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Quality of Hire

September 26-27, 2012
This event has ended. Click Enter Event to view the archive.
It is imperative to hire the best potential candidates to ensure the long term success of an organization. The Quality of Hire track is an ever-changing and evolving sector of HR, and through this certification and accreditation program, we will provide insight into the metrics, tools, and processes needed to build a highly skilled and trained pool of professionals.

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 HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, 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
speaker
Presenters:
Yves Lermusi, CEO(Checkster)
Rhonda Taylor, Fail Safe Screener, Facilitator(HR.com)
  

It is imperative to hire the best potential candidates to ensure the long term success of an organization. The Quality of Hire track is an ever-changing and evolving sector of HR, and through this certification and accreditation program, we will provide insight into the metrics, tools, and processes needed to build a highly skilled and trained pool of professionals. Attend the workshops from your desk!

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 HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, 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.

speaker
Presenters:
Adrian Wood, Co-Founder(Shadowmatch USA)
  

What makes people successful? Why do some people fail, and others succeed? Is it possible to predict when and where it will happen? These questions sparked 20 years of research that produced a revolutionary new perspective on the traditional world of assessments and recruiting.
Every role and team in every organization has a unique ‘fingerprint’ of what makes it successful. Focusing on skills and personality alone will not guarantee that you can effectively determine whether even the most qualified candidates will succeed once hired.

Behavioral Benchmarking enables organizations to use powerful behavior-based insights to significantly improve their recruiting initiatives (as well as team building, employee development, and re-deployment). Personality assessments and typical workforce management tools deliver very little information that organizations can use to effectively recruit the right candidates. Behavioral Benchmarking, alternatively, provides deep insights into actual candidate behaviors—illuminating how individuals and top performers actually achieve success, how and why they work together effectively or not, why some individuals and teams excel in their performance, and where opportunities for improvement lie.

What’s more, behavioral benchmarking gives employers the ability to predict employee behaviors and responses to given situations—a critical advantage in maximizing performance, effectively assigning candidates to key roles and responsibilities, deploying talent for maximum success, succession planning and development, and recruiting the right kinds of new talent.

We invite you to learn about this new area of development in behavioral benchmarking that are providing organizations with key insights into improving the quality of hire, and increasing their Return On Employment. Our presentation will include details covering the initial research all the way up to present day use of the solution and value being delivered to organizations.

speaker
Presenters:
Dr. Stephanie Marberry, Consultant, Professor & MAIO Program Manager(Argosy University Schaumburg Campus)
  

So......how can you cut through the flashy personality and exaggerated resume and accurately evaluate if this person is going to contribute significantly to the prosperity of your company, hold steady when the going gets tough and have the ability to gear forward and execute effectively?

Companies are realizing that behavioral interviewing minimizes the impact of a bad hire. In today’s competitive market, companies cannot afford an average of $300,000 in poor hire losses, so they are integrating scientific techniques, like behavioral interviewing, to make strategic hiring decisions.

In this presentation, discover the impact behavioral interviewing can have on your ability to identify top-performers that produce the results your company needs. Learn some of the scientific methodology behind developing and conducting behavioral interviews in order to make objective hiring decisions that are legally defensible. Gain new techniques from an Industrial Organizational Psychologist to evaluate candidates through an established behavioral model.

Let’s face it, in the world right now, your internal talent is one of your only competitive advantages. For your company to sustain its growth and be a leader in industry it is critical that you hire difference markers who have the capacity to achieve the companies’ goals and objectives. Behavioral Interviewing is one process that can help you discern whether a candidate has what it takes to be a top performer at your company.

