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Take a look at your corporate website and ask yourself the following question:
"If I were browsing the web and applying for jobs, would I want to work here?"
If the answer is "no" then keep reading.
The numbers are in and according to recent research, 74% of the workforce are passive job seekers looking for their next career move (Source: Tlnt.com). These numbers are in addition to the 8.3% Unemployment Rate (Source: US DOL BLS).
Job seekers are looking for their next position but may be overlooking your organization due to a lack of the three I's: Inviting, Informative and Intuitive. Don't let top talent slip away because your site doesn't do a good job of piquing their interest, sastiating their craving to learn more about you or frustrates them to no end.
The purpose of this webinar is to inform HR Professionals and Web Designers about the top three reasons why "Top Talent" may be overlooking your website.
Are you interested in candidates that know they fit in well with your organizational culture? Then the online candidate experience should not be ignored or taken for granted. Your website and online presence helps job seekers make more informed decisions about whether they truly want to work for your organization and the culture of your firm.
The presentation will highlight some best practices in online candidate engagement, practical applications to apply for your organization and an explanation behind the importance of a website that is intuitive, informative and inviting ("The Three I's of Online Candidate Engagement.").
The presentation will also touch on why employers should be
tracking site visitors using analytic software like Google Analytics
and - of course - how to tie social media into your recruitment pages.
Now is the ideal time to ensure that employers and employees understand the E-Verify and the federal employment eligibility verification processes. E-Verify is a fast, free, and easy to use internet-based system. E-Verify compares an employee's Form I-9 information to data from the the U.S. Department of Homeland Security and the Social Security Administration records to confirm employement eligibility. Although E-Verify is a voluntary program, certain states have enacted legislation making it mandatory for employers to enroll.
More than 300,000 employers at over one million participating hiring sites large and small, across the United States use E-Verify to check the employment eligibility of their employees, with about 1,200 new businesses signing up each week.
The objective of the presentation is to strengthen our stakeholders’ knowledge of employment eligibility verification requirements and ensure compliance with E-Verify program rules. Our previous partnership efforts have served businesses in numerous sectors throughout the country.
Topics to be covered include:
Details of E-Verify
How E-Verify program works
What employees can do when faced with a data mismatch
Important information regarding the protection of employee rights
A question and answer session with one of our subject matter experts
Our subject matter expert will be available before and after the presentation
U.S. Citizenship and Immigration Services (USCIS), a component of the Department of Homeland Security, administers E-Verify in collaboration with the Social Security Administration. As a public service, USCIS offers free training and presentations about E-Verify. Our goal is to increase understanding of this program including addressing many of the misconceptions. This presentation is designed to educate, update and provide compliance support to organizations throughout the U.S.
Do you ever wonder how to use web-based technology to bring-in top-tier candidates in a more efficient and effective way and decrease time-to-hire? How can we leverage the talent acquisition process to hire applicants for the right occupation within our organization and bring in applicants with leadership potential?
Delivering pre-employment assessments that drive the interview process using web-based technology can streamline the application process, while providing answers to the questions posed above. Doing so can decrease time-to-hire and assist in bringing in top-tier candidates all while using robust metrics to guide the process and increase organizational commitment, align applicants with job demands, and bring-in candidates who perform at the highest levels.
We will highlight how to ensure your talent acquisition process is efficient (i.e., capable of quickly moving candidates through the pipeline), objective (i.e., produces candidate profiles based on job-related data), and effective (i.e., achieves objectives of increasing workforce stability and performance levels, while having significant ROI). We will evaluate ways to “check” the process as it is not “fixed” - the talent acquisition strategy you implement today must be able to evolve and change with the nature of jobs and the needs of the business.
The primary goal will be to examine how to leverage technology using web-based assessment and interview tools. We’ll walk through some examples to highlight ways to “check” the process and identify with the needs of the applicant AND your organization. We will indicate some of the numerous ways you can customize the process to meet the needs of your organization for an effective and efficient technology based hiring solution!
