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Quality of Hire

January 15-16, 2013
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:
Rhonda Taylor, Fail Safe Screener, Facilitator(HR.com)
Anthony Adorno, COO(DeGarmo Group)
  

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!

What does Quality of Hire mean? Here is a chance learn the various aspects through these educational webcasts whether it be on Background Checking, Reference Checking, Assessments, or Video Interviewing.

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.

You will learn about what Quality of Hire is about. Various elements of Quality of Hire will be focused upon. You will also learn how the Hr.com's Quality of Hire designation program works.



speaker
Presenters:
Jay Janovics, Director, Optimization Services(CEB’s SHL Talent Measurement Solutions)
  

Achieving strong business results depends on hiring and retaining great people. Organizations who recognize that people are their most important asset demonstrate that understanding by establishing effective processes to attract, place and promote the right talent. However, even with the right processes in place, the quality and success of talent decisions is impacted by the quality of information used to make those decisions. In this webinar, you will learn how organizations have successfully incorporated effective pre-employment assessments into their hiring processes.

Implementing pre-employment assessments can offer a variety of benefits, such as providing richer, deeper information than interviews or resume screens, helping hiring managers determine if a potential hire is a good fit for their team and the organization’s culture, driving consistency, and increasing the objectiveness of hiring decisions. But another major benefit, and one that can be quantified, is the impact of pre-employment assessments on key business outcomes such as employee efficiency, productivity, and performance—the outcomes that ultimately drive success for the entire business.

This session will provide examples of the often dramatic results organizations are experiencing using pre-employment assessments, including:

• Satellite TV installers contribute 6% greater productivity, translating into an additional $5,000 in increased productivity per employee annually
• Customer service advisors are 85% more likely to achieve top customer service ratings while contributing 8% greater productivity, translating into a workforce-level impact of over $4 million
• Retail sales associates drive 21% higher sales, translating into an additional $120 million in annual sales revenue
• Insurance agents achieve 22% higher policy sales and are 55% less likely to leave in their first year, translating into $35 million in additional sales and $4.4 million in reduced turnover

In addition, this session will provide background on different types of assessments, and offer practical guidelines and strategies for how to implement an effective, high-quality pre-employment assessment process.

speaker
Presenters:
Alexia Vernon, Owner(Catalyst for Action)
  

According to ASTD President Tony Bingham, by 2014 Millennials or Generation Y (the generation born between 1980-2000) will comprise 50% of the international workforce. Whether you brand your newest generation of Gen Y young professionals creative, collaborative and tech savvy; disrespectful, entitled and downright whiny—or something in between—their success in the workplace will determine whether our nation’s recent economic crises are footnotes in history or recurring themes. Unfortunately, in these difficult economic times, many companies have not developed a systematic approach to onboarding. As a result, young professional new hires—and those employees whose success hinges on theirs—are not set up to succeed. Generational career and workplace expert Alexia Vernon, the author of 90 Days 90 Ways: Onboard Young Professionals to Peak Performance, will share simple, easy-to-apply best practices for meeting your young professionals where they are and taking them where they need to be to thrive in your company by the end of their first quarter.

During the webinar, Alexia will share:
•       How to create a knockout day 1 experience
•       Exactly what young professionals need to know to succeed
•       The dos and don’ts of integrating young professionals into your culture
•       Strategies for building high-impact communicators
•       A foolproof recipe for receiving a return on your expectations
•       Tools for keeping young professionals focused on their priorities
•       How to create a customer service orientation to remedy inexperience and a lack of professionalism
•       Tactics to grow a generation of employees who create company calm
•       Tips for funneling the right young professionals into your leadership pipeline


speaker
Presenters:
Michele Ellner, Director of Marketing(Montage Talent Inc.)
Kurt Heikkinen, President & CEO(Montage Talent Inc.)
  

No exploration on the Quality of Hire is complete without critically examining the impact of new technology. Specifically, this session will explore the current trends within the world of work today that are driving more attention to video interviewing. We will engage the audience in discussion around key organizational trends including skilled workforce shortage, the advent of Millenials in the workforce, globalization of companies and jobs and others. In addition, there is a keen connection between video being used more readily in the workplace and technological trends including mobile proliferation and social media’s presence within talent acquisition. The session participants should expect discussion on these trends within their own companies and work lives. If and how these trends have impacted the nature of the job responsibilities seen for recruiters or hiring managers.

