Attract. Hire. Develop. May 25-26, 2021 Purchase Recordings A program for campus recruiters and early-talent professionals.

Don’t lose ground in the upheaval.

With the “great experiment” of 2020 behind you, now is the time to capitalize on what’s been learned by peers and experts across the industry.

Purchase Recordings

Overcome today’s most important challenges:

1.


Employer branding, recruitment, and selection during a pandemic.

2.


Making diversity, equity and inclusion a reality.

3.


Managing and developing talent virtually.

Adapt your campus recruitment skills and knowledge for an online world.

  • Discover the best approaches to recruit virtually
  • Understand what has changed (and what has not)
  • Feel confident that you’ve got this!

Purchase Recordings



1. Register yourself and your team now.

2. Learn, connect, and adapt your strategy & tactics.

3. Hire the talent you need to succeed.

First came the pivot. Now comes the learning.

After many months of experimenting and learning on-the-fly, campus recruiters have tried many new approaches to employer branding, hiring, on-boarding, managing interns and developing young talent virtually.

Go beyond your own experiences and learn from peers across Canada.

Success in the future will belong to those who build strategies and tactics that are agile and responsive to change.

Register now to learn from the best.

Purchase Recordings


Whether you are hiring new grads, interns, or co-ops, campus recruiting has been transformed by Covid-19.

The good news is that much of what you are learning now will support your success on campus for years to come. The Campus Recruiting Forum is focused exclusively on helping you learn to attract, engage, and hire with confidence in this new world.

Workshop topics will include:

  • Succeeding with virtual events & activities
  • Building diversity & inclusion into your strategy
  • New technologies & tools
  • Managing students who are working from home
  • Navigating campuses you can’t visit
  • And much more
It will also provide you with the big picture context that you’ll need for future planning:

  • How diverse students are interacting with employers
  • The acceleration towards the future workplace
  • Adapting recruitment fundamentals to the new market
  • How to build a recession-proof campus program
  • And more

Regardless of your industry, regardless of the majors you hire, this program is for you.

Speakers

J.D. Irving, Limited

J.D. Irving, Limited

Blake Hamilton, Team Lead, Campus Recruitment
Marsh McLennan

Marsh McLennan

Stéphanie Joseph, Talent Acquisition Consultant, University Relations
En Point

En Point

Chantal Brine, CEO
Metrolinx

Metrolinx

Michele Tiwari, Campus & Diversity Events, Talent Acquisition
PSP Investments

PSP Investments

Carly Stanway, Manager, Campus and Internship Experience

Royal Bank of Canada

Royal Bank of Canada

Lauren Mark, Senior Manager, Academic Relationships
SNC Lavalin

SNC Lavalin

Ariane Lamy, Campus and Diversity Manager - Canada
Avanti Software

Avanti Software

Pascal Theriault, Talent Acquisition Specialist
BMO Financial Group

BMO Financial Group

Amy Squire, Campus Recruitment Student Experience and Operations Manager
CIBC

CIBC

Victoria Zajdel, Senior Program Manager, Campus Recruitment

Blackberry

Blackberry

Rachel Karsten, Talent Acquisition Specialist, University & Colleges
Dalhousie University

Dalhousie University

Robert Wooden, Director, Management Career Services
Rogers

Rogers

Denise Bang, Campus Program Manager
Rogers

Rogers

Anna Servedio, Manager, Emerging Talent
Royal Bank of Canada

Royal Bank of Canada

Tenzin Zongdho, Senior Manager, Early Talent Acquisition

TD Bank Group

TD Bank Group

Michelle Thompson, Head of Campus Recruitment and Early Talent Programs
CIBC

CIBC

Gaby Bohus, Director, Campus Recruitment & Early Talent Engagement
TD Bank Group

TD Bank Group

Jon Spence, Program Manager, Early Talent
Smith School of Business, Queen's University

