Archived Webcasts and Podcasts

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.

Google “culture fit,” and you’ll get more than 100,000 hits. One simple definition could be “hiring someone who fits the company culture.” How is that done? What if the company culture isn’t known? How do you find out a person’s fit? Should everyone exactly match the existing culture? And how can we hire to achieve our cultural vision? Join us for this complimentary webcast to answer these questions and learn much more about how to identify an organization’s culture. You’ll come away with an understanding of how culture can guide candidate selection, reduce turnover and help increase overall business results.

The “X” Factors of Expatriate Payroll – Making your Expatriate Payroll Program Perform like a Star digs into the complexities of expat payroll administration including a why the expat payroll process is so complicated, what the customers of the service think about it (e.g. the expats), how to mitigate risks and costs associated with the expat payroll program, and ways to improve customer service. The presentation describes the three components of an effective expat payroll model and the roles and responsibilities of each. The audience will also learn about how the other mobility-related functions such as mobility, HR, finance, tax, legal immigration and accounting can interact with the payroll function to improve the overall success of the mobility program generally.

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.

This presentation, based on the experiences and "next practices" of hundreds of HR leaders and projects, will examine the five (5) critical issues that must be addressed in the critical first 100 days and beyond of HRIS project implementation.

This session will include a 100-day template to HRIS implementation excellence, and the strategic to tactical steps that must be taken to accelerate user alignment and adoption. The session will examine not only the technical aspects of launch, but also the fundamental behavioral aspects that must be considered.

Finally, the session will give several "next practice" case examples of users who successfully implemented HRIS projects in small to large scale environments.

This session will focus on inhibitor/enablers from which to provide greater use and value from assembled talent, leverage HR resources,lower risk,and predictive decision making with better outcomes. HR can now provide real-time, actionable data for more reliable forecasting of costs and resource utilization for executive decision makers. We are not focusing on improving RPO, ATS or other similar HR technologies, though there is certainly room for improvement of all components of the applicable HRIS.

Many decision makers are unsure how this will help manage and grow their business -- especially with all the uncertainty of higher taxes and global geo-political conflicts. We are unable to control geo-political issues, let alone our own Congress. After years of waiting, can you really afford to wait more years to grow your business? Yes, there is risk, but if it can be measured it can be managed.

Our global workforce is changing quickly. Businesses today are hiring freelancers in record numbers – including in the U.S. where many large companies report that 30% of their procurement is now going to fractional workers. In fact, there are already 42 million Americans today who are either self-employed or part-time. With an eye on the future, it’s estimated that within 5 years 54% of all workers will be completing their jobs online.

HR teams who choose to ignore this inevitable shift in the landscape – relying solely on traditional forms of job placement – are destined to fall behind. But for savvy HR professionals quick to accept the transformation and adapt to a new world of career offerings, the rewards will be many. By tapping into the ever-growing market for global online freelancers you’ll ensure you and your company’s success for years to come.

In this lively and informative session you’ll learn what’s behind this game-changing move to online freelancing. Discover how shifting lifestyles, new attitudes towards work and fluctuating cultural values have paved the road for an exodus from the corporate cubicle. You’ll come to understand how technology advancements and other innovations are making this transition possible, and what skills and tool you’ll need to keep pace in tomorrow’s HR world.

And most importantly, you’ll learn what the most-demanded skills are today, and what skills businesses will be looking for tomorrow. Also explore where the most-coveted online freelancers are located, and what resources are available to you to help ensure that you’re always able to deliver the right talent at the right time.

Discussion of commong challenges and best practices for running payroll and employing resources in the EU. The content focuses on both the practical challenges of finding and managing payroll vendors around the region, as well as common mistakes companies make with regards to employment contracts, benefits, and country-specific gotchas. Specifically we will run through how permanent establishment factors in to payroll and employment and why that matters, we will talk about contractors versus employees, contract best practices, the benefits framework and examples of social security in certain EU countries, nuggets of knowledge for common EU countries, and a summary of best practices for planning your international expansion or improving your existing international operations.

In this webinar, SHL's Jeff Holmen (VP Partners) and Lance Andrews (Manager Client Solutions) discuss how employee skills, behaviors & competencies have direct correlation to achieving various strategic business initiatives and then dovetailing proven job analysis & assessment processes into your RPO services. With constant pressure to reduce costs and improve productivity, finding the right candidates for key roles has never been more critical. Borderless markets and the power of the Internet have combined to create a surge in application numbers – including those from under- and over-qualified candidates. This expanded volume makes extra work for recruitment teams, while increasing the risk of sub-optimal hiring and less than desired performance. The more applicants, the greater the risk of poor hiring decisions.

I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”

So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.