Katrina Kibben

Everyone’s chasing AI for recruiting, but according to MIT, 95% of those projects will fail. Why? We all know there's a tool that will do anything. The biggest barrier to success isn’t the tech, it's the incomplete data we are feeding those tools. And at the core of the data we need for recruiting with AI tools? Job descriptions. Think about it: Would a bot be able to pre-qualify an applicant if you don't tell it what your deal breakers are? How could you automate knockout interview questions if you don’t know the skills? Is it possible to build an accurate assessment that predicts performance if you can’t define what you’re measuring? No. Without structured, accurate job descriptions, AI can’t deliver on the promises you’ve been sold. If you’ve ever wondered why AI in recruiting feels more hype than help, this is where the answers start. You’ll hear why companies are wasting billions by ignoring this critical input, and walk away with practical ways to overhaul your job description and mandatory requirements so your AI investment finally delivers results. You'll learn: -Which data points are most important for AI (and missing from almost every job description), -How to write mandatory hiring criteria in a way machines can use it, -Automation opportunities and how you can use job description data to automate recruiting steps once you have it, -Metrics to quantify the impact of overhauling your job descriptions, -And more! In this session, Katrina Kibben will show you where to start and why job descriptions are far more than a recruiting ad. They’re the foundation of every AI recruiting initiative. Learning Objectives: -Identify the essential data points AI systems require—and recognize which of them are typically missing from standard job descriptions. -Evaluate how structured, accurate job descriptions enable automation across the recruiting lifecycle, including screening, knockout questions, and assessment design. -Analyze and apply metrics that quantify the business impact of improving job descriptions, allowing participants to measure ROI and strengthen future people-strategy initiatives.

In an era defined by constant disruption—marked by millions of layoffs and a workforce where 1 in 5 are balancing caregiving with career—resilience is no longer a "nice-to-have" trait; it is a critical business metric. When teams operate in "survival mode," innovation stalls, risk-aversion grows, and high-impact ideas are lost to burnout. This session introduces The Bounce Back Factor, a practical leadership framework designed to teach teams how to face uncertainty with confidence. Drawing from the real-world pressures of "van life"—where adaptability is a daily requirement—Kat Kibben delivers a "no-fluff" roadmap for HR and talent leaders. We will move beyond the basics of "getting through it" to show how psychological safety and emotional intelligence directly correlate to faster decision-making and higher-performing cultures. Attendees will learn how to stabilize their teams during volatility, empower managers to lead through the unknown without losing trust, and build a culture where people don't just endure change—they use it to drive the organization forward. What You’ll Learn -The ROI of Resilience: How to quantify the impact of a resilient culture on talent retention and team output. -The Curiosity Framework: Replacing a "fear of failure" with a culture of curiosity that generates higher-quality ideas. -Vulnerability as Strategy: Why asking for help and modeling transparency is the fastest way to build the psychological safety required for innovation. -Operationalizing Adaptability: Practical tools to help teams let go of outdated strategies and pivot quickly without experiencing change fatigue. Learning Objectives -Implement the "Bounce Back" Framework: Participants will be able to apply specific EQ-based leadership tools to stabilize teams during periods of organizational shift or layoff-related anxiety. -Cultivate Innovation via Psychological Safety: Participants will learn how to audit their current team dynamics and implement communication strategies that encourage the sharing of high-stakes ideas. -Operationalize Resilience for Retention: Participants will develop a toolkit for managers to identify early signs of burnout and pivot from "urgency-based" workflows to "purpose-driven" productivity. -Lead Through Uncertainty: Participants will leave with a structured method for modeling confidence and clear decision-making even when the long-term roadmap is incomplete.

Most job postings are awful. They are made up by managers copying and pasting content they like, only to leave candidates feeling confused by this jumble of skills and requirements that don’t make sense. AI has only accelerated this problem by helping teams generate this generic content faster. This mistake costs companies time and money every day jobs sit open without applicants, the wrong people apply, or worse: the wrong candidates get hired. Where do you start? In this session with job post expert Kat Kibben, you'll get a master class with all the how-to's you need to create a job post using AI that generates the results you want. What’s In It For You: -Use AI to optimize job titles for SEO, -The 3 questions that will improve your hiring manager intake conversations, -Prompts for revising mandatory requirements and removing buzzwords, -Understanding how job post AI works and your liability when it makes mistakes, -And more!