Smith School of Business, Queen’s University

Nancy Sammon, Relationship Manager
Brainstorm

Brainstorm

Graham Donald, Founder & President

University of Alberta

University of Alberta

Jia Jia, Manager, Employer Relations, Career Centre
Dalhousie University

Dalhousie University

Theresa Myra, Employer Development Coordinator, (New Development) - Science, IT, Engineering Co-op (SITE)
Jesse Thistle, Indigenous Advocate & Bestselling Author, Assistant Professor of Métis Studies, York University

Jesse Thistle, Indigenous Advocate & Bestselling Author, Assistant Professor of Métis Studies, York University

J.D. Irving, Limited

J.D. Irving, Limited

Blake Hamilton, Team Lead, Campus Recruitment
Marsh McLennan

Marsh McLennan

Stéphanie Joseph, Talent Acquisition Consultant, University Relations
En Point

En Point

Chantal Brine, CEO
Metrolinx

Metrolinx

Michele Tiwari, Campus & Diversity Events, Talent Acquisition

PSP Investments

PSP Investments

Carly Stanway, Manager, Campus and Internship Experience
Royal Bank of Canada

Royal Bank of Canada

Lauren Mark, Senior Manager, Academic Relationships
SNC Lavalin

SNC Lavalin

Ariane Lamy, Campus and Diversity Manager - Canada
Avanti Software

Avanti Software

Pascal Theriault, Talent Acquisition Specialist

BMO Financial Group

BMO Financial Group

Amy Squire, Campus Recruitment Student Experience and Operations Manager
CIBC

CIBC

Victoria Zajdel, Senior Program Manager, Campus Recruitment
Blackberry

Blackberry

Rachel Karsten, Talent Acquisition Specialist, University & Colleges
Dalhousie University

Dalhousie University

Robert Wooden, Director, Management Career Services

Rogers

Rogers

Denise Bang, Campus Program Manager
Rogers

Rogers

Anna Servedio, Manager, Emerging Talent
Royal Bank of Canada

Royal Bank of Canada

Tenzin Zongdho, Senior Manager, Early Talent Acquisition
TD Bank Group

TD Bank Group

Michelle Thompson, Head of Campus Recruitment and Early Talent Programs

CIBC

CIBC

Gaby Bohus, Director, Campus Recruitment & Early Talent Engagement
TD Bank Group

TD Bank Group

Jon Spence, Program Manager, Early Talent
Smith School of Business, Queen's University

Smith School of Business, Queen’s University

Nancy Sammon, Relationship Manager
Brainstorm

Brainstorm

Graham Donald, Founder & President

University of Alberta

University of Alberta

Jia Jia, Manager, Employer Relations, Career Centre
Dalhousie University

Dalhousie University

Theresa Myra, Employer Development Coordinator, (New Development) - Science, IT, Engineering Co-op (SITE)
Jesse Thistle, Indigenous Advocate & Bestselling Author, Assistant Professor of Métis Studies, York University

Jesse Thistle, Indigenous Advocate & Bestselling Author, Assistant Professor of Métis Studies, York University

Schedule

(All Times are Listed in Eastern Time)

  • Day 1

    Tuesday, May 25

  • In this session TD's Michelle Thompson and Jon Spence will discuss how to create a successful new graduate program within your organization. They will cover how to define the goal of your program, determining future skills and capabilities, gaining stake-holder buy-in, developing your budget, and building the new-graduate experience. The session will also cover how to keep your programs relevant and how they adapted the experience in a virtual environment. This session will also include a "fireside chat" with some of TD's current Associates to allow you to hear about their experiences first hand.

  • Though it may not always be recognized as such, campus recruitment should be an invaluable strategic asset to your organization. This may not be immediately apparent to hiring managers, divisional heads, or even senior leadership. But without ensuring strategic alignment and effectively communicating with these and other stakeholders, student hiring (and the people who manage the process) may be undervalued and therefore limited in its impact.

    In this session, we'll explore how campus recruiters can think of themselves as key strategic players within their organizations’ overall talent strategy and expand their role and influence across the business. Join the discussion as we look at ways to strengthen the position campus recruitment and create opportunities for long-term growth for professionals in this space.


