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Quality of Hire

June 18-19, 2012
This event has ended. Click Enter Event to view the archive.
It is imperative to hire the best potential candidates to ensure the long term success of an organization. The Quality of Hire track is an ever-changing and evolving sector of HR, and through this certification and accreditation program, we will provide insight into the metrics, tools, and processes needed to build a highly skilled and trained pool of professionals.

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 HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, 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
speaker
Presenters:
Rhonda Taylor, Fail Safe Screener, Facilitator(HR.com)
Yves Lermusi, CEO(Checkster)
  

It is imperative to hire the best potential candidates to ensure the long term success of an organization. The Quality of Hire track is an ever-changing and evolving sector of HR, and through this certification and accreditation program, we will provide insight into the metrics, tools, and processes needed to build a highly skilled and trained pool of professionals. Attend the workshops from your desk!

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 HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, 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.

speaker
Presenters:
Kevin Hegebarth, VP, Marketing and Product Management(HireIQ Solutions)
  

Many companies use telephone interviews as an early stage in the candidate sourcing process. For many positions, especially those in customer service oriented jobs, the telephone interview is an extremely useful tool in assessing a candidate’s basic communication and language skills and to observe how the candidate reacts to typical customer service scenarios. However, scheduling and conducting the telephone interview is often time consuming, frustrating and inefficient for the recruiting team. The best-suited candidates may already be working and not be available when the recruiting team is. In addition, the time recruiters spend trying to reach candidates unacceptably lengthens the time-to-fill interval.

The use of technology – specifically virtual interviewing technology – is perfectly suited for these kinds of positions. Candidates can be invited to complete an interview online, at a time and place that is convenient for them. The recruiting team can review the completed interviews when their schedules allow, thereby streamlining the entire process and greatly shortening time-to-fill. Furthermore, the virtual interview is conducted in exactly the same way for each candidate, which ensures compliance. These virtual interviews are recorded and can be shared with hiring managers and other stakeholders, which increases the recruiting team’s strategic value to the organization.

Companies using virtual interviewing technologies report reduced time-to-fill, increased candidate pool, improved quality-of-hire, and improved recruiter value to stakeholder organizations.

This webinar will introduce virtual interviewing technology, how it can be used effectively, and the benefits that can be realized both within and outside the recruiting team. Two case studies of customers using virtual interviewing in their organizations will also be presented.

The use of technology – specifically virtual interviewing technology – is perfectly suited for these kinds of positions. Candidates can be invited to complete an interview online, at a time and place that is convenient for them. The recruiting team can review the completed interviews when their schedules allow, thereby streamlining the entire process and greatly shortening time-to-fill. Furthermore, the virtual interview is conducted in exactly the same way for each candidate, which ensures compliance. These virtual interviews are recorded and can be shared with hiring managers and other stakeholders, which increases the recruiting team’s strategic value to the organization.

This webinar will introduce virtual interviewing technology, how it can be used effectively, and the benefits that can be realized both within and outside the recruiting team. Two case studies of customers using virtual interviewing in their organizations will also be presented.

speaker
Presenters:
Will Barada, President(Barada Associates Inc)
  

With the cost of new hire training and company integration becoming increasingly expensive, finding the perfect candidate means more than excluding bad choices. Firms that hire individuals who match their corporate ethics, culture and business approach find those candidates have a better chance of “hitting the ground running” and have greater success and longevity in their jobs.

To accomplish these goals, many HR departments are turning to third-party screening firms. However, not all have the depth of expertise and experience this approach requires, especially when it comes to getting past the wall of silence interviewers often find when reference checking.

This presentation will detail tips for selecting a third-party screening firm that can successfully probe beneath the surface for detail-level information and can then analyze that data effectively and objectively.

Speaker Will Barada’s discussion will include:

1. Evaluating the questionnaires used by the firm, including detailing the boilerplate or checkbox approaches versus customizable; importance of not compromising objectivity or integrity.
(Session takeaway: Customized questionnaires are much more effective but also more difficult to produce safely.)
2. Determining the company’s level of expertise and success rate with reference interviews, including:
a. Obtaining interviews with less-obvious references that can provide meaningful information on the candidates.
b. Using specially trained professionals (and not employees at the hiring firm) that put references at ease and encourage them to provide detailed, relevant information.
(Session takeaway: References are more likely to talk to a third-party firm, but it takes a skilled interviewer to get them to really open up.)
3. Examining how extracted data will be analyzed and provided in reports and determining whether it provides sufficient information for the company’s needs.
a. Will all data (customized questionnaires and detailed interviews) be cross-analyzed?
b. Will reports draw a complete picture of the total person—including ethics, level of motivation, personal and professional goals?
(Session takeaway: Complete, objective reports don’t just exclude bad choices. They will ensure you identify the right ones.)

speaker
Presenters:
John Boring, CEO(Accelerate Learning & Development, Inc.)
  

