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Join us for our fourth, two-day virtual event presented by the Institute for Human Resources (IHR) on Quality of Hire. Yves Lermusi, President of Checkster, is a member of the IHR Quality of Hire Advisory Board.
The IHR Quality of Hire certification program was launched on April 19 and 20, 2011 where over 700 HR professionals registered to learn about top trends in background checking, improving quality of hire, reference checking 2.0, judgment-based assessments, screening and assessment processes, and much more. Our second event was held July 20 and 21 and over 600 HR professionals learned about benchmarking, mastering the art of interviewing, onboarding secrets for success, reference checks, strategic hiring, identifying and retaining star performers and other related topics. The last event was held November 9 and 10 and included topics such as: behavioral interviewing, handwriting analysis, international background checks, predicting leadership success, online reference checking and more.
All of these webcasts are archived on www.hr.com and are approved for IHR certification and HRCI recertification credits.
This introductory session will provide you with the complete schedule of the January 26/27 program. It will also review the IHR12-month certification program and how the process works. Attending all of the webcasts is free and there is only a one-time fee to write the final exam. All of the webcasts presented are also approved for HRCI recertification credits. Begin your learning journey through the Quality of Hire space and gain the knowledge that you need to hire and retain the best candidate for the job.
Whether it's illegal drug use, violent crime or any other criminal conviction, many job applicants have a secret they would rather not reveal to a potential employer.
That's why HR professionals need to attend a new webinar from the industry experts at EmployeeScreenIQ, the leading global provider of background screening services. The webcast is titled, "Your Applicants Have Something to Hide: Why You're Not Finding It."
The HR Certification Institute has pre-approved the webinar for one general recertification credit.
The informative workshop, presented by Jason B. Morris, EmployeeScreenIQ president and chief operating officer, and Nick Fishman, chief marketing officer, will explain why smarter screening equals intelligent hiring. Drawing from 13 years of company experience, EmployeeScreenIQ's webinar will explain how to ensure accurate criminal background checks without taking shortcuts.
Webinar attendees will learn the ins and outs of the criminal justice system, including how courts are organized, where criminal records are housed, and the various methods for conducting criminal research: In Person County searches, Clerk Run searches and National Criminal Record Database searches, plus "Screen Scraping" and more.
The webcast will also explain the differences between federal searches, statewide searches, and using the FBI's fingerprint database. Finally, attendees will understand how limiting the scope of a search—whether by number of years or jurisdictions—can imperil the entire process.
Other topics will include:
- Why taking "shortcuts" can lead to compromised background checks
- How companies can inadvertently hire violent criminals
- How to maintain a positive candidate experience, even if negative results are revealed
"Horror stories about mistaken background checks have become commonplace," said Morris. "Employers spend a lot of time, money and effort identifying the perfect candidate for each position. A background screening provider shouldn't jeopardize an employer's hard work."
NOTE - This webcast does not qualify for HRCI & IHR credits
Employers have long recognized that conducting due diligence on new hires is a mission critical task. Firms cannot afford to be sidetracked by employee problems such as workplace violence, theft, false resumes, embezzlement, harassment or trumped-up injury claims. Employers can be the subject of lawsuits for negligent hiring if they hire someone that they should have known, through the exercise of due diligence, was dangerous, unfit, dishonest or unqualified.
This session will review the top ten trends and best practices for 2011 when it comes to background checks and safe hiring, including the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence.
Learn legally complaint best practices to keep a business productive and out of court and steps a firm can take immediately to avoid a bad hire.
The trends include:
Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases
Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask
Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal
Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases
Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy
Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers
Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees
Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII)
Number 9: E-Verify and I-9 Audits Help Government Find Employers with Illegal Workers
Number 10: New Accreditation Standards Help Employers Select Background Screening Firms
Don’t Be Fooled! A Savvy Buyer’s Guide to Pre-Employment Assessment
Effective hiring is critical to long-term success, and businesses need tools that can help them distinguish between candidates who only look good on paper vs. those who will deliver results. Pre-employment assessments offer a scientific approach that can improve Quality of Hire … when done right! But with thousands of consultants selling hundreds of assessment tools that vary in quality and suitability for purpose, HR and business leaders seem to be stuck with a “buyer beware” approach to the pre-employment assessment market.
