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Welcome to the Institute for Human Resources for Online Staffing and Sourcing! Thank you to everyone for your participation and support. The next two days mark the fourth virtual event for this great community. We have a very exciting event planned for you with many informative sessions covering the hot topics and trends in this exciting space. Join Cherise Sortino, Community Facilitator at HR.com and advisory board member for OSS as she reviews the Institute's accomplishments over the past 10 months and what the next year has in store. During this short 20-minute session, Cherise will provide an overview of the certification program (have you signed up?) and an update on hours accumulated to date. Find out what you have missed, and take a look at what is coming up for 2012. Throughout this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program • Help you become an expert in Online Staffing and Sourcing · Learn why this Institute is important to the Online Staffing and Sourcing community and · Learn how you can contribute to its success. If you are new to the Institute for Online Staffing and Sourcing, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
You know social media is important for recruiting Gen Y. But how do you sell your superiors on the use of social media for attracting, recruiting, and engaging new hires? Once you have their support, how do you get started?
Social media is one tool in your employment branding and campus recruiting tool kit; however, it's a tool that few companies are using well. In this session, campus recruiting and social media expert Chelsea Newton will educate you on Millennial and Gen Y media and online habits. There are 85 million Millennials in the USA and 13 million in Canada; 82% of this generation use social media. Are you connecting with these relationship-orientated and hyper-connected candidates through platforms they use every day?
This webinar will walk you through the process of setting objectives with social media; building a social media policy; conducting an audit of existing social media efforts; and, building a future plan knowing social media best practices. Chelsea will focus on the five main social media platforms of Facebook, Twitter, LinkedIn, YouTube and Foursquare and review do’s and don’ts of each platform. Over 58% of Millennials are open to being with one company for their entire career; however, 23% think they will still be with their first employer after 2 years. Social media is a tool for recruiting, onboarding and creating ongoing engagement with this generation. Learn how to power this tool to recruit and engage Millennials for your organization.
Walk away from this session knowing how to get started with social media, understand what targets to set, and which platforms to focus your efforts, to drive recruitment success from social media.
How are the most progressive companies reducing staffing costs in the current economy? This presentation provides timely insight and advice on this topic. As we all know, reducing headcount is never easy. In addition to the toll it takes on employees -- both those who lose their jobs and those who remain with the firm -- personnel reductions have other risks. Prime among them is pruning too deeply. In the current recession, in particular, the economic landscape is changing so quickly that cuts could limit your firm’s ability to meet customer demands and maintain quality and service. With only a bare-bones team in place, you may not be able to ramp up your staffing levels quickly enough to capitalize on the business opportunities available immediately after an upswing.
Given tight budgets and limited resources, it’s more important than ever to strategically -- and honestly -- evaluate projects and focus your team’s efforts on only those that grow revenues, increase efficiency, reduce expenses or meet other company priorities. It may make sense to place assignments that don’t help meet these goals on the back burner and thus reduce the total workload.
You’ll learn how to maintain adequate personnel levels so you can meet operational goals — without overstaffing or cutting too deeply. Using this information, you can evaluate your organization’s human resources needs and construct a flexible, cost-effective staffing model. You’ll also get easy-to-implement tips that will help your company become more nimble, so you can quickly respond to changing business conditions — including the inevitable upturn
Have you ever wondered where to get started on social media for your recruitment initiatives? Well, look no further as we have a process to help you get started and it is as easy as 1-2-3 and A-B-C. You may be aware of the importance to leverage social media on your HR initiatives, but do you understand the importance of getting it right the first time?
Social media is a great way to inject energy into your recruitment campaigns. Your online recruitment goes beyond branding; it is a tool for: inspiring more candidates to apply, tightening the recruitment lifecycle, augmenting the screening process, and helps engage and retain new talent. The benefits of using social media demonstrate that HR is strategic, current and tech-savvy; all proven by leveraging social media in your recruitment program.
