Archived Webcasts and Podcasts

This webinar will help you define quality of hire for your particular organization. As a strategic outlook, quality of hire involves much more than just the hiring process. People leave an organization for various reasons. By understanding how your talent management support structure impacts the employee throughout their tenure, will give you additional ideas on how to measure your quality of hire.

We will look at utilizing 360 degree feedback at intervals to enhance the measuring of QOH. In addition, this feedback can be used to measure the impact on your employees and organization with regards to your on-boarding, training, recruiting, performance management, career development, engagement and retention. We will look at how to utilize “victory fees” which pays out on internal recruiters based on retention and performance (Note that is and not or.)

"The Ten Things You Need to Know About Contemporary Contingent Workforce Management" will highlight the ten essential items that comprise modern contingent workforce management, and will help organizations, particularly HR and procurement professionals, to reevaluate their existing programs and build in contemporary strategies to drive value from their temporary employees. Attendees will walk away with the necessary information to rebuild and revolutionize contingent workforce management at their organizations, as well as understand the necessary tools for driving visibility, value and other benefits from temporary labor management.

During this webcast, attendees will also learn how HR can work better with procurement to manage the contingent workforce.

As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.

This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:

• How an integrated system can manage permanent and contingent workforce
• How reporting can be used to change recruitment behavior across your entire workforce
• How technology can be used to drive change through the business

So you are outsourcing your Criminal Pre-Employment Screening Process? Do you know what parameters your sub-contractor will include in their program? Are you sure that your needs are being met - especially those that might apply because of the regulated industry in which you operate?

This presentation will arm you with a basic RFP for background screening by which you may assess your sub-contractor's requisites, skills and performance.

Attendees will also become more familiar with National Association of Professional Background Screeners and how the organization may assist in the RFP process for criminal pre-employment screening outsourcing. The significant investment in developing an articulate RFP for background screening ultimately rewards the end user client with the best fit for their organization and a clear method for instituting any program and assessing it effectiveness.

If your recruiters are all working on too many requisitions a month it may be time to consider some external assistance with recruitment research. In some situations, you may want to remove any possibility of questionable integrity by accidentally sourcing directly from a sensitive client or customer. Other reasons to go outside for your research include firewall limitations imposed on employees by overzealous IT security departments, slow connection speeds, lack of a training budget to develop your own sourcing team, or other business reasons why your organization does not allow you to conduct direct sourcing. An outside firm may be able to manage those risks more effectively. If none of these stumbling blocks apply to you in your organization, you should consider building your own dedicated sourcing team.

Internet sourcers, or researchers, can save your organization money by providing your recruiters with candidates that may never have applied directly through your company’s website or online with one of your job posting partners. Learn the pros and cons of both sides to assist you in making the build or buy decision.

The War for talent is back, it is more complex and much different than it was in the past.

Covered in this session are the external factors such as structural unemployment and how they affects our ability to attract and hire.

We will then look at the internal factors and how to gather and use talent data to your advantage. We will share some best practices, tactics and processes in order to not only give you a competitive advantage for talent but to also be able to empower your hiring manager and leadership to make informed hiring decisions.

The talent battlefields have evolved and are more sophisticated; we will prep you for what you will need to win.

Are you planning, in the midst of implementing, or evaluating the success of an RPO engagement?

Before you go any further spend an hour with us as we review how to insure success or redefine your next contract. You will also find ways to communicate your on-going success and defend against those managers that are roadblocks. Additionally let’s review the cost and cycle time impacts that may influence your ability to gain true quality in candidate submissions and hires. This session will discuss lessons learned and the key pitfalls in any recruitment engagement but specifically how to make a full RPO engagement successful in both the short-term adoption and long-term stability of the program.

One of the most common reasons associated with assignment are personal and family issues. Companies should offer support along with a full understanding of whether the assignment is a lateral move or a promotion and what happens to the assignees career upon repatriation. This webinar will focus of the full life of assignment from start to finish. We will delve into the emotional and energy level of an assignee and their family members throughout the assignment cycle. Important factors on how to choose the right candidate for the assignment support them while on assignment and retain them when they return.

It is commonly known that under Executive Order 11246, federal contractors must conduct ongoing analyses of their compensation systems as part of their Affirmative Action Planning / EEO Compliance efforts. What is not commonly known is that the OFCCP is aggressively using multiple regression as the tool with which to investigate systemic compensation disparities. The OFCCP has hired statisticians to assist in their efforts to bring statistical analysis into mainstream OFCCP audits. Conducting multiple regression analyses is not like running availability analyses for an AAP, they are more complex and require the assistance of statisticians (which, not coincidentally, is why the OFCCP took so long to "ramp-up" their efforts in this area--it's not easy). In this presentation Dr. Kuang will review the essential steps for conducting an OFCCP-compliant compensation analysis, from both proactive and “reactive” standpoints. The workshop will be very “hands on” and will provide very practical steps and checklists that participants can readily apply at their workplace

This presentation provides an in-depth look at the issues employers face on a daily basis regarding the Internet, e-mail usage, and social networking tools. These issues include the different mediums of social media that now exist and the related legal problems, for example, in the hiring of employees, communication and crisis planning, employee discipline, social media policies, post-employment scenarios, and other legal issues associated with social media. The legal implications of social media law are both new and constantly evolving, and it is important for your organization to have an understanding of the impact they can have on your business, both for legal reasons and clear employee communications.