April 10 - 12, 2016
Hilton Austin, Austin, Texas

Day 2

7:30 am - 11:59 pm Networking Breakfast

8:30 am - 11:59 pm Chairperson's Opening Remarks

8:45 am - 11:59 pm Building and Managing a High-Performance Global Talent Acquisition Team at Adidas, to Increase Outreach and Efficiency

Steve Bonomo - VP Global Talent Acquisition, Adidas
Steve Fogarty - Head of Talent Acquisition Futures, Adidas
An explosion of business growth potential in emerging markets and increasing competition is requiring talent leaders to be agile and proactive, sourcing talent from diverse pools. Managing a global talent acquisition team effectively is essential for the success of the organization on a global scale. Successfully hiring the candidates that are the best match for the job and ensuring onboarding satisfaction are essential not only to meet urgent business needs but will also aid in employee retention later on the talent cycle. Challenges leaders face when managing a global recruiting team – whether it’s comprised of HR business partners or internal employees - range from ensuring consistency in key performance indicators, handling cultural diversity and allocating resources effectively.

Join this session to learn how Adidas is building out and successfully managing a 200 person recruiting organization in 50 countries (supporting 100 ) countries:
The pillars of talent acquisition: candidate experience, internal recruiting and excellence
Developing & implementing proactive global requisition models, talent pools, talent communities, referral programs, sourcing passive talent
Aligning TA to mirror business units & implementing sourcing model globally
Internal recruiting with deployment opportunities
Implementing accurate metrics and dashboards to ensure goals are being achieved and resources are being allocated correctly

Steve Bonomo

VP Global Talent Acquisition


Steve Fogarty

Head of Talent Acquisition Futures

Candidates of today expect an automated, seamless application process when they apply for a job. If your application process is unnecessarily lengthy and tedious, besides loosing agility, chances are you are missing out on the best candidates as well. Applicant Tracking Systems and other integrated software allow for a fluid communication between the candidate and the employer, improving the candidate experience, speeding up the hiring process and maximizing the reach of recruiting campaigns. What are some of the challenges leaders face when seeking to streamline the hiring process? What are some of the trends and best practices recruiting leaders are implementing to provide a great candidate experience?

Join this interactive discussion on the challenges and trends of recruiting technology to broaden the reach of hiring campaigns and increase candidate satisfaction. Key topics include:
  • Adapting recruiting to Millenials and Generation Z: trends and best practices to cater for a real-time audience
  • Leveraging social media tools to broaden the reach of the campaign
  • Ensuring internal buy-in of new technology; key performance metrics
  • What’s next in the recruiting technology space?

Sebastien Girard

VP Talent Acquisition and Workforce Planning
Parkland Health and Hospital System


Susan Vitale

Chief Marketing Officer


Shanon Mosley

Vice President of Talent Acquisition


Syrine Reese

Head of Talent Acquisition

10:10 am - 11:59 pm Business Meetings x 2

Many organizations struggle to deliver strong year-over-year growth amidst ever increasing demands and ever higher stakeholder expectations. Yet, many strategies to fuel such growth are either fraught with challenges and risk, or are costly and cumbersome to implement. This master class shares a straightforward and timely approach to significantly enhancing your competitive edge through capitalizing on actionable talent management techniques that meaningfully increase productivity, mitigate risk, and streamline internal processes to drive top and bottom line growth.

Join this session to learn about:
  • How to quantify the value that you can provide to your organization,
  • Five ways you can enhance your company’s competitive edge right now, and
  • Organizations that are successfully leveraging this approach today.

