Click the "add event" button to create a listing for your event
Welcome to the Institute for Human Resources for Online Staffing and Sourcing! Thank you to everyone for your participation and support. The next two days mark the sixth virtual event for this great community. We have a very exciting event planned for you with many informative sessions covering the hot topics and trends in this exciting space. Join Kelly DePiero, Community Facilitator at HR.com and advisory board member for OSS as she reviews the Institute's accomplishments over the past year and highlights what’s in store for the coming months. During this short, 20-minute session, Kelly will provide an overview of the certification program (have you signed up?) and an update on hours accumulated to date. Find out what you have missed, and take a look at what is planned for the balance of 2012. Throughout this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program • Help you become an expert in Online Staffing and Sourcing • Learn why this Institute is important to the Online Staffing and Sourcing community and • Learn how you can contribute to its success. If you are new to the Institute for Online Staffing and Sourcing, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
While most human resource managers have had some form of formal recruiting or staffing experience; surprisingly the bulk of their talent acquisition knowledge was obtained while performing duties as an HR generalist or in an academic environment with little or no hands-on experience. Even for those with a greater level of specialized and hands-on experience, seldom do these jobs entail; (a) full project development, (b) management, or (c) budgeting. Welcome to your “management seat at the table”.
In this presentation we will dig deeper into what is arguably the most important human resource pillar for any business and surprisingly talent acquisition is one of the least understood pillars.
Without strong talent acquisition management, most companies either under preform or cease to exist over time. At the very least, poor talent acquisition creates a burden on the bottom-line
Companies with poorly managed talent acquisition tend to pay far more in; excessive internal payroll and / or third-party recruiting and staffing fees, low retention rates, on boarding costs, training costs, bonuses, legal liability, and poor work preformance, lower customer satisfaction levels, and post-employment responsibilities such as COBRA and taxes, just to name a few.
Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing your own unique and comprehensive recruiting and/ or staffing unit designed to improve ROI.
Whether you’re the company's talent acquisition or human resource officer, director or manager charged with acquiring and retaining the best talent at the lowest cost or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization easily identify, manage or develop the best talent acquisition program.
This session will focus on the use of online video technology in the hiring process. Particular emphasis will be put on specific online video technologies and how they can be implemented.
For example, one-way interviews, which are interviews in which employers pose written questions and candidates answer these questions on video, can be easy to fit into a busy HR manager’s schedule. Further, this presentation will look at the benefits of live video interviewing and video resumes. For instance, video resumes are great for bridging the gap between receiving a great paper resume and meeting with a candidate in person.
The topic of discrimination will also be explored as it’s an important subject for those in the human resources field. According to the EEOC, video technology is completely compliant with all current guidelines. After all, video doesn’t discriminate, people do.
Using video also saves both time and money in the hiring process. For instance, using video technology saves time compared to traditional phone screens. Costs are also significantly reducted as you can cut out travel. Plus, there’s the green aspect to consider. Live video interviewing is certainly environmentally friendly after all!
In addition, we'll look at the usefulness of these online video technologies for recruiters looking to find and hire the best candidates for their open positions. In HR, it always pays to embrace new technology and get ahead of the curve. As more and more online videos are being consumed, isn’t it time to consider how online video can streamline the hiring process.
Social media is all abuzz in every industry. How we communicate, discuss, describe, evaluate and judge has all changed. There are many benefits to embracing social media in how we communicate, recruit, hire and retain, however, many dangers lurk in the often grey to black arena of social media – the very place where corporate and personal values collide. In recent articles we read an increasing number of examples. One article identifies a worker who was on disability leave and posted pictures of her zip lining in Mexico on Facebook and lost her job. While deception and fraud make for strong cases for dismissal, there is a mounting battle between people’s rights to express who they are during off-work hours and how they represent themselves and the company by what they share in online social communities. In North America 91% of hiring managers screen potential candidates, using a combination of LinkedIn (48%), Twitter (53%) and most commonly Facebook (76%) throughout the hiring process. For hiring managers and organizations social media and communities become very difficult moral/legal dilemmas that challenge organizational policy and relations. This event seeks to capture and understand some of the dangers of using social media in the hiring process of candidate evaluation and identify how to avoid the pitfalls and possible consequences that may exist of taking social media too far. Data will be presented to illustrate how social communities and media are used to evaluate candidates and examples provided to demonstrate how online sources can place the organization in dangerous waters. Finally the event will discuss remedies and considerations to reduce the dangers of candidate evaluation.
