Archived Webcasts and Podcasts

Change is constant and the staffing industry certainly holds no exception. How we manage the hiring process - from top to bottom - has shifted dramatically in recent years, but many of the fundamental rules still remain. It's all about finding the right talent at the right time, place and price. It seems simple, yet there is no elegant formula. NextCrew, an online platform available for private labeling which allows companies to streamline communication and management of their contingent workforce. By allowing for self-managed employee profiles as well as convenient scheduling and communication methods, NextCrew provides an innovative solution for industries such as Temporary Staffing, Hospitality and Event Services. NextCrew platform provides a unique turnkey add-on feature which acts as a self-serve portal for the clients of staffing companies.

Sourcing temporary workers on LinkedIn, Facebook and Twitter is only the tip of the iceberg when it comes to the value of social media when building an extended workforce. This webinar explains how to use each type of social media for all aspects of contingent talent procurement and workforce management. Topics include: • Going beyond social networking - Incorporating talent exchanges and crowdsourcing into your talent procurement strategies • Avoiding risks when sourcing candidates online • Selecting the right type of worker for each assignment • Onboarding candidates sourced through social media • How‘unified communications’ technologies drive collaboration and productivity • Transitioning your vendor management system into a social enterprise talent management platform

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.

Innovative, powerful, and affordable devices have empowered technologically savvy consumers of HR Technology. They have expect much more than what the HR Tech industry has provided to date. Information is king and simple, on-demand delivery is paramount. These facts have become a major contributor in the acquisitions/mergers of Talent Management vendors by many of the larger ERP providers. These transactions in the HR Technology arena will affect us all in some way. The opportunity for major and rapid innovation is there. So is the ability to bring industry innovation to a crawl. Based on ERP history, many HR leaders expect it to take years before these transactions affect them directly - That would be a poor assumption and may prove to be costly. From the cloud to integrations; from mobile to social to the measureable. We will highlight what you really need to know.

Join Aberdeen Group Research Director Christopher J. Dwyer as he walks through the research findings from his 2012 Contingent Workforce Management study and unveils a series of frameworks, strategies and solutions for effectively managing the typical contract workforce. With nearly a third of the average organization's workforce considered contingent in some sense, it has become critical for organizations to better manage this program. This event will highlight growing trends and next-generation strategies for managing the modern contingent workforce umbrella and will assist organizations in building an effective program. Dwyer's session will also highlight the importance of analytics and reporting, as well as solutions utilized by Best-in-Class companies in driving true value from their contingent workforce management programs.

Despite continued high unemployment, hiring volumes and consequently vendor revenue have been accelerating double-digit. Many new contracts continue to be awarded by large clients, as well as an increasing number of mid-market clients in both the private and public sectors. RPO contracts are increasingly being awarded outside of the U.S. and the U.K. and many are multi-country and multi-continent. Clients are seeking RPO specialists to not only attract the right talent, but to help engage and retain talent as baby boomers who put off retirement while the economy was bad are beginning to leave the workforce, creating a shortage of talent that will be difficult to replace. Thus RPO is increasingly including value-added services such as talent planning, employer branding, internal mobility, onboarding, employee engagement and retention. This presentation will help to explain what RPO is and is not, why buyers are purchasing RPO, how clients are benefiting from their decision to outsource RPO, and what do both buyers and providers need to do to make it successful.

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're declaring war-on bad webinars. And we want you to join us. Like most revolutions, this one is both against something and for something. We're against mundane talking head PowerPoint presentations. We're against doing things the same way we used to. We're against working alone in silos. We're for captivating our audience through eloquent delivery and beautiful design. We're for pushing the limits of our technology. We're for amplifying what works and what doesn't. We're for synergy and sharing. Learn directly from the organizers of this movement-two of the industry's leaders in webinar design and delivery. Join the movement and discover how to ensure your webinar experience is not a bad one. Based on our newest book, The Webinar Manifesto, this session will lay out the seven Webinar Manifesto Principles that you must live by if you want to design and deliver killer webinars.

Many recruiting professionals are challenged with the same dilemma:

• Focus time and energy on just a few top candidates and risk overlooking someone stellar.
• Dig deep looking for that “diamond in the rough” and never see the light of day.

Focusing time and energy on the top of the resume stack with the hopes of finding top candidates causes many talent professionals to endure nagging feelings of regret wondering if they’ve overlooked someone great. These same professionals find themselves conflicted with regret while maintaining a longing for a way to cast a wider net and find that “diamond in the rough” and still leave the office at a reasonable time.

Five New Ways to Move Beyond Status Quo Technology Implementation HRIS and other talent technology intiatives such as ERP and cloud migrations can fail in implementation due to mis-alignment with business objectives and/or user adoption rates. In many cases, internal business users will avoid or fail to give their buy-in to the launch of a solutions launch. It is time to move beyond the "status quo" of typical HR technology applications to an experience that supports workforce effectiveness and personal productivity. This session, based on the studies of hundreds of successful technology implementations, will help HR leaders and their executive team counterparts use new "next practices" alignment and engagement techiques to accelerate successful outcomes to their technology launch(es). The session will give participants both strategic perspectives and practical tips, as well as provide a case study with the Boys & Girls Clubs, around the selection, creation and implementation of new applications that enhance the overall work experience rather than simply compliance or maintenance uses. > How to link to technology projects to overall business objectives- not HR but PA (People Apps that work). > Building a user experience that truly engages them. > Integrating other major initiatives such as intraprenuership and employer branding to your technology launch.