The Future of Work: InsighTalent vs InsighTech: Day OneTuesday, 11 April 2023 - ET (Eastern Time, GMT-05:00)

It all starts with a problem that needs to be solved. We do months of studies and collect data to solve for that problem. But data alone is not an insight. This panel discusses the keys to turning data into insights as well as how to communicate data across the business and tell stories that matter. We'll also discuss methods for achieving buy in, so that insights can truly activate business within our organizations.

Interested in moderating this session? Contact Liz Hinkis at Elizabeth.Hinkis@informa.com.

Nobody is going to argue that technology is integral to how we live our lives and accomplish our work today. But, as insights professionals, if all that technology gives us is efficiency and data points, it will continue to feel far removed from the real humans we seek to serve as brands.

People are more than a set of black and white metrics, numbers in a column, or points on a graph. The decisions we make and the paths we choose are functions of our personalities, needs, emotions, and the contexts we encounter daily in real life. So how can we harness the undoubted power of technology to bring us closer to this deeper, more human understanding?

Join us at Toluna North America EVP of Enterprise, Jess Gaedeke, chats live with Linda Mielnicki Light, Associate Director Global Insights Connect and Gifting Portfolio, Mars Wrigley, and Angela Shih, Senior Director Commercial Insights at Treasury Wine Estates, to unpack:

• Why empathy for the humans you seek to serve is critical to brand success.
• The importance of going 'beneath the surface' to understand how your brand can truly connect during times of economic uncertainty.
• The value of implicit measurements to uncover deep understanding of personality, emotions, and needs.
• Available technologies that can uncover qualitative depth at scale

This session will cover how to revolutionize recruitment processes to diversify talent pools, attract new talent and create inclusive pipelines for improved retention and engagement.

Key discussion points include:

• From job ads to aptitude tests, take tangible steps to mitigate unconscious bias from candidate selection
• How to train and educate recruitment managers to broaden their enrolment scope to diversify talent pools and remove any barriers so that tools are accessible to all
• Benchmark the progress you have already made in order to conduct a review into your acquisition processes to really drive ongoing inclusive, equitable and fair recruitment