Archived Webcasts and Podcasts

In this webinar, SHL's Jeff Holmen (VP Partners) and Lance Andrews (Manager Client Solutions) discuss how employee skills, behaviors & competencies have direct correlation to achieving various strategic business initiatives and then dovetailing proven job analysis & assessment processes into your RPO services. With constant pressure to reduce costs and improve productivity, finding the right candidates for key roles has never been more critical. Borderless markets and the power of the Internet have combined to create a surge in application numbers – including those from under- and over-qualified candidates. This expanded volume makes extra work for recruitment teams, while increasing the risk of sub-optimal hiring and less than desired performance. The more applicants, the greater the risk of poor hiring decisions.

In the last 15 years there has been an explosion of technology-enabled candidate and employee assessments, driven in large part by growing access to a low-cost, high-speed internet. HR Departments have used this technology to increase the scale, efficiency, and pace of their human capital processes. However, most of these assessments either fail to take advantage of the web’s flexibility or provide overly complex functionality that managers will rarely, if ever use. In this virtual session we will use case studies to provide practical advice for getting the most out of technology at the three most important points in the employee lifecycle: selection, development, and high potential identification.

Learn how assessments should be used in the hiring process. Learn about differences among various types of assessments and about the true value of using assessments in the hiring process. In its simplest form an assessment can be classified as anything a decision maker uses during the hiring process to make any kind of decision. In other words, a simple interview question, a test of cognitive ability, an application form, and all other data gather tools are all examples of assessments used for screening. The goal of any assessment is to allow for differences among job applicants to become apparent.

Whether we're prepared for it or not, today's reality is that we are all our own personal brands. Whether you're on LinkedIn, Facebook, or Twitter, how you represent yourself on these platforms (or not) projects an image about you and the company you represent. The days of employees checking out of their corporate personas at 5 o'clock on are over. However, you need not fear the blurring of the lines between one's professional and personal brands. In this session, we will answer the questions posed above, provide specific examples of effective co-branding, and demonstrate how a mutually beneficial policy of co-branding between you and your employees can be implemented and encouraged within your organization.

I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”

So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.

Your organization probably has some sort of workforce planning or analytics process in place. Whether it's a full blown enterprise software system, dashboards, excel spreadsheets, or with an abacus, one of the biggest challenges is creating outcomes from your data. When exploring your organization's data, not every "answer" is truly an "answer", rather, it's a seed for another question. In this webinar, we'll examine why the word "why" is the most important tool in arriving at conclusions and outcomes in the workforce planning process. Further, we'll explain the methodology of asking "why?" until you arrive at "what" (action to take). We will also take a look at some real-world examples of practitioners using analytics to reach conclusions from which they can implement action plans to drive real world value and business ROI.

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!

I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.” So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.

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

Before an organization can become more efficient and productive and implement all of the cutting edge (sexy) growth strategies available to today’s HR Professional, they must first build a solid (boring) foundation that can stand the trials and challenges of today’s ever shifting workplace. Participants will learn the foundations for building a solid recruiting department and how to work Social Media and SMART Sourcing into all aspects of the department’s growth. Participants will also learn how recruiting metrics play a role in the foundation and how talent acquisition can be a strategic business partner. By combining proven techniques, cutting edge social media examples, and real world case studies, your organization will be able to benefit from Chris’ industry knowledge, energetic presentation style and fun learning environment!