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Standalone Webcast
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.”
Date: Mar 19 2014
Time: 1:00 PM - 2:00 PM
Presenter:
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Kim Pettibone
PGi

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PGi
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
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.

Date: Nov 6 2013
Time: 3:00 PM - 4:00 PM
Presenter:
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Greg Moran
Chequed.com

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George Ehinger
Chequed.com

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Chequed.com
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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.
Date: Jul 25 2013
Time: 1:30 PM - 2:30 PM
Presenter:
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Les Rosen
Employment Screening Resources (ESR)

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Employment Screening Resources (ESR)
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
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! Eric Friedman, Chairman & CEO www.eskill.com 1-866-537-5455
Date: May 21 2013
Time: 1:00 PM - 2:00 PM
Presenter:
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Charles Handler
Rocket-Hire

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eSkill Corp
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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.
Date: Aug 22 2012
Time: 3:00 PM - 4:00 PM
Presenter:
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Valerie Johnson
Career Talent Advisors

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Career Talent Advisors
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
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!
Date: Jul 18 2012
Time: 12:30 PM - 1:30 PM
Presenter:
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Gregorio Cardenas
GForce HR

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GForce HR
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
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
Human Resources ManagementStaffing and RecruitmentWorkforce Management (Time & Attendance)HR OutsourcingLabor RelationsLaw and LegislationShared ServicesFull Service OutsourcingScreening, Assessment and TestingCorporate Branding/Employer BrandingReference CheckingPrivacy and SecurityROI on Investment in Staffing TechnologySimulations and Work SamplesCareer Transitions and OutplacementLabor TrendsRelocationStaffing MetricsRecruitment Process OutsourcingStaffing TechnologyAffirmative Action/EEO/DiversityRetentionEmployment ContractsEmployment ApplicationsJob Analysis, Evaluation and GradingCorporate Career PortalVendor Management SystemsGlobal Talent Management and Development F2000Talent Management and Development (SME)ATS - Applicant Tracking System - Applications/Resume/Profile/IVRSalary SurveysJob RequisitionsJob DescriptionsInternet and Job Tools / CoursesOnline Media / Job BoardsTestingAssessmentScreeningInnovations in TestingTest ValidationKnowledge and Skills TestingBehavioral Based TestingCognitive Ability TestingPersonality TestingTest DevelopmentTechnology Based Assessment SystemsAssessment CentersStructured InterviewsPerson-Job FitSituational JudgementAutomated Qualifications ScreeningSmall BusinessPublic Sector and Non-ProfitOutsourcingInternational and Global HRStructure and OrganizationFoundations of HRHR AdministrationFuture of WorkContract Workforce and Talent ExchangeIntegrated Talent ManagementQuality of HireOnline Staffing and SourcingOnboardingHR IndustriesAgriculture, Forestry, Fishing and MiningComputer/TelecomConstructionEducationFinance, Insurance and Real EstateHR in GovernmentHealth ServicesHospitalityManufacturingMedia & EntertainmentNon-ProfitHR in RetailServicesTransportation and Public UtilitiesTravel, Recreation and LeisureWholesale Trade
Date: Jul 16 2012
Time: 11:00 AM - 12:00 PM
Presenter:
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Jeff Dahlberg
LeveragePlus Organization

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 LeveragePlus Organization
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
Quality Of Hire What truly makes the difference in the quality of your hiring process? The culture fit is the most crucial part of this entire process yet it is the most overlooked. A good way to find like-minded people is to search groups on LinkedIn of similar interests. Imagine during your phone interviews or your in person interviews you already had 7 references captured per applicant. You can ask as many behavioral questions as you would like but having previous work habits and previous employers information even before you meet with applicants for the first time can drastically improve your quality of the people you hire. Having applicants interview themselves to replace the phone interviews not only replaces the phone interviews but also allows recruiters and hiring managers to see applicants answer all their questions in a short period of time. Adding all these steps together can create a great improvement in the hiring process and also save you a substantial amount of time during the repetitive tasks so you can focus your time on quality.
Date: Jun 18 2012
Time: 1:30 PM - 2:30 PM
Presenter:
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Sean Fahey
VidCruiter

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VidCruiter
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
Comprehensive, Personalized Candidate Screening Is the Key to Successful Hiring 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. To accomplish these goals, many HR departments turn to third-party screening firms. However, not all have the depth of expertise and experience this approach requires, especially when it comes to getting past the wall of silence interviewers often find when reference checking. This presentation will detail tips for selecting a third-party screening firm that can successfully probe for detail-level information and then analyze and report on that data effectively and objectively. Speaker Will Barada’s discussion will include tips for: 1. Evaluating questionnaires used by the firm. 2. Determining how successfully reference interviews are conducted, including whether the screening firm seeks out additional references more willing to open up. 3. Exploring whether they use specially trained professionals that put references at ease and encourage them to provide detailed, relevant information. 4. Examining how extracted data will be analyzed and provided in reports and determining whether it provides sufficient information for the company’s needs.
Date: Jun 18 2012
Time: 12:00 PM - 1:00 PM
Presenter:
test
Will Barada
Barada Associates Inc

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Barada Associates Inc
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
. 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?
Date: Apr 19 2012
Time: 11:00 AM - 12:00 PM
Presenter:
test
Cabot Jaffee
AlignMark, Inc

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AlignMark, Inc
 
This webcast is not valid for certification credit for current year.
 
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