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Welcome to the Institute for Human Resources – Online Staffing & Sourcing. Thank you to everyone for your participation and your support of the Online Staffing & Sourcing community. We are excited about our speaker line-up for this event and have a variety of informative sessions for you to explore.
Online Staffing & Sourcing is the ability of a corporation, organization or legal entity to clearly define, indentify, source, screen and select viable candidates for open positions using software and internet technologies. Technology has, and will continue to change the recruiting industry and in this new age of recruitment, it is important for HR professionals responsible for staffing and sourcing to keep abreast of IT trends, developments and best practices. To assist HR professionals in remaining competitive in this space, the Institute for Human Resources (IHR) Online Staffing & Sourcing certification program was launched in March 2011. This is our 9th Virtual Event to date and over 7,000 HR professionals have registered for our programs.
Please join Steve Quinn, IHR Community Sales Lead, for a quick summary of Online Staffing & Sourcing at HR.com. During this brief 15-minute session, Steve will provide an overview of the Online Staffing & Sourcing community, introduce you to the Advisory Board, explain IHR’s Online Staffing & Sourcing certification program, discuss how you can host an educational session, share the calendar of future events and provide useful tips on how to navigate through the upcoming virtual event.
This is a great opportunity to converse with industry experts, get involved and be a part of the community. We look forward to your participation, save your seat today!
Why Strategic Talent Sourcing?
If you’re not answering yes to even just these few following questions, you need to become more strategic in your pursuit of great, long-term talent :
1. Are you seeing enough top people? Do we consider a choice of one really a choice?
2. Are you pleased with the quality of the candidates coming from the major job boards?
We know the importance of talent within our organization but do we really understand the importance of the actions we take to source for that top talent? If the means to becoming a high-performing organization is fundamentally based on having top talent to deliver against corporate strategies, shouldn’t we be wearing a different talent mindset than an activity-based recruiting one? Can you comfortably state that your organization is intentionally strengthening its talent pool and has made this a top priority? Chances are probably not and if you’re keen to drive this priority and are looking for engaging/streamlined ways to do so, this is the session for you!
We’ll cover these four critical components:
Gain insight into why it makes sense to divert some of your attention away from the traditional recruitment approaches;
Define your talent standard – it is the benchmark for evaluating managers and making hiring, promotion, and firing decisions;
Understand how to build the specific talent profile for your organization (or at least critical profiles for specific areas) and ensure its use in all hiring, promoting and firing decisions. Ensure your inhouse recruiting team knows the profile inside and out and doesn't deviate from it when assessment talent.
Engage in active talent identification. Is this a short-term journey or a long-term relationship?
A company’s corporate website is a powerful recruiting tool. The reality is that every ‘A’ level candidate who is carefully managing their career is visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the candidate experience in mind and fail to engage the right talent.
The candidate experience is becoming increasingly paramount as the job market tightens and expectations are on the rise. A few years ago a candidate was satisfied by being able to apply to positions online. Now candidates are expecting much more including a peek into an organizations culture, a realistic preview of the opportunity and the ability to interact with the organization in some type of two way dialogue.
This exciting program will illustrate how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right candidates in and the wrong candidates out. The audience will be engaged, challenged and will leave with new ideas that can impact their organization immediately. Key take aways will include:
- A visually driven understanding of website best practices.
- A thorough understanding of interactive strategy development from website design and execution.
- A blue print to developing an online strategy to drive both passive and active job seekers to your site and track their behaviors.
- A sneak peek into the next generation of website development.
- Insight into how to make your site SEO friendly.
- How mobile will affect the landscape of Career Sites.
- How metrics and analytics will drive all decisions and be used to enhance the candidate experience.
Every day seems to bring headline news of a new law – or lawsuit - involving employers’ use (and misuse) of background checks. The Equal Employment Opportunity Commission (EEOC) has intensified its scrutiny of hiring practices, exposing employers to greater risk than ever of discrimination lawsuits. And while employment screening is critical to helping reduce costly hiring mistakes, organizations that fail to keep up with this flurry of litigation and legislation could face a rising tide of legal dangers.
Armed with the very latest real-world examples, EmployeeScreenIQ president and founder Jason B. Morris will examine the ever-changing legal landscape that employers must operate against and offer attendees solid guidance for navigating these sometimes murky waters.
Consider this: In 2012 the EEOC issued new guidelines on the use of criminal records in hiring. In 2011, the agency reported the highest number of discrimination charge filings in its 45-year history. To make things even more interesting, many states have also introduced laws that interfere with the background check process. Several states and municipalities have also enacted “ban the box” legislation that precludes employers from asking about convictions on an employment application.
And that’s not all. Controversy also surrounds employers’ use of popular social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions. Unfortunately, these sites have no foolproof verification process and companies risk violating Fair Credit Reporting Act (FCRA) regulations and EEOC guidelines by relying on the information they provide.
The EEOC has set its sights on companies who use credit reports, criminal records, social media and arrest records. This shouldn’t dissuade organizations from executing background checks, but it underscores the need for employers to stay abreast of the very latest and be vigilant in their compliance measures.
For HR, Big Data presents a golden opportunity to create better business results through more proactive Talent Acquisition. Talent is the fuel that powers the business, and organizations that successfully place the right people in the right place at the right time will enjoy better productivity and outcomes.
However, the pools of the best talent are shrinking rapidly. Employers can't afford a wait-and-see attitude when it comes to gaining intelligence about where top talent is viewing and responding to jobs. At the end of the day, hiring the right candidate means profitability for your business. How can HR professionals gain the insights their organizations need to make better-informed decisions about their recruitment marketing efforts?
