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Welcome to the Institute for Human Resources Online Staffing and Sourcing! Thank you to everyone for your participation and support thus far in this great IHR Initiative. We are past the half way mark!
This event will be the 3rd event in our series of 4 – we are past the half way mark! Find out what we have been up to? And what we have accomplished these last few months? Join Cherise Sortino, Community Facilitator for HR.com’s Institute for Human Resources Online Staffing and Sourcing as she takes a look at what has been happening within the Institute for Human Resources within the last 6 months.
During this short 20 minute session Cherise will take a quick glance at the Institute for Online Staffing and Sourcing thus far; review the certification program, have you signed up? 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 latter half of the year.
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 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.
Tell me if this strikes you as resembling your organization:
You walk into legal to engage them about social media and they begin to disappear into their shell like a turtle. By the time you mention MySpace or FaceBook their head pops in and … that’s it – discussion over.
Next you go to the IT manager. They stand bold over their domain until you mention Linkedin; then they shake with fear and yap at you “no you cannot access that social media site” like a Chihuahua.
Finally you sit with PR/Corporate Communications director. When done they run to leadership as if the sky was falling because they did not get to review every word that went out on the web under the company’s brand. There we have our chicken little.
It’s worth billions – yet generates little revenue. It reaches millions every minute without going anywhere. It has a massive amount of content generated daily but is consumed by few. No, we’re not talking about the US government! We are talking about Social Media. And now you want to go to your leadership and tell them you’d like to invest in this new initiative (or perhaps defend your current program). Those are not ideal statistics acceptable to most small to mid-size companies. Even large companies struggle with their campaigns if they are not within a mega-brand. Return on investment (ROI) can be tough to measure within any program or initiative. What could be worse? It does get worse with leadership that tends to believe that this technology is a panacea (will recruit talent without any recruiters or will engage employees to a state of euphoria) or are completely clueless about the basic necessity to have these tools in use (“I thought FaceSpace was video chat and MyBook as an on-line book directory?”).
Is social media really social? Are you really engaging and interacting with potential candidates or your current employee base? Has professional networking become less professional? It feels like we all have been given a large megaphone to push out whatever we feel appropriate whenever we feel like it yet few if any can hear. And many chose frequency of chat over content. Can we be relevant to our followers (if we have any) when there are millions of tweets a day? Will our friends still like us and can we convert them to a solid talent community? Are we being forced to interact in a location that may not be ideal for us or potential candidates? These are questions that plague late adopters to this paradigm shift and new set of tools. It is not a fad – that is for sure. But it has changed so dramatically during the past 6 years – what will it look like in 2015? And where do you start?
During our session we will explore the fundamentals of a core strategy to develop a social media tool kit and how to build a business case for gaining acceptance. We will also talk about the three enemies within: IT, Legal and Corporate Communications (or your version of that role depending on the size of your company). You can leverage these functions, or those in the role, to create a program that all are comfortable with and take the lead! We’ll also review the latest wisdom on tracking and measuring your social media initiative. Join us!
New technology and emerging industries are transforming the roles of recruiting & HR professionals, the skills critical to their success, and the talent they must recruit and develop. As the world changes, so must a team’s willingness and ability to discover, whether it be new tactics for acquisition of talent, a new understanding of a modified industry or simply recognizing and adapting to the limits of the new workforce.
As easily as these changes are implemented on a cursory level, the fundamentals behind the business must match the practices. Through best practices investment and proper training, HR professionals can open themselves up to an interactive process that is constantly evolving, and with the proper implementation can be innovated and maximized. This knowledge transfer is essential to growth in the modern hiring climate, and with the proper data and intuition, the realization of long- and short-term goals are attainable with minimum difficulty.
Jason Whitman, VP – Client Services at Indeed.com, will share how Indeed and its data can be used to stay ahead of the latest trends affecting the business of recruiting and HR, maximizing your company’s success and ROI while remaining relevant to your target demographic and professional standard:
• How talent finds you and what your competition is doing to reach them.
