DAY ONE
7:40 am Conference Registration & Networking
8:40 am What it Takes to Make LEAP a Reality
8:50 am Chair’s Welcome, Opening Remarks & Connection Before Content
Leveraging Culture to Reshape Talent Attraction & Build an Engaged Workforce
9:00 am Workshop Session: Setting the Foundations for Construction Talent Acquisition Success
Synopsis
- How can you build collaboration and connection within your recruiting team, taking into account geographical distance/differences in roles?
- How do you manage stress and maintain a healthy work/life balance?
- What habits help with productivity?
9:45 am Discover: Fostering a Positive Workplace Culture to Attract & Retain Top Construction Talent
Synopsis
- Learn how shifting organizational culture starts with hiring talent who embody the values of your company
- Discover how strategies like flexible family-first scheduling and policies centred around work life balance can foster loyalty
- Uncover how A1 Roofing built a culture in which its employees have become ambassadors of the brand, organically driving talent acquisition efforts
10:25 am Action: How Can Internal Culture & Collaboration Be Improved Within Your Organization to Enhance Recruiting Efforts?
Synopsis
Output Focused Action Session Facilitated by the Chair
- How can you ensure your hiring processes are inclusive to ensure talent feels supported from the get-go?
- What team-building exercises could you plan to strengthen relationships between TA and hiring managers?
- How can you collaborate with HR to share feedback from candidate interviews on priorities like flexible work options and rewards to attract top talent?
10:45 am Speed Networking Break
TRACK A – Practical TA Track
Empowering Construction Recruiters to Build an Impactful Personal Brand to Compete for Top Talent
11:45 am Discover: Building Your Brand as a Construction Recruiter
Synopsis
- An impactful personal brand as a recruiter is essential for success and will follow you throughout your career
- Learn how to build your own professional identity and position yourself as a trusted recruiter to the construction industry
- Delve into best practices, featuring metrics and resources from Royal Electric to build and utilize your personal brand as a construction recruiter
12:05 pm Develop: How Else Can Construction Recruiters Enhance Their Personal Brand?
Synopsis
Question & Answer Session Facilitated by the Chair
- What short-term steps can construction recruiters take to build credibility amongst candidate pools?
- How can social media, such as LinkedIn, be leveraged to elevate your professional presence?
- How can aligning personal values with your professional brand help you to better connect with talent?
12:25 pm Action: What Steps Can You Take to Enhance Your Personal Brand as a Construction Recruiter?
Synopsis
Output Focused Action Session Facilitated by the Chair
- How do you use social media platforms to build your personal brand, and what has been the most effective for you?
- What values or traits do you think are the most important to showcase as a construction recruiter?
- What have you found most effective in increasing your visibility in your target talent pools?
Track A: 12:55 Networking Lunch
TRACK A – Practical Track
Construction Talent Management for Future Readiness
1:25 pm Discover: Building Pipelines of High-Potential Talent for Effective Talent Management
Synopsis
- Identify and support high-potential employees through structured talent management assessments
- Leverage innovative approaches such as talent roadshows and nine-box succession planning assessments to uncover gaps and opportunities
- The story behind Colas’ succession planning and talent management strategy involving aligning employee skills and aspirations with future organizational needs
2:15 pm Develop: What Else Should We Know About Aligning Employee Skills with Future Organizational Needs?
Synopsis
Question & Answer Session Facilitated by the Chair
- How do you ensure objectivity and fairness in your talent management assessments?
- How do you address resistance or hesitance from employees when implementing structured assessments?
- In a fast-evolving industry like construction, how do you predict future skills needs and ensure your pipeline aligns with them?
2:25 pm Action: How Can You Improve Your Current Talent Management & Succession Planning Strategy?
Synopsis
Output Focused Action Session Facilitated by the Chair
- How do you define “high-potential talent” within your own construction organization, and what methods have you found most effective for identifying them?
- How do you balance data-driven assessments with manager input when identifying high-potential talent?
- How does your organization currently approach succession planning for critical roles?