Successful leaders know how to effectively interview and select the best people for their team. Getting the right person for the job has a direct impact on your company’s bottom line. This program focuses on eliminating bad hires by teaching behavior-based interviewing techniques. This session will show you how to interview and evaluate a candidate fairly and objectively using a proven, practical 3-Step process.

You will learn about the how to determine a candidate’s knowledge, skills and abilities as well as other characteristics that can predict longer-term success. You’ll learn how to probe beyond a “perfect” candidate’s façade of perfectly scripted answers, and choose the person best suited for your unique opportunity. We’ll talk about the interviewing challenges and biases that everyone must face and overcome. Included is The Anatomy of an Interview that illustrates the step-by-step process for effectively interviewing candidates and getting the most important informa¬tion in the shortest amount of time.

We will also address the question, what is the manager’s impact on the Employer Brand. The way you treat a potential member of your team during the interview process speaks volumes to them about the way you would treat them as an employee and in today’s world that word spreads quickly.

Don’t squander your limited recruiting budget by hiring the wrong candidate. Business success is all about picking winners, not whiners! Mastering effective interviewing skills is the first step toward hiring top performers. Whether you’re an inexperienced interviewer or a seasoned pro who does not want to repeat mistakes of the past, be sure to attend this session.

Every manager should attend this webinar before saying “You’re hired!”


speaker
Presenters:
Sean Fahey, CEO(VidCruiter)
  

Quality Of Hire

What truly makes the difference in the quality of your hiring process?

The first step in improving the quality of hire is attracting the right people.

What is the best way to attract the right people?

Being on the list of top 100 employers helps. But what can most organizations do to attract the RIGHT people? The right people really comes down to culture fit. You can have all the A players in the world but if they don’t think like people in your organization do or are not coachable to start thinking like your team does how can you even consider them to be your kind of A player?

The culture fit is the most crucial part of this entire process yet it is the most overlooked. A good way to find like-minded people is to search groups on LinkedIn of similar interests.

But then comes the tricky part, how do you convey the culture to candidates even before they apply to attract them to your organization?

The simple answer is Video! Organizations that take the time to produce a culture fit video not only get to showcase who they are but they show applicants what they can expect working within their organization. This is the first step to improving the quality of the people you hire. We recommend either using an ATS that allows you to showcase your culture as people apply or if you can’t do this add a video right before the applicant is directed to the ATS.

The next step. Most recruiters spend their time sorting through the not so good hires to get to the their short list. What if you spin this around. You can use tools like an ATS that will sort, rank and filter applicants for you. This is the first step in short-listing the right candidates.

From there I would recommend using an online reference checking tool like VidReferencing or Checkster to get references done before you even meet the applicants for the first time.

Imagine during your phone interviews or your in person interviews you already had 7 references captured per applicant. You can ask as many behavioral questions as you would like but having previous work habits and previous employers information even before you meet with applicants for the first time can drastically improve your quality of the people you hire.

Thirdly where do you spend the bulk of your hiring time? Conducting phone interviews and the first round of interviews? What if you could now spend the bulk of your time on the top 2-3 finalists instead of with the top 15. This is where asynchronous video interviewing comes in.

Having applicants interview themselves to replace the phone interviews not only replaces the phone interviews but also allows recruiters and hiring managers to see applicants answer all their questions in a short period of time. There is many providers in this field from HireVue, Sonru and VidInterviewing.

Adding all these steps together can create a great improvement in the hiring process and also save you a substantial amount of time. If you want to learn more about these tools and other tools, you can take a look at www.VidCruiter.com

speaker
Presenters:
W. Barry Nixon, Executive Director(National Institute for Prevention of Workplace Violence)
  

The purpose of this webinar is to increase businesses awareness of the essential elements that should be considered when selecting an outsourced background screening firm. It is our presumption that every business entity wants to maximize their return on investment from services procured, intrinsically understands the value of hiring the best talent and to providing a safe and secure workplace. To this end, it is our intent to identify critical considerations that will strengthen the quality of selection of a background screening firm which will ultimately lead to higher quality employee selection outcomes.

Our focus is to help businesses select providers that:
•       comply with all appropriate governing laws,
•       have established acceptable business practices,
•       demonstrate excellence in protecting consumer personal data based on ‘best practices’ within the industry and
•       adhere to the spirit of accreditation standards established by the National Association of Professional Background Screeners (NAPBS).