• “In-demand” skills that will influence who and how you recruit.
• The changing supply and demand for jobs, including recruiting jobs, across the country.
• Industry insights to guide your recruitment strategy
• Understanding your own job outlook as a recruiter or HR pro
Employee turnover costs the US economy an estimated $5 trillion annually. With perpetual workforce shortages in many industries, recruiting, managing, and retaining high-quality talent are the most important challenges an HR department faces. In this informative and cohesive session, Chris Dustin will guide participants to appreciate the benefits of creating a Magnetic Culture® in the workplace in order to attract and retain the best and brightest individuals. The absolute best organizations are built on a foundation of the most highly-skilled professionals. Hiring the right people is crucial to creating an organization employees will never want to leave. Mr. Dustin will analyze statistics related to the Magnetic Culture® phenomenon. Attendees will receive tools to implement proven strategies to increase Engagement and “magnetism” at their organization.
Using data obtained through analysis of thousands of organizations and millions of participants, Mr. Dustin will discuss the effect Employee Engagement has on recruitment and retention, and how Engagement can be utilized to create a Magnetic Culture® of top talent employees. Mr. Dustin will provide key drivers and best practices to help increase Employee Engagement, creating a culture of loyal and invested team members. Mr. Dustin utilizes a conversational, case study-based approach to information sharing to help attendees understand the vital importance of establishing a Magnetic Culture®. This session aims to provide you with the knowledge and tools to retain the very best employees at your organization. You will leave with a sense of the drivers of Engagement, how to attract top talent and keep them dedicated and loyal, and the necessary facts to create a Magnetic Culture®.
This session will help you learn how to strategically integrate the latest social recruiting strategies and tools into your legacy recruiting practices, processes and systems in order to reduce overall recruiting expenses and cycle time to fill your most critical positions. Learn to create a corporate “Top Talent Magnet” designed to more effectively attract and build meaningful relationships with the best talent in your industry --IN ADVANCE OF NEED --so that they are more likely to express interest in your FUTURE and current employment opportunities when approached. This session will help you gain clarity around how to take your outdated recruiting practices to the next level by STRATEGICALLY harnessing the power of social media, CRM technology, talent communities, Mobile and SEO strategies. Topics covered will include:
• The evolution of online recruiting and your NEW Social Recruiting Toolbox, tactics and process
• Understanding and building communities of "Top Talent"
• ENGAGING vs.REPELLING talent on your corporate website
• Becoming VIRAL – Branding your company and employment opportunities online
• Tips for leveraging LinkedIN, Facebook, YOUTUBE, PR and Twitter to TARGET and ATTRACT top talent online
• Thinking like a job candidate – Removing candidate engagement barriers in your process
• The power of MOBILE Recruiting
• Metrics that matter and how to measure them
• Social recruiting critical success factors
• Case study example – Applying what you learned
In this session with SimplyHired.com, you’ll learn the seven ways you can immediately transform your recruiting efforts to attract and hire the top candidates through two key areas: sourcing and analytics.
Sourcing: Casting a wide net through intelligent sourcing
Active, passive or both? Which candidates should you be targeting – and how? In this segment we’ll dive into the differences between active and passive candidates, and illustrate how to best appeal to and reach each. Additionally, learn what type of candidate you should be targeting and why.
Analytics: Metrics that help you work smarter, not harder
Everyone wants to know how to work smarter to be as efficient in their work as possible. The answer? Analytics. Analytics keep you on track and show you which methods are working – and which aren’t. We’ll give you the secrets to successful analytics in your practice to make your recruiting efforts more efficient and effective.
Join Sheri Kahn from SimplyHired.com to discover the 7 steps for highly productive recruiting. With these new tips on intelligent sourcing and analytics to help you work smarter, you’ll be able to take your recruiting efforts to the next level immediately. Don’t miss out!
