as they relate to AI in recruiting, current and future regulations, and the automation of certain human-centric processes. As part of this discussion, the presenters will explore how AI might impact accommodations for Individuals with Disabilities, how employers should evaluate whether AI tools are considering job-related factors, and how to monitor the use of such tools for adverse impact and general fairness.

Learning Objectives:

• What is AI and how is it being applied by employers currently.
• What is the law addressing currently (EEOC, OFCCP, and states).
• What employers need to consider when applying AI.
• How to conduct an audit of AI tools.