Presenting to you will be Jonathan Holowka and Anita Nickerson, CHRP, CMC. Jonathan is a social media specialist and the creator of the online marketing blog, Byeka.ca. He helps companies and individuals understand and get started using social media. Anita Nickerson, HR/social media integration specialist, has over 13 years experience in human resources and has taught recruitment and selection at Sheridan College. Anita has been a guest speaker at Microsoft, CIPS, vpi, and Canadian Chinese Professional Association on how to recruit: Generation Y Newcomers, and Recruitment in IT. Anita will provide valuable techniques to leverage social media in recruitment and selection.
After attending this webinar you will be able to start your own social media recruitment program. This webinar will provide you with easy steps as well as useful tips and tricks on social media. We request that you register for a twitter account at www.twitter.com as we have a fun and interactive exercise after the seminar.
Job applicants with false identities daily infiltrate the workforce. These credit thieves and imposters have changed the playing field to their advantage – possibly jeopardizing your company.
There is a way to stop them.
Protect your business from government fines and criminal activity because of negligent or bad hires by learning their schemes and thwarting their attempts with the absolute validation methodology direct form the U.S. governmental source records.
This webinar will educate the attendee on current schemes used by unauthorized workers, applicants of all sorts and other identity theft perpetrators. Learn how to protect the vital interests of your organization and avoid becoming victimized by mitigating losses associated with fraud, identity theft and the loss of your company’s valuable reputation.
U.S. Immigration and Customs Enforcement (ICE) recently issued another batch of 1,000 Notices of Inspection, and the Social Security Administration (SSA) has resumed its practice of mailing W-2 "no-match" letters and issuing fines.
States have enacted a patchwork of immigration laws, and the news is full of reports of employers being fined for immigration violations. You are seeking ways to ensure that you employ an authorized workforce.
This session will cover the differences and similarities between government and non-government verification systems (Form I-9 Employment Eligibility Verification, E-Verify, Social Security Number Verification Service (SSNVS), and Consent Based Social Security Number Verification (CBSV) and others).
We will discuss the pros and cons for each along with learning about current schemes involving Synthetic Name Fraud (aka Synthetic Identity Fraud) and Credit Profile Numbers (CPN) – which are both used to easily create a fraudulent identity.
CBSV will be discussed as the premier method of personal identifier validation for your due diligence processes as it matches Name, SSN, Date of Birth, Gender, and Death Indicator direct to the SSA Master File and Death Index to protect your company.
Building a company from scratch is like creating something out of nothing - that includes ideas, products, customers and a company culture that enables all of it. I believe that the foundation of this work requires a relentless commitment to hiring, inspiring, encouraging and rewarding the very best people.
That path starts with hiring and this session will talk about how to architect and develop a culture that is maniacally committed to hiring amazing people. Designing the right hiring culture includes values and comp systems, courage and transparency, ownership and decentralization.
I will share my stories (including the spectacular blunders) at IronPort Systems, where we spent 7 years growing the company from an idea on a napkin and four engineers to hundreds of millions in revenue and 700 employees in twenty five countries before selling it to Cisco System for $833M.
We’ll have a colorful conversation about why standard metrics such as “time to fill” are red herrings. I’ll share the evolution of my aversion to outside recruiters. We’ll discuss whether the CEO really is the head of Human Resources. We’ll talk about defining standards are as a leadership team and holding each other accountable to those standards. I’ll make a case for why there is no room for even a B+ player on the executive team and why staffing people should focus on the spirit and not the letter of the law.
Finally, we’ll also walk through a handful of fundamental process elements that are essential to actually making it all happen.
