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Recruitment Process Outsourcing

July 18-19, 2012
This event has ended. Click Enter Event to view the archive.
Attend the workshops from your desk! 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. 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 and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, 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
Michelle Davis, Community Facilitator, Reward & Recognition and WFM(

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.

Paul Harty, President(Seven Step RPO)
Adam Wiedmer, Sourcing Manager(Seven Step RPO)

Despite continuing tough news on the unemployment-statistics front, most talent acquisition professionals know that the war for top talent remains quite competitive. Highly skilled workers with relevant backgrounds may in fact be more difficult to land than they ever have been, as smart companies wage an ever-more tech-savvy arms race to attract their services.

In this environment, the key to success is to bring a modern marketing mentality to your sourcing efforts.

Like sales prospects or potential customers, top talent today is motivated by a sense of connection to your company, by being party to a mutually-beneficial relationship that’s more than just transactional in nature. Smart marketers use database strategies, social media campaigns, and high-value ongoing communications to build and maintain solid relationships with their key constituencies. As a smart talent acquisition professional, you should too.

In this webinar, we’ll discuss Seven Step’s formula for bringing a modern marketing mentality to the sourcing and talent acquisition process. Specific areas of discussion will include:

Your TA/Marketing Database: Job applications can no longer be a one-shot deal. In fact, the job application is just the beginning of a mutually-beneficial talent-acquisition/career management relationship

Creating Valuable Job-Seeker Content: Fresh, original content and commentary are the tools (and the secret weapons) you’ll use to build relationships with the top talent you’re looking for. It’s not as scary as it sounds!

Using Social Media to Engage Top Talent Day-to-Day: Social media is much more than just another sourcing resource. It’s a platform for building relationships and sharing meaningful content. And smart TA pros don’t limit their social media efforts to LinkedIn and Twitter alone. In today’s most advanced strategic sourcing, Facebook and even Pinterest have roles to play, too.

Using classic relationship marketing to become a true employer of choice: Email is a great relationship building tool, and while it’s lost some of its luster with the rise of social media, it’s still the best way to stay in touch with top candidates in a way that adds value to their lives and builds an ever-closer connection with your employment brand.

Gregorio Cardenas, Chief Executive Officer(GForce HR)

Social Media Recruiting: Contact Building & Job Marketing

As social media recruiting practices continue develop worldwide there are a few things that are clear. First of all social media recruiting requires building up sizeable social media contacts across many networks like linkedin, twitter, facebook, google plus, etc. Secondly, the use of SEO fundamentals are increasingly a new skill set that recruiters need to know. Lastly, job marketing via social media is the fastest way to increase traffic to your job posts and ultimately candidates to hire.

Since late 2011, there have been an array of new “social media recruiting apps” enter the market. Two of these apps include MeshHire and BullHorn. I will review the pros and cons of each from the perspective of a buyer and not software sales rep.
Additionally, I will share how we use these tools as a service provider to companies that engage us for Recruiting Process Outsourcing (RPO) services, by giving you a hands-on tour of our system.

You will be able to leverage from our lessons learned in using Social Media Recruiting Systems including:
1.       Which social media networks generate the most traffic
2.       Which social media networks generate the most applicants
3.       Speed of pipeline building via social media
4.       Volume job marketing tips to increase ROI
5.       What not to do when building you social media networks so you don’t get “disabled” or “banned” by the them

Unlike other presentations that may be more academic, you will get to see exactly how we have been using social media for our clients and to also recruiting staff for our own company.

Join Greg Cardenas from Armada Human Capital based in Nairobi, Kenya for an exciting and fast paced hour of Web 2.0 best practices!

Valeri Marks, Corporate Executive(Kenexa Inc)

You wouldn’t play guessing games with finances, so why play it with some of your largest human capital expenditures, talent acquisition and onboarding? Hitting the bull’s-eye means aligning the right candidate to the right job in the right culture with the right skills, each and every time. And, this doesn’t stop once the candidate is hired! In this session, we’ll share market research, innovations and tools to guide organizations in driving the quality of hire and accelerating the new hire’s performance. These tools, tips, techniques and research can be leveraged from sourcing strategies throughout the full onboarding process. We’ll highlight some research and tools (Fit Interview, Fit Compass and Career Bull’s-Eye) to gain insight into the fit between a person and their job. These help identify the degree to which the role allows them to leverage their passion and purpose while also meeting their compensation needs. This also helps organizations to evaluate and strategically approach the placement of employees into positions. Employees who are better matched to what they are doing will be more likely to be engaged, have intrinsic motivation, and be more likely to stay with the company. We’ll review three key levers to drive a new hire’s performance and outline the impact that these can have on a company’s overall business performance. We’ll discuss the importance of culture fit, share some case studies on quality of hire metrics, discuss research from different sources and highlight some tools that can drive results in engagement, productivity and retention. Learn from this session how to eliminate the guessing game and start hitting the bull’s-eye by increasing the quality of hire and accelerating the new hire’s performance.

