As companies look to a post-pandemic economy, workforce leaders must navigate increased demands for talent, most likely with new work models in place and depleted talent acquisition resources. Despite higher unemployment rates, the supply of talent remains tight in areas of high-demand skills. Given the challenges, what can companies do to compete for this scarce talent, while staying in front of rapidly changing business demands?
In this panel discussion, we’ll explore the issues and opportunities that can help you improve workforce readiness in a time of change and growth. From the new digital imperative, to diversity, equality and inclusion, upskilling, reskilling, and re-imagining your talent engagement capabilities, we’ll address the factors that are shaping our future.
- Digitization of the Career Experience: How are companies investing in people and technology to improve the candidate and worker experience (in remote, onsite and hybrid models) to become more attractive to talent for acquisition and retention?
- Diversity, Equality and Inclusion as a Core Mission: What do organizations need to do to better compete and retain diverse talent and deliver a more equitable, inclusive worker experience?
- Upskilling and Reskilling as a Talent Attractor: As skills become more perishable, learning becomes more of a fundamental career prerogative — how are employers shifting to bring upskilling and reskilling into the employee experience and employer brand?
- Reinventing Talent Acquisition: With depleted resources, how can companies bring in-house or external resources to bear to attract and secure the talent they need? Flexibility, costs, specialization and technology are all factors in the equation.
Vice President, Talent Acquisition at CVS Health
Managing Director, Brand and Experience Design at One North
Client Strategy Executive at Allegis Global Solutions
President at Talent Board