Upcoming Webcasts

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.

This session will provide a background on how lean thinking and tools can help safety and any HR function. Following the teachings of W. Edwards Deming, Toyota created a production system, now commonly referred to as lean production. What is not well understood is that “lean” works in any office and business, regardless of size. Whether healthcare, small enterprise, food service, or non – profit, “lean” can help improve teamwork, culture and drive continuous improvement, but only if we go back to basics and strip away the mystery that this thinking is only for the manufacturing floor. Participants in the session will gain new insight into both “how” and “why” standards should be developed.

Every year, thousands of employers are cited for violating one of the many OSHA standards.

These violations bring with them not only fines, they also put you on OSHA's "radar“.

The best way to avoid fines and intense inspections is to know not only what the common violations are, but to be in compliance before you get inspected!

Avoid OSHA violations through understanding the OSHA Standards that apply to your business.

The following OSHA Standards will be covered in this presentation (those in Bold Text apply to nearly every employer):

• Hazard Communication
• Personal Protective Equipment
• Respiratory Protection
• Eye & Face Protection
• Hand Protection
• Control of Hazardous Energy (LOTO)
• Recordkeeping
• Fire Prevention Plans Standard and Exit Routes Standard
• Medical and First Aid standard
• Emergency Action Plan standard

Social Media is here to stay. So have you created policies and procedures for how your organization addresses the use of social media? Do you understand the tools, their capabilities, and how each generation utilizes these social media tools? Join the 1-hour webinar “Let’s Get Social!” to learn: 1. The different types of social media tools out there. 2. Trends and statistics based on usage for each generation. 3. Suggested policies and procedures for social media that will make millennial’s to baby boomers happy. 4. How your organization’s culture could improve based on these policies and procedures. 5. Examples of how a middle of the road social media policy can actually improve customer service and sales. You’ll walk away from this webinar with a clear understanding of the power of social media and how your organization can benefit from creating a clear and concise social media policy - one that will make all generations and levels of leadership happy.

Every day brings news of the latest law involving employers’ use of background checks. The Equal Employment Opportunity Commission has intensified its scrutiny of hiring practices, exposing employers to greater risk of discrimination lawsuits.

Armed with real-world examples, EmployeeScreenIQ’s Jason Morris will examine the changing legal landscape that employers must operate against. Jason addresses these new guidelines along with the “ban the box” legislation. Jason also speaks to the controversy surrounding employers’ use of social networking sites like LinkedIn, Facebook and Twitter to influence hiring decisions.

Organizations shouldn’t be dissuaded from executing background checks, but these new guidelines underscore the need for employers to be vigilant in their compliance measures.

HR has the potential to be a highly impactful, strategic business partner to the organization. To achieve this potential, though, HR will have to be run more like a business. Attend this session to learn the four critical steps of running HR like a business: First, align initiatives to key organizational goals. Second, plan the initiatives carefully, including reaching agreement with the sponsors on expected impact from the initiative. Third, execute the planned initiatives with discipline through regular reporting and dedicated monthly meetings. Fourth, measure and evaluate to ensure the planned impact was delivered or learn why it was not.

Workplace grief costs U.S. businesses billions of dollars a year in reduced productivity and increased errors and accidents, yet the word grief rarely shows up in reports. In The Hidden Annual Cost of Grief in America’s Workplace 2003 report, the keyword in the title of this report is the word "hidden." It is just that factor that has caused the problem to escalate to now unimaginable proportions and it is the essential reason that it is getting worse rather than better. In this presentation we will address the definition of grief, the grief/workplace connection, the cost of "presenteeism" to corporations and we will discover how managers and other employees can support coworkers who have experienced personal loss.

In this presentation we will discuss what is necessary to implement a new Time & Attendance or HR System within your company. Using real world examples of projects that have gone well and ones that haven't we'll discuss what you can do to make sure your investment in such a project is a success. As a former implementer of the product Howard Rabb will explain what he's seen at companies of all sizes and help guide you through the potential pitfalls that can be found during the implementation of such an important business system. As a former Support Analyst, Howard will explain how to get the most out of your support services and how to make any system work its hardest for you.