Course Objectives
--Develop a fundamental understanding and appreciation for why most bad hiring decisions are made in the first ten minutes of the interview
--Learn the foundation behind behavioral and value based interviewing and why it is so important to utilize this diligent process when bringing on new people.
--Gain faculty in uncovering the key performance indicators for each role
--Delve into all facets of what drives peak performance -motivations, ways of being, ways of thinking, and modes of interacting
--Gain prowess in creating behavioral interviewing models that target the right fit

speaker
Presenters:
Thomas Boyle, Manager(SilkRoad)
  

Even in periods of high unemployment, companies often struggle to attract top-quality candidates in sufficient volume to fill open positions and prepare for eventual growth or changes in their business direction. Forward-looking companies are, in fact, almost always hiring, investing millions of dollars to advertise job openings. But how do they know with certainty where to spend those precious recruitment dollars? In good times and bad, this question remains one of the most important to be answered by corporate recruiters, human resource leaders, and talent acquisition directors. Striking the right balance between volume and candidate quality is crucial to achieving both effectiveness and efficiency for any recruitment marketing strategy. But even when you know the results you want to achieve, you need hard data about source effectiveness that will help get you there successfully.
The problem has been that, until now, the industry has lacked the hard data to be able to empirically and factually identify the most effective sources of recruitment marketing. SilkRoad’s new report, Recruitment Marketing Effectiveness: Meaningful Metrics Straight from the Source, provides quantitative data about recruiting source effectiveness extracted directly from the talent management systems of some of the world’s largest companies and leading employer brands. For all of 2011, the data for the report included more than 9.3 million applications, 147,440 interviews, and 94,155 hires.
This session will discuss the findings of this research and take a deep dive into these results and provide unique insights into what works and what doesn't saving both time and money.

speaker
Presenters:
John Hawkins, Sales/Account Manager(BackTrack, Inc)
Tim Gandee, Regional Sales Manager(BackTrack, Inc)
  

A background check is a fundamental piece in determining whether or not a candidate will fit into an organization or a position. What is a background check though? Many times a Human Resources Department will indicate that they just want a background check, typically referring to candidate’s criminal past or, hopefully, lack thereof. Criminal record searches are layered in many different courts based on the city, state, county and what type of criminal record being searched. It often can be confusing as to what records can be found where, let alone how to access them.
Criminal record convictions span multiple different court jurisdictions, in multiple geographic locations. Determining the location of those records based on where someone has lived is the first step in the in getting “dressed” in the criminal record search procedure, but then what? No one wants to be naked when it comes to criminals in the workplace.
This webinar I will outline the best background check practices through the eyes of clothing. How can a company dress themselves for the best protection when searching for a candidate’s criminal past? Should a company just use an umbrella search of a “national” criminal database, but forget to put on their pants and shirts of felony criminal searches in counties? How about a pair of nice shoes through a Federal criminal record search? BackTrack will help dress you and your company for success in identifying liabilities to your company by showcasing the different layers of clothing needed for the best level of protection, but at the same time not over dressing by searching unnecessary drawers of the dresser.
Come join me as I custom tailor your best-dressed criminal record search wardrobe.

speaker
Presenters:
Margaret Graziano, Chief Evangelist /Co Founder(The Wealth of Talent)
  

Conscious Hiring:
Did you know the average company spends 36-42% of its operating revenue on its people? As a result, two-thirds of all hiring decisions are classified as faulty! In order for your company to be an industry leader and grow, it is critical that you hire individuals with the ability to achieve your company’s goals and objectives.

Most small to midsized companies are founded on a compelling vision and mission, and intend for the day-to-day work to be carried out by a team that operates congruently with the company’s founding mission and core values and executes according to plan. In the rush to fill an empty seat, many CEOs hire a good resume and wind up with a bad fit. What CEOs often uncover is that the right systems housing the wrong people always fail.
Margaret Graziano’s unique approach to recruitment and hiring incorporates organizational development, industrial psychology, metrics and technology: a powerful methodology to attract and select “A” players, develop your “B” players, and leverage your company’s hiring power by continuously hiring the best. This process is called Conscious Hiring and it encompasses every aspect of building an effective and foolproof hiring process.