Budgets continue to contract, but ensuring the acquisition of the best talent is still paramount. Despite the daily doom and gloom economic headlines, the reality is that the market for the top professional talent is tighter than ever. Unless you work at a hot Silicon Valley tech company odds are you are having a hard time competing with the better-funded and more established companies in your space. So what can you do when you can’t pay the maximum in your industry but you still have critical roles to fill?
Baseball encountered the same dilemma as the corporate world as documented in the now famous book turned film, Moneyball. Faced with limited funding to secure the best talent, the books central character; Billy Beane re-evaluated how to look at talent quality not through experience or intuition but through better collection and analysis of data. Today new technologies are bringing these methodologies into the corporate world and empowering companies to surpass their “gut” feel and put data behind their ability to make more informed talent management decisions.
An exciting time for a new approach:
According to industry thought leaders Bersin and Associates only around 6 - 7% of HR organizations have reached a deep level of expertise in HR analytics.
Bersin,J.(2012) retrieved June 7, 2012 http://www.bersin.com.
Given this statistic, the opportunity to become a leader and early adopter in turning data and analysis into insights and strategic advantage is significant not only for your organization but for your career as well.
Attendees in this session will
● gain a general view of the concept of data and analytics
● learn how it has been applied in different disciplines to improve decision making outcomes, and
● discover a quick and easy framework for implementing analytics based tools and processes for your organization.
The Candidate Experience touches every aspect of your recruiting process from initial contact to hire. Even if you don’t know it, these candidate touch points are impacting your recruitment marketing strategy.
Many recruiting organizations are starting to realize the importance of Candidate Experience, however, few really know where to start. Add to that, some organizations often lack important data about what is happening in their recruiting process. Sadly, many companies don’t even know there’s a problem until it’s too late.
With a better Candidate Experience, organizations can see more robust applicant flow and an increase in the quality of talent available to their organization.
The purpose of this presentation is to help your organization improve its Candidate Experience to ensure that it has a positive impact on the overall recruiting strategy versus a negative one if left unmanaged.
The presentation will take a comprehensive look at the Candidate Experience, define what it is and identify the different areas your organization needs to focus on. It will also provide a number of actionable ways you can improve your Candidate Experience from your job apply process to the messaging of your Career Site.
Most importantly, the presentation will empower you with the tools to start measuring your process so you can quickly identify and manage any issues. This session will demonstrate the importance of the candidate experience and its effect on your bottom line.
If you are interested in the Candidate Experience, Employer Branding, managing your Career Site or are looking for ways to increase your applicant flow, this presentation is for you.
Companies that do business with the federal government are required to comply with federal affirmative action requirements. One of those requirements is the Internet Applicant rule issued by the Office of Federal Contract Compliance Programs (OFCCP). This webinar will review the internet applicant rule, provide participants with detailed disposition codes that can be customized for their use, explain the role of talent acquisition in audits and other compliance requirements and finally the impact of OFCCP proposed regulations on talent acquisition.
Participants will learn the OFCCP’s four prongs of the internet applicant rule, record retention requirements and resources for additional information. The OFCCP has recently filed complaints and settled cases with many companies involving hiring discrimination. The first line of defense against this is complete and accurate recordkeeping, tracking and detailed disposition codes. Ask yourself, when you decided not to phone screen or interview a candidate are you documenting why? Do you know the difference between basic qualifications and minimum qualifications? Are you taking advantage of Data Management Techniques to limit your applicant pool?
We will discuss how talent acquisition impacts many areas of affirmative action compliance. This will include each step of the compliance evaluation process, the importance of recordkeeping, testing, outreach, online accessibility to postings. Being proactive and prepared is the best defense against an audit or charges of discrimination. Lastly we will be examining the much talked about OFCCP proposed regulations for veterans and individuals with disabilities on talent acquisition. What should you be doing to prepare? What are the new benchmarks? Additional outreach? Additional documentation?
Where am I going to find the candidates to fill this role? There aren't any active candidates looking, and the passives aren't looking for roles!. And the passives I need don't have hardly anything on their LinkedIn profiles! Argh! Where am I going to find these folks?
Today's talent is spending more and more time online. Yes, they're tweeting on Twitter, they're "liking" on Facebook, and they're pinning on Pinterest. At the same time, LinkedIn continues to have challenges persuading candidates to fully bake their profiles. How can you source the talent you need if their LinkedIn profiles have a single company and title on it?
Conveniently, all that tweeting, liking, pinning, and other social web activity also includes professional activity as well. So how can you take advantage of this?