As recruiting challenges mount in the recovering economy, strategic sourcing has taken a front seat in winning the recruitment war for talent. While there is significant information in the marketplace as to how to find candidates, many sourcing and recruiting departments are not yet a highly functioning team built for success.
Chris will give you a step by step process as to how to make your recruiting and sourcing group more efficient, strategic, and effective at winning in the marketplace and delivering exceptional results to your line of business and company. Each step in the process towards building a solid platform will outline the foundational steps necessary for this success. Chris will tie in corporate social media policy, recruitment metrics, corporate website messaging and SMART sourcing into each development building block. In each phase, this program will demonstrate how each stage builds upon the previous stage resulting in solid and sustainable growth. Chris’ experience in building a sourcing and recruiting department with this method has resulted in significant departmental increases and achievements.
Chris Stanzione is an Area Vice President in the Talent Acquisition group for SunTrust Bank and a frequent speaker at industry events. Chris is also the founder of RecruitersNation.org, a National Association for recruiters. After ten years of staffing and executive search experience, Chris transitioned to the corporate side of recruiting with SunTrust in 2011. Actively engaged in the areas of SMART sourcing and recruitment through Social Media and Talent Communities, he brings passion and enthusiasm to the industry. Originally from Washington, D.C. by way of Boulder, Colorado, Chris lives in Atlanta with his wife and three children.
This will be an online session lead by Geoff Webb and Jonathan Campbell which will higlight the various tools and social channels that both Recruiters and HR professionals should be aware of when determining how to best approach the world of Social Media and HR. We will show you some of the ways to best engage with your candidates, prospects and employees via Linkedin, Facebook, Twitter, and Youtube. You will walk away with at least one or two key tools that you can take back to your organization and start using today.
Your people are your most valuable asset therefore ensuring your staff have the skills to compete in a socially connected world is essential.
We train Recruiters in how to source and attract candidates by enabling them to sift through the vast amount of data available on the Internet, zoom in on potential employees and pre-qualify candidate data.
Our Black Belt in Internet Recruitment qualification consists of three parts:
Orange Belt: The aim of this module is to introduce Recruiters to the various social media and digital platforms that modern recruiters use to promote their jobs, promote their business, source candidates and engage with prospects.
Blue Belt: The aim of this module is to enable recruiters to source candidates or leads for any job, anywhere in the world, using only their internet browser. You will learn about the most common and effective advanced search operators, the tricks to using the main social & professional networks and how to gain access to 100% of LinkedIn Profiles on a free account.
Brown Belt: This is an Advanced Sourcing module that enables online recruiters to gain a serious competitive advantage against other social recruiters and internet sourcers through the use of advanced search operators, url manipulation and advanced software tools.
There are two premises behind this webinar: 1) hiring is broken or at least “sub-optimal”, and 2) science can fix it. Both are easily demonstrated with facts and with extensive even exhaustive experience and studies.
Hiring should be a process of matching the right people to the right jobs. It should provide the employer with workers who have the innate qualities to perform at high levels and therefore contribute to the organization’s goals and it should provide the candidate with a job, or career, that will draw upon that person’s innate qualities and enable her/him to be high performing, engaged, fulfilled, rewarded. These objectives are met by today’s hiring practices with scandalous rarity.
It’s not that employers and jobseekers don’t try. Major search engines see well over 100 million searches for “job” per month. At least 50 million jobs are posted on job boards each year. Companies spend over $50 billion a year simply on posting and advertising jobs and anywhere from $500 to hundreds of thousands of dollars to hire the right person. The average cost-per-hire for new university graduates in 2011, for example, was over $5000.
Not only time and money are invested. New technologies meant to improve hiring results proliferate. Social media approaches become highly touted – you are meant to feel a luddite if your jobs aren’t tweeted and the buzz about your jobs not top-of-mind on Facebook. Are the technologies and the social media channels improving the outcomes? As this webinar will demonstrate, not much.
The solution is science. The science of psychometrics generates a much better result, a much higher performing employee, than any other approach. The evidence is compelling, the results conclusive.