In this program, you will learn the methods to evaluate and assess the power of your existing team, refine your hiring and on-boarding processes, and influence the impact that your workforce has on your customers, stakeholders, as well as your bottom line.
Value Proposition:
•       Walk away with a blueprint for creating a highly effective Conscious-Hiring process
•       Learn to conduct Role Analysis, the organizational development approach to scoping the role
•       Study a step-by-step process for Choosing Your Talent Wisely and hiring with your head
•       Understand how to use, select and administer psychometric assessment tools
•       Review Behavioral Interviewing techniques
•       Hire right the first time and increase your employee ROI
Biography: Margaret (Margo) Graziano is the CEO and senior managing partner of KeenHire Talent Management, a recruitment and talent management solutions firm that partners with growth bound companies to maximize their people ROI. KeenHire has long-term successful partnerships with emerging, mission-driven companies with a commitment to hiring philosophically aligned stakeholders. KeenHire has successfully served business leaders in these industries: medical education, training & education, customer centric software, consumer goods, foods, health & fitness, high touch, professional services, association and healthcare.

speaker
Presenters:
David Daly, Research and Business Development Associate(DeGarmo Group)
  

This session is going to focus on innovations in the use of personality assessment. First we’ll talk about how to analyze and understand the different personality requirements of jobs. Next, we’ll discuss how to customize personality assessment as part of the talent acquisition process for different occupations, as well as to forecast leadership potential.

Talent acquisition professionals understand that the goal of the hiring process is to find candidates who best align with the unique demands and requirements of a specific job. Other selection tools and strategies like work simulations, employment interviews and entire assessment centers are designed based on a job’s requirements to predict success. Why then, has personality assessment not been used in the same way?

Most personality assessments provide information about a person – but not relative to specific job requirements. Sure, you might be assertive and outgoing, but what if it’s more important for a specific job that your strengths be dependability and responsibility? What then?

During this session we’ll talk about the process of analyzing jobs to discover their underlying personality requirements, and how to use personality assessment in a customized way for each occupation to ensure success. Additionally, we’ll discuss how specific information regarding personality can be used to forecast managerial performance and leadership potential.

Finally, we’ll talk about how technology can be leveraged to preemptively profile candidates against several occupations at once to identify those with which they align the best.

The session is intended to provide information on new applications of personality assessment to facilitate better decision making for occupation compatibility and leadership potential.

speaker
Presenters:
Jeffrey T. Geyer, Sr. Vice President(Boston Biometrics)
  

Tired of recruiting and training sales reps with just a 5% to 20% success rate in developing medium and top sales producers? At last there is a pre-employment test to improve your batting average to 70% or more. Consistent quality of hire has always been an elusive goal and this is often most obvious when hiring sales producers. What is needed is a low cost, efficient, objective, accurate and scientifically-validated method to understand who can excel at achieving and exceeding your sales goals and who will struggle and fail to achieve your sales standards and objectives. A comprehensive predictive indicator that does not have a disparate impact against any of the protected classes of job candidates.

Boston Biometrics (bostonbiometrics.com) has just such a test – The Boston Test. The test is based on the science of behavioral biometrics . . . also known as movement-based biometrics. It is a simple test that takes only 20 minutes to complete. There are no questions and answers. As a result, there are no cultural, educational, nor language biases. It is available in all major languages.

The Boston Test (thebostontest.com) requires no special knowledge. The test cannot be manipulated to the job applicant’s advantage. It is totally objective and non-discriminatory. It has been independently validated and proven to be EEOC compliant – well within the parameters of the 4/5ths rule. Its exceptional accuracy has also been proven through 3rd-party, double-blind validation studies conducted by a renowned clinical psychologist.

The Boston Test is based on the proven science that your movements are a direct reflection of how your brain is organized and processes information. By incorporating a specific job description along with testing current employees in your company, we can establish a job specific custom target profile for top sales producers, consistent with the culture of your company.

• The Boston Test reveals 13 essential attributes that are identified and correlated among productive employees currently in your company.

• The exercise can be administered to all prospective candidates as an initial step in the screening process.

• New candidates that match the attributes and preferences of current successful employees are recommended based upon level of match.

• A simple, 20 minute exercise that cannot be manipulated by the applicant making it impossible to game the results to win the job.

• A world class process with a validated reliability unparalleled in effectiveness.




By attending this webinar, you will come to understand that you no longer have to risk hiring sales people that will fail. Attendees will learn how to consistently beat the odds and save thousands in turnover and potentially save millions from opportunity loss.

At the conclusion of the presentation, we will provide ample time to answer your questions.

speaker
Presenters:
John Clark, Vice President of Sales(Verified Person Inc.)
Camille Gamble, Vice President(Verified Person Inc.)
Kathleen Fox, Marketing Coordinator(Verified Person Inc.)
  

