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Recruitment Process Outsourcing Virtual Workshops

July 18-19, 2011
This event has ended. Click Enter Event to view the archive.
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 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:
David Whitmarsh, Vice President of R and R, Revenue and Research(HR.com)
  

The introduction to the event will give you an overview of the IHR certification program as it specifically relates to Recruitment Process Outsourcing. You will learn about the opportunity to become certified with the IHR and what other HR verticals are available for either yourself or your colleagues. There will be an introduction to the Institute's Advisory Board as well as the speakers and their topics.

You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. You will have the opportunity to ask any questions as it relates to the overall program, prior to its commencement.

speaker
Presenters:
Christine Nichlos, CEO(People Science)
  



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<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">RPO is growing rapidly. And as in any industry, the type of services as well as the degrees or levels of services are in the process of separating and self identifying.</span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">A Panel of Analyst explain the different types and levels of RPO and answer your questions in real-time.</span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US"> </span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">Perfect for attendees exploring RPO solutions, examining the different and most recent types of RPO on the market today, Global Solutions and the general definitions of RPO’s. </span></span></span>
<p style="text-align: left;" class="MsoNoSpacing">
<span style="font-size: larger;"><span style="font-family: Arial;">
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<p style="text-align: left;" class="MsoNoSpacing"><i style="mso-bidi-font-style:normal"><span lang="EN-US">Panelist Experience includes: </span>
</span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">Project RPO </span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">Sourcing Model Only</span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">Global Model and State Global recruitment </span></span></span>
<p style="text-align: left;" class="MsoNoSpacing"><span style="font-size: larger;"><span style="font-family: Arial;"><span lang="EN-US">Project Only Modeling </span></span></span>

speaker
Presenters:
Tim Giehll, CEO of Bond Talent US and eEmpACT Software(Bond Talent)
  

During the recession, websites like Forbes’ Layoff Tracker displayed a running list of companies that laid off hundreds, thousands or even tens of thousands of workers. Certainly, if CEOs had a more fluid method to relate slowing business performance to a decreased need for human capital in real-time they would have been able to gradually ramp down their staffing levels rather than decrease them so abruptly and publically.

As the economy rebounds, companies will be competing for the same top talent. Firms that have been strategic during the downturn by investing in streamlined processes and best-in-class technologies will be best poised to react quickly and snap up the most qualified talent first.

Human Capital Supply Chains defines the business processes, technology and organizations that are responsible for planning, hiring, onboarding and offboarding a company’s human capital. This is a new way for us to manage our human capital as efficiently and effectively as we manage all of the other parts of our business. Translating manufacturing and distribution supply chain lessons learned at Toyota, Walmart and Dell to the Human Capital Supply Chain is an obvious idea and makes perfect business sense. There is no doubt that if you want your firm to lead in the post-recession talent grab, you must start building your Human Capital Supply Chain now.

speaker
Presenters:
Angela Hills, Executive VP(No Company Selected)
  

Never in any of our lifetimes has there been a time so crazy and as uncertain as what our economy has put us through over the last few years. May’s employment data revealed job numbers indicating that we are still not keeping up with the number of new graduates entering the workforce every month, let alone hiring some of the 7.5 million people who have lost their jobs since the recession began.

Creative Destruction
Many people believe that for the past two years we have been living in a period of mass creative destruction. The concept of creative destruction goes back to the 1940s, when economist Joseph Schumpeter theorized that for an economy to sustain itself over time it must periodically rip apart and destroy its economic fundamentals. As part of the process of evolution different trends and priorities naturally emerge, and to nurture those, our economy must reallocate resources, moving them from segments of the economy in decline to those burgeoning with far greater potential. Ultimately, this is the natural flow of capitalism at work.

Periods of creative destruction can be extremely painful as people and organizations struggle to adapt to change, but they also provide tremendous opportunities for smart companies, in the right space, to take advantage of the shift in resources to drive growth. For this reason, these periods have historically yielded tremendous innovation.

