So often in the workplace and in our daily lives we look at the differences in others rather than the similarities we may share. With four generations currently in our workforce we may overlook how much we actually have in common with each other that can translate into employee engagement. This session is highly interactive with audience participation demonstrating that we may have skewed perceptions of different generations.

Key Takeaways:

• Four generations defined
• What we say about the different generations at work and how that is counter productive
• Discover what the generations share about motivation and leadership

Lizz Pellet is a Fellow in Organizational Transformation from Johns Hopkins University. She is a change agent with over 15 years of experience developing and delivering solutions that positively impact business results through the most valuable organizational asset: people. Strong in team and leadership effectiveness using a strength based approach when collaborating across cultures and business units. Popular national speaker and educator known for outstanding knowledge transfer with a humorous approach.

Recruiting is the most strategic, complex and dynamic function within HR, but it hasn’t received the technology, attention, or investment it deserves. In a tightened labor market, today’s candidates are consumers who value the candidate experience more than ever, and executives are prioritizing the need for cost-efficient and effective recruitment strategies. Because recruitment is so critical to business success, there’s an enormous opportunity at hand for companies to embrace a new approach to attracting and hiring candidates. It begins with tossing the reactive hiring model and old technology, and instead treating the job seeking process as a consumer experience. Advantage Solutions generates $65+ billion and supports 40,000+ employees, staking claim as a leading sales and marketing agency. To keep pace and successfully scale the business, Advantage Solutions implemented machine learning, revamped its career site and executed an advanced social and mobile strategy. Its application process now operates very similar to a “shoe-buying experience,” to meet consumers’ needs and preferences, and reduce drop-off. This session will offer advice to convince key decision makers on the critical function of recruitment, adopt marketing techniques, and implement new strategies into your recruiting model to make the job-searching experience as streamlined as shopping on Amazon.

Key Takeaways:

• Learn how rich candidate data can impact your recruitment marketing strategy.
• Discover how to incorporate marketing strategies into recruiting to appeal to today’s consumers.
• Influence business decision makers to rethink recruitment strategies and the candidate experience.

Lawrel Aufmuth draws from more than 20 years of experience in Operations and Human Resources with a strong focus on leveraging human capital as a key organizational strategy. Her expertise is in building innovative strategies with the critical outcome being business strategies that can be implemented in the real world with limited budgets and competing priorities. Lawrel has worked for both private and public organizations known for their excellence in operations and human capital management. Her corporate experience includes Gap Inc., Starbucks Coffee Company and The Home Depot where she held various regional and national positions in Talent Acquisition and Human Resources. Lawrel currently serves as the Vice President of Talent Acquisition for Advantage Solutions, the leading sales and marketing company with a workforce of more than 40,000 talented associated generating $65B in sales. At Advantage Solutions, Lawrel leads a team of several hundred recruiting professionals who support hiring throughout North America. In this role, she has overhauled the recruiting process, technology solutions and implemented a best in class talent acquisition team. 

250,000 veterans transition from military service every year joining the over 14-million veterans in the workforce. While many companies recognize the value that these veterans bring to the workforce they may struggle to implement a successful veteran employment program. Whether looking to hire one veteran or 1,000, organizations must know how to source, attract, and hire the right candidate- with the right skills. More importantly, implementing an onboarding process and instilling a culture that fosters engagement and retention helps your veteran employees succeed while simultaneously supporting your business goals.

Key Takeaways:

• In this interactive session, you will learn how to implement the critical components of a successful Veteran Hiring
• Program that’s both scalable and sustainable
• Manage the Veteran hiring process- from pipeline to recruiting to resume, interview to offer
• Onboarding your Veteran hire- tips and resources to create an effective onboarding
• Cultivating a Military-friendly Culture and Work Environment that leads to retention & productivity

Justin retired from the Marine Corps at the rank of Lt. Col. He is now an inspirational speaker and veteran advocate. He speaks at numerous corporate, educational and military institutions about leadership, the upside of change, teamwork and overcoming adversity. Justin is also a Senior Advisor at the US Chamber of Commerce Foundation’s Hiring Our Heroes program focusing on veteran employment and all aspects of veteran hiring initiatives. Justin deployed to Iraq in 2006. While on combat patrol, Justin was shot by a sniper. Justin survived thanks to his fellow Marines and a courageous Navy Corpsman. For his service in Iraq, he earned the Purple Heart, and Combat Action Ribbon. In 2007, Justin worked at the U.S. Dept. of Justice and then as Counsel for the Senate Veterans’ Affairs Committee. In 2011 the Sec. of Defense appointed him to a 4 term on the Task Force for Recovering Warriors. He serves on the Board of several national nonprofits, and co-founded his own. His book, My Battlefield, Your Office, applies military leadership skills to the private sector. His writing on military and leadership issues has been featured in such outlets as CNN, Time, the Washington Post, The Atlantic, Forbes magazine, USA Today, and the Huffington Post. He is soon to be published by SHRM.

A Millennial NFL superstar and his Business Coach walk you through the steps that create success and high performance on the field and in the boardroom. Can these items be taught to individuals or are they innate, and, moreover how do they apply to your workforce? These two believe they are absolutely translatable and show you the workplace strategies on how to create HIPOs. Take a look at the common system that they followed separately before they met, and, have put together to help guide Millennials in their professional and personal lives. What are the basic self-awareness skills that you can teach to your employees to create individual superstars? And, how does that individual performance leverage great teams? These two describe a cross-generational approach on how to create Mindset, Skillset and the Toolset to change the way your culture manages and guides its Millennials. With humor and successful examples from corporate clients this unlikely match will reenergize your coaching and mentoring programs and give you relatable and valuable tips to implement training and culture advancement when you return to the office.

Key Takeaways:

• Learn a 3 step process to reengage millennials through shifts in Mindset, Skillset, and Toolset
• Understand the tools needed to create sustainability through relationship skills and self coaching
• Understand how to create a system and generate buy in for it

Dan Negroni is one of Inc’s 2018 top 100 leadership speakers, a best selling author, consultant, attorney, CEO of launchbox, talent development expert, master coach, and keynote speaker for today’s critical cross-generational issues, bridging the gap between mangers and their millennial workforce to increase employee engagement, productivity and profits. He leverages his authentic, no-nonsense approach and a successful 20+ year career as a CEO, attorney, senior sales and marketing executive, to reinvigorate businesses and people. Dan is the author of Chasing Relevance. Today, there are more than 83 million millennials in the U.S., representing 36% of our workforce. By 2025, that percentage will reach 75%. Our ability to attract, train, manage, and retrain this next generation of leaders is critical to the future success of our businesses. Chasing Relevance empowers businesses and their leaders by bridging youth and experience to create powerful, connect workplaces.