In this session, HR Options will review the four most common employment options available to US/International companies looking to use workers across a border, such as in Canada. There are essentially four ways to legally hire workers:
Third Party Employment offered through staffing firms and HR organizations
Professional Employer Organizations
Our discussion will include a review of the associated benefits and common pitfalls of each employment option so you can evaluate when each method is of use for your organization. We will also look at steps to become an employer in a new country, using Canada as a case study, as well as the distinction between a Third Party Employer versus a PEO, and how to properly classify Independent Contractors.
Recruitment...Less is More, talent acquisition has changed dramatically in just the last five years. It is no longer a simple process of connecting a person to a job and a job to a person. Jobs and people are more visible than ever before, which is both a good and bad thing. We are consistently challenged to think outside the box. What box? Why not get rid of the box! There is no one size fits all recruitment solution. There is no box. To compete in today's world of finding great talent, you have to think differently...react quickly and be ready to change the game. There is a new recruiter tool box.
The Department of Homeland Security (DHS) released a New two page Form I-9 on March 8, 2013. This Form can be used immediately, but will be mandatory as of May 7, 2013. DHS gave employers very little time to make this administrative change, which can be especially challenging for employers that have several people responsible for this function through many different field offices.
This session will review the new Form in detail, and will also review the most common errors based on the new form, including how to correct errors made on the Form.. The initiation of a new form is also an excellent time to review all I-9 policies, including whether to make copies of supporting documents, how to process remote hires and rehires, when to reverify in Section 3, and how long to retain I-9 Forms. The speaker will provide practical solutions, especially for those employers that continue to rely on paper I-9s.
The war for talent is on, and the traditional way to hire—fighting over local applicants for permanent (read: high-investment) roles—is quickly becoming unsustainable. To win the war for talent, you need to be innovative in your hiring approaches. Technological advances have expanded the talent pool, enabling companies to find and hire the best talent—on demand and irrespective of geography, via the Internet. And as these new staffing models such as online work, crowdsourcing, and distributed teams emerge, it is becoming increasingly clear that, in the words of Benchmark Capital General Partner Kevin Harvey, “if you have only local talent, you’re hamstrung.” In this session, oDesk VP of International & Enterprise Matt Cooper will discuss the key elements of these rapidly growing staffing models—including market landscape, industry players, use cases, and the emerging regulatory and compliance issues—as well as how best to leverage them.
If your recruiters are all working on too many requisitions a month it may be time to consider some external assistance with recruitment research. In some situations, you may want to remove any possibility of questionable integrity by accidentally sourcing directly from a sensitive client or customer. Other reasons to go outside for your research include firewall limitations imposed on employees by overzealous IT security departments, slow connection speeds, lack of a training budget to develop your own sourcing team, or other business reasons why your organization does not allow you to conduct direct sourcing. An outside firm may be able to manage those risks more effectively. If none of these stumbling blocks apply to you in your organization, you should consider building your own dedicated sourcing team.
Internet sourcers, or researchers, can save your organization money by providing your recruiters with candidates that may never have applied directly through your company’s website or online with one of your job posting partners. Learn the pros and cons of both sides to assist you in making the build or buy decision.
The War for talent is back, it is more complex and much different than it was in the past.
Covered in this session are the external factors such as structural unemployment and how they affects our ability to attract and hire.
We will then look at the internal factors and how to gather and use talent data to your advantage. We will share some best practices, tactics and processes in order to not only give you a competitive advantage for talent but to also be able to empower your hiring manager and leadership to make informed hiring decisions.
The talent battlefields have evolved and are more sophisticated; we will prep you for what you will need to win.
Your company does not need just another review of ethics for the payroll department. Do you know that people who cause the most ethical problems are the ones that know the ethics code and how they are expected to behave?
The code of Business Ethics is a set of principles that summarizes a Company’s ethical standards. Its purpose is to guide employees in making good decisions in regards to their position.
This presentation will provide you with real world solutions to build and maintain great ethics, while showing you how to spot ethical issues before they develop and what to do when they arise. We will take a look at roadblocks you face every day and how to put procedures in place to head them off.
One of the most common reasons associated with assignment are personal and family issues. Companies should offer support along with a full understanding of whether the assignment is a lateral move or a promotion and what happens to the assignees career upon repatriation. This webinar will focus of the full life of assignment from start to finish. We will delve into the emotional and energy level of an assignee and their family members throughout the assignment cycle. Important factors on how to choose the right candidate for the assignment support them while on assignment and retain them when they return.
It is commonly known that under Executive Order 11246, federal contractors must conduct ongoing analyses of their compensation systems as part of their Affirmative Action Planning / EEO Compliance efforts. What is not commonly known is that the OFCCP is aggressively using multiple regression as the tool with which to investigate systemic compensation disparities. The OFCCP has hired statisticians to assist in their efforts to bring statistical analysis into mainstream OFCCP audits. Conducting multiple regression analyses is not like running availability analyses for an AAP, they are more complex and require the assistance of statisticians (which, not coincidentally, is why the OFCCP took so long to "ramp-up" their efforts in this area--it's not easy).
In this presentation Dr. Kuang will review the essential steps for conducting an OFCCP-compliant compensation analysis, from both proactive and “reactive” standpoints. The workshop will be very “hands on” and will provide very practical steps and checklists that participants can readily apply at their workplace