Agenda

Strategically aligning your Talent Acquisition (TA) function ensures your output will be valued and needed by the business to achieve its goals. In this highly interactive 60-minute session, participants will work in teams using the A2A methodology to develop a strategic TA alignment plan through collaborative problem-solving and peer learning.

A centralized recruitment model through a Shared Service Center in one country while managing hiring across several locations in the same labor market presents both challenges and opportunities. The key to success in building a high-performing recruitment service is the balancing of processes, capacity and candidates. This session will explore these 3 ingredients of balancing:  1. How to balance standardized processes with local, individual stakeholder needs? 2. How to allocate capacity efficiently and flexibly where and when recruitment is needed? 3. How to navigate market dynamics: when to source from local vs. country labor market?  

Employee referral systems often rank among the top 3 performing channels in the recruitment channel mix, both in terms of the number of relevant incoming candidates and position fulfillment. For some time now, we have known that it is not the referral fee and its amount that drive successful and efficient referral systems. Participants in the workshop will learn how to communicate about the referral system within the organization. They will also explore ways to increase the number of referring employees. After the program, participants will leave with a tangible action plan that they can implement immediately within their own organizations and recruitment processes.

Kevin Wheeler as a former corporate executive at several major corporations has gained an incredible amount of valuable experience over the 40 years he has been in the industry. He will talk about the dramatic transformation of the TA profession, looking ahead to both the short and long term. What lies ahead and what should we prepare for in this changing business environment?  

Join this session to explore practical strategies for Talent Acquisition experts and hiring managers to collaborate effectively, ensuring clear alignment on role requirements and streamlined processes. Discover how effective communication and a unified approach can build trust, accelerate the hiring process, and deliver a positive candidate experience from start to finish.

In my presentation you will have overview of the regional labor market challenges of Central and Eastern Europe, how the market is developing from the candidate side, what are their main preferences. I will share practives how we react to this from the Generali side, what are our responses, concrete steps to improve attraction, retention, and employee experience, highlighting our welfare programs and our experience in hybrid operations.

Join Ivan Tomko as he explores the pros and cons of having a centralized Talent Acquisition hub compared to having Talent Acquisition Partners spread across the EMEA region. Discover insights on how each approach impacts efficiency, local expertise, and overall talent strategy!

Edita will share how to build trust right from the start and really connect with your hiring managers by focusing on what matters most to them. Whether it's speed or quality, she'll show you how to streamline the process and customize your approach to their needs. Plus, she'll share some great tips on staying consistent with check-ins and feedback to help you build strong, lasting relationships. You won’t want to miss it!

Why Employer Branding? And why on LinkedIn? Have you ever wondered what makes LinkedIn posts truly successful? Is it a well-guarded secret, or do small, consistent practices make a big impact? In this session, we’ll unveil the mysteries of LinkedIn Employer Branding and break it down into easy-to-understand, actionable steps. Spoiler alert: the secret lies in a blend of hard work, consistency, and a passionate team driving the efforts. Join us to discover how you can elevate your employer brand on LinkedIn.

Early Careers has been one of the key strategic drivers of transformational change. Multiple organisations have made substantial investments and brought People Transformation to the fore.

Early Careers is an enabler to support growth and innovation and is key in accelerating new skills and capabilities. It’s also a necessary response to demands from users and customers that an organisation must invest in a workforce landscape that evolves and sustains.

 For several industries, B2B or B2C, the question at the point of "sales" is not "what" you deliver but "how." How does a firm sustain its products and services? How does it perform against the competition in terms of a variety of benchmarks? To be assessed within the competitive landscape, investing in the ‘customer future’ through talent has become one of the critical considerations for decision-making.

 We will share insight into why, what and how, as an employer, you will remain competitive through Early careers. We will explore:

• Improving attraction

• Improving retention

• Making an internal cultural shift

• Becoming more customer-centric

• Innovating your candidate offering

We are preparing a down to earth and accurate image of how 2025 will be like on the recruitment market, especially since all CEE countries are swimming into stormy seas. We have learned to expect the unexpected, but how can we prepare ourselves to cope with the unknown?