Archived Webcasts and Podcasts

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.

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.

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.

The hot topic of On Demand learning has sparked conversations around the world. With today's war on talent, organizations need to reevaluate how they recruit and retain key talent. By understanding and enabling your teams to partner with learning and technology you will be able to make informed decisions and consider a new perspective towards On-Demand Learning. Throughout this interactive session you will learn the key buzz words that will ensure you understand the essential concepts, processes and terminology towards technology and training. This workshop has been designed to share foundational concepts, definitions and examples that will ignite a new-age thinking that you will be able to discuss with others and consider innovative solutions that you may consider applying towards your next talent agenda.