This session will help you become a better informed consumer of pre-employment assessments. Equipped with an understanding of how pre-employment assessment works (and does not work), and with some insight into the “tricks of the trade,” you can cut through the science jargon and marketing-speak to choose pre-employment assessment partners and even tools that will work for you. Learn to distinguish between real science and “pseudo-science” to ensure your pre-employment assessment programs make a positive impact on your Quality of Hire…and avoid trouble downstream (e.g., unfair discrimination and successful litigation) with an awareness of accepted best practices and professional standards.
The use of science-based assessment can help you select better employees and team members for any role. In this session, we will discuss how pre-employment assessment works, how to evaluate potential partners/providers, and how to design assessment programs that will work in your organization to deliver positive impacts to your top and bottom lines.
Dr. Ken Lahti completed his Ph.D. in Industrial-Organizational Psychology at Colorado State University and has worked in the field of assessment and selection for over a decade.
This webcast provides a concise what, who, how, where and why of video selection. Featuring case study examples and demonstrations, this session will explore the key issues many recruiters face in using preliminary screening methods and will demonstrate how Video Selection can flip the traditional funneling of applications by first using online video technology to see and hear candidates to assess their personality, soft skills and general culture fit with the organization. Once candidates have met these criteria, the standard screening process can resume allowing the recruiter/hiring manager to effectively identify people who 'fit' the organization earlier so they can then find a suitable role where the successful candidate can thrive.
Three key elements to the course:
This section will cover how video selection can enable the recruiter/hiring manager to:
• Make better decisions with more information
• Automate the screening stage using online video
• Facilitate easy comparison between candidates
• Highlight the benefits of hearing and seeing the person on video
This section will cover how video selection can enable the recruiter/hiring manager to:
• Remove scheduling of early stage interviews via batch interviewing
• Remove initial phone interviews
• Facilitate hiring team collaboration
• Design better on-site interviews with candidates based on learnings from the video interview
Transparent Recruitment Process
This section will cover how video selection can enable the recruiter/hiring manager to:
• Ensure a fair recruitment process for all candidates
• Facilitate external and internal audits via Consistency of approach in questions
• Have clear interview records for review thus eliminating second guessing from written notes or memory
• Keep an audit of the recruitment proficiency of recruiters and line managers
This webinar will address that which is demonstrably a key factor in determining – in predicting – who will be a quality hire: competencies, sometimes called "soft skills."
This association of soft skill and quality performance makes sense when you think about work colleagues who left their jobs and you remember why they left. Further, the facts substantiate your memory: over 80% of employees who leave their jobs, whether voluntarily or not, leave for reasons of fit. That is, they leave due to a mis-match of competencies required for the job with competencies inherent in the employee.
While this much usually generates broad agreement, there seems to be a common perception that measuring these soft factors is a complex, mysterious and unreliable art. We know about popular versions of personality or type measures – the MBTI comes to mind – and most of us know that there are quack versions of soft skills assessments. But those realities don’t change the fundamental, repeatable truth that soft skills signal success.
Our confidence in the relationship between soft skill and success derives from the hard science that explains and demonstrates it.
This webinar will present the hard science, will show why and how it works, and will give specific recommendations for how to implement it. We will even get into some of the myths around assessments and psychometrics and deal with the common fears associated with assessment instruments, tests, diagnostics, and analyses. We will look at how this hard science works both in assessing the job and the candidate – the future high-performing employee.
Participants will gain a clear sense of how to implement hiring and talent management using what science has proven to be the way to ensure the highest likelihood of identifying and employing high quality performers.