The importance of verifying past employment of newly hired employees continues to increase in its significance to the employer. Cover your bases by understanding the importance of an effective electronic I-9 verification solution for your organization.

The Immigration Reform and Control Act (IRCA) was passed in 1986 in an attempt to control the illegal migration of undocumented workers into the United States. By law, the act requires employers to verify the employment eligibility of all employees hired after November 1986.

This presentation will demonstrate the importance for the employer to maintain compliance in regards to I-9 verifications and the step-by-step process to submit and edit electronic I-9 verification requests.

Verified Person specialists will also explain E-Verify and how it directly related to hiring and employee retention in specific industries.

E-Verify electronically compares information entered on the Employment Eligibility Verification Form I-9 with records contained in Social Security Administration (SSA) and Department of Homeland Security (DHS) databases to help employers verify the identity and employment eligibility of newly hired associates.

E-Verify is an Internet-based system and is the best way employers can ensure a legal workforce. The evolution of electronic I-9/E-Verify verifications continues to simplify the process and saves the employer time and money.

Electronic I-9 employment verification is an approved authentication method by the Department of Homeland Security. Verified Person’s web-based eligibility system is directly integrated with the Department of Homeland Security’s E-Verify system.

Verified Person's specialists will outline and demonstrate the process, required documents and all other relevant information regarding electronic I-9 verification and E-Verify.

Verified Person offers a simple, electronic solution that gives users fewer hassles and greater peace of mind. Verified Person’s I-9 solution frees customers from the hassle of paperwork associated with manual I-9 verifications. Verified Person aims to provide exactly what our clients need in their I-9 verification solution: simplicity, accuracy and timeliness.

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

The U.S. Equal Employment Opportunity Commission (EEOC), the agency that enforces federal laws prohibiting employment discrimination, approved on April 25, 2012 an updated Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964. This Guidance may well have an profound impact on how employers in America hire.

In the webinar ‘Practical Steps Employers Can Take to Comply with the New EEOC Criminal Guidance,’ Attorney and safe hiring expert Lester Rosen, Founder and CEO of Employment Screening Resources (ESR) will present a webinar that will go beyond simply repeating the EEOC Guidance language and give “real world” examples and suggestions on what employers should do now to remain in compliance while performing criminal background checks. Topics covered in the webinar by Rosen, author of ‘The Safe Hiring Manual,’ include:
-Longstanding court decisions and existing EEOC Guidance documents
-Employment discrimination based on race and national origin, criminal records, and employer practices
-The differences between arrest and conviction records
-Disparate treatment and disparate impact analysis under Title VII
-Employer defenses the EEOC believes meet the “job related and consistent with business necessity” standard
-Compliance with other federal laws and/or regulations that conflict with Title VI
-State and local laws or regulations preempted by Title VII
-EEOC Guidance best practices for employers
-Option for handling questions about post criminal records
--Criticisms of the new EEOC Guidance
-The Good, the Maybe and the Impossible stemming from the new Guidance
-What should employers do now?


At the end of the session, you will have a road map for action items you can implement immediately to demonstrate legal compliance.

speaker
Presenters:
James E. Weiler, Vice President National Accounts(Psychemedics Corporation)
  

Due to technical issues, there is no recording of this session at this time.


Prescription drug abuse is the nation’s fastest growing drug problem and is now classified as an epidemic. Opioids are a class of prescription drugs that are intended to alleviate pain, but are considered Schedule II drugs under the Controlled Substance Act because they have a strong potential for abuse or addiction. This class includes Morphine, Codeine & Heroin, along with synthetic opiates like Hydrocodone, Hydromorphone (Dilaudid), Oxycodone (Oxycontin) and Demerol.

Consider these statistics:
• Post-accident drug tests found opiates up to four times more often than pre-employment tests, suggesting that these drugs may be playing a role in workplace accidents.
• Between 1998 and 2008 the use of prescription medication rose 61%. The use of Schedule II Opioids increased by a staggering 380%!
• Results from 5.5 million drug tests reveal an 18% jump in opiate positives in the general U.S. workforce in a single year (2008 -2009), and a more than 40% climb from 2005-2009.

