March 3-4, 2020 Old Mill Toronto

3rd Annual

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Digital Talent Acquisition: The Future of Recruitment?Insight From Talent Acquisition Leaders

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To overcome the skill gap and recruit the best candidates, your organization needs to adopt Digital Talent Acquisition. Are you prepared?

Read about the challenges faced by our Digital Talent Acquisition Summit speakers and the value they place on Digital.

Q.01How do you think Digital Talent Acquisition is changing the future of recruitment?

Q.02What is the biggest challenge you face while implementing Digital Talent Acquisition strategies?

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3rd Annual

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Question 1

How do you think Digital Talent Acquisition is changing the future of recruitment?

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Q1. How do you think Digital Talent Acquisition is changing the future of recruitment?

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I believe that in 2019 we will see an increase in pervasive transparency. I say pervasive, because we are looking at new forms of transparency between not only candidates and organizations, but between the Talent Acquisition service lines and the business. On the candidate side, new technologies are enabling a greater degree of openness and access to information than ever before. Yes, GlassDoor, Indeed employer reviews and others have opened the door for us to peek inside, but these are narrative approaches and not experiential. An experiential approach moves elements of the recruiting process that are typically back end loaded, up to the front. Moving gamified assessments up before the application, using VR to brand and pre-select, and training cognitive chatbots to help frame candidates intent are all important ways in which talent will be able to experience the company before committing to apply. This new, open transparency requires a shift in how we brand, communicate and plan our vendor ecosystem. Training your chatbot to help apply is one thing…training it to talk about your culture is another. Using psychometric tools to assess applicants is great…letting everyone try it out before they decide to apply changes the conversation and your requirements. Like anything, this transparency to experience the organization requires some careful planning and support from not only your vendors, but the business. As the business becomes increasingly involved, so to does the expectation of transparency. With new data platforms, and AI being applied to our decisioning, reporting and analysing the bigger picture behind talent acquisition is now becoming and important business driver. Imagine connecting TA to EPS, or revenue or profit. These are becoming the new levels of accountability and transparency in talent acquisition. Tracking the cascading business impact of talent to quantify the long term benefits will require an open two way dialogue between TA and Business Leaders. Simplistic measurements like time to hire are now becoming time to productivity, and cost per hire is now seen as cost per sale, whereby TA analytics are part of a much larger data model predicting long term impact and revenue projections.

Mike Jackson Senior Manager, Human Capital Consulting Deloitte

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Q1. How do you think Digital Talent Acquisition is changing the future of recruitment?

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Digital tools bring insights, precision, and scalability to how we recruit but our efforts need to be founded in strategy in order to make the most of these tools and channels. Starting with a cohesive employer brand strategy allows us to activate the recruitment funnel in totality and leverage the power of technology for amplification of consistent key messages. Utilizing video interviewing platforms allows us to screen at scale as well as enhance the candidate experience by embedding applicant convenience into the process.

Frank Monteleone Senior Vice President, Human Resources & Corporate Relations Rexall

Chelsea Howard Director, Talent Strategies CIBC

How is it NOT changing the future of recruitment? AI is a gamechanger when it comes to how we predict and modify the candidate experience based on the role and a candidate’s strengths and opportunities. Other technologies, like virtual or ‘augmented’ reality will allow candidates to experience life inside a company before they ever step foot through the doors. Candidates expect the same level of immediacy and transparency the experience with online shopping or banking to be present in their job search. It’s critical for organizations to keep pace with the evolving landscape of digital recruitment – we’re well into an age of hyper-connective recruitment and the competition for top talent looks a lot different than it did even 2-years ago.

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Q1. How do you think Digital Talent Acquisition is changing the future of recruitment?

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Lorrayne Dusevic Talent Acquisition Manager AIG Canada

Digital transformation has had an impact on the way we work, live, and play for the past 10 years. As such, we must embrace digital transformation in recruitment. The digital world is always adapting and evolving right before our eyes. As we look at the emerging trends in 2019; competitive efforts in a candidate driven market and the introduction of new, sophisticated career opportunities with new responsibilities and skills required, the Talent Acquisition space continues to evolve along with technology. With that, there is a massive opportunity to take on technological advancements and digital transformation in 2019, this of course includes potentially introducing new digital staffing platforms and AI recruitment-based software’s to support the globalization of businesses to attract, maintain, and retain talent.

Jesper Bendsten Head of Global Talent Acquisition Thomson Reuters

Ultimately, Digital Talent Acquisition will:• Allow candidates to move further down the discovery path on their own timeline, by using AI to

move through basic qualifying questions. This benefits candidates and employers.• Ease some of the administration burden of managing recruitment administration through AI

and calendaring technologyIn addition, AI will allow for the automation of basic skills and experience matching for both incoming candidates and dormant candidate databases.

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Q1. How do you think Digital Talent Acquisition is changing the future of recruitment?

