- Identifying modern digital sourcing methods that offer efficiency while staying mindful of their potential to attract wage chasers and hinder the retention of career-minded job seekers. - Approaches to accurately forecast employment outcomes via substantive assessment methods (personality/ability assessments) and the sourcing power of employee referrals. - Addressing accurate starting wages and wage compression needed to attract and retain top talent. - Leveraging diverse sourcing methods alongside referrals, especially during low unemployment cycles, for a balanced approach to recruiting. - Emphasizing a sustainable compensation philosophy, fostering a strong culture, and providing opportunities for career advancement are essential for attracting and retaining top talent, ultimately improving organizational performance and productivity.

The takeaways: - The Difficult Landscape for Recruiting and Retention - Causes of Quiet Quitting and Acting Your Wage - Biggest Factors for Employees Starting Search - 20 Fastest Growing Salaries in the Industry - How to Sell This Budget - To Pay at the Remote Location or Corporate Location - Examine Variable Pay and Avoid the Expensive Entitlement Program

The takeaways: Collaboration with all stakeholders needed for buy-in Analysis Tips on trends and targets to measure ROI How to evaluate location and culture for efficacy Cross-communication of recommended results to reach all stakeholders regularly and via multiple channels Understanding organization needs change, and so should engagement initiatives

• Know the Market, or risk losing it: Staying on top of shifting compensation benchmarks is no longer optional if you want to compete for top-tier talent (and avoid becoming a training ground for your competitors). • It’s not just about the base: Learn how banks and credit unions are rethinking variable pay, perks, and performance alignment to build total rewards packages that actually reward. • If you think you’re paying enough, double-check: Compensation missteps aren’t just costly, they’re often invisible until it’s too late. We’ll show you how to spot red flags before your best people show up on a competitor’s org chart.

Learning Objectives: - The participants will learn why low merit increases undermine retention efforts. - The participants will learn how turnover costs can exceed merit increase costs and how to calculate the ratio of turnover to merit increase costs - Participants will learn how strategic merit pay reinforces the values of the Financial Organization's culture among employees.

Learning Objectives: - Get precise 2025–2026 benchmarks for MLO, Mortgage Sales Managers and Commercial Lenders base pay, commissions, and guarantees — instantly spot if your offers are competitive or at risk of losing talent. - See exactly how top institutions use tiered incentives, production thresholds, and retention bonuses to drive volume without blowing fixed costs — copy ready-to-deploy models for 2026. - Leave with asset-size and regional data plus board-ready talking points to quickly adjust comp, win top producers, cut turnover, and protect margins in the current rate environment.

Learning Objectives: * How to tailor data to your specific market(s) • Avoiding common salary planning pitfalls • How to set a salary range for a hybrid position • How to handle employees validating pay with online data • Utilizing recommended salary surveys • How to effectively use compa-ratios

Learning Objectives: - Talent shortages, especially in GRC/IT, pose audit and compliance risks. - Market-based total compensation is essential to fill key roles quickly. - Internal audit must incorporate staffing metrics into risk assessments. - Augmentation, when structured effectively, supports control resilience. - Data-driven strategies safeguard operations and service delivery.

Learning Objectives: - Explain how AI and search engines collect and interpret compensation data, including key limitations. - Identify the risks of relying on dated, user-reported, or unadjusted AI pay data at scale. Differentiate when AI-driven insights are appropriate for directional use versus enterprise decisions. - Apply governance, fairness, and transparency guardrails to AI-informed compensation practices. - Integrate AI insights with robust industry survey data and point-factor job evaluation methods to support equitable, defensible pay decisions via internal or top consulting firms with scalable applications and intellectual capital.