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Welcome to the Institute for Human Resources for Online Staffing and Sourcing! Thank you to everyone for your participation and support. The next two days mark the seventh 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.
Join Kelly DePiero, Community Facilitator at HR.com and advisory board member for OSS as she reviews the Institute's accomplishments over the past year and highlights what’s in store for the coming months. During this short, 20-minute session, Kelly will provide an overview of the certification program (have you signed up?) and an update on hours accumulated to date. Find out what you have missed, and take a look at what is planned for the balance of 2012.
Throughout this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you become an expert in Online Staffing and Sourcing
• Learn why this Institute is important to the Online Staffing and Sourcing community
• Learn how you can contribute to its success.
If you are new to the Institute for Online Staffing and Sourcing, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas.
Don’t forget, this is a great opportunity to converse with our industry experts.
Looking forward to your participation!
The constant evolution of technology and the internet has a direct impact on how recruiting is done in your organization. It impacts changes in the systems, processes and strategies you use to recruit the best talent for needed to achieve your desired business performance goals. It also raises many new compliance, tools and process questions that can have a direct impact on budgets, change management and strategy decisions you make in order to move your recruiting practices into the future.
And then there are employment communications, branding and recruiter skills training considerations on the effective use of social sourcing and job distribution tools, messaging etiquette and compliance do’s and don’ts. All of this points to a definite need to have a formal and well thought out social recruiting strategy with input from marketing communications, legal and HR operations. Without a strategy in place, you leave your organization open to a variety of risks that could significantly impact your employment brand and recruiting effectiveness. Just remember… what is said or done online, can go viral and stay online….forever!
This session is for anyone seeking to optimize their current social recruiting practices OR anyone seeking to implement them for the first time. Carl Kutsmode, Managing Partner with talentRISE, will facilitate an interactive, panel discussion with practitioners and experts to provide answers to important questions needed to make informed decisions related to the impact social recruiting will have on the following in your business:
• Recruiting technology workflows
• Technology Integration considerations
• Passive vs Active Candidate Sourcing Processes & Strategies
• Legal Compliance Considerations
• Randy Goldberg, VP of Recruiting – Hyatt Corporation (Using Social Media for College vs experienced hire branding in a B2C business)
• Travis Kessel, VP of Recruiting – Edelman Worldwide ( Using Social media and meetup groups to recruit talent for creative vs traditional roles)
• Charles Bretz – AON/Hewitt – US Sourcing Manager for BMO Harris client ( implemented comprehensive social sourcing programs, tools and strategies f- lessons learned)
• John Kuenstler, Law Partner – Barnes & Thornberg Law Firm (Social Media Compliance)
Jared Callahan, a licensed Private Investigator and Business Development Director at Employment Screening Resources (ESR), presents Complying with Federal and State Laws Regulating Pre-employment Screening and Safe Hiring. To avoid bad hiring decisions, employers have increasingly turned to background screening as a risk management tool. But, no screening program should be conducted without a full understanding of the Fair Credit Reporting Act (FCRA), discrimination and privacy laws, the ADA, and a host of state-specific rules. Even credit reports, criminal records and social network sites are impacted by EEOC and ADA considerations. Examine federal and state laws to ensure legal compliance of your organization’s practices. Participants will discover new and existing state laws that have an effect on background checks as well as International considerations when implementing a Safe Hiring program. Topics will include the offshoring of Personal Identifiable Information (PII), required state-by-state Disclosure and Consent language, and the use of criminal record information in the hiring process. In addition, setting up a policy for background checks will be discussed as well as what to do when a report comes back with seemingly derogatory information (when candidates are turned down because of a background check certain notices are required). We will discuss background checks and social network sites; specifically the pitfalls when using social media as a recruiting tool. In addition to the components of a background check, we will cover what to look out for on the application and the questions to ask during the interview process – tools that cost nothing.