In the movie Field of Dreams, Kevin Costner builds a baseball field on his farm, spurred by haunting, repeated whispers from the ghost of Shoeless Joe Jackson: “If you build it they will come.” Shoeless Joe may very well have been whispering the same advice to many HR leaders who continue to build traditional talent pools. Shoeless Joe might have warned Costner that, if he wanted real people to come to his baseball field, he would build it where they are. The same is true for HR leaders building talents pools in today’s and tomorrow’s world.
Talent pools, as many of you know, can be powerful strategic weapons in your talent acquisition and development efforts aimed at specific candidate or candidate referral audiences, such as people with specialized skill sets, company alumni and college students. Not so long ago, however, talent “pools” evolved into talent “communities,” as employers realized that attracting candidates to their talent pools required providing valuable experiences, largely through content and communication. But, the widespread adoption and ubiquity of social media have again transformed how we think about talent pools or communities.
On one hand, social media afford employers new possibilities for nurturing, engaging and exposing their employment brand to potential candidates, persons of interest, and people outside of their immediate reach. On the other hand, social media are changing the way people find, consume and interact with content, other people and brands. More broadly, the rise of social media marks a paradigm shift: from the “searchable web” toward the “social web.” The former describes the world of search engines, exact criteria for finding information, and wandering around isolated islands of information. The latter describes the world of social media, free-form connections among people, and discovery of content within the context of our lives.
Join this session with Bullhorn’s Recruiting Innovation and Optimization Evangelist Steven Duque to learn how to build and foster talent communities in this ever-changing world. We’ll cover strategies for approaching talent communities, tactics you and your organization can employ, and both the pros and cons of talent communities rooted in social media.
It’s been a fact for a long time: Organizations with superior recruiting and selection practices financially outperform those brokerages with less effective recruitment programs. Is your company up to the pressure of finding the right talent? With high unemployment and many organizations having gone out of business over the past 5 years one would think that there should be an abundance of people exploring new jobs and careers. Given a large supply and the technology to reach them you should have a sufficient pipeline of candidates to meet your growing needs? However we all know this is not the case. So what data and analytics are you using to examine key metrics such as outreach, the quality and quantity of your talent pipeline, the impact of your brand and much more? Have you done anything different over the past few years that led to large gains?
Social Hiring Applications are fast becoming the platform of choice for candidates— supplanting “headhunters”, consultants and job boards. To be prepared for the future and have access to the best job candidates, companies need to start planning their social hiring strategy today. Data is showing that the majority of passive job seekers are finding jobs through social hiring, employee referrals are the best source for outside talent thereby increasingly more important in your social hiring strategy, and close to 90% of companies will hire through social recruiting.
This session will focus on how an integrated strategy that blends the best of your recruiting strategies with technology, social media, and the Internet will allow you to meet all of your talent acquisition goals over the years to come.
As newer and "better" ways to use web-based technology continue to mushroom in the recruitment mainstream, many users are finding themselves lost in the clutter. Finding and selecting talented and capable people continues to be a critical element of success for any organization, and the advent of recruitment technology has tried to live up to the promise of enabling hiring organizations to hire more people, better people, and to do so faster and with lower costs.
Although these innovations have created greater transparency and an abundance of efficiencies, there still remain numerous areas that could be much better.
- Job posting performance has suffered and employers are frustrated by the fact that posting on nationally branded job boards and other candidate sources are producing fewer and fewer strong candidates.
- Applications that are received reflect a significant decline in candidate quality.
- Time-to-hire has increased exponentially.
- Candidates are frustrated by fragmented submission processes, overwhelmed by volumes of job information and sources of this information, and by the lack of feedback through the application process.
In many cases, we have become so immersed in the technology, that we have forgotten some important fundamentals:
- Marketing the job to the right audience.
- Choosing a job title that properly describes the opportunity.
- Preparing a concise and compelling job description that speaks to your audience, not to yourself.
- Including an employee value proposition that engages candidates and provides a good WIIFM statement.
- Setting proper candidate expectations to enhance the candidate experience.
- Leveraging your employer brand to increase visibility and drive better results.
This presentation will provide participants with best practices approaches to ensuring solid fundamentals are an important part of your recruitment activities, and will produce better results when using web-based recruitment technologies.