We also want to assure attendees that the information in this webinar is provided from an expert third party view. Our firm, PreemploymentDirectory.com, is not in the business of providing background checks of any kind, thus, we offer an unbiased view of the selection criteria and process.

This webinar will present current information and provide general guidelines that should be considered in selecting a background screening firm. The selection criteria identified should be integrated into your ‘Request For Proposal’ process which will yield a higher quality pool of background screening firms for you to select from. We strongly believe that businesses should consider the selection of a background screening firm as carefully as selecting a CPA firm because a good one will keep you out of trouble, while one that doesn’t protect applicant or employee data or provide accurate and compliant information can get you into a lot of hot water and contribute to damaging your firms reputation and brand.

The continued growth of the background screening industry is a testimony to the importance that organizations of all kind have put on the need to check applicants’ backgrounds as part of the employment hiring and retention process.

speaker
Presenters:
  

Quality of hire depends on many factors. It's the applicant's skillset, personality and fit with company culture. Thousands of tools and assessments are on the market, but what are they used for? How do the new developments in screening practises affect the recruitment process and quality of hire?

A recent development in HR is the use of video in recruitment. This tool is a major step forward in improving the quality of the hiree and better at predicting fit between personality and company culture. However different supplier use different approaches of video in recruitment. Another development is that different branches, depending on a suplus or scarcity of labor in their respective branche, will have overlapping but also different advantages to the use of video in recruitment.

In this presentation we're looking at new tools that can be used to improve on the quality of hire. This presentation will discuss 4 generations of practises of applying video in recruitment and how it will help not only to make the process more effective but also improve the quality of hire. It will discuss how all the information, including body language and expressions, that is conveyed in video can be used to improve decision making and in the end, quality of hire, employee commitment and engagement. Also we'll discuss a practical usercase by a large, well-known supermarket chain in the USA & Canada and effect this had on the quality of hire.

At the end of the presentation you'll be provided with research on video recruitment, the effect it has had on many organizations and more information on the available tool.

speaker
Presenters:
Ficoal Dong, Director(RISQ GROUP)
  

Although employment screening is a very popular practice for reduce hire risk in U.S. and some European countries, it is still a new term for most Chinese employers. Such screening is well regulated by both federal and state employment laws in U.S. These laws strictly limit the type of screening that may be conducted, as well as when screening is allowed, how pre-employment screening may be conducted, and whether job offers can be rescinded based upon screening results, however, the situation in China is different. There are no legal restrictions on the ability of an employer or any third party acting on behalf of an employer to conduct background checks on candidates in the PRC. It does not mean you could conduct screening without any restriction; there are some bottom lines, such as individual’s right of privacy under the Constitution of the PRC, Tort Liability Law, and anti discrimination rules under PRC Labor Law and Employment Promotion Law.

According to the Research Report published by Top Credit Consulting (The First and a leading China local background screening company), it states that in China, 78.5% of the responders agreed that pre-employment background screening helps in reducing staff turnover, bad and negligent hiring. The fact is, over 76% resumes have been highlighted as discrepancy or fake in over 10,000 random requests during 2010-2011 in China.

This presentation will share with you about the situation of China employment screening market, the right way to conduct employment screening and potential business opportunity in China. There are more and more China employers who understand screening and are starting to set up formalized employment screening programs to reduce hiring risks. With the high credit crisis in China it is imperative to a address this status along with work history.

speaker
Presenters:
Neil Costa, CEO(HireClix)
  

Fifty-four percent of companies are spending more on social media as a recruiting source compared to prior years. Make sure you’re spending those resources wisely and maximizing the return on the investment by utilizing the most current methods to attract passive candidates. In Targeting Passive Candidates with LinkedIn and Facebook Recruiting, Neil Costa, CEO & Founder of HireClix, will deliver and in-depth tutorial demonstrating how companies can use these channels to accelerate qualified job applications and raise employment brand awareness. The presentation will include:
•       Research and statistics that prove the business case for social recruiting
•       Key strategies for targeting passive candidates with LinkedIn marketing products
•       Methods for reaching passive candidates with Facebook targeted advertisements
•       How to optimize candidate targeting using geography, work history, education and more
•       An overview of LinkedIn and Facebook marketing tools and how they compare to traditional job boards
•       Building a talent network with Facebook Fan Pages and LinkedIn Company Pages
•       Real-world examples and case studies demonstrating the effectiveness of Facebook recruiting
LinkedIn and Facebook are the top two social media channels for targeting passive candidates. Companies are using these sites to advertise their jobs, share jobs for referral programs and make hires. If your organization hasn’t established a presence on these channels or if you don’t have a strategy in place for using these networks, your competition has the upper hand. Why?
Unique visitors to LinkedIn now vastly surpass those of Monster and CareerBuilder, making it an ample scouting ground for candidates. It’s also a hotbed of activity as visitors to the site research potential employers, engage in professional networking, job seeking and information sharing. Facebook has 526 million daily active users on average making it the biggest online talent pool in the world. People are spending more time than ever on the site and sharing information about their education and work histories, their personal interests and special skills. Targeting Passive Candidates with LinkedIn and Facebook Recruiting will give you the motivation, inspiration and know-how to start utilizing these powerful channels today!

