Day 2

For the coming months, and maybe even the long term, students and new grads will find themselves with a variety of workplace possibilities. Some may be fully virtual, some fully in person, and some a combination of both. In some cases, policies may change just weeks before (or after) start dates. But “hybrid” can be even more complicated than that with different policies applying to different groups of students, or even individuals, within the same organization.

How will early talent managers address this? How can campus recruiters respond to questions? What happens when managers have some students working with them in person while others are virtual? What are the impacts of students and new grads working in person if their direct manager wants to remain virtual?

Clearly the new hire experience is in flux – and that can be a major liability for employer brands and attracting future talent.

Listen as this panel discusses these and many more questions. Join in and have your own questions addressed as well

Many employers aspire to attract and recruit more Indigenous students and graduates into their workforce. But turning that aspiration into action is not straightforward and requires a long term commitment. While many recruitment initiatives can be solved through changes to marketing and outreach efforts, creating an inclusive and welcoming environment where Indigenous employees can thrive requires a more strategic approach.

Join us as this panel of experts discusses some of the initiatives they have implemented in their organization and shares ideas that others can act on. They’ll address questions such as:
How can employers of all sizes create a more welcoming environment for Indigenous students?
How can employers help improve the supply of Indigenous talent coming through the education system?
What initiatives, partnerships, and other organizations are available to support and guide employers?
How can smaller organizations get started?

Listen in on the discussion and submit your questions to the panel so that your organization can be more successful with attracting, engaging, and recruiting Indigenous students.

The time for mass marketing to attract young talent is over and micro-influencing is in. Generation Z is influenced by their peers, authentic messaging, and particularly through video.

At Teck we are leveraging the vast marketing potential of our 250+ students hired each year to attract new talent on campus. Join this session to find out how Teck built an inter-connected student community, empowers students to make a real difference, and has created programs to develop and activate brand ambassadors that drive campus attraction.

This panel of your campus recruiting peers will look at the immediate future – the months ahead – and share insights and viewpoints to help everyone plan for what comes next. In a world where we have to be ready to change and adapt our tactics on very short notice, it’s helpful to know what plans others are making; what assumptions they are relying on; and, what they are doing to ensure success engaging and hiring tomorrow’s talent.

Join us as the panel discusses questions such as:

• Will students’ work be virtual, in person, or hybrid this summer?
• How are employers planning for the fall semester? How much do they expect to be on campus vs recruiting virtually?
• How competitive are employers finding the hiring market now? How does this impact their planning?
• What do we know so far about 2023?