Please enjoy the best view of Amsterdam while enjoying a walking dinner. A perfect oppertunity to network and enjoy your stay in Amsterdam.

Navigating the AI Revolution with Next-Gen KPIs The advent of Generative AI is fundamentally transforming jobs across all job families, bringing both challenges and opportunities for workforce planners and talent intelligence professionals. In this evolving landscape, these professionals are uniquely positioned to take advantage of an unprecedented opportunity: to not only redesign existing KPIs but to also move beyond the traditional supply-and-demand metrics that have long governed workforce planning. This presentation will explore innovative approaches to developing new KPIs that reflect the rapidly shifting dynamics of the labor market. It will highlight how the integration of AI technologies is driving structural changes in skill requirements, job roles, and overall talent strategies. By focusing on these changes, we aim to provide actionable insights for measuring and managing workforce evolution, ensuring organizations stay agile and competitive in a labor market reshaped by AI. From rethinking how we quantify workforce agility to assessing how well teams adapt to emerging technologies, this session will demonstrate how to measure success in the age of generative AI.

Discover how Telefónica leverages data and AI to predict and manage future skill needs. Dr. Sarah Aßinger, Senior Skill and Learning Manager at Telefónica, will share their innovative approach to talent management, focusing on the question how decisions in recruiting and external workforce management are supported by skill predictions and skill value calculations. Stephan Menge, VP Sales Europe at Textkernel, will discuss strategies to address workforce challenges due to demographic changes, offering practical examples and real market data. This session is packed with valuable insights for HR professionals focused on strategic workforce planning.

Will discuss how to leverage talent intelligence data to drive organizational changes at EY. As the global talent attraction acquisition leader, Irmgard will focus on hiring diverse skills, talent retention, and improving candidate experience. She'll highlight the discrepancy between external and internal candidate experiences, emphasizing the need to enhance the experience for internal candidates. Irmgard will share insights on how they're using both external and internal data to inform their talent strategy, aiming to prepare EY for future hiring challenges and opportunities.

Centralising all data and intelligence across an organisation is often hailed as the fairytale happy ever after for Talent Intelligence. I will be shedding light on how feasible this is, how you can go about approaching this, the benefits, and the importance of having an intelligence playbook.

Will explore the transition from market intelligence to competitive intelligence, emphasizing the crucial role of standardization and taxonomies. Ben will discuss methods for constructing taxonomies that enable benchmarking across firms with differing conventions for job titles and seniority levels. This talk will likely provide practical insights into overcoming the complexities of comparing talent data across organizations.

Complementing Meta's presentation, Nickolas will bring his focus on digital transformation in HR to the discussion. With his recent MBA and technical background, he'll explore how talent intelligence can shift from reactive to predictive approaches. Nick will likely discuss opportunities for HR digital transformation, emphasizing how harnessing talent intelligence can positively shape the future of organizations and HR practices. Ben Zweig will cover two main topics: a) Strategies for targeting potential hires based on vesting schedules in larger corporations, likely discussing how to optimize recruitment efforts by understanding equity compensation. b) An analysis of jobs most susceptible to automation in the next 5-10 years. This will include identifying which sectors are moving towards automation, which jobs should be automated immediately, which should wait, and which are already being automated. This session promises to provide valuable insights into future workforce trends and planning.

Is a true believer in making HR more evidence-based to improve decision-making. In the last 15 years, he established people analytics as an accepted and common practice within a large corporate organization. He is an internationally recognized thought leader and a frequent speaker at HR and people analytics-related conferences. Currently, he is also pursuing a PhD focusing on the adoption and institutionalization of people analytics. During the Global Talent Intelligence Conference he will give his view on: “The current state and future outlook of People Analytics: A practitioner and academic perspective”

The key to successful management of a global or local employer brand is a deep knowledge about your internal- and external image. We present the mirror- method that enables a global organization to provide recommendations and steering anchors down to the country and target group level. While adding operational value with these insights per target group the method provides an overview across countries.

Laurens Waling, a pioneer in AI-driven talent mobility, will lead an interactive workshop exploring the growing trend of talent ecosystems and the objective scoring of internal and external candidates for job vacancies. This session will delve into the use of AI to analyze public data about your company and competitors, providing a robust framework for calculating skill gaps. Participants will learn practical applications of AI tools for enhancing talent management strategies, including the development of skills funnels and effective reskilling approaches. This workshop is designed for professionals keen on leveraging AI to optimize their talent acquisition, talent development and strategic workforce processes.

Picnic is building the best milkman on earth! One of the comments we hear most often is about how we consistently select such friendly delivery people. People tell us that every delivery feels like a pleasure! In this case study we discuss the Importance of data in high-volume Recruitment to improve time-to-hire (TTH), Applicant Experiences (AX) & conversion in order to hire the best people!

Presenting jointly with Nickolas, Meta will explore how AI is transforming talent intelligence into a more strategic driving force for organizations. Drawing from her experience leading the Talent Intelligence and Attraction Team at NVIDIA, she'll discuss historical context, current experiences, and future projections. The talk will likely touch on the rapid changes NVIDIA has undergone since the AI boom, particularly since the release of ChatGPT, and how this has impacted their talent strategies.

Will co-present on balancing talent demand, attrition, and workforce strategy. They'll focus on the collaboration between Talent Intelligence, People Analytics, and Strategic Workforce Planning teams. Key points include developing data-driven retention models, introducing the concept of "residual attrition", and demonstrating how external market signals correlate with internal data. They'll emphasize the importance of considering a company's unique DNA when applying external insights, using Amdocs' experience navigating from the "great resignation" to current low attrition environments.

Will present a case study on total workforce visibility at Novartis, focusing on external workers. He'll discuss the scale of Novartis's external workforce (44,000 external vs. 78,000 employees) and the associated risks and opportunities. Maarten will introduce an AI model developed with Workforce Insights to classify different types of external workers. He'll emphasize how this visibility enables better workforce transformation decisions, touching on regulatory considerations like IR35 and the importance of proper classification for managing different worker types.

This EY-led breakout session will provide an exploration of how Competitive Intelligence methodologies are currently being utilised within the Talent Intelligence community, as well as highlighting potential areas that may have been overlooked due to the predominant TI focus and debate regarding the crossovers with People Analytics and Recruiting. We will examine the critical role of CI as a standout professional discipline and explore it’s contributions to the enhancement of TI strategies and outcomes. We will discuss leading CI practice (such as the development of intelligence frameworks and the ethical considerations of CI work), share innovative approaches, and encourage an open dialogue on the integration of CI principles into the TI framework.