RPO, A Catalyst for Creative Destruction
RPO is a natural and critical piece of the puzzle. We are already witnessing the impact of creative destruction on recruiting as it drives the increased adoption of RPO. Smart, growing, opportunistic organizations are leveraging RPO to advance culture change efforts, align strategic priorities with people and HR practices, and create excellence in HR experiences. They are looking for ways to approach talent more intelligently, and not just save money, but also to allocate funds within their recruiting budgets to drive better results. The adoption of this trend in recruiting -- taking resources from a place they are less valuable and applying them where they are more valuable to your growth -- is why recruiting innovations, such as the use of social media, are replacing yesterday’s job boards.

Organizations must align people and culture around business objectives to make sure they can successfully execute on their employer’s strategy. They must invest heavily in change efforts – changes in strategy, business practices and culture. Sometimes, through the process it becomes evident that to make radical change happen, human capital changes are needed. While not all organizations require “cleaning house”, organizational change can be accelerated by taking a strategic approach to how new talent is brought into an organization.

If your organization is trying to implement fundamental change, the most important issue you must address is talent. To do this effectively, you cannot apply the same recruiting practices and strategies. This is where RPO comes into play. RPO is frequently credited with being less expensive and more efficient, but it’s most valuable benefit is delivering the right people to facilitate change, achieve critical momentum, and drive immediate results.

Transformative Talent Acquisition
Most recruiting initiatives and practices are ripe for a creative destruction “make-over”. Many organizations have gone through a prolonged period of diminished activity. They may have a number of understaffed functions, and in many instances they haven’t been doing much recruiting for a while. Rather than ramping up with the same model, this is the most logical time to transform and innovate the way you manage talent acquisition. Best practice organizations in many industries are currently taking advantage of this window of opportunity to revamp their recruiting approach. Whether you are in the midst of implementing changes in your own organization, or still reacting to the new economic realities, you’ll hear recommendations for how to make the most of the changing landscape within your space.

speaker
Presenters:
Andrea Neal, Business Development Manager(No Company Selected)
  

The awareness and acceptance of recruitment process outsourcing as a viable means to support or augment an organization’s corporate talent acquisition function continues to grow. A recent survey of Fortune 500 organizations conducted by a human capital marketing firm showed over 70% recognition and adoption of RPO in some form or fashion. This number is astounding, and supports the notion that outsourcing some or all aspects of the recruitment function is becoming more common place in corporations large and small.

In this session, we will explore ‘lessons learned’ from leaders in the RPO industry and highlight key measures to ensure a successful RPO engagement. Recruitment process outsourcing, as an industry and as a service, has had an opportunity to mature over the last few years and there are critical factors in which we can learn from the early adopters and those organizations that have successfully outsourced recruitment services for over 3+ years. We’ll cover topics from building a successful contract and service level agreements, to structuring a solid and accountable governance structure and delivery team.

About the Speaker:
Andrea Neal is a Business Development Manager at WilsonHCG, a human capital solutions company. In her current role, Andrea is chartered with both building and expanding Recruitment Process Outsourcing and Consulting partnerships. She has worked in various areas within the fields of Talent Acquisition and Talent Management, including: recruiting and sourcing, sales, branch management, and client engagement.

Prior to WilsonHCG, Andrea worked for a contingency based, professional staffing firm where she was a President’s Club recipient and Branch Development Manager of the Year. Andrea holds a B.A. from Texas Christian University. She is also an active supporter of Ronald McDonald House Charities of Austin and Central Texas, Director of Austin’s chapter of Texas Young Professionals as well as a member of TCU’s Young Alumni Board of Directors.

speaker
Presenters:
Willard Smith, Other(NorthgateArinso Netherlands)
  

Often RPO is pursued as a quick fix to a short term recruiting problem such a seasonal ramp, but it is often pursued to fix systemic problems that are more broadly associated with immature talent models. This session would cover:

Recruiting as an enabler for Talent Management Strategies to be realized.