The evolution of recruiting and sourcing has put more bells and whistles in front of you than ever before. And now with the biggest buzz phrase of them all, social media, it’s even more overwhelming. If you are like me you’re super busy, have a lot of jobs to fill, like to stay on top of the latest and greatest, but cut through the clutter. Also, I don’t want to waste a lot of time trying to figure out what works and what doesn’t, what’s going to give me the best ROI? It’s a balancing act with many moving parts. This interactive presentation will help you combine the best of both worlds by focusing on when to implement the ‘new’ and how to update the ‘old’ giving you a sourcing strategy that is easy to build, execute and delivers results. Walking away from this session you will have tips to help you through the clutter, new sourcing ideas, quick and easy and executable strategies understanding when to implement them and how to get RESULTS.
Why should you attend this webinar? I recently did a version of this at Facebook for ERE’s recruiting innovation summit. I received a lot of positive feedback and have made some updates for this session. Some of the comments were, “I’m going to talk with my manager and implement this tomorrow”, to “I’ve never even heard of this, awesome, I’m going to use it” and “I didn’t understand what a sourcer did until I came to your session”.
Any questions, email@example.com or follow me on Twitter @jenniferIntuit
Their résumés look cookie-cutter and so do their responses to your interview question. Their interviewing skills are impeccable—they know everything the job requires, they are team players who also enjoy working solo, and their only weaknesses are perfectionism and a tendency to work too darn hard. Today's job seekers have learned all the right things to say in order to impress a potential employer. So how do you penetrate the shield of job interviewing skills to really pick the right person for the job? One of the best ways to get a clearer picture about a candidate's personality, values and attitudes is a psychological test.
This presentation is really a crash course about psychological assessments and their use as a decision support tool in hiring and other HR processes. You will learn the basic concepts needed in order to decide when to use an assessment, what kind of information you need and how to select the right tool for your needs. We will also discuss job analysis and development of the competency model. Guidelines for evaluation of the assessment in terms of validity and reliability will be provided, and you will learn what kind of questions to ask providers to ensure the test is valid and justifiable for the intended purposes. Finally, we will cover different modes of administering the assessment, their pros and cons, and we will offer general tips on interpreting the results. During the question period, we will address typical concerns and questions based on submissions from attendees, and can tackle specific situations that you encounter in everyday work life.
With so many changes to the recruitment landscape over the last 15 years; from newspaper ads, to online job boards, to applicant tracking systems and most recently, to the inclusion of social media channels in our recruitment efforts. There are countless new opportunities and diverse avenues available to connect with our target audience. It’s an exciting time to be in recruitment and HR! There is, however, one inherent problem that remains - as is the case in any industry that has seen much advancement in such a short period of time - where we often result in demonstrating an "old-school" mentality in adopting new technology.
This session will look at capturing the essence of your employer brand; your voice as it were. It will delve into helping you use that authentic voice to attract the ‘right type’ of candidate to your company. During this session I define the ‘right type’ of candidate as the one who ramps up the fastest, performs the best and stays the longest.
Defining your employer brand requires not only an understanding of what you have you have to offer in terms of benefits, key differentiators and core values. It also requires an in-depth knowledge of and insight into your top performers. Why? Because ultimately - they are the ones you are looking to attract. This session will also help you find ways to connect with your target audience by leveraging the team you currently have in place - by utilizing their knowledge to attract candidates who are not only motivated, but also passionate about coming to work and doing great things.
At the heart of great companies are great employees - and great employees attract other great people. Let me help you embark on your path to employer greatness.
Virtual events are emerging as the ‘cool’ factor in recruiting efforts today. This is particularly evident with the environmentally friendly young talent entering the job market, and an important, supportive factor in reaching passive or silent job seekers who don’t have the time or interest in attending 'traditional' job fairs and other recruiting events. So then, why aren’t more employers actively embracing this technology and how does one make the decision to use it or not? Too often technology becomes the end, and not the means. Producing successful virtual job fair events requires careful planning,implementation and follow-up. If not correctly managed, the virtual event could prove costly financially and produce limited results, hampering the ability to perform adequate analysis and follow-up to the event. Management disengagement, HR lack of support, improper screening or qualifying of candidates and lack of follow-up to those candidates involved and active in your pipeline are all factors contributing to higher levels of dissatisfaction among those participating in the event. Virtual job fairs can and do save time and money in recruiting costs, cost per hire, building and maintaining an active pipeline of possible candidates or key sources. Ideally managed, the virtual event should have the look, feel and offer activities you would normally find at alive, physical site event- only better. Better for the employer who doesn’t have to travel to get to a location where there may be low turn-out from candidates; employers may also face job seekers who are ill-prepared and/or be offering jobs with duties and responsibilities outside of or beyond the qualifications of many job seekers …and many more.