Opioid use in the workplace can cause physical and mental impairment, lost work days, and increased accidents and workers’ comp costs. According to the U.S. Department of Labor, drug use in the workplace costs employers approximately $81 billion annually in lost productivity.

How can you avoid hiring drug abusers?

During this session you will learn about:
• The signs of Opioid use (physical signs, paraphernalia to watch for)
• The steps involved in developing and maintaining a drug free workplace (develop policy, train supervisors)
• The tools available to help keep drug users from entering the workplace undetected (drug tests that include expanded opiate panels)

This webcast is finished and will be archived shortly.

speaker
Presenters:
Donald Dymer, CEO(SingleSource Services Corporation)
  

* PLEASE NOTE THIS WEBCAST DOES NOT QUALIFY FOR HRCI CERTIFCATION.

In an increasingly litigious society it has never been more important for employers to understand what it really meant by “compliance” The EEOC has made that clear through the recently issued guidelines that policies must be in place to “do it right”. There is a zero tolerance for mistakes, and this will be reflected in a more active enforcement strategy by their investigators. If employers wish to consider character in hiring decisions compliance is crucial, or lawsuits will follow.
But it is not all doom and gloom – in fact if you work with the right programs from an experienced provider your due diligence and compliance in hiring processes will be stronger than before. One of the most common problems, and arguably the root cause behind these new rules, is the inappropriate use of database criminal record check data that has not been validated as current, and confirmed as to the identity of the offender. There have been, are, and no doubt before the message gets through to employers will be, many class action lawsuits on this single aspect of the hiring process involving criminal record checks.

Join Don Dymer, one of the few holders of the NAPBS Advanced FCRA Certification, as he updates you on the new EEOC rules on the use of criminal records in the selection process, and especially how data from those “nationwide” databases can and should be utilized?
Is the use of adjudication matrices a blessing or a curse?
How do you achieve FCRA (now administered by the Consumer Financial Protection Bureau) compliance with Pre Adverse and Adverse action.? How do you avoid inviting an EEOC investigation?

Compliance is straightforward in reality, but requires commitment and monitoring to achieve it. This is “must know” information which will dispel the myths, and provide the knowledge needed to protect your organizations' interests through the development of best practices.

* PLEASE NOTE THIS WEBCAST DOES NOT QUALIFY FOR HRCI CERTIFCATION.

speaker
Presenters:
Michael Lotito, Shareholder(Littler Mendelson)
  

The National Labor Relations Act applies to applicants for employment as well as employees. In this webinar, Michael J. Lotito, Littler Mendelson, P.C. shareholder, will provide an overview of the NLRA; discuss questions that can and cannot be asked of potential employees; discuss on-boarding of employees and how the on-boarding process was affected by the D.R. Horton and Hyatt decisions.

Mr. Lotito will also address the following questions: Who is covered under the NLRA, and what is the definition of "supervisor"? Which interview questions are and are not appropriate? What if an applicant lists a union shop as a prior employer? Can the candidate be asked if s/he was a member or how s/he felt about the union? If a person signs an at-will disclaimer, could the very policy be unlawful? Strategic HR might have arbitration agreements for all employees, and candidates will be expected to sign them. Can the employer insist the person do so? Should the union topic even be raised by the employer and, if so, how and when?

These issues will be discussed by Michael J. Lotito, Littler Mendelson shareholder. Mr. Lotito practices all aspects of traditional labor relations, including matters arising under the National Labor Relations Act. He has extensive experience in advising clients how to combat the new technique of corporate campaigns labor unions have used to increase their membership. He regularly assists clients in conducting internal and external vulnerability assessments to create stronger organizations which also help to pre-empt union organizing. Mr. Lotito is a former SHRM Chair who has his SPHR life certification.

speaker
Presenters:
Eyal Ronen, Ph.D., Founder, Spotlight Leadership(Spotlight Leadership)
  

Why are many organizations dissatisfied with the quality of their new hires? Because when sourcing and selecting talent, identifying the triangulation of Person-job-organization fit, a crucial ingredient for successful hiring, is often overlooked. In fact, most organizations do not have a consistent process to identify and define this level of fit. Ignoring just one of the three arms of this process will result in huge investments in people who should not be expected to succeed in the first place.