speaker
Presenters:
Ryan Kohler, CEO, ApplicantPRO(ApplicantPRO)
  

According to Robert Guion (1998, Assessment, Measurement, and Prediction for Personnel Decisions), “The cumulative effects in wise hiring decisions can result in substantial increases in average performance levels and productivity. Consequences of unwise decisions can range from inconvenience to disaster.” So where do employers begin in the quest for pinpointing the ideal match for furthering their company vision while juggling the impossible task of whittling down an applicant pool dense with unqualified candidates who are frantically searching for a job in these delicate economic times? Ryan Kohler will walk each attendee through the process of attracting the right skilled professional for each position from start to finish. He’ll also detail the value in executing the process for drawing the “right” contenders for each position prior to the actual interview preventing both wasted employer time and unnecessary spending on employee turnover. Lastly, Ryan will illustrate the potential impact of distinguishing the behavioral and skill patterns of your top employees.

When this one-hour session concludes, HR professionals will:

1.       Grasp the importance of composing a job description that will capture the attention of job seekers.
2.       Recognize the advantages of acquiring a large applicant pool in the beginning phases of the recruiting process versus an overly specific job description driving away potentially suitable applicants.
3.       Understand the benefit of screening questions in the search for a future employee that will contribute to the overall vision of your company.
4.       Realize the significance of how particular behavioral traits impact employee performance and how the skills he/she possess will profit the company in addition to other employees’ achievements.


speaker
Presenters:
  

Jared Callahan, a licensed Private Investigator and Business Development Director at Employment Screening Resources (ESR), presents Dealing 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.

speaker
Presenters:
Gary Morais, CEO(10Rule.com)
  

Stop Guessing and Start Knowing who is a top talent candidate is before opening a resume. You will discover the secrets and the impact of Up-Side-Down hiring! Now you can gain the knowledge of 20 years of research in how to identify top performing talent in minutes that would normally take days to discover.

The current economic climate and sea of job seekers has made the role of a Talent /Staffing Recruitment extremely more complex and time consuming Job seekers are now savvier and Hiring Managers are in need of top talent now expecting Recruiters to fill their job requisitions with top performers who can execute on the job skills. How can you ID Top Performing Candidates in 2 days or less? How can you hire a top performer for any position with an 85% to 90% success rate and lower recruiting cost by as much as 40%. These sounds too good to be true? Right?

Learn about a new performance metric that provides a “hard skills” evaluation of candidates in real time that will turn your talent recruiting /sourcing into a performance screening machine. Gain the skills of Laser Beam Hiring accuracy, and the knowledge of applicant performance screening which can take your Talent Career to new levels.

This session will be comprised of a detailed presentation illustrating how a performance metrics based, valid, reliable, and EEOC compliant web based solution, can provide you with 20 years of performance research and proven methods to HR Recruiters, HR Professionals, Talent Management Experts, Staffing Recruiters, and Organizational Development Leaders.

speaker
Presenters:
Adam Bradshaw, Business & Research Development Associate(DeGarmo Group)
David Daly, Research and Business Development Associate(DeGarmo Group)
  

Talent Acquisition professionals go to great lengths to understand and articulate how to identify and ensure their organization has quality leaders. Doing this well requires a strong theory of leadership as a “backbone” to assist in identifying individuals with leadership potential. The theory of Transformational Leadership (TL) has been THE theory to understanding what it means to be a quality leader in the scientific literature for many years.

Decades of research on TL articulates the necessary characteristics of a quality leader – idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation. These characteristics include qualities such as charisma, the ability to motivate others, articulate goals of the future, and establish caring relationships, just to name a few. But how do we put this theory into practice?

This session will articulate and define TL in an attempt to create an understanding as applied to practitioners, while exploring applications on how to identify leadership potential through personality and core work values. Examples will include how to map key components of TL onto personality and values to identify characteristics of each of the four primary elements of TL and how to leverage that understanding through the application of assessment technology.

