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Welcome to the Institute for Human Resources for Recruitment Process Outsourcing! Thank you to everyone for your participation and support. The next two days mark the fourth virtual event for this great community. We have a very exciting event planned for you with many informative sessions covering the hot topics and trends in this exciting space. Recruitment Process Outsourcing is an outsourcing arrangement whereby an external provider takes over part or all of the recruitment functionalities of an organization. The RPO provider assumes responsibility over the hiring process, from job profiling through onboarding, as well as the resources, methodologies and reporting used. With effective implementation RPO can reduce a company's time to hire and associated costs, increase the quality of candidate pool and ensure regulatory compliance. This introduction to the two day event will give you an overview of the Institute for Human Resources certification program as it specifically relates to Recruitment Process Outsourcing. You will learn about the opportunity to become certified with the Institute for Human Resources and what other HR Verticals are available for either yourself or your colleagues. There will be an introduction to this Institute's Advisory Board and faculty which ensures that all courses and educational components are state-of-the-art and relevant to current trends in the industry. We will also give an overview of the speakers and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall which includes floors for our Sponsors, speakers and suppliers, prior to and during the entire two day event. You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event's commencement.
The recruitment of the right staff takes planning, time, careful consideration and a robust recruitment process that covers all aspects of recruitment from job concept employee training. Today’s recruitment market is sophisticated and making the wrong hiring decision or failing to plan the recruitment drive properly can have serious and costly consequences for the business. This impacts not just the actual recruitment but also how many of those employees you keep over time. It is imperative that hiring managers understand the entire process and have all the necessary tools in place to complete a recruitment drive successfully. In today’s fast paced market it has been shown time and again how the use of an experienced outsourced professional team can reduce costs and increase internal productivity and speed of hiring. A suitably qualified RPO firm can be an enormous benefit to your company and by utilising an RPO’s experience many of the typical hiring mistakes can be avoided, thus allowing your recruitment to be effortless and quick.
To assist business owners we have put together an in-depth presentation showing all the necessary steps to recruitment including planning and budget control. We have also used real case studies to highlight the issues that can occur if the proper care and attention is not given.
Never before has it been so important to get your hiring right, not just with skill set but also with all the required resources to get it right and keep turnover of staff low. We will show you the true value of RPO and what it can do for you and your business.
The sourcing function in any company is an important one. I like to call it the engine that drives your hiring. From an RPO perspective (or sourcing team for that matter), you can’t afford to be building your car while you are driving it down the road. In this webinar, I will discuss some strategies around the sourcing function to give you ideas on how to build or enhance your sourcing team, roadblocks to be aware of and lessons learned from my experience. We will look at scenarios on what works and what doesn’t. From a tactical standpoint, I will discuss some tools/resources that are instrumental in a sourcing department as well as some insight into what job boards, databases, and data mining tools work best. Every company is not the same and will need to evaluate what works best to attract the right type of candidates. Recruiters can be more efficient and productive when they have a strong sourcing team aligned correctly to the business. It allows them to focus more on ensuring the right candidates are being put in front of your hiring teams and less time is spent on interviewing.
This webinar will focus on Strategic and Tactical Sourcing:
How large of a sourcing team do you need?
What to think about when structuring your team (internal or outsourced)
Shared services or dedicated support teams? (What works best in different scenarios)
Job Function expertise or industry expertise?
Does level of experience matter?
Resources needed to be successful (technology & tools)
Does location matter?
Reactive versus Active Sourcing
Pipeline or Talent Communities?
Sourcing Strategies (building them out to match your workforce plans)
One Size doesn’t fit all
It has often been said that to hire is to make a prediction. The key, of course, to know exactly what predicts performance for the job. The good news for all of us? These predictors are known. By using the Known Predictors of Performance, strategic HR goals, such as recruiting and retaining high-quality staff, are achieved. Tactical plans to fill open positions, including hard-to-fill spots, are actualized.
Getting the prediction right is the objective. But what should be predicted?
Where is the expertise to identify and assess the very best candidates for each job?
Assessing and Using the Known Predictors of Performance answers these questions. Decades of scientific, on-the-job, research proves that performance prediction exists. This webcast demonstrates how you can use these predictors easily and effectively. Learn how to greatly increase your track record of placing the right people in the right jobs.
This webcast is presented by Paul Basile, Founder and Chief Executive Officer of Matchpoint Careers, Inc., developer of the online solution for scientific recruiting and job-person matching.
