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Contract Workforce and Talent Exchanges

April 22-23, 2013
This event has ended. Click Enter Event to view the archive.
This certification program provides need-to-know information about the Contract/Contingent Workforce. This includes, but is not limited to, non- permanent workers such as freelancers, independent professionals, temporary contract workers, independent contractors or consultants. Talent Exchange/Human Cloud is also covered.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Pam Koller, Regional Sales Director / IHR Facilitator(

This brief session is the introduction to the ninth two day virtual event for the Institute for Human Resources - Contract Workforce and Talent Exchanges. The goal of the Institute is to provide on-line sharing, training and educational opportunities for HR staffing and procurement specialists on the effective utilization and management of contract talent within their organization. Over 3600 members have joined our growing community over the past year. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program.

Pam Koller, Content Facilitator for the Contract Workforce & Talent Exchange Institute for Human Resources will take you through this introduction.

During this short session she will:
- Introduce you to the Advisory Board
-Review the progress of the Institute and upcoming events
-Explain the Certification program
-Provide you with an overview of the sessions and speakers for this event
-and most of all - help you learn how to become an expert in the area of Contract Workforce and Talent Exchange

If you have not yet signed up for the certification program – you still can. During this session you’ll find out how to get started. Get an update on the hours accumulated to date. Find out what you have missed and take a look at what is coming up for the next couple of months.

If you are new to the Institute for Contract Workforce and Talent Exchange this introduction will cover not only our past accomplishments but also explain why you should participate and be a part of this growing community!

For those with questions regarding the Institute and its content this is your chance to share your ideas.

Jo Nicholls, Account Manager(PeopleFluent)
Matthew Clarke, Business Development Director - EMEA(PeopleFluent)

With contingent labor playing a growing role in how work gets done, organizations require a more global program to understand the total talent they have access to as well as what they are spending on contingent workers. Organizations that put best practice methodologies in place can optimize their contingent services spend and procurement methodologies and get the right talent in place where and when they need them at the right cost.

The perils of partial visibility: With limited visibility, organizations lack detailed information to determine the best source of talent– contingent or full time – for a particular role. With disparate systems that do not communicate, organizations lack a complete picture of the skills that are available, whether or not talent is onsite and the associated spend.
Separate systems also create compliance risk. Without a clear snapshot of the contingent workforce, it is difficult to track onboarding and offboarding activities, such as ensuring new hires have completed a background screening or that onsite workers have required certifications and adherence to regulations such as the EU Temporary and Agency Workers Directive. In addition to increased risk, labor-intensive activities, such as tracking if a worker turned in the security badge at the end of their engagement, take resources away from more value-added pursuits.

This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:
• How an integrated system can manage permanent and contingent workforce
• How reporting can be used to change recruitment behavior across your entire workforce
• How technology can be used to drive change through the business

David Clevenger, Vice President(Corporate United)
Todd Humes, Managing Director, Client Solutions(Volt Workforce Solutions)

As quarterly profits of U.S. companies improve and job growth strengthens, many Procurement departments are being asked to shift their focus from pure cost containment on contingent workforce spend to new strategies for driving growth.

At the same time, HR departments are facing similar challenges: trying to do more with less, growing policy and compliance responsibilities including the Affordable Care Act, plus increasing competition for candidates with the right skills to achieve their companies’ growth objectives.

To remain competitive in today’s global economy, now is an opportune time for Procurement and HR to collaborate as strategic partners in acquiring talent and contingent workforce management.

In this session, Todd Humes of Volt Workforce Solutions, a leading staffing and recruitment organization, and David Clevenger of Corporate United, the nation’s largest group purchasing organization, will co-present strategies of how HR and Procurement can work together to transform the quality of hires and spend management in the human capital supply chain.

After a brief introduction to current trends in the HR and purchasing space, this interactive presentation will walk the audience through the methods for identifying shared goals across these functions. Mr. Humes and Mr. Clevenger will provide information on how to build a business case for demonstrating the value of HR and Procurement alignment to C-level decision-makers.

Attendees also will learn best practices for optimizing a contingent workforce, which involves the role of supplier relationships, mitigating risks and maximizing return on investment. In addition, attendees will understand that an important component of HR and Procurement working together is change management, including increased awareness, teamwork, accountability, communication and improved service delivery.

Les Rosen, Attorney and CEO(Employment Screening Resources (ESR))

Recruiting and staffing veterans know that each placement they make has the potential to put their business or employer at great risk. Just one bad placement can mean the loss of business, lawsuits and damage to a firm’s professional reputation. Some staffing vendors also increase their business risks unnecessarily with client contracts that fail to address critical due diligence issues or advertising materials that increase their exposure in court. Improper use of social networking sites can also create unnecessary liability. Just focusing on Sourcing and Sales without proper regard to the quality of each potential hire is a formula for disaster.

For inside recruiters, an understanding of background checks is essential in order to help their organization avoid the legal and financial nightmare of a bad hire, or a lawsuit that can stem from failure to conduct background checks in a legally compliant manner. Background screening has not only become a necessary in today’s world but also a legally complicated endeavor, subject to ever increasing litigation, regulation and legislation. In other words, it’s essential that employers and recruiters conduct due diligence but it also be done in accordance with all applicable rules and regulations.

