Employment Law and Policy Changes in the New Administration

What are the traps and pitfalls we can fall into while using Machine Learning and Artificial Intelligence to help us recruit? In this talk we will cover, at a high level, how Machine Learning models function and what this means for our end results. We’ll learn about how bias and inequality can be introduced, or solidified in our process and even what we can look for in the planning phase when considering a new project on outsourcing with a new partner. You will leave with a better understanding of machine learning as what is important to be aware of in your current system or a new one to be aware of bias and inequality. This talk will help you make sure you’re adding the right value without blocking the best people from entering your sourcing pipeline or making it through to the hire all because of a Machine Learning service.

The talent environment is undergoing a revolution, with employee-centricity along with data analytics and AI driving the transformation. Companies have long known that getting the greatest value out of their workforce requires an investment in technology, but technology alone is not enough. While software and automation can reduce human effort, they tend to serve single functions. Technology needs to be part of holistic workflows, re-engineered to optimize human impact and enhance employee experience. Such intelligent workflows:

Apply AI, analytics, and automation to augment human actors, not to replace them
Make human touchpoints more impactful and efficient
Perform end-to-end processes across business functions
Are architected to support measurable, planned, value-based outcomes

Analytics and AI benefit the talent landscape across the employee lifecycle, and many applications can be integrated into intelligent workflows, such as:
Improving hiring & onboarding processes
Maximizing employee engagement
Predicting, understanding, and reducing turnover
Inferring proficiency in skills needed in each role
AI-driven compensation recommendations for managers
Identifying future leadership potential

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Presenters are
Gary Parilis, Associate Partner, Advanced Analytics & AI
Eric Bokelberg, HR Innovation Leader, Talent & Transformation Services

Poor Employee Engagement is no longer an option, The costs are too high. Poor productivity, dissatisfied customers, good employees leave because of seemingly bad bosses, plus a whole host of other reasons employers know nothing about; all chip away at your bottom line.

We will be talking about an assessment that helps you understand your employees, teams and organization deepest why. The reports provide insights on how to address the issues in a meaningful way.

You will get useful information:
- If you have ever hired a highly qualified person and then been disappointed with their performance.
- If you are getting frequent customer service complaints.
- If you want less employee absenteeism, and higher retention.
- If you want a solid handle on your HR ROI
- If you want to benchmark and set measurable Engagement goals for your teams and organization.

When we hire well, we are hiring individuals who challenge us to become better. We don’t hire great people and tell them what to do, we hire great people, and they tell us what to do. Together, we align and become something greater than we were before. Learn how to attract and select top talent to join your company by finding individuals who believe in and act on what you stand for.

Key takeaways:
- Commit to attracting and hiring exceptional talent that drive great results for the long-term
- Increase your ability to effectively identify the right talent
- Avoid common pitfalls of rush hiring

As the Director of Employee Engagement Services for Leverage, John Spanczak understands the importance of putting employees first to inspire business growth. His background in social work offers him a unique perspective into the motivators that drive engagement. John is a part of the same Talent Enrichment Team that has helped land Leverage’s parent company Clickstop Inc. on prestigious lists such as, CBJ Coolest Places to Work, CBJ Fastest Growing Companies, Inc. Magazine Best Places Workplaces, Google Economic Impact Report, Iowa Top Workplaces, and many others.

An introduction into how HR and recruiting professionals can attract and retain top talent by showcasing their company’s unique culture. The discussion focuses on leveraging AI applications to measure, re-engineer, and monitor applicant values and to score each individual’s alignment with the company’s culture—before the hire.

Participants will learn how engineering value-cultural alignment can benefit:

·HR Executives: Differentiating your company in a tight labor market and attracting top talent based on value profiles

·Recruiting Managers: Maximizing the pool of diverse candidates and using AI-based social impact values matching to close open positions faster

·Engagement Professionals: Offering the highest level of personalization for onboarding activities and communications that reflect individual employee values

Bio: Erin Michelson is Founder & CEO of Summery (www.summery.ai) a data analytics company that harnesses AI applications to help companies better recruit, retain, and engage high performing talent. Erin has been profiled in @BBCTech, @Entrepreneur, @NPR, @NatGeoTraveler, @FoxNews, and @HuffPost. Follow her @ErinMichelson

Even with the best intentions, systemic practices can thwart inclusive hiring. Unfortunately, this is particularly the case for organizations that incorporate AI and other software into their hiring process. Research shows that organizations who believe most fervently they are a meritocracy are actually the most biased. But how can you ferret out bias from your hiring processes? First, by becoming aware of the unconscious bias that may influence your hiring process: from how your job descriptions are written, to where you’re looking for talent, and finally, to how you interview candidates.

Whether intentional or not, you likely have some unconscious bias permeating throughout your hiring process. From the word choices you use on the descriptions, the ways you market the job, or your recruiting networks. There’s so much you can learn about how your process functions, especially when it comes to analyzing the “no” pile.

This presentation will dive into individual aspects of the hiring process, as well as the hiring journey more holistically, in order to show where you may be undercutting your diverse hiring efforts. Participants will develop a methodology and new tool kit to create a more inclusive hiring process, and ultimately more diverse — and productive — teams.

Participants will learn to:

- Justify the need for a cognitively diverse team
- Analyze and optimize job descriptions for a diverse candidate pool
- Inclusive recruiting methods through “how” and “where”
- Understand how unconscious bias impacts the interview process

GenZ will be the generation that will transform the way corporates hire and attract talent
Work-life balance, well-being, purpose, empowerment to do at their best - are key criteria of selection for their jobs
- The first generation fully digitally native – with autonomy in upskilling. A generation capable of challenging the way ‘learning’ is done in corporates

Spotting and attracting early-stage talent have become a critical challenge for corporations to ensure a strong and sustainable talent pipeline.