What’s slowing down more robust hiring at large companies in the U.S. and how prepared are companies to deal with sudden or even gradual needs for skilled workers as the recovery takes hold? More importantly, how can you leverage RPO and related workforce strategies to improve workforce certainty at your company? Join us for an analysis of a 2012 workforce survey of top executives at large, U.S. companies conducted on behalf of Yoh by Amplitude Research that has uncovered the startling reality of workforce planning today. The webinar will cover the uncertainties that have the most dramatic impact on employment, the current state of workforce processes that are in place to manage uncertainty, and the likely challenges that organizations will face as the economy’s growth translates into an acceleration of talent acquisition. The survey clearly shows that while most executives believe the recovery has started and there will be a need to hire more skilled workers in the future, there is a disconnect when it comes to workforce planning efforts. And that’s just the beginning. Other factors such as the time to productivity paint a grim picture of U.S. companies’ ability to respond quickly to economic changes or customer demand. The results offer insight into the mismatch between a company’s perceived level of confidence against the reality of operational effectiveness necessary to respond to any rapid change in talent demand. At best, this situation leads to missed economic opportunity for the company that is unable to quickly react to changing economic conditions, and at worst, becomes a drag on economic recovery for at least nine to twelve months. In addition, presenter Joel Capperella, vice president of marketing at Yoh, one of the oldest and largest staffing and workforce solutions companies in the U.S., will provide insights into what you can do today to help bring more certainty to your recruiting and workforce planning efforts.
LINEAR RECRUITING METHODOLOGY - Greg Cardenas
Traditional recruiting has been based on the full-life-cycle process common with recruiting talent. Some organizations split the role of the recruiting function between a sourcer and staffing partner. Yet, even this practice does not provide and advantage over the competition to win the talent war.
I developed the “Linear Recruiting Methodology” at the onset of the global recruiting process outsourcing industry taking off. This model is not widely known nor implemented as it particularly provides great results in high-volume recruiting environments. Yet this model has been recently tested to prove very effective in even low-volume recruiting environments.
The increase use of social media as a platform for marketing job vacancies and sourcing of talent is fundamentally changing how recruiting gets done. As a service provider of RPO to clients worldwide, linear recruiting methodology is winning over traditional recruiting practices. In emerging markets outside most developed countries where linear recruiting methodology is practiced today, this has allowed for staffing agencies, RPO providers, and internal corporate recruiting functions to leap frog over the competition.
During this presentation, you will learn the genesis of linear recruiting methodology and how this new model is gaining traction throughout the world and especially in emerging markets where budgets are often very lean yet generating remarkable results.
Additionally, you will benefit from understanding how to implement linear recruiting at your company or organization to maintain an edge in your own market and location. “Linear Recruiting”, is the next evolutionary step in talent acquisition. Join us and stay on the cutting-edge where the rest of the world is already headed - and in many cases ahead of the developed world.
Tips & Pointers for Conducting Process Improvements Projects
Presented by Tom Sonde
BPM, TQM, EPM, process mapping, continuous improvement, modeling, change management, and lean are just some of the buzz words currently in vogue.
Rather then define buzz words this session is designed to provide practical every day tips for successfully implementing process improvement initiatives in your organization.
The skills needed to be a good practitioner are not necessarily the same skills required to be successful in performing process improvement work. While some easily transition into process improvement project leaders other find it more difficult. This session will provide helpful tips for both you and your staff.
• What are the key attributes of successful projects?
• How do you approach a process improvement project?
• How do you marry best practices, process and technology?
Articles Published, Biography and Speaking Expereince
For addition information please read the following articles I have written:
Why Isn’t Improving HRIS a Management Priority?
Finding the Hidden Values in HR Systems, Human Resources Executive. http://www.hreonline.com/HRE/story.jsp?storyId=26542110
Principal SilverRoad Solutions
Tom is a principal with SilverRoad Solutions, a management consulting firm specializing in business process improvement. He began performing process improvement work while at The Dun & Bradstreet Corporation. He subsequently worked at KPMG Consulting and was VP Global Business Transformation at Misys.
Tom has extensive experience in designing and implementing process improvement initiatives. He has written several articles on this topic including: Finding the Hidden Values in HR Systems, Human Resources Executive magazine.
For additional information regarding improving your HR system please visit silverroad.net
By now most of the HR community is familiar with the term RPO, recruitment processing outsroucing, and as evidenced in our findings, many have varied ideas of what is or is not RPO. The title or category of RPO has been aligned with a wide spectrum of services from traditional staffing companies to background companies to the full assumption of all the recruiting of an organization. Arguably, RPO may just be the most widely used and interpreted term in recruitment today.
This program will focus on RPO as its own industry - assuming a portion of recruiting or the entire recruiting iniative of an organization.
Specific topics discussed will be:
o The variyng types of RPO
o The solutions RPO can provide: they may surprise you
o Building an internal COE that replicates RPO
o Why RPO’s work
o How RPO’s fail
o The business case for and against
o Pricing structures
o General contract terms
The program is targeted to the HR professional who wants to learn more about RPO, who is considering RPO, who is considering building an interal recruiting COE or who has an RPO and is looking to advance it or expire it.
Focusing on attendees we’ll conduct polls asking your thoughts and opinions and encourage an open interface of the many ideas and or concerns that arise when the term “outsourcing” is related to recruitment.
Examining multiple types of RPO’s and case studies, we’ll shine a light into the why’s and how’s partnerships have been formed, how they evolved, how they survive and how they expire.