The archive for this Webcast is not available
Job applicants with false identities daily infiltrate the workforce. These credit thieves and imposters have changed the playing field to their advantage – possibly jeopardizing your company.
There is a way to stop them.
Protect your business from government fines and criminal activity because of negligent or bad hires by learning their schemes and thwarting their attempts with the absolute validation methodology direct form the U.S. governmental source records.
This webinar will educate the attendee on current schemes used by unauthorized workers, applicants of all sorts and other identity theft perpetrators. Learn how to protect the vital interests of your organization and avoid becoming victimized by mitigating losses associated with fraud, identity theft and the loss of your company’s valuable reputation.
U.S. Immigration and Customs Enforcement (ICE) recently issued another batch of 1,000 Notices of Inspection, and the Social Security Administration (SSA) has resumed its practice of mailing W-2 "no-match" letters and issuing fines.
States have enacted a patchwork of immigration laws, and the news is full of reports of employers being fined for immigration violations. You are seeking ways to ensure that you employ an authorized workforce.
This session will cover the differences and similarities between government and non-government verification systems (Form I-9 Employment Eligibility Verification, E-Verify, Social Security Number Verification Service (SSNVS), and Consent Based Social Security Number Verification (CBSV) and others).
We will discuss the pros and cons for each along with learning about current schemes involving Synthetic Name Fraud (aka Synthetic Identity Fraud) and Credit Profile Numbers (CPN) – which are both used to easily create a fraudulent identity.
CBSV will be discussed as the premier method of personal identifier validation for your due diligence processes as it matches Name, SSN, Date of Birth, Gender, and Death Indicator direct to the SSA Master File and Death Index to protect your company.
While organizations vary in terms of the tools to screen and select candidates, almost all use one common element – the interview. Yet, from both a potential employee and employer perspective, the way we approach interviews is sorely lacking. Hiring managers often ask irrelevant or even illegal questions. Data gathered during the interviews is often untied to job criteria. And, interviewers often forget they are not only evaluating the candidate, but also “selling” the position and organization.
Finding the best-fit candidates has never been as critical as it is today, so now is the time to ensure you are properly interviewing and making hiring decisions to contribute to the long-term success of your organization. During this webinar, we will discuss some major trends in hiring and selection, and provide guidance on how to adjust to keep up with those changes. You will learn to improve your organization’s interviewing techniques by:
- Asking the most relevant questions
- Capturing and evaluating a holistic view of the candidate including knowledge, experience, capabilities, and motivations, and understanding how this view changes over time
- Enhancing candidates’ positive perceptions of your organization by using a balance of technology, social media, and traditional methods
- Maintaining legal defensibility in your interviewing decisions despite recent increased legal pressures
- Enabling a strong start for your new hire with an individualized development plan that will lead to improved retention
If you’re interviewing or plan to soon, don’t miss this session so you can hire the right people with the right skills at the right time – every time.
Productive Sales agents are always in high demand. For most companies, finding new ones is a challenge that never ends. There are many types of sales agents, as diverse as the industries and clients that they sell to. So how do you target to consistently source and hire productive sales agents for your company? How do you insure they will adapt to your company culture and possess the capability to succeed in managing all of the challenges of sales within your competitive environment in the markets you serve? For established companies the answer is to stop the revolving door. To identify the specific attributes of your current productive sales agents and find new sales agents that possess the same attributes. Logical, but how do you actually do it? What attributes are essential to succeed? What attributes are unimportant? How do you accurately identify the attributes in each prospective sales agent and differentiate the productive sales prospect from an underachiever before you hire?
Attendees to this conference will learn that companies now have a proven method that perfects the traditional process of benchmarking current employees for success in Sales. The breakthrough is in the testing method, with the use of a unique biometric test. A method that is dramatically more consistent and effective to identify productive sales agents in advance of hire; in essence a custom target profile targeted to match the essential attributes consistent in your current productive sales agents. The end result will be increased productivity for each recommended sales agent and a significant reduction of turnover.
