Archived Webcasts and Podcasts

Effective Assessment Strategies: What You Need to Know How can pre-hire assessments add value to your hiring process? Online assessments have proven their value as a predictive tool to support informed hiring decisions. Our webinar will help you: • Maximize your ROI. • Integrate assessments into your hiring process. • Increase efficiency. • Prepare for future developments. >> Register now! Tuesday, May 21st, 2013 | 1:00 p.m. (EST) | 10:00 a.m. (PST) Join eSkill’s webinar with Charles Handler, Ph.D., president and founder of Rocket-Hire consultants, whose extensive experience provides a wealth of knowledge about the impact of current and future hiring technologies. Learn how to apply assessments to your “job funnel,” to: • Screen out undesirable candidates • Screen in only the best, most suited applicants. Sign up today, to get a glimpse of the future of online assessment and recruiting! Eric Friedman, Chairman & CEO www.eskill.com 1-866-537-5455

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.

Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority or just too difficult to accomplish.

Learn the challenges faced by small organizations to implement solutions to address organizational requirements and how to overcome these barriers to attracting, engaging and retaining top talent.

Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.

This session will focus on the what, why and how of implementing strategies and solutions in small businesses to better attract, engage and retain top performers.

We will help you build a business case to get C-Level buy-in to your talent management initiatives and identify ways to effectively illustrate return on investment (ROI) for these programs.

Sourcing is not only the first step towards improving quality of hire, but also the most critical. Feed faulty input into any process and as you might expect the outcome will be inevitably flawed. This generally accepted principle called GIGO or “Garbage in, garbage out” is just at home in HR as it is in computer science.

By blindly accepting incoming candidate flow without questioning the source, you limit your ability to be selective. Without infinite applicant pools, and with practical constraints limiting the time your hiring managers can take before filling a vacancy becomes supercritical, they must judge the relative quality of each applicant slate. It is in this way that candidate quality circumstantially limits your organizations ability to improve quality of hire. Some talent sources are deeper, offering a broader choice than others, while some offer a limited choice yet yield a dramatically higher quality of applicant.

Each year, LexisNexis publishes the Commercial Driver Safety Report—highlighting where organizations could fine tune their driver hiring programs to help make roads safer. This year’s results are in. Attend this session to review the latest trends and hear how Reddy Ice manages their driver qualification program to increase safety. The 2012 report highlights key items commonly missing in Driver Qualification Files needed to meet Department of Transportation requirements, a review of the most common drugs and health problems faced by drivers, and a summary of a public survey that found most of you feel prepared—77%. If you are the other 23%, then this webinar may help you map out a safer driver program.

The EEOC Enforcement Guidance on criminal records may cause employers across the United States to rethink their hiring processes. Employers that do not consider how to deal with the new Guidance could well find themselves the subject of an investigation or legal action, In this webinar, go beyond what the EEOC did, and examine why they did it and how to start complying today. Topics will include how and when to inquire about past criminal conduct, and the good, the maybe and the impossible stemming from the EEOC’s actions. By the end of he webinar, an attendee will have a solid understanding of the challenges ahead.

The current available talent can seem overwhelming to hiring managers, but there is a more effective way to distinguish worthy candidates than by judging their choice of font. Pre-employment assessments offer a solution to an otherwise abstract decision making process, and will save companies time and money when they hire the best candidate. Pre-employment assessments are extremely powerful tools that help organizations select and onboard individuals for open positions. Despite the utility of pre-employment assessments, some senior executives have misconceptions and often questions that they need answered before fully supporting a new process to implement pre-employment assessments in their organizations. With the cost of new hire training and company integration becoming increasingly expensive, finding the perfect candidate means more than excluding bad choices. Firms that hire individuals who match their corporate ethics, culture and business approach find those candidates have a better chance of “hitting the ground running” and have greater success and longevity in their jobs.

Armada Human Capital has been helping clients leverage Social Media in accomplishing some great results. Greg Cardenas, will guide you through the ins and outs of what has work and what hasn’t at one of EMEA’s fastest growing recruiting process outsourcing firms. Learn from our discoveries as you determine what the best path is for you and your organization to take in adding a social media recruiting channel to your arsenal of recruiting tools in winning the war on talent. You will be amazed what is happening on this side of the pond. You won’t want to miss this presentation!

From 2010 to 2012, HR managers have experienced a series of regulation changes around conducting background checks in the United States. Attend this session to review practical suggestions for tackling these changes:

1. EEOC guidance implementation
2. Ban the Box implementation
3. To check credit or not
4. To check globally (where they have worked, lived, studied abroad)
5. To drug screen

This informative session will also provide you an opportunity to ask key questions to three screening experts in criminal records, credit, and drug screening specifically and have provide key insight to legislators on these topics. You will also hear about tactics other organizations are considering to address these changes in pursuit of compliance.

Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing a much more comprehensive recruiting and/ or staffing unit with a much higher ROI. Whether you’re the company talent acquisition or human resource officer, director or manger charged with acquiring and retaining the best talent or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization become more competitive. Talent acquisition is arguably the most important human resource pillar. Mismanaged or ignored and it can become the biggest drain on the company bottom-line. Properly managed and it can provide a substantial competitive edge