What did we do before we had our mobile phones? What was once a device for simply making calls on the go has evolved into a powerful tool, on which most of depend for the vast majority of our day to day lives. Mobile devices have completely changed how we interact with the world around us – from booking vacations, to opening our car doors, to buying a latte at Starbucks. For job seekers, as well as employers, this is especially true.
As a recruiter or an employer, if you want to stay competitive in today's market for attracting top talent, it's imperative you evolve your online strategies for mobile devices ASAP. Understanding the pluses and minuses of different mobile strategies can help you best determine how to approach mobile recruiting.
Job seekers today are mobile. In fact, the existence of the ‘mobile only’ candidate is becoming more and more common. When it comes to mobile opportunities, there are many considerations to make in terms of availability, platforms and content delivery strategies. Come learn more about the opportunities, trends and strategies that exist today for mobile recruiting, staffing and hiring.
As more and more employers turn to staffing agencies to meet their personnel demands, staffing in general has developed a poor reputation among some sectors of the public. Certainly, some of this is the result of unscrupulous agencies doing unscrupulous things, but the majority of it could be because, unfortunately, the public is massively unaware of what staffing agencies do, how they do it, and how what they do can help everyone. What practices differentiate the ‘black hat’ agencies from the rest, and what critical contributions do reputable staffing firms make for employers, employees, and the economy as a whole?
Analysts estimate that up to 25% of the US workforce is made up of contractors, temporary, consultants, freelancers and the like -- and only forecasted to increase in size. It’s not just procurement’s problem anymore – HR must recognize their role in sourcing, managing, tracking and getting the best performance out of the growing non-employee workforce.
Benchmarking your contingent labor and temporary talent means comparing your program metrics, supplier performance and average bill rates to similar size firms in similar industries. Join IQNavigator as we examine the best practices in benchmarking non-employee workforce programs from working with many of the world’s best-known brand.
Internships have truly have become the “new interview” in the job search process for students and employers alike in today's challenging economic environment. In this presentation, Internships.com Vice President of Global Marketing Yair Riemer will present the latest industry statistics and market data from this growing HR sector and discuss the importance and benefits of starting and maintaining internship programs for businesses of all sizes.
The presentation will examine the growth of internship sectors such as virtual internships and social media internships, as well as outlining the benefits for organizations in starting an internship program and recruiting college and entry-level talent.
While workforce planning has been heralded as a means to quantitatively link business strategy and human capital management, in practice many organizations have not advanced workforce planning beyond developing their hiring plans and turnover analysis. While these are important fundamentals, the true power of workforce planning lies in more advanced analytics. Workforce planning can be used to help determine contingent labor strategies, what to outsource, where to locate, what to automate, where process improvement opportunities exist, and a host of other critical opportunities. This session will focus on 3 such advanced analytical techniques – location modeling, outsource modeling, and scenario modeling.
Sourcing temporary workers on LinkedIn, Facebook and Twitter is only the tip of the iceberg when it comes to the value of social media when building an extended workforce. This webinar explains how to use each type of social media for all aspects of contingent talent procurement and workforce management. Topics include:
• Going beyond social networking - Incorporating talent exchanges and crowdsourcing into your talent procurement strategies
• Avoiding risks when sourcing candidates online
• Selecting the right type of worker for each assignment
• Onboarding candidates sourced through social media
• How‘unified communications’ technologies drive collaboration and productivity
• Transitioning your vendor management system into a social enterprise talent management platform
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.
Good public policy requires accurate facts. This presentation:
• Outlines the central role of small businesses and self-employment in economic growth
• Corrects erroneous myths about who becomes an independent contractor, and why
• Estimates the benefit to one U.S. state’s economy, California, of public policies that facilitate independent contracting
• Explains the role of such employment in the future—why some day you will be self-employed, and happy about it
The presentation is based on a study published recently by the National Federation of Independent Businesses (NFIB), the premier small business association in America, titled The Economic Impact of Independent Contracting in California. Its lessons are applicable to every state and province
Margaret Graziano’s unique approach to recruitment and hiring incorporates organizational development, industrial psychology, metrics and technology: a powerful methodology to attract and select “A” players, develop your “B” players, and leverage your company’s hiring power by continuously hiring the best. This process is called Conscious Hiring and it encompasses every aspect of building an effective and foolproof hiring process.
In this program, you will learn the methods to evaluate and assess the power of your existing team, refine your hiring and on-boarding processes, and influence the impact that your workforce has on your customers, stakeholders, as well as your bottom line.
This session will discuss the findings of the recent SilkRoad research. "Recruitment Marketing Effectiveness: Meaningful Metrics Straight From the Source. As a part of the research, we took a deep dive into recruitment source effectiveness across more than 700 SilkRoad customers to use their 2011 data in aggregate. These organizations ranged broadly in size, and included 10 of the Fortune 500 and 50 of the Fortune 1,000. Combined, we gained insights from over 200,000 job postings, 9.3 million applicants, and over 94,155 hires. Thomas will take a deep dive into these results and provide unique insights into what works and what doesn't saving both time and money.