The emergence of video interviewing requires some in-depth definition and clarification. The speakers from Montage, a leading video interviewing solution provider, provide background and ammunition for exploring the benefits of video interviewing and – when done right – its impact on the quality of hire. A video-based conversation with a prospective new hire is not a “video interviewing solution.” But what is? And how does it work? An integrated HR-driven solution is very different than an impromptu web/video meeting or chat. This session will share the high-tech yet high-touch nature of video interviewing that can be used to complement any existing hiring process. We will define some of the common terms and share some practitioner examples. Montage creates virtual connections for your real hires.

speaker
Presenters:
Yves Lermusi, CEO(Checkster)
Vince Lyons, (Checkster)
  

Are you looking for ways to save time?
Are you looking for ways to avoid bad hires?
If you answered yes to either of these questions, then this session is for you.

Perhaps your recruiters spend too much time chasing references or you stopped doing traditional telephone reference checks as they lost their ability to provide meaningful insights into candidates.
Checkster will present a new breed of automated reference checking that leverages social networking behaviors and collective online rating technologies. Through these new online venues reference checks have been reborn and are reclaiming their role as a very efficient leading assessment method.

You will learn in this session how to cut manual reference checking time by 90%, or if you are not performing reference checks, you will see how to gain new and invaluable insights on applicants-- with minimal effort. You will learn how upgrading to automated reference checking can transform your relationship with hiring managers, enable you to become more strategic in your hiring, and help you better source passive job seekers.

The session will be divided into two sections, the first will focus on how the Automated Reference Check has modernized and overcome the limitations of the traditional approach. The new way is based on a solid foundation of collective intelligence that leverages the Internet and social networking behaviors.
By understanding the foundation and methodologies involved you will comprehend the power of this emerging technology and begin to grasp why this is the next standard in hiring.

The second section focuses on a case study on how to upgrade to the new standard. Through the case study you will comprehend not only the new processes but also the changes and benefits of strategic employee assessment and sourcing a growing passive candidate database.

WHAT YOU WILL LEARN

- How to save time or give back time to your team.

- To better achieve and measure the quality of a new hire.

- How automated reference checking is an inexpensive and effective sourcing tool.

speaker
Presenters:
Bryan Johanson, Chief Operating Officer (The Adler Group)
Terri Joosten, Sales Executive - Americas(HRsmart, Inc)
  

The cost of hiring the wrong person for a position can be staggering to an organization. The real costs are not the dollars required to fill the position from a recruitment time or cost perspective but from the loss to the organization in both time and productivity when a position is empty or when not operating at optimal levels.

In this session we will uncover the full or true cost of bad hiring practices and focus on how to dramatically improve the quality of hire in your organization.

We will help you understand how to measure the cost of hire in your organization and how you can show additional value to the top line of your company by taking the time to implement processes to effectively attract and retain top talent.

In order to enhance the quality of hire we need to over-haul the entire hiring process. Focus will be from:
• start to finish
• from attraction to retaining
• job description to interview
• from HR to CEO

You will walk away from this session not only a clear understanding of the costs associated with poor hiring practices but also many easy to articulate and implement practices to dramatically impact the quality of hire in your organization.

Terri Joosten and Bryan Johanson have in excess of 40 years or recruitment experience leading organizations and implementation recruitment solutions and strategies for fortune 1000 companies. They will share real case studies and document results from leading authorities on best practices and trends surrounding achieving maximum results through effective recruitment techniques and strategies.

speaker
Presenters:
Brad Landin, President(Employment Screening Resources (ESR))
  

It has been nearly 10 months since the EEOC issued its new April 25, 2012 criminal record guidance, and the world has not fallen apart. Human Resources professionals, employers, background screening firms, and attorneys are adjusting to the new reality. It is clear that this this Guidance will have a profound impact on how employers in America hire. Less clear is just how the impact will occur.
In this webinar, employment screening compliance expert Brad Landin will focus on how employer can comply with the updated EEOC “Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions Under Title VII of the Civil Rights Act of 1964.” The webinar 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 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 Nearly Impossible stemming from the new Guidance\
•       What should employers do now?
It has been nearly 10 months since the EEOC issued its new April 25, 2012 criminal record guidance, and the world has not fallen apart. Human Resources professionals, employers, background screening firms, and attorneys are adjusting to the new reality. It is clear that this this Guidance will have a profound impact on how employers in America hire. Less clear is just how the impact will occur.

speaker
Presenters:
Greg Moran, CEO(Chequed.com)
  

Pre-employment testing and reference checking provide a contrast in employment selection. Companies have used scientifically validated assessment tools for decades. These tools have allowed for greater insight into a candidate’s fit to the job and the culture and have reliably proven substantial ROI. On the flip side, traditional phone based reference checking has proven to be old-fashioned, inefficient and yields little in terms of understanding a candidate’s job fit.