Social Recruiting doesn't have to be the Wild West of your HR strategy. By following some proven best practices, HR managers can turn their social networking programs into referral machines.
Corporations are beyond the leap of faith stage with their social recruiting programs: they have them up and running and they are producing results. According to a recent SelectMinds survey, 72% of US companies are actively engaged in social recruiting and 69% plan to increase their social media budgets in 2012. But few executives involved in the social recruiting process can agree on how best to measure the ROI of these programs. In fact, just 5% of respondents to the SelectMinds survey rated themselves as “very confident” that they are accurately measuring the ROI of their social media activities.
The core challenge confronting virtually every organization with an active social recruiting program is converting the unstructured information of the social web into enterprise-wide programs that are systematized to complement existing recruiting and talent management initiatives. That process begins and ends with referrals. According to a recent study conducted by Ohio University and Workforce Management, employees hired through referral have a 25% higher retention rate. It is also estimated that recruits brought in through referral are hired at a 50% savings per employee. There is real, measurable ROI in referrals, and few approaches are better at unlocking it than social recruiting. This webinar will provide proven strategies based on real-world examples of firms that have developed successful referral programs using corporate social networks. By applying these strategies, HR professionals will be able to secure hard, quantitative ROI through their social networking programs.
Social media is a great tool for attracting and recruiting top talent to your organization. Using social media for recruiting can have a very high return on investment, lead to improved communication responsiveness and reduced vacancy days, and help to identify “hidden” candidates.
Like any tool, there are some risks if not used properly. There is a wealth of personal information available in a social media profile. Much of this information is the same kind of information that would be requested on a traditional job application: contact information, education, employment history, licenses and certifications, and technical skills and abilities. But social media profiles often contain information about protected class status; gender, race and age may be inferred from photographs, dates of birth may be displayed, and information about family members, relationship status and religious beliefs may be present. Having access to this kind of information can create the potential for intentional discrimination.
Additionally, relying exclusively on social media for recruiting may lead to unintentional discrimination. There are significant differences in the demographic characteristics of the typical social media user and the typical individual in the civilian labor force. These demographic differences can lead to certain groups being excluded from the recruiting process, thereby creating unintentional discrimination.
The good news is that a few simple tips - along with some common sense - can help you avoid intentional or unintentional discrimination. Social media is a very powerful tool in the recruiting arsenal, and can be used safely and effectively. In this presentation, we discuss how to avoid these kinds of pitfalls and ease the fears associated with recruiting via social media.
How we communicate has forever been changed now that the internet is part of everyday business. We make connections quicker than ever before – why wouldn’t this change how we do business at its very core: the hiring process. This session will cover the many available options for online candidate sourcing, as well as learning how to be as flexible as necessary in the constantly evolving world of tech-driven communications. There are many different ways to take advantage of the multiple technologies available to the recruiting and HR industries.
Social Networking, Microblogging, Webinars, Web Search, Job Boards, Professional Networks, Referral Programs, Video-Communications, Real-Time Online Conversations, Mobile Recruiting and Mobile Apps, as well as dedicated Employment Branding specifically all point to "a new and better way" and our industry's need to learn, utilize, and embrace. Ignoring current technology and what it has to offer the hiring process will only lead to getting left behind.
