In recent years, how many U.S. companies with 2,000+ employees have announced lay-offs and issued outplacement packages? For laid-off employees, how well have these packages been regarded and utilized?
For employees who remain on staff, has there been any negative impact? For employers, what consequences have these outplacement models generated, both in their ability to move productively forward as a company and vis a vis their reputation? The answers to all these questions would likely raise concern among HR professionals. By way of enlightened alternative, let’s look at the features a more effective, humane, affordable, trackable outplacement model could contain.
*Please note that this webcast does not meet the time requirement for HRCI credits.
Ever had an interview that didn't go as planned? Didn't get the job, or didn't reach the intended audience? A mismanaged interview can lead to the wrong hiring choices, or send the wrong message to your clients and colleagues. Be it a job interview, media interview or interrogation style interview, at some point, all of us will be in the hot seat as we ask questions, or answer questions. Whether you are being interviewed or conducting an interview, what will you do to ensure your next interview is a success? This webinar is for individuals who want to master the interview process. Whether you are the interviewer or the interviewee, this workshop will move you forward with your interviewing skills. This workshop will guide you through a number of interview situations, show you how to make the right connection and ultimately achieve a desired outcome.
Focusing on the candidate experience is more than explaining to an applicant where he/she stands in the application process or the ability to send courteous rejection emails. Addressing the candidate experience entails taking a holistic approach to talent engagement and management — and incidentally making the recruiter's experience much better than what it is - because today, with the systems they use, no matter how diligent they are, it's virtually impossible for them to "bridge the talent gap." The central part of the recruiting process in the social media era is an engagement platform, i.e. an employer branded space by where candidates, sourcers and recruiters can meet and interact — and where constituencies can operate comfortably each on their own terms.
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.
Using a twenty-five (25) year old, yet highly effective co-employment method known as PEO, the presenter will take you step-by-step through PEO’s huge companywide advantages which include greatly improved internal or external contingent workforce management, cost reduction/ containment, reduced legal exposure, extensive professional help and administrative assistance, among so many others. You will be amazed that improvements in contingent workforce can have such a profound positive affect on most, if not the entire company.
You will also learn the advantages of PEO are not limited to internal contingent workforce management. Many businesses insist on using third-party staffing vendors who themselves utilize PEO in order to reduce cost and/ or reduce legal liabilities which often come back to hunt the client-company.
While the process is old the applied principles are brand new. If you are an officer, upper management or HR decision-maker you won’t want to miss this presentation
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!
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
Hiring assessments are powerful tools to gather skills and behavioral information on your candidates. The use of a quality hiring assessment will identify the strengths and areas of concern in candidates (before the hire), enabling you to make fair and objective hiring decisions with confidence.
Assessment use also allows you to begin the performance expectation conversation starting on day one of the new hire's employment. This way both you and your new hire know what is expected, alleviating those unfortunate "surprises" of a not good hire and allowing your new employee the opportunity to improve themselves professionally while employed by you.
A great deal of attention is paid to referrals for new hires. Referral programs abound. Money is spent, technologies are created, success stories are touted. The mantra is: use referrals by employees, by alumni, by customers – wherever you can get them – to get high quality employees. It seems obvious.
And it isn’t even new. Haven’t we all heard, since time began, that “networking” is the best way to get a job or find a new employee? Call you friends, your friends of friends, your acquaintances. It’s the most reliable path to follow.
And yet… why would I believe that it just so happens that my network contains the best person for this job I need to fill? Or that it just so happens that in my network is the path to the perfect job for me? What are the odds that my network is that vast, that targeted?
There is little science and less pragmatic evidence that referrals are “the answer” to hirers’ and jobseekers’ needs.
In this webinar, we will find out why.
In spite of aggressive and high-cost recruiting programs, as well as hundreds of technology-based applicant screening and tracking solutions and the emergence of social networks to expand access to candidates, employers remain frustrated with the results of their hiring efforts.
Recruitment is falling down on the job. Fewer than half of new hires rate “good” or “very good” six months after hiring. Nearly half of new hires fail within 18 months. A year after hiring, 70% of hiring managers regret their hiring decision. About 2/3 of employees are to some extent disengaged in their work.
The sky-high costs of hiring mis-steps and the unmanageable volumes of applicants presenting themselves for open jobs represent just the tip of the hiring process iceberg.
This webinar presents research and statistics to demonstrate conclusively that the best way to get the right person in the right job is to hire the highest performing future employee, not the best presented candidate. The key is to assess both job and candidate on the known factors that predict on-the-job performance.