TRACK B – Strategic TA Track
Crafting a Construction TA Function & Showcasing Your Firms Unique Brand
11:45 am Discover: Crafting a Stand-Out Employer Brand to Attract Top Construction Talent
Synopsis
- Learn how to develop a compelling Employee Value Proposition (EVP), promote a positive company culture, and leverage digital media effectively
- Uncover actionable insights including leveraging social media, geo-targeting and storytelling to attract the industry’s best talent while reducing time-to-fill
- Dive into VEIT’s employer branding strategy which has enabled the firm to cultivate and retain a pipeline of highly engaged construction talent
12:05 pm Discover: Structuring a Top-Performing Construction Recruitment Function
Synopsis
- Uncover practical takeaways around how to structure an effective construction TA team with a limited budget, from team roles to sourcing to employer branding
- End-to-end optimization of your construction firms talent acquisition function
- Explore how Hilti restructured its recruitment function on a limited budget, enabling it to meet fast-growing hiring demands
12:25 pm Develop: What Else Should We Know About Creating a Compelling Construction Brand?
Synopsis
Question & Answer Session Facilitated by the Chair
- What roles are essential in a lean talent acquisition team for the construction industry?
- How do employer branding and recruitment structure influence long-term talent pipeline development?
- How can employer branding directly impact time-to-fill for critical roles?
12:35 pm Action: What Actions Can You Take to Elevate Your Construction Employer Brand?
Synopsis
Output Focused Action Session Facilitated by the Chair
How can you ensure your EVP reflects both the values of your firm and the needs of top prospective talent?
What role does company culture play in shaping your external employer brand?
How can you streamline your recruitment function to focus on the most critical roles and talent pools?
Track B: 12:55 Networking Lunch
TRACK B – Strategic Track
Advancing Veteran Hiring to Diversify Your Construction Talent Pipeline
1:25 pm Discover: Building a Successful Military Veteran Hiring Program
Synopsis
- Explore the operational and business benefits of supporting the veteran community
- Learn more about how to actively recruit military veterans and spouses through value-bringing external partnerships
- Cushman & Wakefield’s three-step approach to attracting top talent from the armed forces which has had a measurable impact on the company’s bottom line
2:15 pm Develop: What More Should We Know About Establishing or Building Upon an Impactful Veteran Hiring Program?
Synopsis
Question & Answer Session Facilitated by the Chair
- What are the key operational and business benefits of hiring military veterans and their spouses?
- How can construction recruiters tailor their interview and onboarding processes for veterans applying for civilian roles
- What metrics can construction TA teams monitor to evaluate the success of their military hiring efforts?
2:25 pm Action: How Can You Establish or Strengthen an Impactful Veteran Hiring Program in Your Construction Firm?
Synopsis
Output Focused Action Session Facilitated by the Chair
- How can you adjust your hiring processes to make sure military veterans are able to transition smoothly to a civilian role at your firm?
- How can your firm foster a workplace culture that make veterans feel welcomed and valued?
- How can you identify opportunities in the skills of veterans and align these with project demand?
2:35 pm Networking & Refreshments Break
Leveraging AI to Level Up Your Construction Recruiting Capabilities
3:00 pm Discover: Transform Your Construction Talent Acquisition Function with AI
Synopsis
- Learn how to elevate your tech stack to outpace traditional recruitment practices and streamline your hiring processes
- Discover best practices for implementing AI-driven tools to attract and retain top talent effectively
- Hear Lennar’s journey of integrating AI into its recruiting function, resulting in an 85% reduction in average time-to-fill
3:20 pm Workshop Session: AI in Construction Recruiting
Synopsis
- How are machine learning and generative AI are changing the roles that we hire?
- How can GenAI simplify and improve the stages of sourcing, screening, and interviewing candidates?
- How can construction firms strike a balance between GenAI-driven automation and human interaction in recruiting?
3:50 pm Develop: What More Can We Learn About Leveraging Emerging Technology in Construction Recruiting?
Synopsis
Question & Answer Session Facilitated by the Chair
How do you ensure that AI enhances the hiring process without removing the human touch that candidates value?
How do you see the role of AI evolving in the next 3-5 years in construction talent acquisition and recruiting?
What specific challenges did you encounter when implementing AI into your hiring processes, and how did you overcome them?
4:10 pm Action: What Changes Are You Going to Make to the Way You Utilize Technology for TA?
Synopsis
Output Focused Action Session Facilitated by the Chair
Which stages of your recruitment process (sourcing, screening, interviewing) would benefit most from AI-driven tools, and why?
How would you prepare your talent acquisition team and hiring managers to adopt AI tools and new technologies?
What ethical considerations should be taken into account when using AI to screen or interview candidates?