Social media is changing the way we communicate. Facebook™, Twitter™, LinkedIn™ , Yelp and blogs are creating unique opportunities and challenges for companies today and employers must decide how to interact with these ever-evolving venues. This presentation will address the benefits of using social networks and how a company can strategically build its social networks. You’ll learn how a company can build its brand on LinkedIn™, Facebook™ & Twitter™ and how these sites are being used by recruiters today. You’ll also discover how to incorporate the latest trends in social media to create a competitive advantage for your organization. We will look at how social media has created a fundamental shift in the way people communicate via real-time conversations online. We will discuss if social networking really is any application or website that links communities of people together through the ability to upload and share media such as photos and videos or to a message or link up with old friends and make new ones.
Time to investigate some of the statistics and do some myth busting:
• Facebook claims that 50% of active users log into the site each day. This would mean at least 175m users every 24 hours… A considerable increase from the previous 120m.
• Twitter now has 75m user accounts, but only around 15m are active users on a regular basis. It’s still a fair increase from the estimated 6-10m global users from a few months ago.
• LinkedIn has over 50m members worldwide. This means an increase of around 1m members month-on-month since July/August last year.
• Facebook currently has in excess of 350 million active users on global basis. Six months ago, this was 250m… meaning around a 40% increase of users in less than half a year.
At-home assessment of applicants has been on the rise for years, despite the objections of some of the premier thinkers in I/O Psychology, because employers enjoy the conveniences and cost savings that come with at-home testing. For instance, on-site testing requires organizations to maintain testing terminals for applicants and to staff testing facilities, both of which cost a good deal of time and money. Comparatively, at-home testing removes these burdens, and allows recruiters to spend more time searching for the best qualified individuals. Of course, these conveniences come with a price: reduced standardization and control of the testing environment, and a greater chance of applicants finding ways to cheat their way through the assessment.
While gauging the pros and cons of at-home assessment is an important criterion for deciding whether it is right for your organization, the more important question remains: is the test still a valid predictor of valuable outcomes, like job performance and turnover?
In this session we delve into the frequently asked question, “Is the test valid?”, by discussing the meaning of test validity, and how the validity of a test can vary depending on the outcomes of interest to the employer and the unique conditions of the job. We will also go into more detail about the pros and cons of at-home testing, followed by a discussion of research conducted by the DeGarmo Group examining the likelihood for applicants to “fake” on personality assessments when testing on-site versus at-home, as well as the validity of an assessment that is exclusively administered at-home.
In case you haven’t heard, employment is broken. Like the tormented Sybil in the book and movie of the same name, the world of employment is currently exhibiting multiple personalities. We have a candidate rich environment, a talent drought, available jobs, high unemployment, and a communication revolution, to name a few, all playing out simultaneously.
At this point in history, the combined effects of downsizing,
unemployment, underemployment, off-shoring, outsourcing, technology, telecommuting, social media, increased competition, and good old fashioned denial have rendered the processes of recruiting, hiring, and retaining employees – as we’ve known them – highly confusing and ineffective, and it’s being felt on both sides of the fence.
If you’re a human resources professional or a hiring manager, your team has inevitably been cut in the last few years and you are being asked to do much more with much less. You are stretched and really don’t have the time needed for effective recruiting, interviewing, on-boarding and retention efforts. At the same time, the clock is moving at warp speed and competition for A-players is fiercer than ever.
In this presentation, Kim Shepherd explores employment’s “Seven Stages of Engagement” (Attraction, Selection, Interviewing, Hiring, On-boarding, Retention, and Development), discusses how each is currently broken, and offers creative, street smart tips for success in each critical stage of the employment process.
At the end of this session, participants will come away with readily applicable ideas to improve their recruitment processes and communications and to become viewed as an employer of choice among employment candidates and incumbents.
Currently, over 80% of companies are achieving significant benefits by using social media for recruiting on Facebook, LinkedIn, Twitter and Google+. Employers leverage multiple approaches across all social channels including employee referral hiring, talent networks, automated job publishing and social media optimization (SMO) to attract and hire unique candidates. For a successful social recruiting strategy, it's important to select the right mix of tools that deliver maximum ROI. We will evaluate the best social recruiting approaches and share practical tips how to create a social recruiting strategy which fits your company size, industry and type of positions.