  • In an effort to explore new channels to attract and develop early talent, the team at RBC launched an official summer internship program for High School students four years ago. This blossomed into a successful annual program, and a great pipeline of diverse students for the company to tap into when the students were ready for RBC's core co-op program. RBC also started numerous programs to engage with racialized and female students as early as grade 8. This session will explore RBC's High School success story and provide ideas for how other organizations of any size can build a successful and diverse pipeline of students through high school engagement.

  • A short while ago, nobody could have imagined onboarding interns, co-ops or new grads virtually and then having them work remotely full-time. How would they experience your culture? How would they connect with peers? How could you mentor and develop them without seeing them in person? And most importantly, how could you ensure they loved the experience and wanted to come back?

    Join this session for perspectives from diverse organizations on managing the virtual work experience for students and new grad hires. Learn about what types of events and programming have worked; different approaches to learning and development; how organizations have created connections among students and their colleagues; and, how virtual hires have transitioned into virtual ambassadors.


  • Day 2

    Wednesday, May 26

  • What do a multi-national financial services firm, a 135 year old diverse group of companies and a dynamic entrepreneurial start-up have in common? They are all highly engaged in leveraging the power of co-op students to build their talent pipeline. Join this facilitated panel discussion of diverse organizations as they discuss:

    • Evaluating your organization’s need for co-op students
    • Developing appropriate and attractive job opportunities
    • Identifying schools/co-op programs to work with
    • Promoting your employer brand via co-op student ambassadors
    • Converting co-op hires into new grad hires

  • Employers of all sizes and from every industry have tried many new things over the past year to attract students, engage them in recruiting activities, and to hire and manage them virtually. Some have sat in empty “Zoom rooms” waiting for students to show while others have been overwhelmed with interest. Some have “gone it alone” while others have deepened campus partnerships on campus.

    Join this panel for a variety of front-line perspectives on three main areas of employers’ virtual activity: recruiting events; hiring and selection processes; and onboarding and managing students as they work from home.

    Learn what has worked well and not so well as employers have experimented with new approaches over the past year.


  • In the rapidly changing campus talent marketplace, it is easy for priorities to shift – especially when managing a program with multiple stakeholders. Providing Generation Z a best-in-class candidate experience, balancing hiring managers’ expectations, and educating the business on the unique campus timelines, are just a few of the challenges.

    Join the campus team from Rogers Communications’ for this session to learn how they maintain the integrity of their successful hiring practices while compressing timelines and turnaround. They will share how they have implemented an agile approach for high volume recruitment that involves dedicated hiring squads to provide a consistent and effective return within a tight time frame.


  • Perhaps the two biggest themes in campus recruitment over the past year have been the move to virtual and a renewed focus on attracting and supporting diverse talent. In this session you'll learn how CIBC has adapted its strategy for attracting and engaging students during these changing times. This will include a look at how the early talent team has maximized value from virtual engagement to elevate their presence on campus and foster meaningful connections with candidates. You'll also explore their strong focus on diversity and how their strategy and tactics have evolved to attract and hire a more diverse student base.

  • Biases inherent in current recruiting systems, a lack of role models in key positions, barriers to access opportunities, and a shortage of diverse students in certain programs are just a few of the challenges faced by both students seeking jobs and the employers seeking diverse talent.

    As employers increase their commitments to address the challenge of bringing greater diversity to their workforce, talent acquisition professionals are expected to rise to the occasion.

    This panel will discuss some of key challenges campus recruiters face and the creative ways they are developing to reach, attract, engage, and ultimately hire diverse students and new grads on campus.


  • Four years ago, RBC trialled an on-demand video app to help in talent selection for one of its premier rotational programs. That led to insights and changes as the organization determined how to make the best use of asynchronous interviews within the overall selection process. Since that first trial, the tool has been used for a number of different talent drives. The journey has allowed for consistency in talent vetting, removal of unseen barriers, flexibility in resources and adoption of best practices that complement traditional selection processes.

