Global STEM Recruiting Challenges: Location Mismatch and Accessibility

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Scenario Planning Panel Discussion

Applying Scenario Planning to create robust, adaptive, resilient and transformative talent strategies.

Traditional 5-year plans and one-size-fits-all practices full of numbers and “connect-the-dots” exercises offer little to no help in the face of exponential and accelerating complexity. We have moved far beyond the planning philosophies of the past 50 years, needing new ways to measure, imagine, and move ahead that work within our new world of fast-paced change. Scenarios are an incredibly powerful tool due to their ability to immerse an organization into future probabilities, possibilities, and aspirational outcomes. These stories allow us to assess the validity, robustness and future-readiness of our current strategies, while also uncovering new ideas, products, and models that we may have otherwise missed.


Kevin Rutherford
Kevin Rutherford
Chief Talent Officer
Kevin Rutherford is Principal of Talent Leap, a Human Capital consulting company specializing in enhancing, improving and optimizing the way companies develop, deploy and retain their talent. Kevin brings more than 25 years of human resources leadership in the retail, banking and grocery industries. Kevin has held top HR positions with Borders/Waldenbooks, Michaels Arts & Crafts, and FootAction. During his career, he developed numerous cutting-edge recruiting, compensation and people development systems that were profiled by Recruiting Strategist,, The National Association of Employee Stock Purchase Plans, and The Corporate Leadership Council. Kevin serves on several Advisory Boards for leading human capital and talent management firms and was the top Senior Faculty Member/Expert Advisor for the Human Capital Institute in 2009.