We think health & wellness should be a focus, especially during this time so we are really ecstatic to be kicking off URx Forward with a yoga session led by Samantha Khan!

This session goes over why gratitude is so important in the workplace. From sharing my insights on why gratitude is important, to key takeaways to help encourage gratitude in others - this time will encourage your own perception on why gratitude matters.

In a live conversation we will discuss;

📍 April’s experience as a POC university recruiting professional focused on diversity recruiting.

💡 April's perspective on diversity & HBCU recruiting strategy.

🌟 Whats next for April!

Join our URx Forward Sponsor, RippleMatch, for an Interactive Session

Over the past year, COVID-19 has changed many aspects of our daily lives, including how we work. It's also changed what students are looking for in their first jobs and internships. In this session, we'll be sharing new data and insights on what students graduating into this new environment value in the workplace, how COVID has shaped their perception of the work, and how top employers are building the recruitment and retention models of the future. 

2020 was unprecedented for us all - learning new ways to recruit, engage, interview and onboard. Hear from Paypal, Adobe, eBay and Nordstrom on lessons they learned from 2020.

2020 was unprecedented for us all - learning new ways to recruit, engage, interview and onboard. Hear from Roblox, Credera, Echo Global Logistics and Pure Storage on lessons they learned from 2020.

2020 was a year of trial by (dumpster) fire. At Duolingo, we were forced to rethink how we engage with candidates in this new fully remote world. In a year full of chaos, we were determined to make Duolingo a bright moment in our candidates’ 2020 journey So, what did we do to make this a reality? We’ll be sharing our insights on how to create a high-touch candidate experience from application to offer in a fully remote environment.

The student's perspective.

Events are a big part of Intern and New Grad programs, but there's a lot more that makes a program successful - especially in the time of Covid! Join a panel to learn about different approaches to structured programs, including things like evaluations, partnership with managers, and conversion offers.

Wanting to make sure you create an environment where your new hires feel supported and a sense of belonging? Hear from Revantage, Chevron, Twitter and USAA on how they've built an inclusive environment for their new hires.

This session focuses on the steps a multinational software company took to analyze their university candidate data (participation rates, scores, performance, etc.) to ensure the tests were not causing bias in their interview process. With this analysis, the company was able to standardize and streamline the hiring process for intern and graduate roles globally, as well as create a consistent hiring bar and establish a more inclusive candidate communications process.

Are you onboarding interns and new grads remotely this year? Hear from Symba, Datadog, Duolingo, Gusto and Shopify on how they've fostered the intern and new grad community.

Sourcing diverse talent is a challenge. LGBTQ+ talent is no exception. In many cases it can be more difficult to find these candidates due to stigma, fear and a lack of resources. In this presentation we will cover the best approaches to locating and utilizing LGBTQ+ talent pools to pull from a diverse group with intersectionality across race, gender identity, veteran status, age and more.

What is the new hype of recruitment on Clubhouse (CH)? Jobseekers and recruiters describe CH as the never ending career fair. Since there are many new and untapped capabilities that employers can explore on CH, your recruitment team can be a pioneer on the audio-based beta app. By joining the workshop, you will learn from how recruiters are currently navigating CH and actionable takeaways on how you can recruit prospective candidates!

Covid-19 created an unprecedented situation around the globe that forced many individuals to abruptly transition from a traditional office environment into a completely virtual and distributed system. Hear from the Splunk team on how they transitioned to hosting a fully virtual internship program.

Join our URx Forward Sponsor, RippleMatch, for an Interactive Roundtable with Recruiting Leaders

Attrition and employee turnover are challenges that can be solved. While many companies have figured out how to attract millennials, Gen Y and Z and candidates from diverse backgrounds, many have not figured out a way to ensure that they stay.  Join this roundtable to discuss inclusive hiring and more.

This session goes over why gratitude is so important in the workplace. From sharing my insights on why gratitude is important, to key takeaways to help encourage gratitude in others - this time will encourage your own perception on why gratitude matters.

We think health & wellness should be a focus, especially during this time so we are really ecstatic to be kicking off URx Forward with a yoga session led by Samantha Khan!

A case study on a systemic approach to addressing tech diversity issues. Join us as we learn more about Duke University’s new Cultural Competence in Computing (3C) professional development program which welcomed 144 fellows to its inaugural cohort. The fellows represent 67 different organizations across four countries, and include public school officials, high school teachers and even museum employees in addition to graduate students and university IT staff. The goal is to provide expert training in identity-inclusive topics to improve computing diversity, equity and inclusion, and will cover ways of understanding race and gender, white supremacy, intersectionality and various forms of oppression, as well as how that knowledge can improve computer science in practice.

Join our URx Forward Sponsor, Cappfinity, for an Interactive Session

For too long, organizations relied on target schools and employed strategies or traditional recruiting policies that left too many candidates out. For example, if candidates were not enrolled at the “right” schools, achieved high test scores, or had an impressive list of internships, they didn’t make it through the early career recruitment process. But is matriculation or test scores predicative of career readiness or success? No, they are not. However strengths-based methodologies are and helps employers engage and hire diverse early career talent. Strengths based methodologies are key to fueling an inclusive talent pipeline.