  • Day 3

    Thursday, December 17

  • We haven't found any session that matches you're criteria
  • Day 1

    Tuesday, May 25

  • In this session TD's Michelle Thompson and Jon Spence will discuss how to create a successful new graduate program within your organization. They will cover how to define the goal of your program, determining future skills and capabilities, gaining stake-holder buy-in, developing your budget, and building the new-graduate experience. The session will also cover how to keep your programs relevant and how they adapted the experience in a virtual environment. This session will also include a "fireside chat" with some of TD's current Associates to allow you to hear about their experiences first hand.

  • Though it may not always be recognized as such, campus recruitment should be an invaluable strategic asset to your organization. This may not be immediately apparent to hiring managers, divisional heads, or even senior leadership. But without ensuring strategic alignment and effectively communicating with these and other stakeholders, student hiring (and the people who manage the process) may be undervalued and therefore limited in its impact.

    In this session, we'll explore how campus recruiters can think of themselves as key strategic players within their organizations’ overall talent strategy and expand their role and influence across the business. Join the discussion as we look at ways to strengthen the position campus recruitment and create opportunities for long-term growth for professionals in this space.


  • In an effort to explore new channels to attract and develop early talent, the team at RBC launched an official summer internship program for High School students four years ago. This blossomed into a successful annual program, and a great pipeline of diverse students for the company to tap into when the students were ready for RBC's core co-op program. RBC also started numerous programs to engage with racialized and female students as early as grade 8. This session will explore RBC's High School success story and provide ideas for how other organizations of any size can build a successful and diverse pipeline of students through high school engagement.

  • A short while ago, nobody could have imagined onboarding interns, co-ops or new grads virtually and then having them work remotely full-time. How would they experience your culture? How would they connect with peers? How could you mentor and develop them without seeing them in person? And most importantly, how could you ensure they loved the experience and wanted to come back?

    Join this session for perspectives from diverse organizations on managing the virtual work experience for students and new grad hires. Learn about what types of events and programming have worked; different approaches to learning and development; how organizations have created connections among students and their colleagues; and, how virtual hires have transitioned into virtual ambassadors.


  • Day 2

    Wednesday, May 26

  • What do a multi-national financial services firm, a 135 year old diverse group of companies and a dynamic entrepreneurial start-up have in common? They are all highly engaged in leveraging the power of co-op students to build their talent pipeline. Join this facilitated panel discussion of diverse organizations as they discuss:

    • Evaluating your organization’s need for co-op students
    • Developing appropriate and attractive job opportunities
    • Identifying schools/co-op programs to work with
    • Promoting your employer brand via co-op student ambassadors
    • Converting co-op hires into new grad hires

  • Employers of all sizes and from every industry have tried many new things over the past year to attract students, engage them in recruiting activities, and to hire and manage them virtually. Some have sat in empty “Zoom rooms” waiting for students to show while others have been overwhelmed with interest. Some have “gone it alone” while others have deepened campus partnerships on campus.

    Join this panel for a variety of front-line perspectives on three main areas of employers’ virtual activity: recruiting events; hiring and selection processes; and onboarding and managing students as they work from home.

    Learn what has worked well and not so well as employers have experimented with new approaches over the past year.


  • In the rapidly changing campus talent marketplace, it is easy for priorities to shift – especially when managing a program with multiple stakeholders. Providing Generation Z a best-in-class candidate experience, balancing hiring managers’ expectations, and educating the business on the unique campus timelines, are just a few of the challenges.

    Join the campus team from Rogers Communications’ for this session to learn how they maintain the integrity of their successful hiring practices while compressing timelines and turnaround. They will share how they have implemented an agile approach for high volume recruitment that involves dedicated hiring squads to provide a consistent and effective return within a tight time frame.


