Archived Webcasts and Podcasts

How often have you hired someone with a great track record who turned out to be a bad hire? By discovering what a candidate’s previous managers and colleagues candidly say about their work style, skills and behaviors, you can objectively assess the candidate’s ability to be a top performer. Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references. Also, see an overview of how this technology infuses compliance, consistency, reliability and validity into each reference-check and obtains feedback that identifies developmental needs of candidates.

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

As your business grows, there will be times when your hiring needs change dramatically for a few months or even longer. You may want to consider engaging outside recruiting resources in many of these situations. Do you know what your options are? Hire more recruiters? Use a retained or contingency agency? Or find a project-based recruiting solution? During today’s webcast we’ll explore what the right solution for your recruitment needs may be, how to define your unique situation, and touch on best practices to keep in mind as your organization continues on the journey of discovering quality talent for you.

Have you ever have the uneasy feeling that the independent contractor your company has been using is really an employee? Or that the Employment Agreements your employees sign are dangerously inconsistent and out of date? What about feeling that that there may be some overtime owed to a group of employees, but they haven’t complained yet?

In this webcast, HR Options will discuss the common mistakes employers make. This webcast will give us the forum to discuss the common pitfalls employers can fall into, even with seemingly appropriate human resources practices in place. We will discuss practical solutions to keep employee complaints at bay.

There is often a push and desire within organizations to hire someone as quickly as possible for an open position. While on the surface this seems fantastic, as the company has a need to fill and is looking to fill that need as quickly as possible. It is not always best to fill that role quickly if there is not a good candidate amongst the applicants. Think of hiring like dating it can be fun to date the person right now. But as we know it too often ends up leading to a short romance that can end in a nasty fashion. Because we know they are not the right person just the right now person. This webinar will help guide attendees in the process of learning how to determine who the right candidate is and not to hire the best candidate right now. This webinar will emphasize the importance of hiring process for each job opening. The emphasis will be on having a set process in order to ensure that you are able to detect the right person for the job and not someone who will cause more harm than good. The process will start with figuring out what you are looking for in a candidate, what are the must haves and what are the nice haves. Then talking about how to decide what questions to ask in an interview and what is an acceptable resume. Finally how the use of assessments can help streamline the process and ensure you get the right person for the job and not the person right now that you will think to yourself later why did we date- I mean hire that person.

The war for talent is on, and the traditional way to hire—fighting over local applicants for permanent (read: high-investment) roles—is quickly becoming unsustainable. To win the war for talent, you need to be innovative in your hiring approaches. Technological advances have expanded the talent pool, enabling companies to find and hire the best talent—on demand and irrespective of geography, via the Internet. And as these new staffing models such as online work, crowdsourcing, and distributed teams emerge, it is becoming increasingly clear that, in the words of Benchmark Capital General Partner Kevin Harvey, “if you have only local talent, you’re hamstrung.” In this session, oDesk VP of International & Enterprise Matt Cooper will discuss the key elements of these rapidly growing staffing models—including market landscape, industry players, use cases, and the emerging regulatory and compliance issues—as well as how best to leverage them.

Has your management team been sold on the idea that an ATS recruits people? Are you struggling with how to demonstrate your recruiting team’s impact on quality of hire? Are your other metrics (such as time to fill and cost per hire) potentially competing against your quality initiatives?

If you answered yes to any of these or are about to embark on a business case for further recruiting investment join us for a session that will help to answer these questions and give you information and tools to immediately and positively impact your side of the story. We will also discuss key quality of hire metrics from companies such as Disney Cruise Lines, Harrah’s Entertainment and others.

Ever wonder why some employee and employer relationships work well while others don’t? Those reasons are buried far beneath the surface of whether a job candidate has the necessary skills to perform the job function. Virtually every time, success can be predicted before the employee starts.

We didn’t simply wonder. My team and I embarked on an analytical and psychological review to determine why this does—or does not—happen. During this effort, we discovered that while there are many variations of successful job pursuit and recruitment techniques, there are constant success factors that determine a job candidate’s ability to make sound career choices and an employer’s ability to hire successful, long-term employees.

During The Hiring Prophecies: The Psychology Behind Recruiting Successful Employee discussion we will share the detail behind this information and how to apply it throughout your recruitment processes to evaluate these predictors to make the smartest hiring decisions!

Are you integrating social media into your talent acquisition campaign? Your competitors are! Join social media expert Jason Ginsburg, Director of Interactive Branding at Brandemix, as he show you how to participate in the latest trend: attracting top talent using social media.

From old favorites like Facebook and Twitter to newcomers like Google Plus and Pinterest, discover how brands are using essential social channels to stand out in the marketplace and engage job-seekers in innovative ways. You’ll even see a case study for internal social media, letting employees at distant locations collaborate and create. Don’t miss this chance to learn from cutting-edge employer brands.

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.)