With over eight million job listings, SimplyHired.com is the world’s largest job search engine -- 25 times the size of the biggest job board. Servicing 16 million monthly users across 24 countries, the company powers jobs on over 10,000 network partner sites, including LinkedIn, CNNMoney, The Washington Post and Businessweek. Reaching passive as well as active candidates, the SimplyHired.com network delivers millions of targeted job applicants and boasts one of the lowest cost-per-hire rates in the industry.
In order to have a successful recruitment marketing strategy, you need to understand every step of your recruitment process. From job distribution to online sourcing to recruiting metrics & data, you need to understand what levers drive success not only in your individual job campaigns but for your long term recruiting goals as well.
In this webinar, we'll teach you how to build a successful recruiting strategy at your organization by implementing a recruiting process that focuses not only the open job position that needs to be filled today but on collecting contacts that can help you fill jobs tomorrow as well. In addition, we'll show you how to better leverage existing recruiting & sourcing technologies to drive candidates to become applicants in your ATS and contacts in your organization's Talent Network.
Lastly, we'll identify several metrics & data that should be captured during your recruiting process and how you can use this data to make important recruiting decisions that can greatly increase your overall recruiting ROI.
At the end of this session you will be able to:
1. Better understand your recruitment funnel and the levers that determine success
2. Build your Talent Network through several innovative sourcing strategies
3. Implement several potential improvements in your recruitment strategy that will drive ROI
4. Identify potential bottlenecks and/or missed opportunities in your current recruitment process
5. Describe 3 real world company success stories and their takeaways
This is a "must attend" for recruiting professionals looking to get more ROI out of their existing job campaigns.
Building a steady stream of candidates for your growing company is one of the leading challenges for HR professionals and recruiters. Despite economic concerns, candidates, particularly recent graduates, are still being selective about the employers they want to work for and the types of roles they want. This unique challenge requires an aggressive strategy to ensure that your organization has the opportunity to hire the necessary talent.
The key to building that steady talent pipeline lies in an organization’s ability to get in front of potential employees while they are still in school. Many undergraduate and graduate students are indecisive about their careers providing potential employers the opportunity to help shape today’s student’s future goals. The days of just showing up at career fairs expecting to attract top talent may already be behind us.
With this in mind, Undertone created our EDU college outreach program. The program is based on the premise that many finance, marketing and communications undergrads would be interested in working on the digital advertising space, but didn’t even know the world of online advertising even existed. Partnering with dozens of schools across the US has allowed Undertone to educate hundreds of college students about online marketing and create a steady stream of interns and full time employees.
In this session participants will learn how to identify ways to uniquely market your organization to colleges, understand what college students are looking for in internship and full time opportunities and learn how to create similar programs at your organization.
• Attracting, finding and securing top talent are key priorities for any successful organization. Likewise, with a startling percentage of candidates falsifying their employment history, it has never been more important to include employment screening as part of an effective recruitment process.
Nevertheless, sourcing the right candidates and making quality hires amid shrinking HR departments and budgets is still a difficult challenge for most organizations. Devising and executing an effective recruitment process has become an increasingly complex undertaking due to the growing array of tools, technologies and recruitment channels available to employers. Additionally, while conducting pre-employment background checks is a key priority for businesses that want to avoid bad hiring decisions, the process can be a daunting one requiring a significant investment of resources.
In this session, Jack Coapman, a Vice President at ADP specifically focused on talent acquisition, will present a thorough overview of best practices and new innovations (and approaches) in talent sourcing and screening. By explaining the various strategies, tools and resources available to employers today, attendees will come away better equipped to devise and deploy a more thorough, efficient hiring process, and in turn, help advance their organization’s goals. Mr. Coapman will explain how organizations can best align their strategies for acquiring and screening talent, take steps to streamline the entire hiring process and minimize process redundancies. He also will review best practices in pre-employment screening and highlight the many advantages to implementing a thorough screening process in order to effectively mitigate potential risks and liabilities.
Hiring is broken: turnover and retention are largely the same as they were 30 years ago, despite hundreds of billions of dollars spent on hiring technologies. Job boards and applicant tracking systems have made it easier and less expensive to get more candidates more efficiently, but roughly half of all hiring decisions are still mistakes.