Engaging alumni virtually or in-person is a win for colleges in its own right. But engaging alumni to build recruiting opportunities and empower student success is an even bigger victory. Here at Endicott, we focus on building relationships with alumni to scale delivery of career education and networking opportunities for students as well as to create education and networking opportunities for students, as well as to create recruiting relationships with organizations that may not have considered us as a source for talent. After implementing a successful mentoring program, we wanted to increase the number of alumni who partnered with career services, as well as increase student to alumni connections. Initiatives include: Industry Exploration Nights featuring an alumni panel highlighting a specific industry or topic (examples: Future of Work, Companies with a Cause, Industry Disruptors); Career Labs, featuring alumni to teach career-related skills in an interactive manner (ex: Storytelling, Interviewing); Career Treks with alumni in NY/CT hosting visits to their companies. In addition, we are currently scaling our mentoring program to include flash mentoring. When selecting panelists or speakers, we are strategic in targeting alumni at companies we want to engage with. This has resulted in premiere companies opening internship, co-op and full-time opportunities for our students. Learn about and strategize creative ways to leverage alumni virtually or in-person on your campuses to deliver quality career education as well as to open the doors to recruiting relationships.

Interviews, on-campus recruiting, onboarding, intern program events, mid-point check-ins, oh my! Hear from Autodesk, CrowdStrike, General Dynamics and MongoDB on how they've managed it all with a lean UR team.

Interviews, on-campus recruiting, onboarding, intern program events, mid-point check-ins, oh my! Hear from Gusto, Roku, Quora and Zynga on how they've managed it all with a lean UR team.

"Did you know only 7% of organizations have targeted efforts that focus on gender and race? Forward thinking organizations have an opportunity to be intentional in building the diversity pipeline by focusing on the intersectional experience. In this engaging program, Chelsea C. Williams, Founder & CEO of College Code, will support talent practitioners in building the talent pipeline for women of color through conscious candidate attraction, sourcing & selection."

The University of Waterloo operates the world’s largest co-op program of its kind. With more than 25,000 students employed in four-month paid work term experiences each year, Waterloo manages more than 27,000 job postings and 99,000 interviews annually. This provides valuable data and insights into how organizations recruit and onboard young talent, along with early access to Gen Z talent willing to share their experiences. Join this session to hear the latest insights about how Gen Z has adapted to learning and working remotely during the pandemic. We will also share new data collected from students who worked for US organizations, highlighting trends related to recruitment, onboarding and overall student experience. Plus, hear directly from Waterloo co-op students about their remote work experiences.

Virtual info sessions, career fairs, workshops and interviews. Hear from Hubspot, KraftHeinz, Lyft and Robinhood on how they managed virtual OCRs in 2020 and what they have planned for fall 2021.

Introducing interns to their managers & mentors, scheduling meet & greets with the class and building onboarding plans. Hear from Bose, Workday, Zynga and Ankura on how they prepared their interns and new grads for Day 1 virtually.

Thinking of building an Apprenticeship Program? Hear from Airbnb, Blend, Novo Nordisk, Oscar Health and Robinhood as to how they built their programs.

Learn more about how the Charles Schwab Foundation partnered with seven universities across the US to help increase underrepresented groups in Financial Planning. https://www.aboutschwab.com/schwab-establishes-endowed-scholarships. Learn more about how Schwab is partnering with these universities to provide support to both the institutions and the scholarships recipients in support of increasing folks from underrepresented communities in Financial Planning and gaining their CFP or Certified Financial Planner certification.

Hear from Facebook’s Global Talent Selection Scientist, Betsir Zemen, about skills-based talent selection -- the present & future of technical assessments in employment decisions.

Moving from a reactive recruiting model to proactive during COVID-19 and unprecedented times for entry level Engineer roles. How to take a programmatic approach to creating a diverse candidate flow for hard to hire roles and backfilling attrition prior to having vacancies on a very low budget.

The session will provide specific details, preparation, execution, and outcome summary of "sell/batch" interview day(s) that Zwift created to efficiently hire our Summer Zwifterns (Interns) into a 12-week program. Zwift used "profile" hiring to source/attract/hire students in a one month period (March 15 - April 15). The interview day(s) were created to provide students with the necessary information to learn more about the company, that has little talent brand in the university market, and also allowed Zwift to efficiently assess students in a 1 - 2 day interview session vs interviews that would run for many weeks. It helped solve the problem of how to hire a large number of students in a short amount of time, all the while maintaining the quality hiring process already in place for full-time hiring.

Join our URx Forward Sponsor, Forage, for an Interactive Session

Forage has partnered with the world’s leading companies to deploy Virtual Work Experience programs to over 1.4M college students. During that same time, the Coronavirus pandemic took what would have taken 10 years of change for campus recruiting and accelerated it in 3 months. Now, it may never be the same.

In this session, Tom Brunskill, CEO of Forage, will highlight the most innovative approaches to discovering early talent that Forage partners do very differently, so different that they were able to survive and thrive in 2020. Join this session to learn how you too can thwart disruption and ride the wave of transformation into the brave new world of early talent.