Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways.
The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!
While the government’s view of healthcare and hospitals is still somewhat vague, it has been widely reported that the US Department of Labor, the OFCCP and the EEOC all believe that the healthcare sector will be scrutinized heavily on the subject of compliance.
In this presentation we will:
• Learn what to avoid when vetting pre-hire assessments and vendors.
• Explore what makes an assessment TRULY statistically valid.
• Examine the pre-hire process and discuss how seemingly harmless steps can present significant risk.
• Identify key areas MOST at risk for scrutiny and audits.
• Look at research and data findings from a simplistic and accessible point of view.
• Develop a checklist of actions that you can immediately apply to your pre-hire process to lower
There is no reason to make bad hires given the tools and knowledge available to us today. Learn more about identifying bad hires, the effects they have on your organization, and how to eliminate them in your hiring process.
Bad hires can be very costly, from the money wasted on hiring the wrong candidate to the time and actual cost-per-hire expenses. Yet, organizations typically only consider those employees who quit or are let go soon after joining to be the bad hires. The true bad hires, in terms of costing the company more money in the long term, are those employees whose performance diminishes over time. Though the company would never rehire such individuals, they are not necessarily bad enough to be fired and continue to be detrimental to the organization.
Are we claiming there should be zero turnover? No. People change and companies change.
Does it mean the elimination of bad job/person fit? Yes.
This webinar will discuss how bad hires are being made, how to identify them early on, and how to develop a process that eliminates bad hires.
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.
Internet Recruiting is constantly evolving.
Job aggregators have changed the job posting game.
LinkedIn has simplified sourcing for passive candidates.
Social Networking has changed how HR communicates with prospective applicants.
Join Jonathan Duarte, Internet recruiting pioneer, to go over the state of Internet recruiting, best practices, and strategies to adopt the tools and tactics that will work for your business.
Social networks and social media are changing the way HR interacts with prospects and applicants.
How do you put it all together?
What are vendors doing to make it easier?
Join Jonathan Duarte, Internet Recruiting Pioneer, as we dive into the current state of Internet Recruiting, from Sourcing to Posting, and everything in between.
Learn how to navigate through legal and practical pitfalls when using Web 2.0, such as search engines or social networking sites to screen applicants. Potential pitfalls include allegations of discrimination, invasion of privacy, failure to hire unlawfully, the illegal use of protected off-duty conduct, failure to follow the FCRA and whether the information is accurate or even belongs to your applicant. The session will also review the potential liability if an employer does not search the internet at all or fails to utilize safe guards to prevent discrimination. Finally the session and will cover how the internet is used to obtain fraudulent educational and past employment credentials, and what employers can do to protect themselves.
Every day brings news of the latest law involving employers’ use of background checks. The Equal Employment Opportunity Commission has intensified its scrutiny of hiring practices, exposing employers to greater risk of discrimination lawsuits.
Armed with real-world examples, EmployeeScreenIQ’s Jason Morris will examine the changing legal landscape that employers must operate against. Jason addresses these new guidelines along with the “ban the box” legislation. Jason also speaks to the controversy surrounding employers’ use of social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions.
Organizations shouldn’t be dissuaded from executing background checks, but these new guidelines underscore the need for employers to be vigilant in their compliance measures.
Effective Assessment Strategies: What You Need to Know
How can pre-hire assessments add value to your hiring process?
Online assessments have proven their value as a predictive tool to support informed hiring decisions. Our webinar will help you:
• Maximize your ROI.
• Integrate assessments into your hiring process.
• Increase efficiency.
• Prepare for future developments.
>> Register now!
Tuesday, May 21st, 2013 | 1:00 p.m. (EST) | 10:00 a.m. (PST)
Join eSkill’s webinar with Charles Handler, Ph.D., president and founder of Rocket-Hire consultants, whose extensive experience provides a wealth of knowledge about the impact of current and future hiring technologies.
Learn how to apply assessments to your “job funnel,” to:
• Screen out undesirable candidates
• Screen in only the best, most suited applicants.
Sign up today, to get a glimpse of the future of online assessment and recruiting!
Chairman & CEO
Every person recruited by a recruiter or staffing professional has the potentials to create a disaster if the candidate is hired and proves to be dangerous, unqualified, unfit or dishonest. A recruiter can choose to simply roll the dice and leave their fate and professional reputation to chance, or a recruiter can learn the basics of due diligence in order to legally recruited safe, qualified and honest workers. In this webinar, learn how to legally select honest and qualified people for your clients or organization by using best practices to avoid bad hires and the professional and legal fallout just one bad hiring decision can create. In addition, understand recruiters legal liabilities if a background check are not done right. The session will also cover the legal limits on recruiters using social media as well as the increased focus on practices that do not discriminate.
The majority of HR technological innovation to date has been focused on improving efficiency and effectiveness of corporate HR/recruiters, with little being done to help improve the candidate experience of applying for a job. In many cases, these technologies have actually made the process worse for candidates, forcing them to manually enter their information into long application forms.
Organizations wanting to attract top talent need to make candidate experience a top priority within their HCM strategy. This means ensuring candidates have a positive experience throughout the application process, including making it easy for them to provide their information.
This presentation will show how you can make the application process simple for both the candidate and the recruiter. It will also show you how to increase the amount of candidate information captured, enabling recruiters to make quicker and more effective decisions on which candidates to pursue.
Learn about the importance of Candidate Experience and the impact it can have on the volume and quality of candidates that will complete your organization's application process.
Learn how to simplify the application process for both the candidate and the recruiter, while capturing more of the candidate's information at the same time.
Learn how to consider Candidate Experience throughout your entire recruitment process, including your Oracle HCM system.
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.