Introducing The Boston Test:
• A simple exercise that reveals 13 essential attributes that are identified and correlated among productive sales agents currently in your company.
• An exercise that can be administered to all prospective sales agents as an initial step in the screening process.
• New Agent Applicants that match the attributes of current successful agents are recommended based upon level of match.
• A simple, 20 minute exercise that cannot be manipulated by the applicant making it impossible to game the results to win the job.
• A world class process that is supported by significant documented case studies.
At the conclusion of the presentation, we will provide ample time to answer your questions.
As the leader in live virtual interviews, GreenJobInterview.com creates positive experiences for job candidates and hiring organizations. By utilizing secure, browser-based technology and support services, interviewers and prospects interact face-to-face while minimizing costs, maximizing time, and reducing environmental impact. No travel, software or downloads required.
Current demands placed on hiring managers and recruiters are greater than ever. The role of talent acquisition is evolving so quickly that the old paradigm of relying simply on a paper resume and phone screening before scheduling an in-person interview is no longer considered the most logical path to find new employees. A more efficient and
innovative solution has arrived; live virtual interviews. Many organizations have adopted live virtual interviews as a best practice within their process of evaluating job candidates. Industry experts predict that live virtual interviews will become a standard for all but the final interviews within just a few short years. Only an inexpensive webcam and broadband Internet access are required to create a positive and valuable interview experience.
The following primary benefits can be recognized by implementing live virtual interviews:
Save Time and Money
Increase Candidate Pool
Improve Candidate Experience
Advance Employer Branding
Reduce Environmental Impact
We are recruiters too. We understand the competitive and challenging HR industry and what it takes to hire great talent. As recruiters, we know that nothing can replace a face-to-face conversation.
But we also believe that modern technology has radically changed the way a first time face-to-face meeting should happen.
We recognized the need for a solution that would save time, money, and still maintain a personal, authentic, face-to-face experience.
We’ve created it in our live virtual interviews.
More interviews. Less travel. Faster hiring.
The fact that they’re better for your bottom line, and better for the planet, isn’t bad either.
The crucial role of personal ethics in exercising effective leadership has been evident for at least the past 20 years. Ethical values are embodied in several models of leadership such as transformational leadership (e.g., Burns, 1978; Kouzes & Posner, 2002) and others (Hitt, 1990; Mendonca & Kanungo, 2006). Many organizations have adopted codes of business conduct and implemented ethics compliance training for all employees, including executives and managers. The U.S. government and other major countries have also enacted laws that hold individual leaders accountable for organizational wrongdoings such as the Sarbanes-Oxley and Foreign Corrupt Practices Act. Despite these measures, we continually hear fresh instances of ethical transgressions and malfeasance among senior leaders in both the private and public sectors.
Although it might be asserted that such incidents are isolated considering the total population of leaders, the magnitude of reported cases makes it clear that no organization can risk even one lapse of leader ethics. The potential damage to organizational image, let alone the costs of lost revenues or funding, legal fees, regulatory fines, judgment awards, other penalties and possible jail time, is just too great to be ignored.
Many organizations have strong ethics policies and resources to reduce the risk of unethical behavior among existing employees, but they can take risk management a step further by implementing pre-employment strategies. A recent Conference Board report highlights the point that enterprise risk management and HR have room to improve coordination in many organizations.
One strategy for limiting organizational risk exposure against unscrupulous leadership deeds is to screen candidates for leadership positions regarding their expressed attitudes toward business ethics. The use of pre-employment assessment tools designed to measure moral business principles provides an efficient, cost effective and valid way to gauge an individual’s ethical orientation before extending an offer or appointment to a leadership role. A scientifically based measurement technique can uncover behavioral tendencies indicative of ethical or unethical propensity that interviews, background checks or reference checks may not.
This webinar will describe how the assessment of business ethics attitudes works and how it can be implemented as part of a standardized pre-employment assessment methodology. Research and case studies will be presented to illustrate the prospective impact and benefit of using this type of approach to making quality hires.