Rayanne Thorn has worked in all facets of the recruiting industry, including executive retained search, third-party agency recruiting, corporate hiring and retention, as well as private contract search. She jumped on the social media bandwagon several years ago and has been eagerly and selfishly learning all she can in order to ease and speed the hiring process. She joined Broadbean Technology, a global online candidate sourcing software company in 2009 bringing her depth of social media knowledge and online branding to head up Marketing responsibilities in North America and now has expanded functions in the social media Wild West that is the Asia Pac region. Additionally, Rayanne has ben writng about the recruting industry, business practices and social media for the last five years. Her daily blog, Bonus Track, can be found on Blogging4Jobs.com where she is a featured contributor.
Most HR and Recruiting departments live and die by their spreadsheets and often spend many hours updating them in order to report status or performance in planning meetings, competency validation meetings, recruiting activity updates etc Most all experience the following common challenges:
• Redundant, inconsistent manual data entry of data for mgmt reporting of HR or recruiting dashboard metrics
• Lack of sophistication in manipulating data using Excel to create meaningful charts and graphs for presentations and trend analysis
• Hours of time spent manually exporting and formatting data from various HR and Recruiting systems and then manually merging it into a single roll up spreadsheet for key management talent planning and analysis.
Fortunately, recent advancements in online "Cloud" computing have begun to offer solutions that can significantly reduce the time and costs associated with these mundane, but necessary data management, analysis and reporting tasks. In this session, presenters Carl Kutsmode of talentRISE (www.talentrise.com ), and Jason Lee of MavenWave Partners (www.mavenwave.com ), will share the following two case study examples of how low cost or FREE, "Cloud" based business applications can move your department beyond spreadsheets to the new world of real-time, anytime accessible "Cloud Computing For HR" .
1) HR Competency Validation is often a time intensive process involving the gathering of stakeholder input on competency and behavioral anchor wording, relevancy and role applicability. Capturing and analyzing hundreds of data points of feedback by position level, geographic region and/or department is typically a highly manual process often involving hours of analysis and rollup of data captured in MS Word documents, spreadsheets or on pen/paper. See how a Cloud solution using FREE Google docs polling tools was able to easily collect and provide real-time analysis reducing competency validation time by over 50%.
2) Recruiter Candidate Pipeline Tracking and Reporting is often done manually in Excel spreadsheets due to limited or non-customizable reporting capabilities of corporate resume management systems. Periodic aggregation of a recruiting team’s Excel reports into a single metrics dashboard is often a manual process plagued with data inconsistencies that require hours of data clean up prior to running any analysis. See how a Cloud solution enabled recruiters to consistently enter data into a FREE Google docs spreadsheet document while also automatically pulling data from a talent sourcing CRM database thereby creating a real-time pipeline metrics dashboard.
Companies that do business with the federal government are required to comply with federal affirmative action requirements. One of those requirements is the Internet Applicant rule issued by the Office of Federal Contract Compliance Programs (OFCCP). This webinar will define the four prong test used to determine applicant status, provide participants with detailed disposition codes that can be customized for their use and explain your company’s recordkeeping requirements under the rule.
Participants will learn the OFCCP’s definition of basic qualifications, how to identify them in the posting and if needed update your posting for improved compliance. Learn how the OFCCP views being “considered” for a position; understand how an applicant can remove him/herself from consideration and the recordkeeping obligations when conducting an internal and external database search.
The OFCCP has recently filed complaints and settled cases with many companies involving hiring discrimination. The first line of defense against this is complete and accurate recordkeeping, tracking and detailed disposition codes. Ask yourself, when you decided not to phone screen or interview a candidate are you documenting why? Do you know the difference between basic qualifications and minimum qualifications? Are you taking advantage of Data Management Techniques to limit your applicant pool? If you are using a search firm, is it their responsibility to retain records? Does the rule apply when I am attending a job fair?
Attend this webinar to help provide your company with data and recordkeeping they need to be proactive in identifying issues and a good defense in OFCCP audits.