Technology may be intimidating to the HR professional who has spent years learning the ropes to deliver quality candidates that meet a variety of requirements. Many times, these individuals have joined the HR department through the Staffing and Recruiting world or are aiming to become true HR generalists. But regardless of the career stage they are in, it is almost impossible to be successful without incorporating new technology tools. During this session, we will share best practices on achieving desired results through cutting edge technology, and discuss the concept of opening doors to connect with great candidates that are hard to reach. It’s no secret that super star candidates are more passive in in perusing new employment opportunities. This webinar will include real-life advice on how to adopt new ways of introducing candidates to job opportunities and making important connections early in the recruitment process and using a “virtual handshake.”
The New Year brings new hype about recruitment strategy best practices. There’s a talent shortage! How do you add staff quickly to hit your company growth goals? Yesterday’s recruitment practices don’t work anymore! What’s an HR leader to do?
BirdDog has done the homework for you and identified 4 top recruitment trends for 2014. Whether your strategy is mature and proven or you are just getting started, attend this webinar to cut through the clutter and learn about:
• How to extend your job distribution reach
• Why branding is important for recruiting
• US Federal Government changes effective March 2014 that could impact your hiring practices
• The importance of mobile-friendly recruiting
In today’s talent rich employment market, recruiting professionals are finding there is great opportunity to improve quality of hire. The challenge is identifying which candidates are truly the best and which ones look good on paper but don’t really have the track record of success that will lead superior results in your organization.
Pre-employment testing and reference checking both provide contrast in employment selection. These tools have allowed for greater insight into a candidate’s fit to the job and the culture and have reliably proven substantial ROI. On the flip side, traditional phone based reference checking has proven to be old-fashioned, inefficient and yields little in terms of understanding a candidate’s job fit.
In this webcast Greg Moran, Founder and CEO of Chequed.com will discuss:
How to gather detailed performance information from a candidate’s past employers in just a few minutes
An overview of the use of behavioral science in the reference checking process
Use cases of automated reference checking technology
How to build your talent pipeline with highly qualified candidates
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.
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.
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
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.
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.