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.)
Assessments are indispensable in hiring. Using traditional resume-focused, job post-centric methods results in the same probability of getting a quality hire as flipping a coin. Assessments are essential but too-seldom used. Partly this results from mis-understanding and circulating folk tales about non-validated assessments or about assessments mis-used.
This webcast will review the advances made in assessment science and technology and deal, point by point, with the fear, mis-information, and supposedly logical arguments that have depressed the use of assessments in hiring. The ease of use and defensible authority of the approach will be explained. The step-by-step process for using validated assessments in the new and compelling fashion will be detailed.
The Institute for Human Resources (IHR), the certification and accreditation process arm of HR.com, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.
You will learn about what Quality of Hire is about. Various elements of Quality of Hire will be focused upon. You will also learn how the Hr.com's Quality of Hire designation program works.
Recognition is a powerful tool in helping employees become and remain engaged in their work. Employee engagement, as defined in a recent Towers Watson survey, “ is the extent to which employees “go the extra mile” and put discretionary effort into their work — contributing more of their energy, creativity and passion on the job.” Learn how companies can create a high performance culture with employees around the world using recognition as a strategic engagement tool. John O’Brien, Vice President of the Employee Performance Group at BI WORLDWIDE will present Creating a High Performance Culture on October 29, 2012 from 10-11 am central time. Attendees will learn a global recognition model to engage employees, best practice standards for recognition design, global recognition case studies and industry trends and best practices. John O’Brien is the Vice President of BI WORLDWIDE’s Employee Performance Group. In his leadership role, John’s primary focus is to develop employee engagement strategies and solutions that change the behaviors of employees to align with our customers’ business objectives. John has worked at BI WORLDWIDE and the employee engagement industry for 27 years. He also serves on the Board of Directors for Recognition Professional International. As a board member, John educates HR professionals around the world on how to best engage their employees through employee engagement strategies, solutions and best practices. John holds a Bachelor’s degree in Behavioral Psychology and Communications from St. Cloud State University, St. Cloud Minnesota.
Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. In this webcast we look at how the latest developments in Time & Attendance and Labor Scheduling solutions are assisting World Class organizations to permanently reduce absenteeism. We uncover the many associated costs of absenteeism including; overtime, dissatisfied customers and the morale of workers expected to cover for absent employees. We explain why absenteeism remains a persistent problem for organizations, despite the fact that many organizations have first class policies on absence management in place.
While organizational culture has been touted since the early 2000 as essential for business success, there has been little connection between organizational culture and individual “fit”.
We have found that by knowing “who you are” and “who they are” from a cultural perspective, you can create an employment opportunity that allows for a more authentic and congruent work experience.
By paying attention to congruence, alignment and fit, individuals can find organizations that are better aligned with their value system and more rewarding experiences.
Lizz’s presentations are very high energy, interactive and entertaining. Audiences greatly appreciate the down to earth style and real life business examples everyone can easily understand. A significant take away for many attendees is that they are given tools, ideas and examples that they apply immediately to their organizations and or job search.
Employee Engagement seems to be the latest buzz in HR today, but what is it really? Within an organization where does Employee Engagement start? In this presentation, John Smith and Lee-Anne Scalley SPARC’s (a Best Place to Work Winner) Chief Evangelist and Talent Evangelist tackle these topics. Learn what Employee Engagement means, how to hire based on cultural fit first, and see the amazing performance results you can expect from an engaged workforce. In addition, learn how to continuously add to and refine your company’s culture, and how organizations today are making employee engagement soar!
By creating a culture of recruiting and continuously improving your interviewing systems, organizations can attract, screen and hire top talent. Hiring top candidates is only part of the challenge. In this presentation we will show you how to gain organizational buy-in and commitment from the company.
Social media has emerged as an effective tool in rewarding and recognizing employees. By nature of their usage, the average social media user is looking to connect with and be recognized by as many individuals as possible. Therefore, from a theoretical standpoint, the social sphere lends itself to recognition and reward.
In this interactive webinar, Carisa Miklusak CEO of tMedia, Todd Horton Co-founder of Kango Gifts, Michelle Serwatka Sales Operations Analist at Monster.com, and Chad Norman Director of Marketing at Sparc Edge will discuss how organizations can integrate social media, leveraging the tool to recognize and reward employees. Privacy and safety consideration are a critical factor of successful implementation. Fortunately, when positioned productively, social media can be used to efficiently recognize both internal employees and external stakeholders in a safe and effective manner.
Companies are increasingly embracing social media tools for a range of various activities. While new, the trend is to get more social and companies must experiment now. If HR doesn't take a lead, managers will find their own tools.
At a time when more employers are using financial and other types of
incentives to drive employee behavior change, is it possible to develop a
successful health initiative without them?
You will learn how Pearson, the
world’s leading learning company, drives behavior change in 44 countries
without using a carrot or a stick!
Glenn Riseley, Founder and President of Global Corporate Challenge (GCC) along with Theresa Rich, Health Promotion Manager,
will share Pearson’s health and engagement strategy as it spans the US
and beyond. You will learn the framework for their strategy, key elements
defining their program goals, and strategies they use to communicate and
drive their core programs.
Pearson uses a the GCC, a global, team-based behavior change program as a
key element of their health strategy. Hear how their marketing and
communication approach registered nearly 7,000 employees in 36 hours,
in the first year of their global approach! They will also share the first two
years of behavior change results (measured pre and post the challenge),
as well as an analysis of how the uptake and completion rates were
achieved in this behavior change challenge without the use of a single