Concurrently, many HR professionals are not seen as strategic partners in their organizations. They feel like they do not get invited to the decision making table. HR people are often faced with difficult deadlines and requests that leave them scrambling to meet the staffing needs of the various departments that they serve. This pressure and poor cooperation often results in poor hires, a tremendous amount of stress, and a lack of respect from other departments.
In this session, we explore how some HR professionals become strategic partners and are consistently involved in the decision making process of hiring. We dive deep into a step-by-step process for identifying the symptoms of poor triangular fit and creating fully customized hiring solutions that emphasize person-job-organization fit.

The concept of triangular fit is outlined inside of the three critical stages of hiring: Recruitment, selection, and the onboarding process. With this approach, a simple matrix is created to help HR and hiring managers create a complete plan that can be fully customized for each job. This matrix serves as a great tool to increase the quality of hires, and also to communicate with department leaders and executives in a concise way that gets their attention.

speaker
Presenters:
Yves Lermusi, CEO(Checkster)
  

This session will give you the framework, tools and techniques on how to make sure you set your reputation as a strong strategic talent advisor and not a disposable sourcing headcount.
Your strategic reputation as a Talent Acquisition department revolves around the sum total of the success of your candidates, period. If you want to be more than just a link in the recruiting chain, if you want to be more than a resume pusher, this session is for you.
Talent decisions can make or break a business or a career. Being able to make the difference between a good and a great candidate is the key to business success and it is the distinction of true strategic talent acquisition department. In this session we will first debunk the myth that contrary to what most talent acquisition departments believe, great decisions do not mainly rely on sourcing expertise.
But talent decisions are hard, imperfect and rooted with landmines. To become more than resume pushers, talent acquisition departments need to arm themselves with knowledge, tools and techniques to make those decisions better. At the end of this presentation you will have gained ways to make you instantly more valuable to your hiring managers, your department, your organization.
This session will give you the framework, tools and techniques on how to make sure you set your reputation as a strong strategic talent advisor and not a disposable sourcing headcount.
Your strategic reputation as a Talent Acquisition department revolves around the sum total of the success of your candidates, period. If you want to be more than just a link in the recruiting chain, if you want to be more than a resume pusher, this session is for you.
Talent decisions can make or break a business or a career. Being able to make the difference between a good and a great candidate is the key to business success and it is the distinction of true strategic talent acquisition department. In this session we will first debunk the myth that contrary to what most talent acquisition departments believe, great decisions do not mainly rely on sourcing expertise.
But talent decisions are hard, imperfect and rooted with landmines. To become more than resume pushers, talent acquisition departments need to arm themselves with knowledge, tools and techniques to make those decisions better. At the end of this presentation you will have gained ways to make you instantly more valuable to your hiring managers, your department, your organization.

speaker
Presenters:
Bill Inman, President(W Workforce)
  

A third of the U.S. workforce is now comprised of temporary workers, who are sometimes referred to as freelancers, contractors or contingent workers. Worldwide, companies will spend an estimated $300 billion dollars on temporary workers this year alone.
Since companies are continuing to dramatically increase their usage and spend on temporary labor, it’s imperative that they ensure that the quality of their short-term workforce is high in order to secure the long-term success of their organizations.
A higher proportion of temporary workers are being sought after for highly skilled, professional areas (such as finance, legal, education and engineering) than ever before, so making sure that you engage the right people for those kinds of temporary positions is business critical. Temporary workers are no longer “just temps” in the modern workplace. They’re working in your facilities, dealing with your clients and handling your intellectual property, so HR managers should be just as particular about their temporary workers as they are when selecting their direct, internal hires.
Our virtual conference - led by Emergent President, Bill Inman – will talk you through which processes should be put in place to ensure the quality of the temporary workers you engage – including various options for background screening, aptitude testing and personality screening for all kinds of temporary workers.
We will also show you how to raise the quality of your temporary workforce as a whole, demonstrating ways in which your company can raise your levels of temporary workforce productivity and compliance, streamline your workforce management processes and help reduce the overall cost of your temporary workforce.


Sponsors for this event:

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