From candidate searches to growth plans for long-term employee retention, this webinar will address how to create a successful employee acquisition program. Offering a proven methodology for finding and keeping the best talent available, we’ll discuss the essential hiring steps and detailed instructions for conducting an efficient talent search, developing a candidate screening process, interviewing, making the offer, conducting new hire orientation, and creating a retention plan. The session will help attendees avoid knee jerk reactions to hiring needs, use every minute efficiently during the interviewing stage, and use available research tools to ensure they pursue the right candidate.
We get it - software can be a bit intimidating. But with iCIMS easy-to-use recruitment technology, you can source, recruit, and hire top talent with ease!
The iCIMS Talent Platform is the industry's premier talent acquisition solution that enables HR professionals to manage their organization's entire talent lifecycle from sourcing to recruitment marketing to applicant tracking and to onboarding, all within a single web-based application. Thousands of top-performing companies use iCIMS because they are equipped with the necessary tools to make the most informed hiring decisions every time.
Enable your organization to reduce cost-per-hire and streamline manual processes to present a tangible ROI and strong corporate footprint in the very competitive search for top talent with software that is easy as pie.
Attend the live demonstration of the iCIMS Talent Platform and see how to:
- Post jobs to your career site, social media, and job boards
- Identify qualified candidates fast with powerful searching capabilities
- Track applicant profiles, job openings, and workflows
- Enjoy real-time metrics on a configurable dashboard
- Easily pull reports on any data in the platform
- Transition new hires into productive employees
See how your growing business can win the war for top talent through iCIMS' innovative and easy-to-use solutions in this live demo!
This demo webcast is hosted by HR.com, however it is the Sponsors’ discretion (not HR.com) to deny/refuse attendance to any participant/competitor, as they see fit. HR.com is not responsible in any way for the sponsor’s decision.
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