A PwC research reveals that finding the right talent is the biggest challenge that keeps CEOs awake at night. In this rapidly transforming business scenario, CHROs and Recruitment leaders are going back to the drawing board to redefine talent acquisition to ensure "Right Recruiting" and "Recruiting Right". As Kip Tindell, Chief executive of the Container Store once said that one great employee can replace three good employees; the talent acquisition function today needs to be "right" in identifying candidates, assessing them for relevant competencies, ensuring culture-fit through the use of intelligent tools and technologies while maintaining cost effectiveness.
To enable and empower leaders to manage the dynamic nature of Talent Acquisition and the related complexities, People Matters presents Talent Acquisition Leadership League Conference in June 2017, where global thought-leaders and experts will divulge into the critical aspects of talent acquisition including tenets of delivering on the business expectations, future of the talent sources and what is it that they need to do to partner with the business and set the right foundations of success with the right talent.
Changing businesses and workforce dynamics: Complexities and rapid disruptions mandate agility and constant reinvention from businesses. And the way businesses respond to such market dynamics has a critical impact on talent acquisition in organizations. This track will focus on what the advent of human-less organizations, bots, diversity, changing demographics and business expectations mean to TA and HR leaders.
Right-sourcing-right: Focusing on "right sourcing" and "sourcing right", this track will delve into the talent sources of today, tomorrow and beyond. Taking the game up, deliberations will include debates on hiring veterans, freelancing of educated hyper-local talent, looking beyond psychometric assessments, critical success factors of assessments, outplacements, top gun retention strategies and much more.
Candidate obsession: Research states that companies that prioritize candidate experience are likely to improve their cost per hire by 2.1X on a year by year basis. With candidates driving employer branding, value proposition, processes and digitization to define the right experience, the track will focus on what candidates are really obsessed with, tenets of right employer branding, key elements of candidate communication and much more.
Recruitment re-engineering: TA function's in-depth partnership with business is leading to new and innovative recruitment models with the core centre around technology, digital and analytics. The theme will have a deep-dive on building predictability in successful profiles, right workforce planning, recruitment models - building or buying capability?
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