In this session, we'll talk about all the places where these candidates are hanging out, online, shooting the breeze about what they do, professionally, what their professional skills are, and professional interests are, and how you can use that information to your advantage to sniff them out, engage with them, and recruit them!
Specifically, we'll cover less traditional candidate data sources like Twitter, Meetup.com, Google Plus, new social sites like Github, Stackoverflow, Quora, and even more traditional sources like the UseNet, Email list archives, and even the US Patent Database, scholarly journals.
What you'll learn is a new way of thinking about finding passive talent, that isn't based on more *explicit* professional information, like resumes, or job postings that candidates respond to, but rather based on their *implicit* professional activity.
Your presenter is Peter Kazanjy, Founder, TalentBin, an open web talent search engine.
What would you say if someone asked you, “Do your postings engage your target audience?” Do you know how many clicks it takes for a candidate to find a job and apply from your corporate career site? Does your site actually reflect all that you have to offer as an employer? Wait – do you even know who your target audience is or what you have to offer them that will motivate and engage them even if they are categorized as the elusive ‘passive candidate’? If you left even one of these questions unanswered, or your looking to take your recruitment and sourcing efforts to the next level then, this is a must attend event.
I have worked in the online HR & recruitment selection industry for almost 10 years now and have trained, coached, and mentored well over 10,000 recruiters, HR professionals, hiring managers, directors, along with many, many others. I see the same mistakes being made today as when I started.
This session will answer many burning questions such as, “What can I do to ensure that every candidate has a great experience regardless of the outcome of their application or interaction with us? How do I keep ‘em coming back to my site, talking about me and even referring their friends?” We will cover everything from basic courtesies every company should be employing to advanced candidate target marketing and engagement. This session will also walk you through creating a great employment brand experience no matter who you are or where you are at in your strategy development.
Extreme Makeover is a concept that broke onto the scene several years ago and featured personal and home makeovers. One show would take people who had some form of disfigurement or physical embarrassment and would put them through all sorts of plastic surgery until they would be completely transformed. Another show would focus just on those who were severely overweight and would put them on a diet and exercise regimen until they had reshaped their body into someone almost unrecognizable. Another would find families who had come upon hard times and were living in conditions that were undesirable at the very least, and unsafe most often. They would tear down the old house, and within a week, they would rebuild a dream home for the family.
In all cases, the show comes from the angle that the current situation is not acceptable and radical changes need to take place for you to be much better off. In a lot of the people who have been impacted by these shows, that is probably 100% true. But in other cases, the truth is that minor changes probably could have been made and the person on the receiving end probably would have been thrilled and would have been adequate. For the record, I love these shows. They make you feel good that people are out there who can bring about change to others who need it. It’s inspiring to see the tears of joy that so many express when their world is changed.
I am by no means an “old-timer” when it comes to recruiting. I run into people every day who have been recruiting much longer than me. One of the things that I like to do when I encounter those individuals is to talk a little shop with them. I am a student of recruiting strategies, workflows, sourcing techniques, recruiting technologies, current trends, etc. More often than not, I find that their basic approach to sourcing candidates, screening candidates, and presenting candidates has not changed much at all in the 15-20-25 years they have been in recruiting. I also have learned that they hate people like me who question everything and wonder if there is a better way.
Not only do I believe that a lot of companies could stand an Extreme Makeover in their Recruiting efforts, I think they are either going to be forced into one over the next few years, or they will fall into a desperate situation. But I also want to make it clear that not everyone needs an EXTREME makeover, some could just do with some minor changes and fresh thinking.
I have over 1200 contacts on Linked In, a few hundred friends on Facebook, I have a good deal of followers on Twitter and on my Facebook Fan Page and my blog. A few weeks ago, I polled them. I asked, “If you could only commit one hour to a webinar, what is the topic that you would make time for?” The overwhelming answer came back – “We know that we need to update or change our recruiting strategies and processes, but can you show us how it should look? Guide us through what an effective model looks like.”
So, here it is. I am going to tackle this BIG issue and walk you through how to establish an effective recruiting strategy, stellar sourcing and screening processes, the best technologies, and the mindset and goals of your recruiting staff should grasp. AND, it’s only going to take an hour – just like the TV shows.
