Archived Webcasts and Podcasts

This session is an overview and introduction to Motivation-Based Interviewing. MBI is a 15 year-old interviewing method specifically designed for identifying and hiring high achievers. Traditional behavior-based interviewing focuses almost solely on an applicant's level of skill. This approach has a long history of producing hit-and-miss hiring results. Why? Because it takes more than just skill to succeed! MBI assesses all 3 of the components common to top performers that enable them to achieve above-average results, yet requires no extra interviewing time. The 3 components MBI assesses are - skill, attitude and passion! Please note, this session includes a powerful video that’s not available in an archived version.

As a payroll manager, you are faced with many external and internal forces driving your decisions. Although your goal may be 100% direct deposit, you must navigate issues of compliance to reach that benchmark. By putting processes into place that proactively address said issues while streamlining your operations, you will make your life easier. At TFG Card Solutions, we closely follow issues of compliance surrounding direct deposit and pay cards and will share our collective knowledge in this webinar.

In this webinar we will cover hot topics in the payroll industry including direct deposit legislation around the country and the increasing need for pay cards. If your goal is 100% direct deposit and paperless payroll, you will need to know about electronic pay stubs for your employees.

Discussion will include best practices, requirements, and compliance surrounding pay stubs. Our final topic will answer the question, how does one go about choosing the best pay card provider? What should you look for in a vendor? With so many vendors out there, it can be difficult to find the one whose services fit the needs of your organization and those of your employees, the cardholder.
Since 2004, TFG Card Solutions has helped over 1,900 US employers of all sizes eliminate paper checks by providing a two-pronged approach:

1. Provide a first rate value offering that employers and employees can be excited about
2. Assist our extremely busy clientele with effective marketing tools to message the enhanced benefit offering and company initiative.

Whistleblower claims brought under federal safety, health and environmental statutes can be costly and disruptive to your business, and claims may involve actions that an employer did not realize could be considered discriminatory. Find out how best to coordinate between safety and HR activities, to avoid prosecution under these statutes, and how to defend against claims when a complaint is filed.

This presentation will cover how to structure your incentive and disciplinary programs to avoid scrutiny by the government, how to document adverse actions properly, and how to address situations involving "bulletproof" employees in a legally sound manner.

The remedies available to whistleblowers and unique aspects of some laws - such as "temporary reinstatement" provisions that may require actual or economic reinstatement while a case is pending - will also be discussed.

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.

The majority of HR technological innovation to date has been focused on improving efficiency and effectiveness of corporate HR/recruiters, with little being done to help improve the candidate experience of applying for a job. In many cases, these technologies have actually made the process worse for candidates, forcing them to manually enter their information into long application forms.

Organizations wanting to attract top talent need to make candidate experience a top priority within their HCM strategy. This means ensuring candidates have a positive experience throughout the application process, including making it easy for them to provide their information.

This presentation will show how you can make the application process simple for both the candidate and the recruiter. It will also show you how to increase the amount of candidate information captured, enabling recruiters to make quicker and more effective decisions on which candidates to pursue.

Learn about the importance of Candidate Experience and the impact it can have on the volume and quality of candidates that will complete your organization's application process.
• Learn how to simplify the application process for both the candidate and the recruiter, while capturing more of the candidate's information at the same time.
• Learn how to consider Candidate Experience throughout your entire recruitment process, including your Oracle HCM system.

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.

Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).

Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities.

Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.

We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.

1. Discuss the importance of incorporating social media into your recruitment strategy.
2. Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.

Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.

Why is it that HR budgets are often the first to be cut in economic downturns? Is it possible that some HR professionals have the opportunity to improve their financial literacy as the basis for defending their budgets? This presentation provides a solid overview of how to present and defend budgets from a perspective understood by C-suite executives. Three key human capital metrics will be discussed which can potentially improve the way ROI in human capital is managed and measured. In addition, step will be suggested for HR professionals to take the same steps as their functional counterparts in budget submission.

The Internal Revenue Service has made very clear statements that they are focusing on relationships that employers have with those classified as independent contractors. This increased scrutiny has resulted in significant adjustments, some in excess of one million dollars.

Employers must now be able to clearly demonstrate that their contractors meet the guidelines set forth in the I.R.C. code. Failure to prove contractor status will result in the person being reclassified as an employee. This brings a multitude of adjustments and penalties including taxes, employee benefits and unemployment tax adjustments.

In addition the states are getting very active in this area. Budgetary concerns have brought an increase in state audits regarding contractors in an attempt to collect tax revenues and unemployment revenues.

Electronic Recognition systems give a whole new set of workforce analytics and questions can be tracked, measured and answered. These new systems deliver great value to the workforce, increasing the levels of recognition, feedback and overall employee engagement. These systems are providing great value to management and offer a new level of information and insight into the organization's most valuable asset, its workforce. Learn what Electronic Recognition is, why it is proving to be so effective, and the benefits organizations are gaining from it. Electronic Recognition is becoming the keystone to understanding many of the hardest questions HR professionals have been trying to figure out for decades.