Archived Webcasts and Podcasts

Today’s knowledge economy, more than ever before, has made an organization’s people its most critical asset and one of its greatest investments. It is clear that mastering talent management helps organizations differentiate themselves in the marketplace, and thereby gain a competitive advantage. HR is firmly rooted in the belief that talent has impact, but can the same be said for an organization’s senior leadership—do they believe this to be true? Executives want evidence that HR is boosting their organization’s bottom line, but can HR substantiate and deliver this proof that talent equals financial reward?

Workforce analytics as part of a complete talent management strategy is critical for HR professionals as it enables them to connect the dots between their company’s overall performance and their investment in their workforce.

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.

This session is an overview and introduction to Motivation-Based Interviewing. MBI is a 15 year-old interviewing method specifically designed for identifying and hiring high achievers. Traditional behavior-based interviewing focuses almost solely on an applicant's level of skill. This approach has a long history of producing hit-and-miss hiring results. Why? Because it takes more than just skill to succeed! MBI assesses all 3 of the components common to top performers that enable them to achieve above-average results, yet requires no extra interviewing time. The 3 components MBI assesses are - skill, attitude and passion! Please note, this session includes a powerful video that’s not available in an archived version.

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

Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority or just too difficult to accomplish.

Learn the challenges faced by small organizations to implement solutions to address organizational requirements and how to overcome these barriers to attracting, engaging and retaining top talent.

Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.

This session will focus on the what, why and how of implementing strategies and solutions in small businesses to better attract, engage and retain top performers.

We will help you build a business case to get C-Level buy-in to your talent management initiatives and identify ways to effectively illustrate return on investment (ROI) for these programs.

Sourcing is not only the first step towards improving quality of hire, but also the most critical. Feed faulty input into any process and as you might expect the outcome will be inevitably flawed. This generally accepted principle called GIGO or “Garbage in, garbage out” is just at home in HR as it is in computer science.

By blindly accepting incoming candidate flow without questioning the source, you limit your ability to be selective. Without infinite applicant pools, and with practical constraints limiting the time your hiring managers can take before filling a vacancy becomes supercritical, they must judge the relative quality of each applicant slate. It is in this way that candidate quality circumstantially limits your organizations ability to improve quality of hire. Some talent sources are deeper, offering a broader choice than others, while some offer a limited choice yet yield a dramatically higher quality of applicant.

The cost of hiring the wrong person for a position can be staggering to an organization. The real costs are not the dollars required to fill the position from a recruitment time or cost perspective but from the loss to the organization in both time and productivity when a position is empty or when not operating at optimal levels. In this session we will uncover the full or true cost of bad hiring practices and focus on how to dramatically improve the quality of hire in your organization. We will help you understand how to measure the cost of hire in your organization and how you can show additional value to the top line of your company by taking the time to implement processes to effectively attract and retain top talent.

In the last 15 years there has been an explosion of technology-enabled candidate and employee assessments, driven in large part by growing access to a low-cost, high-speed internet. HR Departments have used this technology to increase the scale, efficiency, and pace of their human capital processes. However, most of these assessments either fail to take advantage of the web’s flexibility or provide overly complex functionality that managers will rarely, if ever use. In this virtual session we will use case studies to provide practical advice for getting the most out of technology at the three most important points in the employee lifecycle: selection, development, and high potential identification.

I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”

So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.

This session will give you the framework, tools and techniques on how to make sure you set your reputation as a strong strategic talent advisor and not a disposable sourcing headcount. Talent decisions can make or break a business or a career. Being able to make the difference between a good and a great candidate is the key to business success and it is the distinction of true strategic talent acquisition department. In this session we will first debunk the myth that contrary to what most talent acquisition departments believe, great decisions do not mainly rely on sourcing expertise. But talent decisions are hard, imperfect and rooted with landmines. To become more than resume pushers, talent acquisition departments need to arm themselves with knowledge, tools and techniques to make those decisions better. At the end of this presentation you will have gained ways to make you instantly more valuable to your hiring managers, your department, your organization.