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Original
2026-01-01
Modified
2026-02-28
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<p>We're all familiar with the consequences of the tightest labor market in history. Many recruiters at large companies feel like spending more money than ever trying to attract candidates before losing them to upstart competitors. Most recruiters at up-and-coming companies can't see how they can compete with the shiny names and benefits of the behemoths in their space. They're unified in their inability to find top talent - and everyone from the CEO through middle managers are all blowing up their inboxes asking for more help filling roles. It's the most innovative companies - big and small - who are filling jobs faster than ever through new pools to talent.</p>
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<p>We're all familiar with the consequences of the tightest labor market in history. Many recruiters at large companies feel like spending more money than ever trying to attract candidates before losing them to upstart competitors. Most recruiters at up-and-coming companies can't see how they can compete with the shiny names and benefits of the behemoths in their space. They're unified in their inability to find top talent - and everyone from the CEO through middle managers are all blowing up their inboxes asking for more help filling roles. It's the most innovative companies - big and small - who are filling jobs faster than ever through new pools to talent.</p>
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<p>Our panel of experts will talk through:</p>
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<p>Our panel of experts will talk through:</p>
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<ul><li>How to evaluate candidates for attributes and behaviors over experience and education</li>
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<ul><li>How to evaluate candidates for attributes and behaviors over experience and education</li>
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<li>Ways to reduce human bias in the screening and hiring process </li>
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<li>Ways to reduce human bias in the screening and hiring process </li>
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<li>Ideas on how to use data to expand your own talent pool</li>
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<li>Ideas on how to use data to expand your own talent pool</li>
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<li>Tips for making more objective talent decisions by using the predictive psychometric data</li>
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<li>Tips for making more objective talent decisions by using the predictive psychometric data</li>
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<li>Best practices for background screening to promote fair chance hiring</li>
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<li>Best practices for background screening to promote fair chance hiring</li>
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</ul><h2>Caitlin MacGregor</h2>
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</ul><h2>Caitlin MacGregor</h2>
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<p>CEO and co-founder<i>Plum</i></p>
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<p>CEO and co-founder<i>Plum</i></p>
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<h2>Linda Shaffer</h2>
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<h2>Linda Shaffer</h2>
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<p>EVP, Chief People and Operations Officer<i>Checkr</i></p>
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<p>EVP, Chief People and Operations Officer<i>Checkr</i></p>
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<h2>Stephanie Wharton</h2>
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<h2>Stephanie Wharton</h2>
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<p>Manager, DEI Recruiting Programs<i>Handshake</i></p>
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<p>Manager, DEI Recruiting Programs<i>Handshake</i></p>
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<h2>Julie Sowash</h2>
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<h2>Julie Sowash</h2>
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<p>Executive Director<i>Disability Solutions</i></p>
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<p>Executive Director<i>Disability Solutions</i></p>