Half of all hires made today will fail within 18 months. Ninety percent (90%) of those failures have nothing to do with a lack of skills or experience but are the result of a new hire’s poor fit with the unique culture of the hiring organization. State-of-the-art research has demonstrated that most companies do not effectively evaluate a candidate’s fit to their specific company culture during the hiring process – and that a high failure rate is the result. Failed hires are a systemic, costly issue throughout the corporate world. There is no one right company culture but knowing your organization’s unique company culture – and making hiring decisions that are aligned with that culture – leads to better performance, higher job satisfaction, higher organizational commitment and a lower intent to quit among your employees. This panel will review the current statistics on hiring failures, examine state-of-the-art research on company culture and fit (Person-Environment fit), and explore a case study focused on hiring for culture fit. Participants in this session will leave with (a) an overview of the state-of-the-art research on hiring failures, (b) an understanding of the role of culture fit in employee satisfaction and retention, (c) suggestions for enhancing current hiring practices to ensure culture fit is addressed, and (d) insight into how one organization shifted their global hiring practices to hire for culture fit. Every company has its own unique culture, whether it is actively managed or not. Organizations that understand their culture will consistently make higher quality hires.
The Value of Values - HR’s Pivotal Role
HR plays the pivotal role in ensuring the company maximizes the effectiveness of its human capital resource. Accurately discovering the company’s values, and effectively using them as an employee screening mechanism help you ensure you are able to motivate exceptional performance. How well you do this is easy to tell. The litmus test is simple: ask 5 randomly selected employees to tell you what the company values are. If they know what the values are (not necessarily word for word but accurate enough) congratulations, you are on the right track. Otherwise, you have opportunity for substantial bottom line improvement.
Why Values are Valuable
We all know that carrots and sticks will motivate people. We also know that carrots and sticks do not allow us to consistently enjoy discretionary effort, and especially, discretionary thinking from our colleagues. Without discretionary thinking you are leaving huge opportunities on the table. To consistently draw upon discretionary effort and thinking we need to tap into people’s need for identity (how others see us), and to tap into people’s need to make meaning (do things that mean something to us).
Discovering the values, and articulating them in a tangible way must be driven by HR. Then, once the right values are well articulated the difficult task of ensuring existing and future employees share those values is a key and rigorous HR responsibility. Without values alignment, you must rely on carrots and sticks. With values aligned, you do not need either carrots or sticks to enjoy the fruits of motivate employees.
Learn how to improve quality of hire with new online reference checking by:
• Avoiding the 5-8% of candidates who are bad hires
• Getting behavioral feedback from 5 references in 2 days for each candidate
• Getting Scores that identify developmental needs
Improve your entire hiring strategy by obtaining information about behaviors and skills that scientifically predict a candidate’s success for the position.
Provide extra value to your HR team. Learn how new Web 2.0 reference checking allows HR executives, recruiters and hiring managers to hire only the best, uncovering documented savings of thousands of dollars in salaries and hiring costs by avoiding candidates who are not a good fit. Users of the technology also receive a report showing which candidates have desirable behaviors and skills.
Feedback received from these reference assessments can also be used to plan or adjust onboarding procedures and training. For example, a candidate with little CRM experience, but with high scores for customer service skills from the reference information, may be a potential fit for the organization in a customer service role if additional training on CRM systems is provided within the first 90 days of employment.
Participants will learn: how to improve quality of hire immediately by avoiding 5-8% of candidates who score low with references; how to infuse consistency, reliability and validity into each reference check; and how to get scores that identify developmental needs of candidates.
Who should attend? Recruiters at any size company, HR executives, talent-acquisition professionals, HRIS and shared services specialists.
What will participants learn?
1) How to improve quality of hire immediately by avoiding 5-8% of candidates who score low with references
2) How to infuse consistency, reliability and validity into each reference check
3) Get Scores that identify developmental needs.