Ultimately, assessment technology can be applied within the talent acquisition process to account for one way of identifying individuals with leadership potential, while providing a basis to evaluate key strengths and deficiencies of TL. By understanding strengths and deficiencies we can predict where an individual will perform well and where they may need leadership development!

speaker
Presenters:
Bill Streitberger, VP of HR(Red Robin Gourmet Burgers, Inc.)
Scott McTague, Director of Consulting Services(Assess Systems)
  

The competition for great talent is fiercer now than ever before. As companies are growing through expansion and acquisition to satisfy stakeholders, their need for finding the best talent to fill roles is also increasing in order to keep pace with company growth. At the same time, companies are trying to optimize the talent in their workforce to ensure they are getting maximum gains in employee productivity and effectiveness at all levels of the organization. Whether to keep pace with growth rates or get the most effort from an existing workforce, companies are intensely competing for the best talent.

One of the most powerful tools a company has in its talent hiring toolbox is their brand. More specifically, companies have a great opportunity to ensure their recruitment message clearly impacts a candidate’s perception of their mission, values, culture, principles and beliefs. This clear brand message attracts the right applicants from the start of the recruiting process and helps companies set themselves apart from the competition when recruiting talent. In fact, one study determined that 71% of employees join an organization based on the talent brand, while 75% of employees base their decision to stay with an organization on the talent brand (Human Capital Management). Clearly, the connection between talent and company brand exist, and talent savvy companies have figured out how to leverage this connection to their benefit.

The talent-brand connection involves attracting the right talent and selecting the best talent. In this webinar, you will learn about new and innovative ways to attract the right talent to your brand and best practices in hourly and management selection. You will hear from Bill Streitberger, VP of HR with Red Robin Gourmet Burgers, on how to creatively attract talent and from experts at Assess Systems on how to select the right talent for your brand.

speaker
Presenters:
Lindsay Colitses, President(Windridge Consulting LLC)
  

Hiring assessments are powerful tools to gather skills and behavioral information on your candidates. The use of a quality hiring assessment will identify the strengths and areas of concern in candidates (before the hire), enabling you to make fair and objective hiring decisions with confidence.

Assessment use also allows you to begin the performance expectation conversation starting on day one of the new hire's employment. This way both you and your new hire know what is expected, alleviating those unfortunate "surprises" of a not good hire and allowing your new employee the opportunity to improve themselves professionally while employed by you.

The goal in using hiring assessments is to separate the qualified from unqualified candidates before spending time, money and energy on someone who is not a good fit.

In this presentation we will cover the “best practices” of hiring assessments during the candidate selection process.

This presentation will include:

* Making sure you are using the correct tool for the job.
* Behavior & Skills tests – Gain an overview of different types of assessments.
* “Best Practice” use of Behavioral Assessments with examples of behaviors measured and why they are important to job performance.

Colitses is licensed by the Winslow Research Institute, is a trained associate in the ESP – Emergenetics Selection Profile test through Dr. Wendell Williams of Scientific Selection and has a coaching certification through The Hudson Institute of Santa Barbara. Colitses is also a current member of SHRM, LWHRA, Seattle SHRM, Seattle Management Association and Electronic Recruiting Exchange (ERE).

Please join us for this informative webinar!

speaker
Presenters:
Christina Thacker, Attorney(Barran Liebman LLP)
  

Employers using social media for recruiting and hiring decisions need to be aware of the many employment and labor laws that impact these seemingly routine actions. As use of social networking websites like Facebook, Twitter and LinkedIn continues to grow, employers routinely face challenges with balancing the types of information that they can and cannot consider when hiring. Additionally, employers need to know their potential employees rights to privacy and their rights to engage in protected, concerted activity under the National Labor Relations Act.

Join Christina as she discusses the pit falls of social media when recruiting and how to lawfully use social media when recruiting and hiring. Stay current on the ever-changing employment and labor laws that impact an employer's ability to use social media or other internet sites as the basis for employment-related decisions.

At Barran Liebman LLP, Christina focuses on representing employers and finding solutions for their employment law and labor management needs. Christina, along with other Barran Liebman attorneys, practice in four areas including employment advice, employment litigation, labor relations and employee benefits. Barran Liebman represents employers in all employment matters, such as sexual harassment, collective bargaining, and wrongful discharge, to name a few. Because of our exclusive employment and labor law focus, we are accessible to employers large and small. From day to day advice on when to cut a final paycheck to the complex trial work that protects employer trade secrets, we offer skilled legal counsel to our clients.

Located in Portland, Oregon, Barran Liebman assists employers, human resource professionals, in-house counsel, and business executives/owners.


Sponsors for this event:

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