KEYNOTES + PANELS
Dig deeper into talent-focused explorations of workforce development, recruiting, retention, promotion, training, education and access.
THE ORGANIZATIONAL CHALLENGE:
+ BUSINESS RESULTS
Technology focused organizations don’t need to hire large numbers of people to meet their talent needs.. but they do need to hire the right people - and fast!
This segment will examine the experiences of leading companies who are building winning teams that incorporate diversity while preserving their company culture and achieving breakout business results.
FROM EDUCATED TO HIRED:
THE RELATIONSHIP BETWEEN HIGHER EDUCATION + HR
Human Resources and Workforce Development teams stand ready to help guide the recruitment and acquisition of technical talent, but encounter challenges in their current methods and processes.
• Are our current systems of hiring talent antiquated with rules, laws, and requirements that do not move fast enough for today's market needs?
• Have the technical industries accurately defined the skillsets they seek?
• Do the requirements simply change too fast for Higher Ed to offer the required amount of qualified entrants companies seek?
In this segment, we will take a deeper look at both ends of the traditional talent pipeline and explore opportunities for Higher Education and HR to connect with greater clarity and improved results.
FROM EDUCATED TO HIRED:
THE RELATIONSHIP BETWEEN
HIGHER EDUCATION + HR
• • • PANEL DISCUSSION • • •
Senior Director, Human Resources -
The Ohio State University
Director, Human Resources - CoverMyMedsVIEW BIO
Head of People - Root InsuranceVIEW BIO
Dr. David Harrison
President - Columbus State Community College
• MODERATOR •VIEW BIO
READY TO WORK:
THE NEW TALENT PIPELINE
We wish to offer fresh response to the familiar company lament that “we desperately need qualified people.”
From day one, Technology leaders have put out a call for demonstrably qualified individuals with core technology knowledge, verifiable experience, soft skills, and readiness to contribute to teams... yet they struggle to find the talent they seek. While within these organization, employees have raised issue with the lack of small critical upskilling opportunities for existing talent. Meanwhile, the market has responded to offer a vast pool of rich talent with non-traditional career paths, ready to fill key positions, enter new industries, and receive promotions within their current organizations.
This segment opens a frank dialogue to speak to the challenges, opportunities and triumphs that companies, current employees and future talent experience as they work together to build stronger companies and company cultures.
THE DISTRIBUTED IT TEAM
Are Automation, AI, and Cloud reducing the demand for technical talent? Far from it!
The nature of work and adding economic value is rapidly changing and it is no longer clear that traditional IT shops are the most efficient value contributors in the current digital landscape. From women who are opting to build their own companies to graduating student opting to freelance and achieve multiple personal income streams, the talent pool isn’t shrinking - it’s just opting out.
Is a more diverse talent pool being left behind... or are traditional organizations being left behind?
This segment will focus the lens on today's diverse talent stream, expanding our perceptions of how up-and-coming talent is working and explore how companies can tap into these skilled and relevant resources to bring greater success to their IT endeavors.