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.
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
. 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.
Africa is the new kid on the “RPO” block when it comes to new locations from which service delivery can be located. Unlike India, China and the Philippines, a few African countries already have better infrastructure, language capability, and lower labor costs.
Nineteen of the top 25 poorest countries in the world are located in the African continent. It was only a matter of time before the influence of globalization gave promise to developing countries. Now Africa is poised to turn the Recruitment Process Outsourcing industry among others, upside down from the bottom up. The benefits to the industry and customers of RPO will enormous.
Have you ever wondered where to get started on social media for your recruitment initiatives? Well, look no further as we have a process to help you get started and it is as easy as 1-2-3 and A-B-C. You may be aware of the importance to leverage social media on your HR initiatives, but do you understand the importance of getting it right the first time?
This webinar focuses on using social media to enhance your recruitment program. It will include valuable information on using social media and helping you understand how to incorporate this in your recruitment campaign. Key components include: explaining what is social media, social media tools, how to get started incorporating this new medium in your program, measuring success, and empowering employees in the process. There will be a fun and interactive exercise at the end of the session. We request that you register for a twitter account at www.twitter.com.
My session will describe some of the beliefs and techniques that the best small businesses use to compete with big business for the best hires.
The techniques I’ll cover are not only useful for owners and hiring managers of small businesses, they are also great ways for Fortune 500 recruiters to learn how to compete with startups for top hires. Beat them at their own game!
I’m Ben Baldwin, Co-Founder of CareerXact and ClearFit (one of IDC's 2011 Top 10 Cloud Companies to Watch). I’ve spent the last 12 years founding and growing two recruitment software businesses with over 2,000 Fortune 500 and small business clients across 4 continents. I’m a patent holder and board member of the Entrepreneurs’ Organization (EO/YEO).
This session includes a demonstration of live, competency-based web-enabled system to assess and rank order job applicants while also showing how it can optimize the contribution employees can make to your organization. You will also see in real time how the same competency-based tool expedites decision support for Training & Development Needs Analysis, Career Planning & Pathing, Progressions & Promotions, Succession Management and RIFs. This webinar will show you how to clearly increase your role as a strategic partner in the organizational value chain.
In this session participants will learn: 1) The secret for compressing 50% of the Recruiting cycle (e.g., 7 – 10 weeks) into less than 1 minute resulting in a valid, reliable, EEOC compliant and legally defensible rank ordered list of ALL job applicants for any job - regardless of how many; 2) How to deploy and re-deploy current employees in a way that makes them more engaged and productive while lowering attrition and improving customer retention; 3) How to quickly and effectively focus on Business Continuity and avoid politics for Reductions In Force (RIFs) by ensuring you have the best talent now - and in the future.
In essence many of us are "accidental" CEOs. Consider the following questions; of your executive team, how many are NOT strategic thinkers? Shouldn't they be? And, imagine if your Executive Team comes into your office tomorrow and submits their resignations. Knowing you could easily replace them within 30 days, how many of their resignations would you accept? If your answer is 1 or more to either question, then you should consider upgrading your staff. Author, CSP and CEO Bill Wagner's academic research provides us with a tremendous big picture view, but not the critical "how to." You will leave Managing the Gap with a behavioral how to.