What if you could combine the best of assessment into reference checking? What if you could take the proven and valid behavioral science of pre-employment assessment and incorporate it into reference checking while simultaneously automating the process and making it far faster. You now can. By including the use of proven assessment-based logic and automating the process, reference checking can become a critical component of your decision making process.

Competency based, automated reference checking is one of the fastest growing categories in HR technology today. More and more companies of all sizes are embracing the time-savings and increase in candidate insight. They are experiencing far greater reference completion rates, 90%+ time savings in the reference checking process and reduced bad hires as a direct result.

This session will provide you with an overview of the use of behavioral science within the reference checking process. We will review specific case studies on how leading companies have deployed technologies similar to this and how they have benefitted. Lastly, we will cover some common legal and compliance concerns and how this new approach can allay these fears while increasing the overall effectiveness of the process.

speaker
Presenters:
Jennifer Mora, Attorney(Littler Mendelson)
  

Studies show that an organization’s own people pose the most significant threat to information security and the privacy of customer, patient and employee data. Employers also must be mindful of negligent hiring claims and attempt to mitigate risk by ensuring that they protect their employees and customers from criminal misconduct by their employees. Employers have responded by implementing increasingly rigorous screening programs and by subjecting vendors’ and contractors’ employees to similarly stringent background checks. However, these screening programs can unwittingly create substantial legal exposure for the organization.

New federal and state laws are imposing increasingly complex restrictions on an employer’s use of criminal history and credit checks for hiring and other personnel decisions. At the same time, regulators such as the Federal Trade Commission and the Equal Employment Opportunity Commission are flexing their enforcement muscle in an area that previously had seen limited enforcement action. These enforcement actions have caught the attention of plaintiffs’ class action attorneys who challenge screening in practices in class action lawsuits alleging violations of federal Fair Credit Reporting Act and other state and federal laws.

In this presentation, an expert in the area of background screening will describe these critical new federal and state law developments and their implications. She also will provide practical and strategic recommendations on conducting effective background checks in compliance with the web of new laws regulating the area of background screening, including the federal Fair Credit Reporting Act, the Equal Employment Opportunity Commission’s recent guidance on the use of arrest and conviction records for employment purposes and new state laws that restrict the use of criminal records and credit reports.

EEOC Issues Updated Criminal Record Guidance that Highlights
Important Strategic and Practical Considerations for Employers


Vermont Becomes the Eighth State to Restrict the Use of Credit Reports for Employment Purposes

The FTC Staff Report on “40 Years of Experience with the Fair Credit Reporting Act” Illuminates Areas of Potential Class Action Exposure for Employers





speaker
Presenters:
Chip Luman, COO(Hirevue)
Scot Sessions, Director, Marketing(Hirevue)
  

THIS IS A DEMO - NOT CERTIFICATION CREDIT WILL BE GIVEN.

Companies of all sizes find themselves challenged with achieving interview reliability, finding quality candidates, and moving them successfully through the interview process.

During this session, the presenters will share how to leverage digital interviewing to improve efficiency and standardization methods for assessing candidates throughout the recruiting and hiring process. Recruiters and HR professionals will come away with a deeper understanding of how video interviewing can streamline the interview process without compromising personal valuable insight to candidates.


Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on HR.com is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of HR.com’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit: http://www.hr.com/en/ihr_certifications/
HRCI
Did you know that each one-hour webcast is submitted to qualify for HR Certification Institute recertification credits? The archive of the webcast also qualifies recertification credits, for one (in some cases two) year(s) after the original broadcast. You can get your PHR, SPHR, GPHR and credits all without ever leaving your desk. We know how busy today's successful HR professionals are, which is why we're committed to delivering the best education to you in an easy and entertaining format. For more information about certification or recertification, please visit the HR Certification Institute homepage at www.hrci.org
"The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute’s criteria to be pre-approved for recertification credit."