This session is an overview and introduction to Motivation-Based Interviewing. MBI is a 15 year-old interviewing method specifically designed for identifying and hiring high achievers. Traditional behavior-based interviewing focuses almost solely on an applicant's level of skill. This approach has a long history of producing hit-and-miss hiring results. Why? Because it takes more than just skill to succeed! MBI assesses all 3 of the components common to top performers that enable them to achieve above-average results, yet requires no extra interviewing time. The 3 components MBI assesses are - skill, attitude and passion! Please note, this session includes a powerful video that’s not available in an archived version.
Workforce Planning & Analytics (WP&A) is now a non-negotiable. This is true no matter the size of the company, it’s growth, industry, geography, or strategy. The risks of not doing it are now unacceptably high. Others are doing it, and they are unquestionably outcompeting others for talent and in achieving business results. More and more case studies are now validating this assertion. The question for many now is: How do I start? For others it's: How do I get to the next level? For still others it’s: What’s most appropriate for my organization? Should we build internally? Should we go with a vendor? Should we outsource some of our analytical needs? These and other questions will be answered, as will arguably the most crucial one: What’s my best next step?
The session will delve into proven frameworks like the Data-to-Change Process, the Three Workstreams, the HR Linkage Model, and the Workforce Planning Model. It will also explore leading-edge thinking around Talent Strategy Formulation, Measurement, and Management. In the end, by attending this session you will be more educated on Workforce Planning & Analytics, inspired to advance your organization’s journey, and be clear on how to leverage data and other assets to generate workforce insight on an ongoing basis.
Global re-adjustments are converging to to create a new reality where business models will have to be re-designed, social systems re-invented, and value propositions re-thought. Labor demographics and global trends are forcing organizations to address their workforce strategy fundamentally different.
People practices, work models, and talent optimization are the key levers to transforming your workplace globally. Case in point, with 45 million new entrants in the global job market annually, most of them young, 300 million new jobs will be needed between now and 2015 to keep pace with the growth in the labor force. How many of these people will have the skills needed to be successful and bring impact to an organization.
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!
Social Media are no longer a “nice to have” when it comes your recruitment communications strategy. Social media now form a significant part of candidates’ job hunting toolkit and are a proven channel for attracting graduates and experienced hires.
Social media can also offer insights that can help across the entire candidate journey – learning more what they think about your organisation and the hiring and onboarding process and what it actually feels like to work for your company – your Employer Brand.
This presentation will give an introduction to the use of social media for recruiting and will lay out a roadmap to help build your organisation’s social media strategy.
Workforce Planning & Analytics (WP&A) is now a non-negotiable. This is true no matter the size of the company, it’s growth, industry, geography, or strategy. The risks of not doing it are now unacceptably high. Others are doing it, and they are outcompeting others for talent, and in driving business results. More and more case studies are now validating this assertion. The question for many now is: How do I start? For others it's: How do I get to the next level? For still others it’s: Is this right for my organization? Are we too small, too big, growing too fast, not at all, or downsizing? These and other questions will be answered, as will arguably the most crucial one: What’s my next step?
To RPO or Not to RPO: That is a BIG question
By now most of the HR community is familiar with the term RPO, recruitment processing outsrucing and as evidenced in our findings, many have varied ideas of what is or is not RPO. The title or category of RPO has been aligned with a wide spectrum of services from traditional staffing companies to background companies to the full assumption of all the recruiting of an organization. Arguably, RPO is may just be the most widely used and interpreted term in recruitment today.
This program will focus on RPO as its own industry - assuming a portion of recruiting or the entire recruiting iniative of an organization.
Specific topics discussed will be:
o The variyng types of RPO
o The solutions RPO can provide: they may surprise you
o Building an internal COE that replicates RPO
o Why RPO’s work
o How RPO’s fail
o The business case for and against
o Pricing structures
o General contract terms
Examining multiple types of RPO’s and case studies, we’ll shine a light into the why’s and how’s partnerships have been formed, how they evolved, how they survive and how they expire.
Are you or your recruiting staff still practicing full-life-cycle methodology? Did you know there is a better way to source talent and manage the recruiting process which the emerging world is leading the way? If you are interested in better, faster, cheaper ways of winning the talent war by having a competitive advantage over your competition – you won’t want to miss this presentation. “Linear Recruiting Methodology” is the future of recruiting and it is spreading fast…yet most developed countries have never heard of it. If you are also wondering how you can utilize social media to aid in your sourcing efforts without paying your recruiters to add friends, follow contacts, or post messages on walls online – be sure to join us.
With increasing connectivity, there is an advent of a truly global workforce, multinational operations and global trade has led to an exponential increase in the risks associated with candidate recruiting, contract, and or contingent workforce. Human capital is increasingly being acknowledged as the most important investment for any company. Finding the right talent in the right job at the right time is an enormous challenge that global HR teams are facing in today’s current hiring scenario. Join Aletheia Consulting Group for a one hour webinar where you’ll be provided with an overview of the legal, regulatory, and practical landscape associated with best practice international background screening.
Jac Fitz-enz and other thought leaders in the HR community have long been advocates of HR metrics – challenging us to measure our results and our efficiency. Now they are challenging us again, to bring our game to the next level by tracking and reporting our contribution to the organizational bottom line. In order to do so, we need to first step back and consider the cause and effect; to understand leading indicators (the things we must get right in order to achieve the outcomes we are accountable to achieve) and trailing indicators.
In this workshop, we will uncover and explore the leading indicators over which HR has the greatest control. They are the factors that have the greatest influence over employee engagement and turnover, productivity in the workplace, customer satisfaction, and even the company’s financial performance. Once these leading indicators are exposed, we will offer three simple strategies that will help you and your team to put them to work in your organization right away.