In this seminar, critical issues will be covered, such as which should do the background checks, when a check should be done, and who should review the background check. It will also cover legal considerations such as compliance with the Fair Credit Reporting Act (FCRA) and discrimination laws, as well as contractual issues that should be addressed by third party recruiters in their contracts with employers. Additional topics include best practices for employers when it comes to coordinating their recruiting processes with background checks.

Learn how to minimize risks so you can focus on growing your business, rather then risk being put out of business.

Kitty Leggieri, Vice President of Business Development and Solutions(MAXIMUS Tax Credit and Employer Services (MAXIMUS, Inc.))
Eric Felsberg, Partner, Affirmative Action Practice Group(Jackson Lewis P.C.)

The Office of Federal Contracts Compliance Program (OFCCP) continues to scrutinize federal contractor outreach efforts during compliance reviews. From assessing outreach efforts to the female and minority communities, to reviewing the effectiveness of outreach to the veteran and disabled communities, the OFCCP continues to strictly enforce this technical compliance obligation.

If your organization has not paid much attention to diversity outreach efforts in the past, now is the time to focus on this critical aspect of affirmative action compliance. HOWEVER, your organization must bear in mind that, while effective outreach may increase the number and diversity of job seekers, it will also significantly impact your applicant flow recordkeeping obligations and associated adverse impact analyses. Join presenters from Jackson Lewis LLP and MAXIMUS, Inc., for this webinar, as we discuss effective outreach strategies and best practices for minimizing resulting risk.

Attendees will gain a better understanding of the current OFCCP landscape and the anticipated changes in the Agency’s regulatory agenda, as they pertain to veteran and disabled outreach efforts. Attendees will further be provided with professional insight and best practice information from Mr. Eric Felsberg, who represents one of the national’s leading law practices, Jackson Lewis LLP, to better equip themselves for outreach recruitment and affirmative action planning. Finally, attendees will learn from Ms. Kitty Leggieri of MAXIMUS, Inc., a federal contractor, how to develop strategies aimed at taking the risk out of their outreach efforts.

Charles Moeser, Midwest Region(Superior Group)

Understanding Independent Contractor Compliance Procedures for Improved Risk Mitigation.
Independent contractor (IC) compliance is one of the hottest topics in the HR world today. As companies continue to seek out innovative ways to capture productivity, there is continued growth in contingent labor usage, including ICs. That is why risk mitigation procedures are more important than ever.

There’s been increased talk about potential financial penalties for IC or contract worker misclassification. This is an issue that continues to gain attention throughout the U.S., as various government agencies set their sights on industries once considered safe from IRS and DOL scrutiny. The issue of misclassification arises when the employer and the government entities don’t agree on what constitutes a bona fide IC or an employer has not performed its due diligence in confirming proper IC status. Recognizing that misclassification lawsuits can debilitate a company’s bottom line, organizations are proactively instituting risk mitigation policies.

Today’s webinar will explore of number of topics, including:

•       Defining misclassification
•       Prevailing trends
•       The impact of the President’s 2014 Fiscal Year Budget
•       Myths that revolve around the topic
•       The differences between bona fide ICs and non-ICs
•       Independent Contractor Risk Mitigation Programs
•       Best practices in IC management
•       Best practices in risk mitigation

Starting with the basics of what defines an IC, we will show how non-compliance is an easy misstep. This in-depth look at IC practices will help your organization to develop or outsource a risk mitigation plan.

This webinar is a must for every individual responsible for the management and/or onboarding of ICs. The workforce is changing and traditional employment practices are changing with it.

Christopher Dwyer, Research Director & VP, Operations(Ardent Partners)

Contemporary contingent workforce management has evolved over the past few years, causing many organizations across the globe to reevaluate their existing strategies in managing their temporary labor. During this session, attendees will learn the ten vital items that everyone must be aware of in managing a modern contingent workforce, including a full overview of the "contingent workforce umbrella."

With this arena evolving rapidly, our webcast will highlight the future of contingent workforce management and how organizations can be best-prepared for the "next generation" of contract talent management. The "umbrella" is actively proving to be a viable component of any successful organization that utilzies contract talent, and it is imperative that every enterprise understand each component of this term, the necessary strategies for managing these components, the types of technologies relevant in contract talent management, and how the best functional mix (HR, procurement, etc.) can be an impactful force in driving efficiencies across all aspects of contemporary contingent workforce management.

Christopher Dwyer, Research Director and VP of Operations at Ardent Partners, has been an industry analyst for nearly eight years and has spent considerable developing research studies that have helped tens of thousands of organization revamp their contingent workforce management programs and drive efficiencies within this arena. During this webcast, he will extend his knowledge of the space to attendees and assist them in developing a program that can not only improve contingent workforce management now, but also in the future and beyond.

The "Ten Things You Need to Know About Contemporary Contingent Workforce Management" session will prove to be a quintessential webcast in helping organizations wade through the myriad strategies, solutions and practices inherent within the contract talent landscape.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
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