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Event Registration - Employee Recruiting Revisited: A Post COVID-19 Reality Check

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Tuesday, November 09, 2021
12:00 PM - 1:00 PM Eastern Standard Time
Employee Recruiting Revisited: A Post COVID-19 Reality Check

Description
COVID-19 has presented significant hiring challenges and at the same time, opened the conversation to employer’s evaluating new employee profiles. Join CFA Society Boston for Employee Recruiting Revisited: A Post COVID-19 Reality Check, on Tuesday, November 9, 2021, from 12:00 – 1:00 PM. Our speakers, Addie Swartz, CEO of reacHIRE, and Linda Rossetti, serial entrepreneur and expert on transition, will discuss taking different approaches to creating a more inclusive work culture and demonstrate the hiring process can be re-evaluated and improved. 

Why should I consider a non-traditional talent for my firm? As defined by Kenzie Academy from Southern New Hampshire University, Alexa Goins says, “Many of us have been taught that success requires a person to go to college, graduate with a couple internships under their belt, and work their way up to the top in a single industry — from entry-level roles all the way to senior management or the C-suite. Let’s call this the career ladder. Job requirements, educators, parents, and society at-large have long believed in and reinforced this model to create career and financial success. And, while this way of doing things has proven to be effective for many people, there isn’t just one pathway to success. Here’s where a new kind of candidate comes in.  

Non-traditional candidates are people who may not meet traditional job requirements when it comes to education and experience. Additionally, atypical candidates may have backgrounds in other fields, be career changers, or are returning to the workforce after some time away. They may also be self-taught, having picked up job skills through work experience or independent study. 

There’s no one-size-fits-all for education and experience, so why should there be a one-size-fits-all in your hiring decisions?"

Join us to discuss how companies can broaden their hiring strategy to be inclusive of non-traditional candidates and uncover hidden talent in today’s competitive market.  

Speaker Bios

Linda Rossetti is a Harvard MBA and expert on individual and organizational transformation. Her expertise is derived from diverse environments. She served as EVP of HR and Administration at Iron Mountain, a Fortune 500 company with 21,000 employees in 37 countries.  She also served as CEO of venture-capital backed EMaven, Inc, a technology service provider that was acquired by Perot Systems, now DELL/EMC.  For much of the last decade Linda has run The Transition Institute, LLC and dedicated her time to research and consulting on transitions. Her first book, Women & Transition: reinventing work and life, is an Amazon-top seller. She also hosts the well-regarded podcast, Destination Unknown. Her work has been featured on NPR, NECN, CBS/WBZ, Money Magazine, and other outlets.  You can learn more about Linda on LinkedIn or at https://lindarossetti.com/ 

Addie Swartz is focused on strengthening the talent pipeline so women leaders are equally represented at all levels of the workforce. As CEO of reacHIRE, Addie works with Fortune 500 companies and talent innovators to drive higher engagement and lower attrition to improve gender diversity. reacHIRE’s signature Return-to-Work programs enable companies like Fidelity, Wayfair, and T-Mobile to tap into a hidden talent pool—professionals returning to the workforce after a career break. The company’s new SaaS platform, Aurora, offers an innovative, team-based approach to improving the engagement and retention of women currently in the workforce. Corporations that leverage this platform are able to put action behind their diversity and inclusion goals at scale—proactively supporting thousands of women in their organizations—so they don’t have to leave the workforce in the first place. An accomplished executive, she started her career at Bain & Co., built new businesses within Disney, Reebok and Lotus Development, and from there, went on to found three companies designed to empower women and girls. Ms. Swartz holds a BA from Stanford University and an MBA from Northwestern University’s Kellogg School of Management.

Moderator: Eileen M. Durey CFP, develops tailored investment strategies for high net worth individuals, families, foundations and endowments. She has more than 20 years of experience performing research and due diligence across multi-asset classes, including traditional equities, socially responsible/impact investing, private equity/early stage and venture capital allocation. Working closely with the Investment and Trust Committees and HTC’s Chief Investment Officer, Eileen assists with the oversight of investment portfolios, recommends portfolio changes and monitors existing holdings. She develops and integrates financial plans that are aligned with the client’s current and future goals and risk tolerance. Eileen also heads the firm's environmental, social and governance (ESG) research and counsels clients on ESG and Impact Investing. Before joining Hemenway Trust Company, Eileen was a portfolio manager and research analyst at Boston-based investment management firms.

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