Peer Practitioner Forum

A.I. is reshaping how talent discovers, evaluates, and experiences your brand. In this high-impact session, leaders will explore how recruitment marketing and employer brand strategies evolve when algorithms, not ads, shape perception. We’ll dig into how generative A.I. is redefining content creation, candidate engagement, and reputation management—and how forward-thinking teams are staying authentic, human, and ahead of the curve.

AI promises to save time—but what about the work it creates? From checking outputs and correcting bias to helping colleagues adopt new tools, employees may be taking on responsibilities that don’t show up in job descriptions or workload plans. In this session, we’ll explore how to make that work visible, recognize who’s carrying it, and ensure AI adoption delivers meaningful relief.

More applications do not necessarily lead to better hires. As application volume rises, recruiting teams are struggling to identify qualified candidates quickly, manage recruiter capacity, and prevent strong talent from getting lost in the noise. In this session, leaders will explore how organizations are improving applicant quality, refining sourcing and attraction strategies, and using technology and data to prioritize the candidates most likely to succeed.

During reorganizations, technology shifts, and changing business priorities, employees look for clarity that leaders may not yet be able to provide. How do you maintain trust when the answers are still taking shape? Come compare notes on communicating uncertainty, equipping managers for difficult conversations, and using employee feedback to close the gap between what leaders promise and what employees experience.

Talent marketing leaders are increasingly expected to demonstrate how their work influences business outcomes—not just engagement metrics. In this session, you’ll explore how leading organizations connect employer brand investments to recruiting performance, candidate quality, and hiring success. Together, we’ll discuss the metrics that matter, the stories executives respond to, and practical approaches for proving the value of talent marketing in a competitive business environment.

Workforce plans can quickly become outdated as business priorities, technology, and skill needs evolve. How are HR teams making planning an ongoing process that shapes decisions about hiring, development, and internal mobility? In this session, we’ll explore how peers are partnering across the business, weighing different scenarios, and translating workforce insights into action—even when the data is incomplete and the future is uncertain.

High-volume and hard-to-fill roles present very different challenges—but both require talent acquisition teams to reach the right candidates and move them through the process efficiently. In this session, leaders will explore how organizations are adapting their sourcing, recruitment marketing, assessment, and candidate experience strategies for each hiring environment. Together, we’ll discuss how to balance speed, quality, personalization, and recruiter capacity across the roles the business needs most.

Flexibility looks different across roles, locations, and business needs—and employees don’t always agree on what’s fair. As organizations revisit return-to-office expectations, how can leaders balance consistency with meaningful choice? Let’s explore how peers are explaining policy decisions, supporting managers through exceptions, and creating flexibility for employees whose jobs require them to be on-site.