In this webcast you will learn how to leverage the best approaches in your social recruiting strategy:
Social Employee Referrals
Social media has laid the foundation for scalable referral hiring. Employers can now leverage all of their employees across all social media by automatically targeting candidates in employee referral networks. The process is remarkably easy for employees, while successfully grants recruiters access to massive talent pools.
Job Publishing to Social Media
Employers can automatically publish their job postings to Facebook, LinkedIn, Twitter and other 300+ social networks to reach the largest talent pool in the world.
Proprietary Talent Networks
Social networks made accessible both passive and active candidates. Proprietary talent networks enable employers to capture passive candidates and build the talent pipeline.
Social Media Optimization (SMO)
Career-focused content needs to be optimized for social media to trigger viral distribution beyond first-degree friends. Companies increasingly leverage interactive videos and cultivate relationships with candidates through real-time conversations with recruiters.
Tracking and Metrics
Employers can easily track referrals and reward employees with referral bonuses. Sharing metrics determines the audience size and reach across all social networks.
While organizations vary in terms of the tools to screen and select candidates, almost all use one common element – the interview. Yet, from both a potential employee and employer perspective, the way we approach interviews is sorely lacking. Hiring managers often ask irrelevant or even illegal questions. Data gathered during the interviews is often untied to job criteria. And, interviewers often forget they are not only evaluating the candidate, but also “selling” the position and organization.
Finding the best-fit candidates has never been as critical as it is today, so now is the time to ensure you are properly interviewing and making hiring decisions to contribute to the long-term success of your organization. During this webinar, we will discuss some major trends in hiring and selection, and provide guidance on how to adjust to keep up with those changes. You will learn to improve your organization’s interviewing techniques by:
- Asking the most relevant questions
- Capturing and evaluating a holistic view of the candidate including knowledge, experience, capabilities, and motivations, and understanding how this view changes over time
- Enhancing candidates’ positive perceptions of your organization by using a balance of technology, social media, and traditional methods
- Maintaining legal defensibility in your interviewing decisions despite recent increased legal pressures
- Enabling a strong start for your new hire with an individualized development plan that will lead to improved retention
If you’re interviewing or plan to soon, don’t miss this session so you can hire the right people with the right skills at the right time – every time.
As a Recruiter and Hiring Manager, your efforts will dictate the makeup of your company’s workforce. If you hired your share of high performers and reliable people, your company will show the positive effects of your efforts in every area, from service levels, to retention rates, to expensive claims and lawsuits, to the bottom line on the P and L statement. As such, it is imperative that you use the right tools, methods and point of view to enable your results to be the best possible for your company’s overall performance.
As a recruiter or manager of entry level workers, you have many tools available to help maximize your hiring quality and retention of these workers. Being that this tool chest does not normally hold a very high hourly wage, it is imperative that the tools you do have are used correctly. For employers of large numbers of front line, service and blue collar workers, the workforce is really what you are offering your clients. When the recruiting department is procuring quality talent at the right pace, the company is on the right path to success.
This presentation will walk you through best practices in advertising for, engaging and hiring the best entry level and hourly workers, while getting the best bang for your advertising dollars. As a Recruiter or Hiring manager, your efforts dictate the makeup of your company's workforce, and how it performs, is retained, and how prone to claims it is. Your recruiting/hiring efforts are where it all begins.
In this presentation, we will review;
• Online Job Advertising that caters specifically to the Entry Level/Hourly
• Designing your Ad to Attract and Retain the Best Candidates
• Ad Text and Point of View
• Craigslist Specific Ad Tips
• Understand the mentality of a Craigslist Job Seeker
• Headlines/Titles of your Ads have a Big Effect
• Grab Readers Attention/Immediately Engage
• Referral Strategies – Using your Current Workforce to get Applicants
• Using Social Media/Facebook in your Referral Program
• Engaging the Candidate