There is a lot of negative stigma around the generational gaps that exist in the workforce and the repercussions that they bring with them. With hiring managers having to deal with entitled and complacent applicants, and executives complaining about new-hire turnover costs, many of us seem to point at Gen Y. If we aren’t pointing at them directly, then we are pointing at the lack of top notch Gen Y talent.
So what about Gen Y? The general consensus is that they are: entitled, impatient, apathetic, they love and expect instant gratification, and have low attention spans. These factors result in low loyalties to employers, fast turnover, and lack of interpersonal relationships at work all of which are a drain on our companies’ energy and resources. Additionally, the boomers that are in charge of hiring and managing these people have little or no idea how to combat these issues, much less how to find strong candidates.
In this session we will cover how to effectively source and select Gen Y talent utilizing both traditional and non-traditional means. We will cover some more of the negative (and positive) stigmas surrounding Gen Y and how they affect the workforce. We will learn how to embrace the generational differences rather than struggle with them. I am not going to tell you how to rework your organization to accommodate the Gen Y workforce. Rather, I will share some small and easy adjustments that can be made to embrace this demographic that are guaranteed to go a long way.
For a long time, almost as long as procurement or strategic sourcing could write ... and write ..., RFPs have been an instrument to make decisions about products and services. It is a daunting task for the stakeholders inside the company to pull together business requirements, legal/compliance checklists and the dreaded pricing excel worksheet. Even worse the process is stacked against potential providers showing their true value as written word and limits to materials offered created gaps in making fact based decisions. With advisory firms playing a proactive role many of the barriers have improved but still are not ideal as company protocol must be followed.
During the past 10 years or so many of the systems and services that HR requires have common core offerings and value add that allow a shift as to how to review and select a provider of choice.
When we look at the landscape of talent management systems, specifically applicant tracking (ATS) and on-boarding there are a few things that the RFP no longer has to inquire about: 1) Workflow management, 2) Compliance (to an extent) and 3) Reporting (absent analytics). If you think a provider cannot handle these items they should not be allowed to bid!
Secondly, you no longer have to go out to 15 companies and have a lengthy and costly process for you and the providers. Industry specific options, cost basis, your company size and your ERP/Core HRMS (or lack thereof) are all ways to quickly get to a short list before even launching to market.
Lastly, spending time early in the internal process for collecting business requirements, assessing impact to your operating model, expected changes and outcomes as well as a reasonable budget (that is approved) all speed your time and validity with the providers.
During this presentation we will explore how to extricate your from the old RFx model and create a positive experience for evaluators and providers. You will find out how to include strategic sourcing, legal and finance as partners in the process to insure consensus. We will also give you tools to work with immediately in order to assess and select any number of services and products.
Social Media is proving to be the most transformational communication medium since email, and within that space, Social Recruiting is a brand new dimension of HR and recruitment practices. Practically every company in the US (92%) has initiated some form of Social Recruiting into their arsenal. Whether it’s tweets, posts, pins, or updates, Social has changed the way we recruit forever.
There are many great case studies and best practices resulting from the early adopters of Social Recruiting strategies for their organization. The Employee Value Proposition is being promoted, candidates are being attracted, and hires are being made.
Now comes the tough part: How do I measure if my efforts on Social Media are working?
Should the traditional measurements of Cost Per Click, Cost Per App, and Cost Per Hire be the true measure of the effectiveness of your social efforts? Sure, it’s easy to calculate these on a spreadsheet as has been done with traditional job boards. However, Social Recruiting also includes softer yet important components such as candidate attraction, brand improvement, followers/likes, chatter, and a multitude of other factors. Shouldn’t they be included in the ROI consideration, since they have the potential of improving the health of the company, both quantitatively and qualitatively? Bottom line is that measuring Social Media ROI is not a “one shoe fits all” solution. The Key Performance Indicators (KPI’s) can vary depending on factors internal and external to the organization.
This session is for anyone who is looking for some tangible ROI concepts to bring to your organization. We’ll look at a variety of KPI’s, and elaborate on related topics such as:
- Measuring your employment brand
- The value of a social community
- Why brand ambassadors are huge
- Effective job distribution