Today's workforce is changing. A growing labor shortage has competition for good employees at an all time high. This combined with skyrocketing costs and changing workforce demographics has the role of the HR/HCM/Talent Management professional under more pressure than ever before. The goal of the conference is to provide a platform for ideas exchange where you can listen to winning strategies and initiatives, network with your peers and begin working on actionable strategies to improve both the satisfaction, efficiency and overall and performance of your workforce.

You will walk away with strategies enabling you to:
* Develop winning strategies for sourcing and recruiting top talent in an increasingly competitive market
* Identify top performers early to ensure sustainable succession planning Measure and improve employee engagement to avoid the financial bleeding caused by turnover
* Leverage performance reviews to drive organizational efficiency
* Define the costs of a healthy vs. unhealthy workforce and plan for a more cost-effective and productive future
* Roll out pay for performance initiatives
* Create a fully integrated talent management program

The Most Cost-Effective Knowledge Exchange You Will Ever Attend
* Local venue requiring no hotel and limited travel easy on the T&E budgets

Who Should Attend?
Vice Presidents, Directors and Managers of:
* Human Resources
* Talent Management
* Human Capital Management
* Health & Wellness

Session Focus Areas Will Include:

1. BUILDING YOUR EMPLOYMENT BRAND
In order to be successful at recruiting top employees, branding your company as an employer of choice is key, particularly in today’s competitive labor market.
This discussion will explain how to position the organization as an employer of choice.

• Recognizing the company’s talent needs
• Determining organization’s vision, values, management approach
• Developing the right message and creative content
• Benchmarking the plan based on desired outcomes

2. ALIGNING RECRUITMENT AND RETENTION WITH LONG-TERM BUSINESS GOALS
In our present economic climate, businesses are experiencing challenges with recruitment and retention of talent. By focusing your efforts and aligning them with business objectives, the recruiting function is more likely to meet its stated goals and have a significantly larger economic
impact on business. This session will assist you in the development, implementation and practice of an effective recruitment and retention strategy to successfully attract and retain key talent to meet your organization’s long-term business goals.

• Dealing with the changing job market: going from a buyer’s market to a seller’s market
• Assessing your strategic staffing needs
• Linking retention to engaging employment experiences
• Gearing current staffing practices to the company’s future needs
• Identifying the retention: eligible employees

3. BUILDING A TALENT PIPELINE IN A COMPETITIVE ECONOMY
Creating a talent pipeline that feeds your business is a powerful competitive advantage. As the war for talent continues, the market for new grads will become increasingly competitive. Developing cooperative alliances can positively impact an organization’s ability to attract and retain this valuable resource.

• Strategies to develop cooperative alliances with key stakeholders
• Building recruitment into the consolidation experience
• Strategies to develop and maintain a presence in the national student market
• Creating a tailored supportive selection process

4. LINKING RECRUITMENT STRATEGY WITH CORPORATE CULTURE
Leveraging your corporate culture in your recruitment strategies is a key success factor in attracting top talent. Corporate culture is what often determines longer term "fit" and "alignment" between what employees bring to the table, how they like to be treated as they perform their
jobs and their success and retention with the company. This discussion focuses on linking key elements of corporate culture to all aspects of your recruitment strategy.

• Crafting formal postings, web site or print ads that reflect your company’s culture
• Tailoring a third-party recruitment experience that is congruent with your organizational values
• Utilizing your own employees to be ambassadors for your company and your culture
• Expressing organizational culture through messaging during the interview process

5. RECRUITING AND RETAINING SKILLED IMMIGRANTS
An aging population and a booming economy means stiff competition when recruiting skilled employees. This discussion details tried-and true approaches to recruiting and keeping the best skilled immigrants, including:

• Understanding the business drivers for integrating highly skilled immigrants into your organization
• Developing a strategy to create awareness and gain support to recruit and retain immigrants in the workplace
• Developing partnerships with community organizations that assist in ensuring the successful integration of skilled immigrants into the workforce and their families into the community

6. MENTORING AND COACHING TO ATTRACT, RETAIN AND DEVELOP TALENT
Mentoring and coaching can no longer be seen as just being "nice to have," as organizations compete to attract talent and focus on unique ways to develop and retain their employees. Programs and processes do not need to be complex or expensive to bring added value to the
employer/employee relationship. This presentation focuses on how effective mentoring and coaching programs contribute to both individual development and organizational effectiveness.

• Gaining senior management buy in and visible support
• Informal versus formalized mentoring programs
• Choosing and training mentors
• Use of external coaches
• Human resource, line manager and senior management roles
• Linking mentoring and coaching to performance management, career and professional development, culture, company brand and business plan