Brad Schneider

Vice President, Talent Assessment

How do you attract the talent you need for your company to grow faster without hiring a whole new team of recruiters and sourcers? A partnership between marketing and recruiting leaders presents an organization with the opportunity to more expertly craft the candidate journey. Marketing conducts surveys and web analytics to collect consumer insights and improve the way they do business. Now its time for recruiting leaders to do the same. New technology combined with content marketing can engage the passive candidates you need; web analytics can give you insights you never had; re-defining the candidate experience can make applicants choose you over the competition. And all of this can be automated with today's recruiting technologies.
Join this session to find out more on how creative Talent Acquisition leaders are staying ahead of the game by adapting marketing concepts within their recruiting technology by:
  • Engaging & finding the people they need to grow their business
  • Leveraging data and analytics to improve the way you engage with candidates
  • Automated campaigns to attract and convert top talent without putting too much additional overhead on your recruiting team
  • Providing an engaging candidate experience that goes beyond a mobile application

Craig Shoneman

Product Management and Strategy Leader

12:25 pm - 11:59 pm Networking Lunch

1:30 pm - 11:59 pm Roundtable Discussions

  • Rethinking Online Recruiting: Leverage data driven strategies to increase online applications - Moderated by Appcast
  • On Demand Talent: How Innovative, Cloud-Based Recruiting Tools are Reducing Cost and Finding the Right Job-Seekers - Moderated by Findly

2:35 pm - 11:59 pm Implementing Fluid Workforce Planning Models to Stay on Top of Global Demographic and Economic Shifts

Sebastien Girard - VP Talent Acquisition and Workforce Planning, Parkland Health and Hospital System
Demographic changes around the world such as an aging workforce, shrinking birth rates, and migration moves – are challenging recruiting leaders all around the globe and intensifying the war for talent. These trends are increasingly shaping the way the workforce is sourced, organized and managed: employees have more options, employers have less. The emergence of Millennials as the largest generation in the workforce, along with an explosion of business growth potential in emerging markets are contributing to a significant need for companies to move people around and source talent away from home.

With the perspective of a cyclic economic downturn coming up in 2-3 years, how can Talent Acquisition leaders sustain their workforce pipeline and assist the organization to reach their business goals, beyond challenging times?

Join this session to discuss successful workforce planning models and strategies:
  • Talent pipeline planning: leveraging demographics, macroeconomic and talent data to determine better resource allocation, for example, what are the best locations to invest in recruitment campaigns for certain skills
  • Talent acquisition: identify who is the top talent, time frame for hiring, and matching the value proposition for a particular job offer with the top talent’s preferences
  • Job-response optimization: optimize job-postings response with tailored best practices to achieve better responses to jobs postings based upon factors such as duration, location, occupation, and industry


Sebastien Girard

VP Talent Acquisition and Workforce Planning
Parkland Health and Hospital System

3:10 pm - 11:59 pm Business Meetings x 3 | Networking Break

5:05 pm - 11:59 pm Eliminating Redundancy to Improve the Interviewing Process and Enhance Candidate Experience Across Touch-Points, in a Highly-Regulated Industry

Jennie Bucciero - Director of Talent Acquisition, Culture and EVP, Abbvie
Abbvie split from Abbot laboratories in 2013 and the Talent Acquisition organization had to start again from zero. In a highly regulated industry, identifying and eliminating redundancy was key to promote an agile framework for Abbvie’s talent acquisition organization to move forward, in times of an aggressive demand for new talent. In only 2 years, the Talent Acquisition team was able to successfully design and implement a completely new framework that is yielding a smooth candidate experience and an enhanced interviewing process, which is in turn aiding employee retention and ensuring enterprise-level talent goals are met in the short and long term.

Join Jennie Bucciero, Director of Talent Acquisition, Culture and EVP with Abbvie to learn more on successful initiatives that are taking Abbvie’s TA function to the next level:
  • Improving candidate experience through an efficient candidate expense reimbursement, that is now being used in different initiatives across the enterprise
  • Designing a best-in-class onboarding experience
  • Enhancing the interviewing process and ensuring compliance with employee value proposition throughout multiple touch-points


Jennie Bucciero

Director of Talent Acquisition, Culture and EVP

5:40 pm - 11:59 pm Business Meetings x 2

6:45 pm - 11:59 pm Networking Dinner