  • Perhaps the two biggest themes in campus recruitment over the past year have been the move to virtual and a renewed focus on attracting and supporting diverse talent. In this session you'll learn how CIBC has adapted its strategy for attracting and engaging students during these changing times. This will include a look at how the early talent team has maximized value from virtual engagement to elevate their presence on campus and foster meaningful connections with candidates. You'll also explore their strong focus on diversity and how their strategy and tactics have evolved to attract and hire a more diverse student base.

  • Biases inherent in current recruiting systems, a lack of role models in key positions, barriers to access opportunities, and a shortage of diverse students in certain programs are just a few of the challenges faced by both students seeking jobs and the employers seeking diverse talent.

    As employers increase their commitments to address the challenge of bringing greater diversity to their workforce, talent acquisition professionals are expected to rise to the occasion.

    This panel will discuss some of key challenges campus recruiters face and the creative ways they are developing to reach, attract, engage, and ultimately hire diverse students and new grads on campus.


  • Four years ago, RBC trialled an on-demand video app to help in talent selection for one of its premier rotational programs. That led to insights and changes as the organization determined how to make the best use of asynchronous interviews within the overall selection process. Since that first trial, the tool has been used for a number of different talent drives. The journey has allowed for consistency in talent vetting, removal of unseen barriers, flexibility in resources and adoption of best practices that complement traditional selection processes.

  • Day 3

    Thursday, December 17

  • We haven't found any session that matches you're criteria

Have Questions?

Will this just be a series of webinars?

Absolutely not. Certainly, there will be great presentations, hands-on workshops and panel discussions. But there will also be opportunities to network 1:1 via chat and video, collaborate in roundtables, and meet with schools and vendors at exhibits.

Is this local, national, global or what?

This edition of the Campus Recruiting Forum is focused on engaging and hiring students in Canada.

What is the schedule and time commitment?

The program will run May 25 & 26 for a little more than half a day each day: 11:30 – 5:00 PM Eastern time. But we don’t expect you to participate in every session. You can choose the ones that are most relevant to you, take time to network and meet with other participants, tour the exhibits, jump into a roundtable discussion, and take breaks to stretch your legs.

Will there be recordings available?

All registrations include free access to the presentation recordings for 12 months.

Testimonials

Vincent Gavigan
"This event was so valuable, the combination of fundamentals and employer experts provided a real world applications that we are looking to implement immediately. Opportunity to network was invaluable"

Vincent Gavigan
Manager of Emerging Professionals & University Relations
-
Fox Rehabilitation
Stephanie Cera Amenta
"For anyone in the Early Talent space, this is THE conference to attend. Inspirational content, forward thinking speakers and an opportunity to build a valuable network with experts in Campus Recruitment."

Stephanie Cera Amenta
Head of Campus Talent Acquisition
-
OMERS
Katie Schwartz
"Great content packed into two days of programming! A lot of strong takeaways as we wrap up our intern program and plan for fall virtual recruitment!"

Katie Schwartz
Manager of Campus Recruitment Program
-
Buro Happold
Sharon Gallagher
"This was a great virtual conference. The speakers were experienced in their fields and their topics offered great insight for attendees."

Sharon Gallagher
Campus Recruiting and Talent Development Manager
-
All Risks, Ltd
Salimah Manji
"I really enjoyed the Campus Recruiting Forum. It was a great opportunity to learn best practices and also to connect to others in the industry. I am excited to go back and share the ideas with my team."

Salimah Manji
Campus Talent Acquisition Partner
-
CIBC
Samantha Odizor
"Knowledgeable instructors and great group discussion. Excellent for both beginners and experienced recruiters alike."

Samantha Odizor
Campus Recruiter
-
FTI Consulting
Stephanie Leuck
"As a repeat attendee, I am leaving with a whole new set of tools to continue to improve my strategy."

Stephanie Leuck
University Recruiting Manager
-
84.51°
Ashley Ellerbeck
"Fantastic conference! Edgy, relevant, strategic. The Campus Recruiting Forum provided tools and tactics that will change the way we recruit."

Ashley Ellerbeck
Talent Acquisition Specialist
-
Canfor

Lead Sponsor

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