Archived Webcasts and Podcasts

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.

The EEOC Enforcement Guidance on criminal records may cause employers across the United States to rethink their hiring processes. Employers that do not consider how to deal with the new Guidance could well find themselves the subject of an investigation or legal action, In this webinar, go beyond what the EEOC did, and examine why they did it and how to start complying today. Topics will include how and when to inquire about past criminal conduct, and the good, the maybe and the impossible stemming from the EEOC’s actions. By the end of he webinar, an attendee will have a solid understanding of the challenges ahead.

The current available talent can seem overwhelming to hiring managers, but there is a more effective way to distinguish worthy candidates than by judging their choice of font. Pre-employment assessments offer a solution to an otherwise abstract decision making process, and will save companies time and money when they hire the best candidate. Pre-employment assessments are extremely powerful tools that help organizations select and onboard individuals for open positions. Despite the utility of pre-employment assessments, some senior executives have misconceptions and often questions that they need answered before fully supporting a new process to implement pre-employment assessments in their organizations. With the cost of new hire training and company integration becoming increasingly expensive, finding the perfect candidate means more than excluding bad choices. Firms that hire individuals who match their corporate ethics, culture and business approach find those candidates have a better chance of “hitting the ground running” and have greater success and longevity in their jobs.

Armada Human Capital has been helping clients leverage Social Media in accomplishing some great results. Greg Cardenas, will guide you through the ins and outs of what has work and what hasn’t at one of EMEA’s fastest growing recruiting process outsourcing firms. Learn from our discoveries as you determine what the best path is for you and your organization to take in adding a social media recruiting channel to your arsenal of recruiting tools in winning the war on talent. You will be amazed what is happening on this side of the pond. You won’t want to miss this presentation!

Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing a much more comprehensive recruiting and/ or staffing unit with a much higher ROI. Whether you’re the company talent acquisition or human resource officer, director or manger charged with acquiring and retaining the best talent or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization become more competitive. Talent acquisition is arguably the most important human resource pillar. Mismanaged or ignored and it can become the biggest drain on the company bottom-line. Properly managed and it can provide a substantial competitive edge

Hiring assessments are powerful tools to gather skills and behavioral information on your candidates. The use of a quality hiring assessment will identify the strengths and areas of concern in candidates (before the hire), enabling you to make fair and objective hiring decisions with confidence. Assessment use also allows you to begin the performance expectation conversation starting on day one of the new hire's employment. This way both you and your new hire know what is expected, alleviating those unfortunate "surprises" of a not good hire and allowing your new employee the opportunity to improve themselves professionally while employed by you.

. Is your company up to the pressure of finding the right talent? With high unemployment and many organizations having gone out of business over the past 5 years one would think that there should be an abundance of people exploring new jobs and careers. Given a large supply and the technology to reach them you should have a sufficient pipeline of candidates to meet your growing needs? However we all know this is not the case. So what data and analytics are you using to examine key metrics such as outreach, the quality and quantity of your talent pipeline, the impact of your brand and much more? Have you done anything different over the past few years that led to large gains?

Are you or your recruiting staff still practicing full-life-cycle methodology? Did you know there is a better way to source talent and manage the recruiting process which the emerging world is leading the way? If you are interested in better, faster, cheaper ways of winning the talent war by having a competitive advantage over your competition – you won’t want to miss this presentation. “Linear Recruiting Methodology” is the future of recruiting and it is spreading fast…yet most developed countries have never heard of it. If you are also wondering how you can utilize social media to aid in your sourcing efforts without paying your recruiters to add friends, follow contacts, or post messages on walls online – be sure to join us.

At the risk of sounding like Paul Revere riding through the streets on horseback, I must announce that "The Baby Boomers are retiring! The Baby Boomers are retiring!" Up to this point in history, the Baby Boomers have impacted the American workforce more than any other. But over the course of the next few years, many will be retiring and you will need to revamp your workforce. That's the bad news. The good news is that there is another group of people coming behind them (about 80 million strong) and they are called by many different names - Millennials, Generation Y, or the Net Generation. There will be no shortage of people to consider, but attracting them to your organization will look dramatically different than tradition recruiting methods. And once you have hired them, retaining them may be much more difficult.

Jac Fitz-enz and other thought leaders in the HR community have long been advocates of HR metrics – challenging us to measure our results and our efficiency. Now they are challenging us again, to bring our game to the next level by tracking and reporting our contribution to the organizational bottom line. In order to do so, we need to first step back and consider the cause and effect; to understand leading indicators (the things we must get right in order to achieve the outcomes we are accountable to achieve) and trailing indicators. In this workshop, we will uncover and explore the leading indicators over which HR has the greatest control. They are the factors that have the greatest influence over employee engagement and turnover, productivity in the workplace, customer satisfaction, and even the company’s financial performance. Once these leading indicators are exposed, we will offer three simple strategies that will help you and your team to put them to work in your organization right away.