The Global Association for Strategic Talent Management
Talent Acquisition
An HCI Community
Next Live Webcasts
Which Roles Are Critical to Your Company’s Future?
Wednesday, May 30 2012 1:00pm EDT
Presented by: Melissa Harper, Director-Staffing, Monsanto Company
Go Virtual? YES! And Create a More Authentic Candidate Experience
Wednesday, Jun 6 2012 1:00pm EDT
Presented by: Kurt Heikkinen, President and CEO, Montage Talent; Laura Linthicum, Director of Recruiting, Carlson Restaurants - TGI Friday's; Will Ruch, CEO, Versant
How Much Do You Know about Your Candidates?
Tuesday, Jun 12 2012 12:00pm EDT
Presented by: Greg Moran, President, CEO, Chequed.com, Inc.; Shahbaz Alibaig, TA Process Leader, GE
How Candidate Relationship Management is Changing the Recruitment Game
Wednesday, Aug 1 2012 1:00pm EDT
Presented by: Craig Shoneman, Director of Product Management, Kenexa
Upcoming Recasts
The Science of Sourcing
Thursday, May 17 2012 1:00pm EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
Social Recruiting Step By Step
Thursday, May 17 2012 5:00pm EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
Social Recruiting Step By Step
Thursday, May 17 2012 9:00pm EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
The Science of Sourcing
Thursday, May 17 2012 1:00pm EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
Social Recruiting Step By Step
Thursday, May 17 2012 5:00pm EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
Social Recruiting Step By Step
Thursday, May 17 2012 9:00pm EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
Social Recruiting Step By Step
Friday, May 18 2012 1:00am EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
Social Recruiting Step By Step
Friday, May 18 2012 5:00am EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
Social Recruiting Step By Step
Friday, May 18 2012 9:00am EDT
Presented by: Nina Brody, Head of Talent, Take Care Health
The Science of Sourcing
Friday, May 18 2012 5:00pm EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
The Science of Sourcing
Sunday, May 20 2012 9:00pm EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
The Science of Sourcing
Monday, May 21 2012 1:00am EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
The Science of Sourcing
Monday, May 21 2012 5:00am EDT
Presented by: Ryan Leary, Corporate Recruiter, Kenexa Corporation
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Discussions
How to Find, Connect and Engage Top Talent with Social Media
Webcast:More and more job seekers are utilizing social media to jumpstart their career or make a switch, networking with the right people in the right space. This crop of candidates could be the top talent you're looking for, but does your organization have a social media strategy that can leverage this ever-changing media?
Whether interacting with active job seekers of passive candidates, it is critical in today’s market to have a strategy to successfully source, connect and engage quality talent. During this webcast you will learn about the most recent trends and tips that will allow your organization to strengthen your employer brand, build a strong talent pipeline and identify quality hires.
Old-School Recruiting Out, Welcome Web 2.0!
Webcast:Wondering how much to spend on sourcing top talent and where exactly to spend it? So was HCR ManorCare, a leading provider of skilled nursing and rehabilitation services, home health and hospice services. They also needed to understand and report on spend and placement by job, source, market, location and business unit. Sound mind-numbing?
By optimizing talent acquisition processes using a combination of web 2.0 and search engine management, HCR ManorCare has reduced recruiting advertising budgets by 50% while increasing the flow of quality candidates. We’ll hear what tools, systems and programs contributed to this incredible turnaround.
The Intersection of Talent Pipelines and Workforce Plans
Webcast:Every organization has one role or function that is like a talent desert; it’s a stretch for recruiting to either keep enough candidates in the funnel to satisfy business needs or the role is so specialized that only a few individuals meet the requirements necessary for success. Building an effective enterprise talent pipeline in these cases can difficult because of the competing needs of volume and specificity.
At HSN, the recruiting leadership decided to build two talent pipelines, one focused on the volume positions and below director level, and the other to provide the right talent for their executive leadership. How did they accomplish this master feat without squandering or over-committing precious resources? What tools and procedures aided their company to create a great hiring plan?
Features
Which Roles Are Critical to Your Company’s Future?
Webcast:As baby-boomers retire without sufficient progeny to fill their shoes, talent acquisition leaders are staring at prolonged talent shortages. Because workforce planning (if it even exists at an organization) is frequently separated from talent acquisition, recruiters rely on hiring managers to prioritize roles based on criticality. Unfortunately, hiring managers may have varied opinions of what constitutes a “critical” role.
The situation requires an overhaul of the way organizations prioritize their talent acquisition needs. Organizations must constantly evaluate themselves to determine which roles, skills, and competencies add the greatest value to their bottom line and then translate that information into a talent acquisition strategy. Organizations that make an effort to identify the roles that add the most value have a proven competitive advantage by creating set of data-driven objectives for talent acquisition leaders.
How Do You Measure Social Media?
Webcast:Talent acquisition has been massively, irreversibly transformed by social media. Talent is not sourced the way it once was and new skills are now necessary in the toolbox of every recruiter. However, because social media is so different from the transactional, reactive recruiting model of the past its value cannot be measured in the same way either. Talent acquisition leaders must define the value they wish to gain from a social media effort and find a way of measuring that value. The variety of social media tools and strategies alone make meaningful measurement difficult.
How can organizations measure the quality and quantity of candidates they get relative to the effort expended? How can talent acquisition leaders determine which social media tools and strategy will reach the best candidates? Leaders must encourage experiments in social media but make sure that they will be able to measure the results the results along the way.
Why Don’t the Right People Apply?
Webcast:In the wake of a recession, many organizations assume that there will be a glut of high
quality talent on the market grateful for a job. Unfortunately, the actual result is that
most talent acquisition professionals are forced to slog through a massive number of
resumes from unsuitable candidates before finding a qualified applicant. What can
organizations do to not only weed out the bad fits but encourage the good ones? Many
are finding they can get the right candidates into their pipelines with a mixture of
targeted branding, social media prowess, and a nuanced but navigable application
process.
How Candidate Relationship Management is Changing the Recruitment Game
Webcast:Candidate Relationship Management (CRM) solutions have become a staple in the sourcing and recruitment process. But are organizations really achieving the maximum ROI available with these technologies? In this session we’ll discuss how organizations are moving from stand-alone CRM to unified sourcing through hiring and are maximizing their recruitment ROI.
One of the critical aspects that often goes by the wayside when sourcing talent is effectively communicating with leads across the recruitment lifecycle. Ensuring that both leads and candidates receive the right message at the right time and users across the organization know an individual’s status at any point in time is critical to delivering on the promise of your employment brand.
The final piece of the puzzle for making informed sourcing and hiring decisions is the ability to bring this information together and to adjust course in real time. With insight gathered through unified CRM and hiring analytics organizations are now gaining valuable insights.
In this session you will learn how to:
- Maximize your recruitment ROI by developing a unified view of the sourcing through hire process
- Leverage source through hire analytics to identify the best sources of hires for your organization
- Ensure that leads and candidates receive the right message at the right time – regardless of where they are I the recruitment process
- Provide recruiters and hiring managers insight on an individual’s relationship with your organization