Learn why University Recruiting is a core part of every company’s talent pipeline and how to be a leader in the space. In this presentation you will learn insights about student attitudes and behaviors, including how to reach them where they are and how they want to be reached. Jennifer will provide a brief but comprehensive overview of how college and university students view social media when it comes to finding their first job or internship. The presentation will contain an illustration of how communication methods have changed over the last 15 years including how social media has evolved since its inception into the human resources market as an accepted method to attract entry-level talent. The discussion will focus on social networks as online representations of existing real-world networks and how students leverage latent real-world networks to help meet their career goals. Participants will learn about new social media tools and how they are being used by college and university students in the job search. Tips and online practices will be shared which employers can use to help connect their brand and jobs with the entry-level talent they seek. Participants will learn how to “break through the noise” competing for student attention. These tips are derived from survey data and focus groups conducted by AfterCollege over the past year as part of its product development research, as well as, other sources of industry research. At the conclusion of the presentation participants will be encouraged to ask questions and share their insights and best practices relative to university recruiting and social media.
Michael Dennis, founder of the revolutionary online recruitment software company FindHire.com and President of Delphi Search and Consulting leads this webcast to help HR and staffing professionals learn valuable new tricks to address the Wild West of corporate America... the recruiting business! Some of the topics covered are: sourcing, passive candidate engagement, marketing of positions, and ATS system selection. In the webcast he will cover other available online recruiting tools that will fit any recruiter’s budget and come in handy on mobile and smartpad devices. Don’t you want to be the best, and gain an edge on your competition?
If so, it is 100% necessary that you chime in for a few of the most beneficial millennial generation recruiting strategies available; exclusively from Michael’s experiences as top recruiter in Los Angeles recruiting firms. He will share many insider tips, pitfalls, and cover some proven close strategies to increase your candidate and client close ratios. Having seen deals fall apart, candidates back out of offers after signing, and fighting to get top talent through the door, Michael shares it all. Learn how to quickly break-down requisitions from hiring managers, understand what they are ‘really’ looking for, and execute your game plan. The goal of this webcast is to help you become a more effective recruiter, and give you an edge on the newest technologies to help make your job + life = better! Recruit with these strategies, and you will attract better talent.
At the end of the webcast Michael will provide his proven blueprint, links to his favorite recruiting resources, and all attendees will receive a 30-day free trial of www.findhire.com to help with their recruiting.
Do you know the best day of the week to post a job listing in order to maximize its visibility to your ideal candidates? What about the percent of your applicants that fail to complete your application process, at what point, and why? Five years ago, this information would be next to impossible to gather. Thanks to evolution in cloud computing technology, this information can be within your grasp in just a few clicks.
What is Big Data? In short, it is a vast amount of unstructured information that can’t reasonably be stored in a traditional database. One example of a Big Data set could be all of the information on Twitter, Facebook, and LinkedIn – combined. Analysts typically use Big Data to find relationships between multiple variables and identify repeatable business trends – one of the more common examples includes data surrounding the stock market.
However, unlike the stock market, the labor market is incredibly inefficient. The high volume of resumes being “traded” back and forth between applicants who are “spraying and praying,” and the recruiters on the frontline of the screening process, creates a huge bottleneck that sometimes eliminates the best talent from even getting an interview. Big Data can be used to analyze what makes a good candidate, can help applicants understand where to spend their time applying, and likewise help recruiters find a signal in the noise.
The competition for talent has never been fiercer. In order to stay ahead of the curve, hiring professionals need to know how to locate hidden talent pools as well as the best candidates, understand the strengths and weaknesses of their existing recruitment strategies – with metrics to support them, and how to make use of available information in order to better identify the characteristics of the candidates they want on their short list.
Facebook is the world’s leading social network, with almost one billion members. Over half of those users log in every day, and over three-hundred million visit the site six days a week. As such, it is also the largest and most diverse collection of talent ever gathered in one location. The question for recruiters is not whether they should be on Facebook, but how best to take advantage of the network to find the best talent—both active and passive—that the world has to offer.
In this presentation, Stephane Le Viet, Founder and CEO of Work4 Labs, and John Sumser, editor-in-chief of Human Resources Examiner, will explore how to effectively leverage Facebook to revolutionize talent acquisition. They will discuss how Facebook’s highly targeted advertising allows recruiters to attract passive candidates like never before. They will draw on case studies involving such diverse organizations as Hard Rock Café, Capgemini Consulting, and L’Oreal, to show that recruiting on Facebook is effective in all industries, at any experience level, and for a mere fraction the cost of traditional avenues.
Le Viet has revolutionized social recruitment through Work4 Labs, whose product ‘Work for Us’ is used by over 14,000 businesses with a combined fan count of over 55 million. Clients include L’Oreal, Accenture, Dolby, and Microsoft. Sumser is an established thought leader in the field of social recruitment, as well as one of the field’s most sought-after consultants and publishers. His career has existed at the nexus of cutting-edge technology, human resources management, and publishing.