Day One: People, Process, Prosper

• What are the dynamics related to effectively identifying and engaging talent in a “Work from Anywhere” landscape?
• What sort of risks and exposure are associated with the use of global digital nomads who can work from anywhere?
• What are Talented Workers looking for today in terms of the best opportunities, work/life balance, benefits, flexibility?

Jennifer Stewart

ScrumMaster
Aquent x Adobe Studio

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Anyone can make a pretty bar graph, but can you make sound decisions based on that graph? Is it actionable, or is it only fluff? How do you decide if flashy concepts can be turned into actionable visualizations? Can you see the end result of those concepts; will they ever become reality? Do you have the vision to combine beauty with brains, thereby driving decisions with data? Or do you settle for destroying direction with disaster? American mathematician John Tukey once said, "The greatest value of a picture is when it forces us to notice what we never expected to see." What value do you see in your data? And what ideas do you have when you see it? Learn how you can capitalize on your ideas by blending internal with external, leveraging them into a cohesive strategy for both the short term AND the long term. As a CIO, see the five "Stages of the Spectrum" in action while discovering the difference between impact and influence, and how that difference plays into making data actionable. Catch the right blend of art and science, or beauty and brains, as you go from concept to reality.

: The participant/attendee will…

•            Identify and recognize the five stages of the visualization spectrum

•            Determine how to leverage these steps into a cohesive visualization strategy

•            Differentiate between impact/influence and how that plays into making data actionable

•            Ascertain how the four-step iterative implementation cycle works: Deploy, Discover, Discern, Develop

Dr. Joe Perez

Senior Systems Analyst / Team Lead & Chief Technology Officer
NC Department of Health and Human Services & SolonTek Corporation

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The idea of an all-encompassing view of the workforce continues to gain traction, with senior leadership showing an increased interest in a comprehensive workforce intelligence platform. With talent spread across the country and the globe, key labor stakeholders need to understand and view in real-time critical information about where Labor is located, what projects they are responsible for, and what information they have access to. This session will take a deep dive into how Total Talent Management could be the one solution that could facilitate greater alignment in your organization. We will discuss:

·        The Ability to evaluate the availability of skills across the total workforce

·        Drive more intelligent business decisions that set you and your organization up for long-term growth

Patricia White

Vendor Manager
Kroger

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In simpler times, those with tech expertise sold their talents to the ‘tech’ sector. But thanks to rapid digitalization in previously ‘analog’ industries, accelerated by the response to Covid-19, practically every sector is now a tech sector. As a result, tech firms are in a multi-industry competition for IT talent. How can organizations get the skills they need now their old ‘vertical’ rivals are no longer their only competitors?

• The state of the IT labor market: where have all the tech skills gone?
• Strategies for success: winning in-demand talent in a cross-sector race

Robin Sanders

SVP, Client Solutions
Guidant Global

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First impressions matter when onboarding contingent workers. It is still critical to provide contingent workers the access they need yet do so in a manner that protects your organization's physical, intellectual, and technical assets. But what is the right way to do it in an era of remote and hybrid work? Key takeaways include: 

• How to assess the current state of your onboarding process 
• Techniques to manage hiring manager demands and expectations 
• Methods for incorporating change within your onboarding process.

Jody Mohammed

Vice President, Partnerships and Solutions
Geometric Results, Inc. (GRI)

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Nick DiZoglio

Contingent Workforce Program Manager
PerkinElmer

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Mary Charvoz

Vendor Partnership Analyst | U.S. Bank Enterprise Procurement Partners
U.S. Bank

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Marc Husain

Managing Director
VectorVMS

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After unprecedented disruptions due to COVID-19, organizations have a unique opportunity to leverage fast-paced technological innovation and powerful market analytics capabilities to reshape their contingent workforce and services procurement strategies. However, a lack of access to quality data and business intelligence can prevent programs from being fully optimized. From digital transformation to diversity and inclusion to rapid changes in remote workforce management, discover how powerful capabilities are emerging that will reshape the global marketplace for contingent workers of all types – and how you can leverage them to master services procurement.

You will learn:

·        How powerful technologies are converging to enable strategic change

·        Emerging trends in the contingent workforce marketplace across services categories

·        Quantification of cost-savings opportunities through robust market analytics

·        Harmonization of technology and processes to maximize ROI

Neil McGrail

Sr. Director Services Procurement
PRO Unlimited

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Capturing total spend and guaranteeing the proper classification for your entire talent pool are two critical pillars of a contingent staffing program. You must have complete visibility over your SOW labor to achieve either goal. Learn about best practices to track a diverse program, engaging SOW, and consultants. 

