SIGN UP NOW!
It's FREE!

Create a Profile and Start Networking with HR Professionals
Register Now - It's Free Registration info
 
Member Content
Blogs | Questions | Files | Events | HR Groups | Members


  • Upcoming Events
  • Past Events
  • Public Events

More Virtual Conferences

Upcoming Conference
24 April - 25 April 2014

Rewards and Recognition

Upcoming Conference
29 April - 30 April 2014

Quality of Hire

Upcoming Conference
5 May - 6 May 2014

Performance Management

My Events
View and edit your current events.
Add Event

Click the "add event" button to create a listing for your event

Advertise Here

Creating Stronger HR Pillars - "Talent Acquisition"

Topic:
Creating Stronger HR Pillars - "Talent Acquisition"
Date:
July 16, 2012 at 11:00 - 12:00 PM ET
Presenters:
Jeff Dahlberg, COO/Vice President( LeveragePlus Organization)
webcastImgVirtual
Description
While most human resource managers have had some form of formal recruiting or staffing experience; surprisingly the bulk of their talent acquisition knowledge was obtained while performing duties as an HR generalist or in an academic environment with little or no hands-on experience. Even for those with a greater level of specialized and hands-on experience, seldom do these jobs entail; (a) full project development, (b) management, or (c) budgeting. Welcome to your “management seat at the table”.
In this presentation we will dig deeper into what is arguably the most important human resource pillar for any business and surprisingly talent acquisition is one of the least understood pillars.
Without strong talent acquisition management, most companies either under preform or cease to exist over time. At the very least, poor talent acquisition creates a burden on the bottom-line
Companies with poorly managed talent acquisition tend to pay far more in; excessive internal payroll and / or third-party recruiting and staffing fees, low retention rates, on boarding costs, training costs, bonuses, legal liability, and poor work preformance, lower customer satisfaction levels, and post-employment responsibilities such as COBRA and taxes, just to name a few.

Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing your own unique and comprehensive recruiting and/ or staffing unit designed to improve ROI.

Whether you’re the company's talent acquisition or human resource officer, director or manager charged with acquiring and retaining the best talent at the lowest cost or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization easily identify, manage or develop the best talent acquisition program.
Who Should Participate
1.Human resource and talent acquisition officers, directors and managers who have a direct influence over any part of an organization’s talent acquisition or those looking to increase the bottom line or increase the overall value of the company’s performance or operations. 2.Human resource professionals of all size businesses, non-profits or government employers who are looking to move into a human resource or talent acquisition management role. 3.Vendors who assist their clients in making informed decisions concerning various segments of talent management (technology, talent management solutions, business solutions, and others)
What You Will Learn
1.The ability to quickly identify an organization’s basic talent acquisition methods 2.To acquire a more in-depth management-level understanding of talent acquisition 3.How to create and implement the most cost effective and efficient talent acquisition program which delivers the highest ROI
Recommended Resources
Aberdeen Group 1999 white paper on recruiting Talent Management Magazine Bersen & Associate
Communities
Human Resources Management
Staffing and Recruitment
Workforce Management (Time & Attendance)
HR Outsourcing
Labor Relations
Law and Legislation
Shared Services
Full Service Outsourcing
Screening, Assessment and Testing
Corporate Branding/Employer Branding
Reference Checking
Privacy and Security
ROI on Investment in Staffing Technology
Simulations and Work Samples
Career Transitions and Outplacement
Labor Trends
Relocation
Staffing Metrics
Recruitment Process Outsourcing
Staffing Technology
Affirmative Action/EEO/Diversity
Retention
Employment Contracts
Employment Applications
Job Analysis, Evaluation and Grading
Corporate Career Portal
Vendor Management Systems
Global Talent Management and Development F2000
Talent Management and Development (SME)
ATS - Applicant Tracking System - Applications/Resume/Profile/IVR
Salary Surveys
Job Requisitions
Job Descriptions
Internet and Job Tools / Courses
Online Media / Job Boards
Testing
Assessment
Screening
Innovations in Testing
Test Validation
Knowledge and Skills Testing
Behavioral Based Testing
Cognitive Ability Testing
Personality Testing
Test Development
Technology Based Assessment Systems
Assessment Centers
Structured Interviews
Person-Job Fit
Situational Judgement
Automated Qualifications Screening
Small Business
Public Sector and Non-Profit
Outsourcing
International and Global HR
Structure and Organization
Foundations of HR
HR Administration
Future of Work
Contract Workforce and Talent Exchange
Integrated Talent Management
Quality of Hire
Online Staffing and Sourcing
Onboarding
HR Industries
Agriculture, Forestry, Fishing and Mining
Computer/Telecom
Construction
Education
Finance, Insurance and Real Estate
HR in Government
Health Services
Hospitality
Manufacturing
Media & Entertainment
Non-Profit
HR in Retail
Services
Transportation and Public Utilities
Travel, Recreation and Leisure
Wholesale Trade
Presented by
spacer
speaker spacer
Jeff Dahlberg
LeveragePlus Organization