Average employee tenure has been dropping like a stone and employee turnover rates continue relatively unchanged. Hiring mistakes are so accepted that “money-back guarantees” have become table stakes for any recruiter.
In particular, for small businesses, hiring is a make-or-break decision. Competition for top performers is a high stakes game, while hiring mistakes can sink a company’s profitability and reputation. There is a “war for talent”, as McKinsey famously declared over 10 years ago.
Successful technology startups have redefined the war for talent, forced to compete with much larger Fortune 500 incumbents by inventing new techniques for finding and hiring top employees.
My session will describe some of the beliefs and techniques that the best small businesses use to compete with big business for hires.
The techniques I’ll cover are not only useful for owners and hiring managers of small businesses, they are also great ways for Fortune 500 recruiters to learn how to compete with startups for top hires. Beat them at their own game!
I’m Ben Baldwin, Co-Founder of CareerXact and ClearFit (one of IDC's 2011 Top 10 Cloud Companies to Watch). I’ve spent the last 12 years founding and growing two recruitment software businesses with over 2,000 Fortune 500 and small business clients across 4 continents. I’m a patent holder and board member of the Entrepreneurs’ Organization (EO/YEO).
The recruitment world today manifests an unpleasantly familiar adage: the rich are getting richer and the poor are getting poorer. Best-in-class companies hire the best future employees because these companies are high performing, profitable enterprises that know they can afford to invest in getting hiring right. The rest hire lower-performing future employees, thereby trending themselves downward and ever farther from best-in-class. The net result is that nearly half of new hires don’t work out: they leave within 18 months of being hired. Fewer than half of new hires rate very good or good in their first 6 months’ performance appraisal.
Best-in-class companies use assessments, they use the science of performance prediction to beat the rest. This can be expensive, time-consuming and complex but the process reaps huge rewards. Now, all organizations can avail themselves of best-in-class hiring methods. New technologies, the increased sophistication of analytics, and scalable solutions come together to create scalable, powerful hiring solutions affordable to everyone. The result is that all organizations can hire the best future employees (different from the best candidates).
This is possible, as we will explain in this webcast, because the predictors of performance are known for every job that exists (this is a fact) and because these predictors can be measured accurately. Doing so enables any organization to identify, with high probability, the highest performers for any role. We will reveal the primary performance-predicting factors, will demonstrate how they can be reliably and affordably measured, will provide case examples of companies who use this approach, and will show how the process works.
This webcast will demonstrate how best-in-class companies succeed in hiring and how the same basic approach can work for organizations of all sizes and types even those with very limited budgets.
With constant pressure to reduce costs and improve productivity, finding the right candidates for key roles has never been more critical. Borderless markets and the power of the Internet have combined to create a surge in application numbers – from under and over-qualified candidates, alike. This makes extra work for recruitment teams, while increasing the risk of sub-optimal hiring. Historical research has shown that with more applicants, comes a greater risk of poor hiring decisions.
This session will outline best practices to streamline processes and hire the most qualified candidates for high-volume roles, in the absolute shortest amount of time.
Led by Ken Lahti, Industrial-Organizational Psychologist and Director of Client Solutions for SHLPreVisor, a key focus will be examining how properly executed predictive screening assessments can ensure that only the best applicants proceed to the later stages of the hiring process, such as interviews or on-site testing.
Ken will further explore how people assessment tools can measure characteristics against specific job role requirements. This unique insight will enable organizations and their recruiters to rapidly identify the highest-quality job seekers.
• Efficient online application management expedites identification of top candidates
• Realistic job previews (RJPs), multimedia assessments, and job-specific simulations help applicants determine their fit, or “self-select”
• Behavioral assessments link to your competency framework
• Ability and personality tests assess a candidate’s potential to do the job and add value, and further reduce applicant volumes
• Situational judgment tests, culture fit and values measures ensure a good fit with the role and organization
• Skills tests measure subject knowledge