Welcome to the Webcast Auditorium!

06/19/2012    11:00 am - 12:00 pm

Targeting Passive Candidates with LinkedIn and Facebook Recruiting

Presenters:
Neil Costa (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!

06/19/2012    11:00 am - 12:00 pm

Too Many Applicants - How to Isolate that "Diamond-in-the-Rough" Employee

Presenters:
Ryan Kohler (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.

06/19/2012    12:00 pm - 1:00 pm

Dealing With Federal and State Laws Regulating Pre-employment Screening and Safe Hiring

Presenters:
Jared Callahan (Employment Screening Resources (ESR))

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.

06/19/2012    12:30 pm - 1:30 pm

Stop Guessing Start Knowing Who is a Top Talent Candidate is Before Opening a Resume

Presenters:
Gary Morais (Global Performance Technologies - Performance TQ Management Systems)

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.

06/19/2012    1:30 pm - 2:30 pm

Understanding Transformational Leadership to Identify Leadership Potential

Presenters:
Adam Bradshaw (DeGarmo Group)
David Daly (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!

06/19/2012    2:00 pm - 3:00 pm

You’re Hired! Positioning Your Brand to Select the Best Talent

Presenters:
Bill Streitberger (Red Robin Gourmet Burgers, Inc.)
Scott McTague (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.

06/19/2012    3:00 pm - 4:00 pm

Assessment Use in Hiring: Tools for the Toolbox

Presenters:
Lindsay Colitses (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!

06/19/2012    3:30 pm - 4:30 pm

Social Media & Hiring: How to Stay Out of Legal Trouble When Recruiting

Presenters:
Christina Thacker (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.