View Profile
spacer
Event Sponsors
LeveragePlus Organization
LeveragePlus Organization is a full service business solutions company
File List
Feedback
Name Comment Rating
Image of Nicole Winters Nicole Winters
Baker Hughes Incorporated
2 / 5
Poor Presentation
3 / 5
Good Presentation
Image of Melissa Culbertson Melissa Culbertson
Resource America, Inc.
4 / 5
Very Good Presentation
Image of Kristen O'Hara Kristen O'Hara
Brand Networks Inc
3 / 5
Good Presentation
Image of Matthew Savino Matthew Savino
ROCK-TENN COMPANY
3 / 5
Good Presentation
Image of Marcia Hartwig Marcia Hartwig
AT&T Corp.
4 / 5
Very Good Presentation
Image of Michelle Dandridge Michelle Dandridge
John Randolph Medical Center
3 / 5
Good Presentation
Image of Melissa Sposato Melissa Sposato
Nonpublic Educational Services Inc
4 / 5
Very Good Presentation
Image of Rachel Tompkins Rachel Tompkins
Aegis Sciences Corporation
3 / 5
Good Presentation
Image of Michelle Brainard Michelle Brainard
Farmers Insurance
2 / 5
Poor Presentation
Image of Becky Snyder Becky Snyder
TechMediaNetwork
3 / 5
Good Presentation
Image of Stephanie M. Sylvester Stephanie M. Sylvester
Consultant (HR) Maryland
4 / 5
Very Good Presentation
Image of Debora Hatke Debora Hatke
Strategichr Inc
3 / 5
Good Presentation
Image of Barbara Braehmer Barbara Braehmer
Intercessio Personalberatung GmbH
3 / 5
Good Presentation
5 / 5
Excellent Presentation
Image of Ericka Browne, SPHR-CA, GPHR Ericka Browne, SPHR-CA, GPHR
Blue Water Thermal Solutions
4 / 5
Very Good Presentation
1 / 5
Bad Presentation
Image of Kiana Adcock, SPHR Kiana Adcock, SPHR
American Transmission Company
3 / 5
Good Presentation
Image of Cassandra Richardson Cassandra Richardson
Wells Fargo & Company
5 / 5
Excellent Presentation
Image of Cyndy Campbell Cyndy Campbell
Manulife Financial Corporation
3 / 5
Good Presentation
5 / 5
Excellent Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Jody Blake, SPHR Jody Blake, SPHR
Broward County Govt.
3 / 5
Good Presentation
I felt the information was extremely basic. I was under the impression that I would be provided with tips on how to acquire the best talent in this competitive marketplace not how to select an outsourcing partner to do it for me. 1 / 5
Bad Presentation
Make sure that your using the proper word and that words are spelled correctly. Using boarders instead of borders was just one of the mistakes noticed. 2 / 5
Poor Presentation
Image of Justin Yee Justin Yee
Unemployed
The speaker talked so vaguely about so many topics that it felt like he didn't talk about anything at all. Plenty of general advice without instructions. 2 / 5
Poor Presentation

Do you have any comments that you would like to share about the value of this session?

Please help others considering viewing the archive understand the value of the session. How would you rate this presentation?
Excellent        Very Good        Good        Fair        Bad       

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/
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."