Determining if your organization is ready for RPO
What RPO can do and not do to increase the performance of an organization

Often RPO is pursued as a quick fix to a short term recruiting problem such a seasonal ramp, but it is often pursued to fix systemic problems that are more broadly associated with immature talent models. This session would cover:

speaker
Presenters:
Christine Nichlos, CEO(People Science)
  

In Part I we discussed the commonalities behind successful talent acquisition departments, obstacles and ways to avoid them. In Part II we will talk tactics and How To’s Including: Creating your plan, targeting multiple generations, the Recruiting Continuum, My Customer, My Candidate, the effects and affect of Social Networking.

In Part I we discussed the commonalities behind successful talent acquisition departments, obstacles and ways to avoid them. In Part II we will talk tactics and How To’s Including: Creating your plan, targeting multiple generations, the Recruiting Continuum, My Customer, My Candidate, the effects and affect of Social Networking.

In Part I we discussed the commonalities behind successful talent acquisition departments, obstacles and ways to avoid them. In Part II we will talk tactics and How To’s Including: Creating your plan, targeting multiple generations, the Recruiting Continuum, My Customer, My Candidate, the effects and affect of Social Networking.

In Part I we discussed the commonalities behind successful talent acquisition departments, obstacles and ways to avoid them. In Part II we will talk tactics and How To’s Including: Creating your plan, targeting multiple generations, the Recruiting Continuum, My Customer, My Candidate, the effects and affect of Social Networking.

This webcast is finished and will be archived shortly.

speaker
Presenters:
Ken DeCarlo, Vice President(DoubleStar Inc)
  

Although a few firms had their toes in the recruiting outsourcing waters prior to 200o, the practice

really took hold in the post-recession growth spurt that began in 2003, creating not only the term

“RPO” but a plethoria of RPO providers as well. For a while, it seemed like this emerging market

niche was growing explosively, with many outsourcers capturing multi-million dollar contracts at

top corporations.



But with the Great Recession of 2008-2009, hiring simply stopped for many companies, and recruitment

was no longer a problem or a priority. As the economy shed tens of millions of jobs, RPO contracts

were cancelled; recruitment functions were insourced; and most recruiting functions were reduced or

eliminated altogether.



In the aftermath of one of the worst recessions in 50 years, what is the viability of RPO solutions?

speaker
Presenters:
Michael Gruber, Executive(The RightThing, Inc., an ADP Company)
  

In-Source, Out-Source, Co-Source – How to Use RPO Effectively In Your Recruiting Mix

Recruitment Out-sourcing is the hottest and fastest growing factor in talent acquisition. Gartner reports that 70% of major corporations out-source their recruiting activities. Find out firsthand how companies use recruitment out-sourcing to drive measurable business outcomes while maintaining demand and control of the recruiting process. We will take you through case studies focusing on in-sourcing, out-sourcing, and co-sourcing to show you the pros and cons.



In-Source, Out-Source, Co-Source – How to Use RPO Effectively In Your Recruiting Mix

Recruitment Out-sourcing is the hottest and fastest growing factor in talent acquisition. Gartner reports that 70% of major corporations out-source their recruiting activities. Find out firsthand how companies use recruitment out-sourcing to drive measurable business outcomes while maintaining demand and control of the recruiting process. We will take you through case studies focusing on in-sourcing, out-sourcing, and co-sourcing to show you the pros and cons.


speaker
Presenters:
John Younger, CEO(Accolo Inc.)
Ray Rike, COO(Accolo Inc.)
Cynthia Countouris, VP of Marketing and Product Management(Accolo Inc.)
  

Instead of manual, resource intensive techniques of traditional recruiting models, Cloud Recruiting(TM) harnesses the power of today’s networked and socially connected world leveraging the following 3 major concepts…

•       Cloud Computing: The provisioning of computing resources (applications, database, storage, network capacity) on demand via a computer network

•       Collective Intelligence: The shared or group intelligence that emerges from the collaboration and competition of many individuals and appears in consensus decision making in bacteria, animals, humans and computer networks

•       Crowd Sourcing: The act of outsourcing tasks, traditionally performed by an employee or contractor, to an undefined, large group of people or community(s) through an open call

Attendees will learn how to leverage the power of Cloud Computing to intelligently connect hiring managers and perfect fit candidates resulting in a level of hire success never before possible in traditional recruiting models including contingency agencies, internal recruiting departments, contract recruiters and applicant tracking systems.

