Procurement, Talent Acquisition and HR professionals: spending too much time on administration for new contractors, or worried you aren't equipped with the knowledge to correctly classify 1099 Independent Contractors? Looking for the most cost-effective and efficient way to engage your internally sourced contractors and/or temps?
Finance managers, controllers, CFOs and CEOs: concerned about the financial ramifications of having an Independent Contractor reclassified by the IRS or state agency? Looking for an easy to implement program that will reduce the cost of paying your contractor workers in any state?
Learn how top performing companies reduce the financial risks of engaging contractors/temps and drive down the cost of paying them.
Companies are increasingly rely on independent contractors, temporary employees and staffing firms to meet their labor needs. These alternative labor relationships have many advantages but are coming under increasing legal scrutiny, by government agencies and class action attorneys. This presentation will review workforce trends and new laws in relation to independent contractors and contingent labor. We will review key employment law issues such as joint employer issues, worker privacy and technology, wage and hour issues, trade secrets and intellectual property protections, and recommend practical steps to take now to address these issues. The program will also offer practical suggestions on how hire independent contractors, and to avoid or limit legal disputes with your organization’s contractors, temps and leased employees.
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.
Gamification, including “serious gaming” and “social gaming,” is an innovative enabler of today’s multigenerational workforce that is increasingly used to support learning.
Serious games and mobile learning are serious business today. What does a real-world serious game look like? How and why does it work? How are the games developed, delivered and played? What features are critical for learning success? And how do you get started?
IBM learning experts from three perspectives will walk you through real-world success stories and answer your questions about how your organization can harness the benefits available today from gamification and mobile learning.
How often have you hired someone with a great track record who turned out to be a bad hire? By discovering what a candidate’s previous managers and colleagues candidly say about their work style, skills and behaviors, you can objectively assess the candidate’s ability to be a top performer. Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references. Also, see an overview of how this technology infuses compliance, consistency, reliability and validity into each reference-check and obtains feedback that identifies developmental needs of candidates.
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.
Every person recruited by a recruiter or staffing professional has the potentials to create a disaster if the candidate is hired and proves to be dangerous, unqualified, unfit or dishonest. A recruiter can choose to simply roll the dice and leave their fate and professional reputation to chance, or a recruiter can learn the basics of due diligence in order to legally recruited safe, qualified and honest workers. In this webinar, learn how to legally select honest and qualified people for your clients or organization by using best practices to avoid bad hires and the professional and legal fallout just one bad hiring decision can create. In addition, understand recruiters legal liabilities if a background check are not done right. The session will also cover the legal limits on recruiters using social media as well as the increased focus on practices that do not discriminate.
As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.
This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:
How an integrated system can manage permanent and contingent workforce
How reporting can be used to change recruitment behavior across your entire workforce
How technology can be used to drive change through the business
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.