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I think that Digital Talent Acquisition is changing the future of recruitment because it’s increasing transparency and levelling the playing field for both candidates and companies. On one hand candidates hold the power. They have more information about what it’s like to work at a company than ever before. Salary information, compensation and benefits, reviews. If your company isn’t performing at its best and giving employees the best experience, prospective candidates are going to hear about it on job boards like Indeed and Glassdoor. Digital talent acquisition – from the marketing side - holds companies accountable.On the other hand companies now have a platform to engage with prospective candidates and job seekers, to share more information on say their Diversity and Inclusion strategies, highlight high-performing talent and even comment back on some of those poor reviews. It’s no longer a post/spray and prey world. Both sides are held accountable for their sides of the bargain and as a result a great digital candidate profile can ultimately be matched with a great company. That’s where the magic happens.

Jordan Beresford Global Talent Marketing Scotiabank

Aamna Contractor Senior Manager Talent Acquisition (Cineplex)

Digital Talent Acquisition is changing the way HR should attract, retain and develop employees. The balance of power used to be on the employers but now its shifting towards the candidates – who are now able to apply to multiple roles in 1 click and find out information about the employers from position salaries to reviews from previous employees on their culture. It is become quite competitive for employers to search and retain talent. The important factors in the digital talent acquisition space is the employment brand and the digital application experience. Understand the candidate journey and how they will find your position and what their thought process is like throughout the application journey is crucial to find and retain top talent.

Question 2

What is the biggest challenge you face while implementing Digital Talent Acquisition strategies?

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Q2. What is the biggest challenge you face while implementing Digital Talent Acquisition strategies?

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Embracing a “test and measure” approach continues to be a challenge in Digital Talent Acquisition. Small scale budgets allowing for client/vendor partnerships to test and measure results can enable critical technology insights and learnings for a TA team. The very nature of a digital organization is remain nimble and flexible, and when we see this carry over into the annual planning, high performing teams allocate budgets to test new technologies regularly and apply the learnings back into their overall strategy. This enables teams to learn from vendors and candidates, remain on the leading edge of adoption and collect new data points to inform longer term planning.

Mike Jackson Senior Manager, Human Capital Consulting Deloitte

Like any fast-evolving discipline, understanding where to apply your time and dollars will remain the challenge. With so many new tools coming into the market, it’s difficult to know what is going to be most impactful for a business. Embracing the notion of testing and then scaling can help an organization experiment more freely and determine ROI prior to wholesale change.Another challenge is the inter-disciplinary nature of current day talent attraction. Today, recruiters need to think like marketers and this knowledge may not be readily available. Ongoing education such as conferences and partnering with subject matter experts to build strategy and knowledge sharing can help bridge this gap.

Frank Monteleone Senior Vice President, Human Resources & Corporate Relations Rexall

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Chelsea Howard Director, Talent Strategies CIBC

Working at a large organization like CIBC, the biggest challenge is scaling new technological solutions and providing a streamlined experience for all talent pools. Obviously, information Security is the most important thing when it comes to protecting our clients and that means we need to go through all of the necessary rigour and governance when we look to implement new, innovative digital strategies.

Q2. What is the biggest challenge you face while implementing Digital Talent Acquisition strategies?

Lorrayne Dusevic Talent Acquisition Manager AIG Canada

When we think of the introduction and implementation of Artificial Intelligence (AI) software’s, Customer Relationship Management (CRM) tools, and upscale Applicant Tracking Systems (ATS) that we require today to support our growing business needs, one famous phrase comes to mind; show me the money! So how will your businesses invest in your proposed Talent Acquisition solutions in 2019 and 2020? Delivering a strong value proposition to the business to get buy-in and to justify spend is the key to success. This will be one of the biggest challenges that Talent Acquisition professionals will face while implementing digital strategies in the next 12-18 months.

Jesper Bendsten Head of Global Talent Acquisition Thomson Reuters

The biggest challenge is validating how much of a systems’ capabilities are real vs. vaporware AND making sure that when embracing AI or Machine Learning, we fully understand the calibration and input required in order to maximize the impact of these emerging technologies.

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Q2. What is the biggest challenge you face while implementing Digital Talent Acquisition strategies?

Aamna Contractor Senior Manager Talent Acquisition (Cineplex)

As we see the disruption of data and technology in the Talent Acquisition world – we also foresee a few roadblocks. One particularly is the adoption of new technologies and data analytics. Ensuring team members within the Talent Team are trained on specific tools and can understand how to pull talent insights and effectively share them with the key stakeholders is crucial in this day of age. How do we adjust our hiring strategy if we cannot understand our data? Data drives insights which then drive strategy.

3rd Annual Digital Talent Acquisition SummitMarch 3-4, 2020 | Old Mill Toronto

1. New technologies: Discover the potential of digital to enhance your recruitment strategy

2. Candidate experience: Deliver a positive experience to ensure a quality pipeline

3. Corporate digital branding: Create a captivating brand to bring talent to you

4. Social media: Leverage the right platforms to better connect with candidates

5. Content marketing: Reach the best talent with meaningful information

6. Mobile first: Make the application process simple and easy on the small screen

7. Online reviews: Develop a positive online reputation

8. Data-driven: Improve your decision-making with data and analytics

9. Predictive analytics: Use data to inform your hiring decisions

10. Video interviews: Develop new approaches to screen your candidates

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