Learn what the power of Cloud Recruiting can do for you…

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

A growing trend among employers is to use Recruitment Process Outsourcing (RPO) to outsource the entire recruitment process from job profiling to onboarding. However, both RPO’s and employer need to understand that outsourcing the process does not relieve either party of their due diligence obligations. Unless the parties clearly understood who is doing what, selecting employees through RPO can leave both the recruiter and employer vulnerable to lawsuits.

An employer can still be sued for negligent hiring regardless of who does the recruiting. If an RPO organization does insufficient due diligence, resulting in harm, the employer will be the one that is sued. However, it is likely that an employer in turn may sue the RPO.

For an RPO organization, just one bad placement can mean the loss of business, lawsuits and damage to a firm’s professional reputation. Some staffing vendors also increase their business risks unnecessarily with client contracts that fail to address critical due diligence issues or advertising materials that increase their exposure in court. If the background check process, including setting the background screening criteria, reviewing the report, and making decisions on derogatory information falls through the crack, both parties may end up in court pointing the finger at the other.

In this seminar, critical issues will be covered, such as who should do the background checks, when they should be done, legal considerations under federal law, contractual issues that should be addressed in the RPO-Employer agreement, best practices for background checks when using an RPO firm and how both employers and the RPO can minimize their risk of lawsuits for negligence.

Learn how to minimize risks so you can focus on growing your business, rather than risk being put out of business.

speaker
Presenters:
Jeanne MacDonald, VP and General Manager, RPO and Recruitment Solutions(Futurestep)
Paul Flavin, Director - RPO Implementation & Projects(Futurestep)
  

Thanks to the evolution of RPO, companies have more choices than ever for implementing strategies that address their unique needs&mdash;but more choices mean more to consider. How do you arrive at the right RPO strategy? What should you expect? Where are the pitfalls? What are the opportunities for value? In this session, RPO experts Jeanne MacDonald and Paul Flavin of Futurestep explore best practices for implementing an RPO that aligns with business goals. When it comes to implementation, a business perspective is essential. What does it take to establish the right process? Do you need to relook at centralized versus decentralized talent acquisition operations? What about global concerns? Where do you need consistency, where do you need regional flexibility? How do you establish the plan for action and make the business case you need for support across the organization? To transition from implementation to operations, the experience of companies that have done it before provides a valuable perspective. Where have companies succeeded in tying RPO to business needs? Where have they fallen short? Where have companies faced challenges and successfully adjusted to overcome them? Finally, when it comes to monitoring and measurement, companies have tremendous needs. How are they tying RPO performance to relevant business goals? What are the metrics for success? How are they tracking performance, and how are they ensuring that the impact is being reflected back to the leadership that is critical to a successful RPO operation. From operational efficiency to quality of hire&mdash;we&rsquo;ll look at the innovations and results. For anyone exploring the opportunity for the first time for their organization, or embarking on a &ldquo;second generation&rdquo; RPO, this session will provide valuable insight on what is driving success today, and how to achieve lasting impact into the future.

speaker
Presenters:
Michael Palmer, Senior Vice-President(Pontoon Solutions)
James Mesick, Workforce Planning and Solutions Senior Manager(The SI Organization)
  

In the midst of The SI, a federal contractor in the Intelligence community, being spun off from Lockheed Martin, the HR team was deciding on their approaches to the key HR activities. From the selection process, through implementation and going “live” with recruiting services, this session will examine the journey The SI and their partner, Adecco RPO, experienced building up the recruitment capability in an industry where RPO was considered a new paradigm.


In the midst of The SI, a federal contractor in the Intelligence community, being spun off from Lockheed Martin, the HR team was deciding on their approaches to the key HR activities. From the selection process, through implementation and going “live” with recruiting services, this session will examine the journey The SI and their partner, Adecco RPO, experienced building up the recruitment capability in an industry where RPO was considered a new paradigm.


Sponsors for this event:
   
IHR Certifications
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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
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