Downloads available below:

Recruiting and Selecting Leaders for Innovation
Moving Beyond Efficient to Effective Recruiting
Regeneron Discovers Employee Fit is the Power of Atraction

Bob Nelson, President(Nelson Motivation Inc)

Organizations have dedicated and invested millions of dollars in identifying and developing High Potentials within their workforce. This cream-of-the-crop top talent is often pegged for leadership roles early on in their careers and are the first to participate in innovative leadership development programs. Despite the considerable amount of time and effort companies put into guiding them, studies show that many High Potentials remain unengaged in their work and continue to actively pursue other opportunities. In the last 12 months, 30% of High Potentials have changed jobs, a number that is expected to increase as the economy improves. Over 50% of executives currently feel their organizations are ineffective at managing and keeping top talent and 90% of CEOs rank a retention plan for the organization’s High Potentials as a top priority for HR. This session will cover the following topics:

1)       The Need to Better Focus on High Potentials
2)       How to Identify Your High Potentials
3)       The Current Challenges with this Group of Top Performers
4)       Six Strategies to Increase High Potential Engagement
5)       A Case Study in Developing High Potentials: Turner Broadcasting/CNN

Discover the best practices of leading organizations as they seek to motivate and empower their High Potential population. Learn skills you can apply to your own workforce, from how best to identify High Potentials to how to better keep them engaged and invested in their work so that they can continue to perform at top levels and stay with your organization. The time to get focused on these special performers is before they leave your organization!

2)       How to Identify Your High Potentials
3)       The Current Challenges with this Group of Top Performers
4)       Six Strategies to Increase High Potential Engagement
5)       A Case Study in Developing High Potentials: Turner Broadcasting/CNN

Discover the best practices of leading organizations as they seek to motivate and empower their High Potential population. Learn skills you can apply to your own workforce, from how best to identify High Potentials to how to better keep them engaged and invested in their work so that they can continue to perform at top levels and stay with your organization. The time to get focused on these special performers is before they leave your organization!

Fionnuala O'Conor, VP Marketing(Matchpoint Careers Inc.)

Assessments seem to strike terror into the hearts and minds of more people than I would like to admit. The reasons people cite for their fears span a wide range from irrational to anecdotal to elaborate. But few if any of the reasons are, upon serious investigation, legitimate.

The fact is that assessments have been proven to be powerful sources of insights into people and jobs as well as reliable means of identifying high performing individuals and thereby increasing the odds of placing the right people in the right jobs. Assessments are a win-win. What's the problem and how can we fix it?

The fear of assessments arises from causes both reasonable and spurious and from sources both personal and professional. Understanding the causes and what leads to them becoming dominant or even influential is essential if they are to be depleted of authority and the benefits of assessments are to be realized.

We will look at the causes of the fear of assessments and discover how to mitigate them. We will look at the various methods in use today to reduce the fears. We will examine the depth of benefits generated by using assessments.

The world of assessments has changed greatly in recent years due to substantial investments in science (psycometrics) and technology (the internet and big data) and it is becoming easier to access validated assessments and gain from them. Overcoming fear of assessments will not only grow as a concern among ambitious and high-performing organizations, it will become essential to their success.

Michelle Quiles, Managing Director(The Pheonix Advisory Group)

The global talent deficit is real and is projected to increase for the next 50 years. Until 2010, overall growth in the US labor force has been sustained by importing foreign workers and by members of the Generation Y joining the workforce. However, if we begin to examine the US market since 2008, we shall see that the US workforce growth rate has plummeted to near 0 and it is projected to remain there well into 2030-2050.

In fact, labor shortages have begun to grow across the country in a broad range of employment sectors, leading to what some employers have described as wage inflation. Resulting in employers, competing for talent in critical job categories.

This challenge is not just affecting the US---Canada, Europe and Latin America are feeling the pain as well. As RPO providers, creating and maintaining a talent pipeline for clients in high job growth sectors in these regions will be a challenge at best.

Many would argue that this is due to the global economy and the fact that companies are concentrating on lean operations. However, there are indications that something deeper is taking place, resulting in a talent deficit in key job areas.

This presentation will identify & examine a few of the root causes creating this trend and it will review key strategies that RPO providers can implement within their practices to assist their clients.
In addition, we will examine the current business climate, the talent pool, and the outlook for the future, then look at how the three major forces-demographics, globalization, and the education-to-employment system—are affecting talent demands across the globe.

Susan Haywood, Chief Talent Strategist(Human Resource Blueprints Ltd.)

There are currently four distinct generations in the workplace, each with a unique style and different needs and values. This can create misunderstandings, conflict and strife in organizations. From the Millenniums to the Boomers, we will cover the attributes common with each of these groups as well as what organizations can do to leverage these unique characteristics to their advantage. We have all experienced these differences in the workplace and have created our own assumptions about each of these groups. From the assumption that older generation can’t adapt with new technology to the belief that younger generations have no company loyalty.

We will cover the realities behind these assumptions and shed some light on what strategies organizations can follow to ensure their workplace is maximizing the strengths of each group. Differences in working style and idea generation are what provide the foundation of a successful and well-rounded organization. Imagine if we all had the same thoughts and ideas? Does this sound like the type of group that would provide innovative ideas and products/ services? Not likely. A diverse workforce is a major strength and one to be leveraged no matter what industry or company size you work within.

Learn how your organization can forge a strong and cohesive team across the generations. Learn how generational diversity can be leveraged to create a more engaged workplace. Learn about policies and practices that will attract younger generations as well as benefit and recognize more seasoned employees. We look forward to sharing this information with you!

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on 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’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:
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