Lance Hedges

Strategic Sourcing/Vendor Management
Capital Group

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The changing landscape of work—accelerated by the pandemic and the great resignation—has triggered a sense of urgency to fill the gaps in existing talent acquisition strategies. Forward-thinking companies that include direct sourcing as part of their contingent workforce ecosystem, gain faster access to talent and establish competitive differentiation.

Unlike direct sourcing of the past that was transactional in nature and focused mainly on cost savings, Direct Sourcing 2.0 ushers in a new breed of technology platforms that build on legacy direct sourcing and focus on talent quality and talent-centric, personalized experiences. As a result, companies are creating new brand ambassadors, a sustainable source of talent.

In this session you will learn how AI-driven, direct sourcing platforms can:

•       Reduce cost by as much as 25%

•       Reduce time to interview by as much as 79%

•       Reduce time to hire by as much as 55%

•       Supercharge direct sourcing - Direct Sourcing 2.0

Saleem Khaja

COO and Co-Founder
WorkLLama

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The increased demand for technical talent and drastic shift to a digital workforce has fundamentally changed how companies hire. Now more than ever a new, reimagined approach is needed. During this interactive session, we’ll explore the benefits direct sourcing programs have over other traditional recruiting methods and introduce the next generation of sourcing solutions paved with technology, “Direct Sourcing 2.0”. With a renewed focus on the hiring manager and candidate experience, Direct Sourcing 2.0 leverages AI-based tools to create a more robust, agile, and frictionless process and ensure best-fit-placements through the curation of skill segmented candidate pools – creating a seamless, top talent strategy for the modern enterprise.

Paul Bilodeau

Founder and Head of R&D
Filtered, Inc.

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Roy Anderson

Lecturer at Northeastern University Supply Chain Management & Chief Procurement Officer and Supply Chain Evangelist
Advisor for Filtered, Inc.

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These interactive roundtable sessions take a deep dive into the specific areas you came to learn about. Sit and learn in an intimate format from the speakers who have had an impact on their company and industry. Take control of your own event experience, and don't be shy! Ask questions (or answer them!) alongside other conference attendees who are dealing with the same challenges as you network with industry peers with very similar challenges, interests, and responsibilities. Do not miss the discussions you want to participate in. 

1.      Creating better retention and passive hiring through engaged talent pools. – Hosted by Chris Stone, Vice President of Client Engagement, SSi People

2.      Managing Contingent Labor in the Mid-Market- Hosted by Evaluent Talent Solutions 

3.      Level Up Your CW Program – Hosted by Neerav Shah, Sales, Utmost

4.      Get Into the Rhythm of Direct Sourcing - Hosted David Pumpelly, VP Enterprise Talent Solutions, Avature

5.      Transforming Your Talent Sourcing Through VMS- Hosted by Michael Byrnside, VP, Sales and Strategy, SimplifyVMS

6.      Why candidates shouldn't fake it til they make it- how to avoid fraudulent candidates in the remote world. Hosted by Matlen Silver- Hosted by Cameron Edwards, Senior Vice President, Client Strategy and Operations, Matlen Silver

7.      Good News - Bad News- Hosted by Karin Laine, Director of Business Development, TalentNow

•   Bad News: There is a 40% lack of talent available, a 55% increased turnover, 68% of roles are taking longer to fill and 80% of employers are trying to raise rates to keep talent. 
•   Good News: We will show you to focus on analytics to increase retention, reduce your time to fill and decrease your program spend by 15% for your entire extended workforce including SOW statement of work.
•   Projects need to be completed! Streamline your process and systems to focus on your core talent

8.      Building Your Roadmap for Direct Sourcing –Direct Sourcing has quickly become a key component of many organizations’ talent strategy. 41% of companies plan to implement a direct sourcing program, according to a recent study by Ardent Partners. Where to start? In this roundtable session, participants will explore and bring a variety of perspectives to the:

-         How and when to engage curation, employer of record and technology partners and it what order

-         Considerations to determine the best fit

-         Models for success

-         Building and selling an internal business case

-         Who to engage in the planning and decision making

-         Common obstacles and avoidance strategies

 Hosted By Mark Jones, Executive Vice President, Contingent Labor & Commercial, Americas, AMS