Archived Webcasts and Podcasts

Open up the communication channels and start building your talent pool today!

Skilled people are becoming harder and harder to find and that is why you as an employer need to stand out from the crowd and brand yourself as an employment leader in your industry.

Stop waiting for potential applicants to see your job on a job board and build your own talent pool of people who want not just to have the positions you have available but to work for your organization.

Join Stephanie Littler, Response Manager from NetHire (www.nethire.ca and www.nethireusa.com ). NetHire is leading the industry in networked online social recruiting and hiring by harnessing the hiring power of the entire Internet, social media and search engines.

Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).

Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities.

Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.

We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.

1. Discuss the importance of incorporating social media into your recruitment strategy.
2. Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.

Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.

Virtually every member of Gen Y -- today's college students and recent graduates -- and about 90 percent of Gen X'ers and Baby Boomers care enough about only one electronic device to carry it with them virtually everywhere they go: their cell phones. Most young adults see their cell phones as important to carry with them as their wallet and keys and the significance of their cell phones has only grown as most of those young adults have graduated from feature to smartphones like iPhones, Androids, and Blackberrys. Indeed, some studies are now projecting that in 2013 the large majority of college students and recent graduates will own smartphones. In this highly interactive and humorous presentation, learn why your organization needs to have a mobile recruitment marketing strategy and how best to implement it so you can recruit the candidates you need and stay within your budget.

As the competition for top talent increases, Recruiters and Human Resource professionals are under increased pressure to find new and innovative ways to attract top talent. This session is designed to support you as you ‘up your game’ by taking you through step-by-step approaches to increasing the size and level of engagement of your talent pool. We’ll look at not only thoughtfully targeting your audience, but also increasing your understanding of your brand including being able to communicate it effectively. This session will take social, sourcing, and candidate engagement back to basics and give you easy to implement changes that you can easily make starting today.

Whether we're prepared for it or not, today's reality is that we are all our own personal brands. Whether you're on LinkedIn, Facebook, or Twitter, how you represent yourself on these platforms (or not) projects an image about you and the company you represent. The days of employees checking out of their corporate personas at 5 o'clock on are over. However, you need not fear the blurring of the lines between one's professional and personal brands. In this session, we will answer the questions posed above, provide specific examples of effective co-branding, and demonstrate how a mutually beneficial policy of co-branding between you and your employees can be implemented and encouraged within your organization.

“It takes 20 years to build a reputation and five minutes to ruin it.” These prophetic words by Warren Buffett are especially true in the hyperactive world of social media where, once posted, a negative comment about your company can remain online forever. Social media continues to evolve and mature and transform the world of work. Rather than trying to avoid social media, this session explores how today’s HR organizations can take steps to use social media as a constructive and informative recruiting tool to build reputation and start conversations to:

• recruit and prescreen candidates
• improve hire quality
• reduce recruitment time and cost

In this session, I’m going to give you the secret to victoriously attracting and retaining Gen Y workers. If you have a current RPO engagement, I would go to your provider and demand that they put together a plan that addresses the unique needs of this generation. If you are considering moving to a RPO model – that could still be a very wise and cost effective decision (especially in light of the secrets I’m going to share with you today). Just make sure that the provider you select has some idea of what the new recruitment strategies will look like to get you the very best talent. If you are considering a RPO model, get this information first before approaching any providers!

Social Media is proving to be the most transformational communication medium since email, and within that space, Social Recruiting is a brand new dimension of HR and recruitment practices. Practically every company in the US (92%) has initiated some form of Social Recruiting into their arsenal. Whether it’s tweets, posts, pins, or updates, Social has changed the way we recruit forever. But how do I measure if my efforts on Social Media are working? This session is for anyone who is looking for some tangible ROI concepts to bring to your organization. We’ll look at a variety of KPI’s, and elaborate on related topics such as measuring your employment brand, yhe value of a social community, why brand ambassadors are huge, effective job distribution

The contracting of HR services and products has become easier but more complex. How is that possible? There are so many providers to select from and very easy to get into the marketplace. However navigating the scoring of functional value, fit of partnership, business case validation of cost and change management have now placed a lot of work on HR. No longer will procurement / strategic sourcing send out an RFP and give you the top three bidders with the lowest cost basis and have you select the correct provider for your company. And it is rarely appropriate to short list only best in class as it may not be best fit for your organization. Spend time with us as we discuss how to create a positive environment for the evaluation and selection of HR providers.

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.