Join David Bernstein, Vice President of eQuest's Big Data Division, as he discusses how to harness data to improve job posting effectiveness and, in turn, overall recruiting efforts. He’ll show HR professionals how to use advanced predictive information to stay ahead of the game in the war for talent. His insightful and forward-thinking presentation will offer a review of the emerging use of Big Data in HR and explain how attendees can leverage analytics insights for recruiting success.
Adopting an evidence-based recruitment marketing strategy is not just reserved for large employers. In fact, a targeted sourcing strategy can in some ways have a greater impact on small and mid-size businesses who need to allocate already-limited resources to the areas that will provide the most value. All attendees, representing large or small organizations, will obtain a meaningful and refreshing look at how to improve their overall recruiting efforts.
Given the global stage on which many of our organizations conduct business today, there is a high probability that our candidates are also the consumers of our company’s products and services. Combined with other factors such as the competitive labor market, the proliferation of social media, and the increase of direct sourcing driving unwanted turnover, the importance of employer branding is greater than ever before.
Employers are now speaking to an audience that's vastly different from the last generation. These "Millennials" have grown up with the Internet, embraced social media -- and have been influenced by brands since they were toddlers. This new demographic also thrives on experiences, which means that employers must attract them with much more than title and compensation.
What does your employer brand say about your organization? Is your candidate/employee experience consistent with your brand and messaging? Test your knowledge of some of the world's biggest brands while learning to avoid the most common pitfalls made by employers.
This presentation gives a behind-the-scenes look at creating an authentic, unique, compelling employer brand for any organization, from a single small business to a national chain. Discover the three qualities of a successful employer brand based on real-world examples. Explore why some employer value propositions attract top talent, while others fall flat. Learn how comprehensive brand research creates brand architecture that leads to an engaging employer value proposition.
The presentation concludes with a step-by-step guide to employer branding that combines proven strategies with the latest methods. You'll also get an inside look at creating a brand brief and social media brief to prepare for your employer branding initiative.
Enterprise Gamification is a set of innovative new tools for companies. This presentation will discuss what gamification means for HR. We will look at when Gamification may be a great tool for organizations to use and when it might not. You will come away with a sense for how to identify good gamification that will be effective for companies—especially for Human Resources and Recruiting and when it might not. We will focus on the potential rewards a well-designed gamificaiton application can bring but also the risks of poorly designed uses. We will review specific examples to illustrate successful and risky uses. We will explore some innovative uses that are pertinent to HR and Recruiting, such as a motivational tool or for onboarding, acculturation, leadership, learning, or as a means of innovating internal referral programs and as a part of rewards and benefits.
Games have been used in companies successful for many years. Innovation, technology, and real-time analytics now make it possible to gamify applications. Studies have shown that gamified applications can be a great tool to speed up the processes of behavioral change, motivation, and engagement. Gamification can be a great way to introduce and bring seasoned workers up to speed with new technologies.
In summary, attendees will be able to feel more confident with gamification as an application for their organization. They will have a checklist to spot potential problem areas. Attendees will also have a set of valuable resources to support their decisions to move forward or question requests that come in.
Technology has changed the way 90% of how Talent Acquisition is being done today in any size organization. Passive and active candidates are everywhere, the talent is out there we just need to find where they are and use the latest tools, tricks and technology to reel them in. It is time for Talent professionals to look for new tools to find the best candidates.
How to find them – Sourcing: The “post and pray” technique just doesn’t work when you’re trying to find highly-skilled employees. Even conventional recruiting can fall short. Effective sourcing utilizing all the tricks of technology is what separates the companies filling their positions with top talent today and into the future.
How to get them – Recruiting: Is it best practice to keep up with the trends? The definition of “a trend” means that a significant group of firms have already implemented the practice. And that means that if you merely identify and copy current trends, by the time your firm implements them, you will have fallen behind the benchmark firms that would have continued to develop new approaches. What are the latest trends, are you behind the times?
How to select them – Video Interviewing: Techniques have evolved as much as technology has changed. Paper resumes are a thing of the past. Phone screens are still deployed but are quickly being replaced with live or recorded video interviews. Video technology has come a long way in that very short period of time and the usage has expanded out in to many aspects of daily HR life.
The robotics revolution is profoundly changing the workplace and the way work is performed. The impact of robotics on employers will be as profound as the Internet. It is predicted that in twelve years (2025) one-half of the current jobs in the U.S. will be done by “brilliant machines” and software. Examples will be provided showing how robotics is moving manufacturing back to the U.S. but not the jobs. These changes will profoundly impact “human” resource professionals not just in manufacturing, but throughout all the major industries.
The technological advances entering the global workplace are inevitable, yet decades-old workplace laws threaten to fill this journey with legal landmines and uncertainty. For example, robots are not only displacing workers, robots are now being programmed to interview human applicants. Interview robots can record the interviews, and measure eye movements, facial gestures, and other biological reactions which can then be compared to the best of the current workforce. Workplace law requirements and limitations abound. Questions need to be legally compliant, special privacy requirements apply, certain medical information cannot be collected, and disparate impact analysis is required to ensure that the emotional intelligence information does not adversely impact applicants based on age, race, sex, and other legally protected categories.
This presentation will
(1) unmask hidden employment and labor law compliance requirements of a roboticized workplace (e.g., laws and regulations on safety, data storage, privacy, disparate impact on protected categories of employees such as older workers, layoff notification, severance, union organizing, and retraining)
(2) recommend practical legal compliance steps for both the robotics industry and the users of robotics
(3) anticipate and help shape future regulatory and legislative requirements.