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Standalone Webcast
The demands placed on HR are changing. In the era of data, you are increasingly asked for information your HRMS does not provide. This Webinar will explore the “Datafication of HR,” and discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.

The Webinar will cover:

  • Trends shaping the “datafication” of HR
  • How to graduate from metrics to analytics, with examples in:
    • Talent Retention
    • Recruiting Effectiveness
    • Performance
    • Total Rewards
    • Employee Movement
  • Common pitfalls to avoid
Join Ian Cook, an expert in statistical analysis and HR metrics, as he presents on this important topic, identified as a key HR trend in 2014 by industry analysts.
Date: Apr 9 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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Ian Cook
Visier, Inc.

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Visier, Inc.
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Every action an employee takes has the opportunity to either reinforce or diminish your brand. When HR and marketing join together, employees can become brand ambassadors and ultimately help create brand distinction in the marketplace.

An organization’s employees are its best brand ambassadors. They have the power to move the organization forward and make the brand live and breathe. There are no two ways about it, engaged employees build strong brands! The benefits of a strong brand are tremendous and all the best leaders realize that strong brands are not built by the marketing department alone they need HR in order to be successful.

In this session, we will hear from Patricia Nazemetz and Will Ruch, co-authors of “HR and Marketing Power Partners,” as well as executives at top global companies who have implemented a partnership between HR and marketing and discovered the impact it has on customer loyalty, business growth, talent acquisition and retention.

Date: Mar 27 2014
Time: 11:00 AM - 12:00 PM
Presenter:
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Will Ruch
Versant

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Ryan Caligiuri
ClearPicture Corporation

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Patricia Nazemetz
NAZ DEC LLC

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ClearPicture Corporation
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Clients are becoming much more demanding when it comes to Recruiting and Placement of Candidates. Clients (both internal and traditional) are under increasing pressure to Hire Better, Hire Faster, Improve Retention and ‘Justify’ everything.

How can we Hire Better?
Traditionally candidates have been hired for one of 3 or 4 reasons: the right education, the right experience, the right personal fit . . . but no-body has been looking at why we fire or loose candidates.

With all of the tools and technology available today, hiring should be getting easier and more predictable rather than more difficult and arbitrary.

Learn more about the 20 reasons why candidates do not succeed.

Date: Sep 26 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Wayne Percy
Derhak Ireland & Partners Inc.

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Derhak Ireland & Partners Inc.
 
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Virtual Conference Webcast
Is attitude really more important than skill? No. It's equal! In Mark Murphy’s book “Hiring for Attitude,” he stated that 46% of newly hired employees will fail within 18 months, mostly attributed to non-technical or non-skill related items. While it is certainly true that most employees are fired for non-skill related items, this does not prove that attitude is more important than skill, only that attitude should be looked at as equal to skill. Skill and Attitude, as well as Competency and Culture, are key candidate metrics we need to measure.

Most recruiters and hiring managers focus on skills because they don’t know how to deal with the rest; their processes focus on skills and leave attitude, competency and culture off the table. Most talent acquisition professionals focus only on the technical skills of the role when interviewing candidates; in turn, most interviewers inadvertently misuse behavioral based interview questions. Although behavioral based interviewing techniques are supposed to highlight the candidate’s ‘soft skills’, they often fall short in their real application.

This webinar will provide insight on how to improve your Candidate Metrics strategy to increase the odds of the candidate’s long-term success: Finding the right “DNA” of a talented person means thorough assessment of skill, competency, culture and attitude.

Date: Jul 24 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Steve Lowisz
SteveLowisz.com

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Qualigence Inc
 
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Virtual Conference Webcast
Strategic Talent Sourcing: Finding existing talent is a great skill for a world-class recruiter but it often is reactionary: the enterprise has an active need that needs to be filled today. Most sourcing for talent today draws in ONLY those actively searching or thinking about a career change – this approach ignores a huge addressable market of non low-hanging talent - generally more of the top talent not yet actively seeking you out. This session will highlight an approach to combining a short-term active approach with a longer-term prospective candidate engagement strategy to ensure a robust talent pipeline. Learn how to build talent relationships, for the long term.
Date: Jul 15 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Susan Lewis
MD Physician Services

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MD Physician Services
 
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Virtual Conference Webcast
Effective onboarding is not just about making someone successful in his/her first 90 days. The same information gathered and used in the selection process can be a springboard for the employee’s ongoing development and growth. An Aberdeen research report details how 90% of new hires make their decision to stay at a company within their first 6 months of employment. Leading companies are not only able to assess a candidate’s ability and organizational fit at the interview stage, but they also determine the executive’s future development and where he or she will be most effective in the future

This session will provide best practices for onboarding and succession planning, linking the two processes for a more effective talent management strategy.

Date: Jun 19 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Cheryl Jacobs
MCG Partners

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MCG Partners
 
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Virtual Conference Webcast
As our economy begins to get back on track – more companies are hiring and there are a whole lot of possible candidates to choose from. How do you go about finding the Right people for the Right jobs? How do you sort through all the hay to get to that perfect needle?

We will show.

In this webinar you will learn how to hire the right people the first time - get those you hire placed into the right jobs by utilizing a customized benchmarking process, in-depth personal assessments, a healthy dose of Emotion Intelligence, and a whole lot of effective coaching so you can build an atmosphere of creativity and accountability for your client or your employer.

Date: Jun 13 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Patrick Blakesley
The Blakesley Group

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The Blakesley Group
 
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Virtual Conference Webcast
Why are Stay Interviews so compelling? For most companies, the only two times managers must meet with employees is to conduct performance reviews and then later to learn why they are leaving. Nowhere do we ask managers to meet with employees to learn why they stay and what would engage them more. This program provides data on the importance of Stay Interviews to drive engagement and retention and specific actions for implementing Stay Interviews in your organization. In addition, seven companies will be profiled that have turned Stay Interviews into lower turnover as well as methods for forecasting future turnover before employees leave. All webinar content will be based on SHRM’s #1-selling book, The Power of Stay Interviews for Engagement and Retention, presented by the author.
Date: May 30 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Dick Finnegan
C-Suite Analytics

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C-Suite Analytics
 
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Virtual Conference Webcast
Has your management team been sold on the idea that an ATS recruits people? Are you struggling with how to demonstrate your recruiting team’s impact on quality of hire? Are your other metrics (such as time to fill and cost per hire) potentially competing against your quality initiatives?

If you answered yes to any of these or are about to embark on a business case for further recruiting investment join us for a session that will help to answer these questions and give you information and tools to immediately and positively impact your side of the story. We will also discuss key quality of hire metrics from companies such as Disney Cruise Lines, Harrah’s Entertainment and others.

Date: Apr 30 2013
Time: 12:00 PM - 1:00 PM
Presenter:
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Geoffrey Dubiski
Sumner Grace

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Sumner Grace
 
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Virtual Conference Webcast
This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

Date: Apr 29 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Jeffrey Fritzson
Business Critical Resources

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Business Critical Resources
 
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