Archived Webcasts and Podcasts

As our economy begins to get back on track – more companies are hiring and there are a whole lot of possible candidates to choose from. How do you go about finding the Right people for the Right jobs? How do you sort through all the hay to get to that perfect needle?

We will show.

In this webinar you will learn how to hire the right people the first time - get those you hire placed into the right jobs by utilizing a customized benchmarking process, in-depth personal assessments, a healthy dose of Emotion Intelligence, and a whole lot of effective coaching so you can build an atmosphere of creativity and accountability for your client or your employer.

This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

Maybe it’s easy to recruit if you’re Google or Apple. But what if your company isn’t a market leader, has little brand recognition, is in unattractive locations, and poorly funds its recruitment programs. Just because your company is a Plain Jane doesn’t mean your recruitment function needs to be. Randall Birkwood, a pioneer in innovative recruitment techniques, will give you real-world examples of how you can win in the talent market despite the odds being stacked against you. Learn how to build a better employment brand, how to attract candidates who want to work for you, and how to assess and hire. This session will spark creativeness and new ideas for your company’s hiring practices and talent acquisition strategies.

Are you tired of recruiting and training sales reps with just a 5% to 20% success rate? At last there is a pre-employment screening process to help you consistently select top sales producers who are the best fit for your organization's unique needs. Just think…a process to improve your batting average by up to 70%; a process that will allow your organization to save time, resources and money as well as provide dramatically reduced turnover rates.

Attendees of this webinar will learn a combination of sourcing strategies and tactics combined with a break through in pre-employment screening methodology that is custom to your organization's culture and competitive environment.

Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).

Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities.

Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.

We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.

1. Discuss the importance of incorporating social media into your recruitment strategy.
2. Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.

Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.

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.

How do you ensure that your staffing vendors effectively work with your team to manage the temporary, consultative and professional services workforce? Part of it is working with a vendor whose contingent workforce management philosophy aligns with your organization’s goals. The other part is clearly communicating your business objectives, managing expectations for how you see the vendor interacting with your technology and operational processes and letting them know how they stack up against the competition. Still, true CWM strategic optimization is difficult to achieve without a clear win-win strategy and partnership within your supply chain. This session will provide best-practice strategies related to the engagement and management of staffing, consulting and services vendors. Key topics to be covered include: • Engagement – VMS / MSP vendor value proposition • Adoption – Vendor program buy in and separating true issues from ‘noise’ • Endorsement – CWM programs which vendors embrace • Optimization – Identifying and aligning key partners to achieve program ROI and workforce optimization • The Future - How organizations will innovate CWM procurement strategies and meld traditional and flexible workforces in the near future…

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.

No part of the candidate screening process is more maligned than reference checking and for good reason. Phone based, open-ended reference checking is time consuming and yields very little data that actually helps to make better hiring decisions. By incorporating proven assessment logic as seen traditionally in pre-employment testing, reference checking can become a more predictive component of your selection process. This session will show you how companies of all sizes how realized substantial time-savings while dramatically increasing overall quality of hire. This session will cover specific case studies on how this fast-growing category of HR technology can drive better, more consistent hires in less time with less cost.

The cost of hiring the wrong person for a position can be staggering to an organization. The real costs are not the dollars required to fill the position from a recruitment time or cost perspective but from the loss to the organization in both time and productivity when a position is empty or when not operating at optimal levels. In this session we will uncover the full or true cost of bad hiring practices and focus on how to dramatically improve the quality of hire in your organization. We will help you understand how to measure the cost of hire in your organization and how you can show additional value to the top line of your company by taking the time to implement processes to effectively attract and retain top talent.