Did you know that the average jury award for negligent hiring exceeds $1M whereas the average background check cost $17.06. And the average screening package ordered by clients contains a national criminal file search and a county criminal record search for counties lived or worked in the past 7 years? Does your screening meet the baseline? Are you average? Or more or less risk averse? Attend this session to learn the latest trends presented in the First Advantage Employment Background Checks Infographic and have a chance to benchmark your practices with session participants to hear first hand if other HR professionals vote “average” is good enough.
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.
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.
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.
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.
Join Christopher Young in this one hour webinar that will emphasize the benefits of and business case for implementing video interview technology into the recruitment process. Both pre-recorded and live video interviewing tools allow employers to reduce travel and save time in the interview process. But how much travel will be reduced? And where will the time be saved? Who will save it? We’ll start off with a brief background on what video interviewing is and then dig a little deeper into the ROI and building a business case for the technology so that the team can prepare a business case upon leaving the one-hour session.