In this presentation, we will discuss how can technology and science help with:
- spotting university talent beyond academical results
- accelerating the development of critical work skills for students
- equipping students with the psychological resources to manage stress, build resilience and develop
- a growth mindset necessary to thrive in an ever-demanding work-place

Overview of the current situation – Welcome to the New Normal
Overview of Talent Acquisition and Management - 4 Bs or 5 Bs or 6Bs?
Global Trends in Talent Acquisition in the Covid-19 era

Where do you want to go with Talent Management in your Organisation? Like “Alice and the Chesire Cat in Alice and the Wonderland”
- In the wake of the Pandemic, what is the strategic direction of your organisation?
- What are the current talents available within the organisation to drive this direction? – Skills Audit?
- Re-skilling, Up-skilling, Cross-skilling
- Induction and Onboarding

How do we combat Skills Deficiency in the New Normal?
- Preparing for the Pandemic – what did we miss?
- Opportunities presented by the Pandemic for Talent Management
- ‘New Skills’ in the New Normal
- Appreciating the talents that sustained us during the Pandemic Onset
- Managing the HIPOs

What the Future Holds – ‘It is not in the stars to hold our destiny but in ourselves.’ – William Shakespeare – The Tragedy of Julius Ceasar
- Should we prepare for another Pandemic of Talents?
- To ‘B’ or not to ‘B’ – Which ‘B’ do you want?

We're facing unprecedented times as we live through a pandemic, climate change, social issues and more. Therefore, now more than ever, it's important for companies to rise up in these times and invest in the mental and physical health and wellbeing of their employees. While it may be more challenging, especially while most employees are working remotely for the foreseeable future, the investment will be invaluable when it comes to increasing productivity, engagement and retention. Thought-provoking research and statistics, exciting and innovative tools, practical tips and a wide variety of resources will be provided in this dynamic and engaging presentation you won't want to miss!

7 Employee Wellness Tools:

- Get Organized and Productive
- Exercise is Key
- What You Eat Really Matters
- Sleep Can't Be Underestimated
- Mindfulness is Mandatory
- Claim Time for Yourself
- Make Time for the 3 F’s (Family, Friends and Fun)

Reena Vokoun, Founder and CEO of Passion Fit, is an entrepreneur, writer, public speaker, content creator, media spokesperson and certified health and wellness expert through AFAA, ACE and IDEA Fitness.

She graduated with a B.B.A. in Marketing and Management from the University of Wisconsin-Madison and an M.S. in Advertising and Communications from Boston University. She spent several years in corporate America working in marketing, sales and business development roles for companies such as Google, Yahoo, Reebok, CNET, GE and a start-up called Grokker.

Today, she serves companies, nonprofits, universities, schools and the media through Passion Fit products, services and content focused on wellness education and training in the areas of fitness, nutrition, mindfulness, work-life balance, stress management, productivity and personal and professional development.

Considering diversity, equity, and inclusion at every step of the talent acquisition process is key. Go beyond boolean searches to do a comprehensive analysis of the ways that intentional and thoughtful attention to diversity, equity, and inclusion are infused from the first moment with a candidate.

Kafi Payne is Director of Human Resources at Gravitational—a company helping engineers deliver applications to restricted, remote, and regulated environments. With over 20 years of professional experience in learning, coaching, talent development, and human resources Kafi specializes in diversity, equity, and inclusion, organizational systems, and change management as well as health and wellness. Dance and Yoga are daily practices for Kafi for focus and balance.

So much time is spent on culture and the front end of the employee life cycle. We focus on Onboarding, Learning and Development, Diversity and Inclusion, etc. but how does your organization handle the end of the employee life cycle? When you have bad off boarding and don't communicate with your team it leaves room for stories and rumors. Not only does it create fear but it also makes your team wonder if they're safe. Coming up with an off boarding plan that suits your organization is just as important as the onboarding process.

Remember people matter just as much at the end of their tenure as the beginning no matter the reason for their departure. So I'll ask - How do you bury your dead?

Three specific Learning Objectives achieved by attending the session:
- How to build a memorable off boarding process
- Ways to communicate with your team in case of a bad off boarding process
- Learn how to get the most out of your exit interviews

Brandi is an accomplished HR Leader with years of proven expertise in progressive, diverse, and broad-based HR practices. A forward-thinking HR Director with demonstrated success in start-ups, restructuring of operations, and aligning HR with company vision to drive optimal results.

She is the Chairman of the Board for HR.com’s San Fransisco Region. She also speaks at conferences, moderates events and consults on all HR matters.

We are living in unprecedented times - ‘work’ as we know it has changed. In order to thrive, organizations must re-invent themselves and embrace the new normal. As a Top 101 Global Employee Engagement Influencer, Jill understands how organizations operate, and what they need to do to attract, retain, and engage employees - whether they sit under your nose or work remotely. Are remote workers incredibly productive? Yes, but they also tend to feel more disengaged and neglected. In a day and age when people are ‘sheltering in place,’ the companies that will come out on top are the ones which create and execute a strategy to effectively manage remote workers.

During this session, you will learn:
o The one thing you must know to keep remote employees engaged, enthused, and effective.
o The importance of Connection, Communication, and Collaboration, and how to bring these things to life for employees, regardless of physical distance.
o A proven strategy that you can apply immediately to re-engage or engage remote workers.
o Clarity on next steps and inspiration to achieve your goals.