Webcast Highlights:

• What the seven wastes are and how they manifest in the recruitment process
• How to use technology to identify and measure waste
• How to improve the recruiting processes to reduce waste
• Specific tips on how to reduce the three most common waste areas

LEAN methodology can be used to identify, measure, and eliminate waste in the recruitment process. In this session, you will learn about the seven unique areas of waste applicable to a recruitment function.  Then, you’ll learn how to use specific tools and techniques to identify, measure, and control these wastes to increase quality and speed while reducing overall cost.   The session includes detailed case studies and a live Q&A, so come prepared with your questions and your biggest challenges.

Managing resilience in today’s fast paced world of high expectations is tough for individuals and even harder for teams.  The busier teams get, the more likely they are to focus on tasks instead of relationships and that’s expensive!  It costs in lost resources, lost creativity and impairs the ability to build and maintain trust.  When teams build their resilience they expand the ability to share emotions and resources, to stand up for one another, and to take innovative risks.  This webcast will review what team resilience is and why it’s so essential.  We will discuss the vital role emotional intelligence skills play in developing team resilience.  Strategies that can be used now to build team resilience will be presented.

What you will learn:

• How to define team resilience so you can keep tabs on your teams’ resilience.
• The key emotional intelligence skills that support team positivity and trust, which leads to sustainable resilience.
• Powerful, yet simple, strategies your teams can follow to measure and build their resilience.

Who is the Gen Z workforce? The next generation of employees, aged approximately 16-20 years old.

Did You Know... by 2020, 16 million Gen Z workers will be in line to fill the void left by the 10,000 Baby Boomers who reach retirement age every day?

How well do you know the Gen Z demographic? How different are this group’s needs, expectations and attitudes from those of previous generations? What impact can Gen Z employees make to your business?

Highlighting results from our exclusive Gen Z study, Randstad's Chief Human Resources Officer Jim Link will explain how to best recruit, engage and retain the next generation of the workforce. He will provide tangible, implementable ideas to share with co-workers and apply within your own organization.

You'll walk away with:

• A better understanding of why you need Gen Z in your workplace
• Tips on attracting, retaining and engaging next-generation staff
• Best practices for working with and managing Gen Z employees

Webcast Highlights:

• Critical moves you need to make to effectively connect with your candidates
• How to recruit candidates in the way they want to be recruited

Your talent prospects know where to go when they want to learn about you. It's not your website anymore. They're visiting Glassdoor and Linkedin to see what their peers have to say about your culture, before you ever get a chance to position it. Plus, they're doing this on the go--accessing these social portals through mobile phones and tablets 24/7. Retailers call this trend "omnichannel," and they've learned that if it's not easy for customers to access their goods and services through a multitude of platforms and interfaces, they're not going to buy.

The same is happening for the candidates of today. We're never going back to an era where you are the only voice whispering in a candidate's ear. There was a time when employers thought this trend might pass, but mobile and social are here to stay, making candidate engagement and employer brand more important than ever.

Technology that is built to recruit in an omnichannel world, with simple usability across social and mobile platforms--far beyond the traditional Careers site “hub” that candidates increasingly bypass anyway – is a requirement. And the organizational processes that support it are, too.

Enjoy this webcast, Recruiting the Ultra-Informed in a Mobile, Social and Connected World featuring Meghan Biro, CEO of TalentCulture, as we cover the critical moves you need to make to effectively connect with your candidates and recruit them the way they want to be recruited.

Webcast Highlights:

• How you can make better, more profitable operational decisions
• How to drive the successful completion of projects, improved performance, and increased employee satisfaction in your workforce

Optimizing your workforce means allocating the right resources to tasks based on employees’ skills, availability and preferences while respecting regulations and labor agreements. These operational challenges get very complex, very quickly.

Join Edwin Lohmann, PhD, Director of Business Unit Workforce, North America at Quintiq for an engaging discussion on how you can overcome the complexities of workforce planning and scheduling to gain full visibility and control over your entire workforce processes – from long-range capacity planning and recruitment to daily task scheduling and real-time rescheduling. Learn how overcoming these complexities can help drive the successful completion of projects, improved performance, and increased employee satisfaction in your workforce.

A recent survey at Axial, a NYC-based technology company, asked employees, “What do we do well here?" Ninety percent of responses mentioned the positive culture and the people that they hire. A response like this doesn't happen overnight-- from the very beginning, the Axial team understood the importance of employer branding in a competitive talent ecosystem like New York.

In this webinar, Alex Steinberg, the lead recruiter at Axial, shares how her team has built an employer brand that helps attract the right talent as well as retains top performers. She'll share insight into how to define and market workplace culture, create a great candidate experience, and facilitate referrals.

Employee onboarding is taking on a new priority as generational shifts gather steam and the new economy takes hold. Research shows that companies that invest in a structured onboarding process experience dramatic increases in business performance and employee retention, productivity and engagement. Most employers, however, devote little time to their onboarding process, a mistake that costs them greatly both in bottom line and reputation.

This webcast will provide strategic insights and practical guidelines for designing and executing onboarding programs that accelerate business performance, organizational change and talent retention. Learning objectives include:

• The 6 critical steps of onboarding and how to implement them
• Onboarding Millennials for maximum retention
• The 3 essential elements of your new employee orientation
• 8 key pitfalls to avoid during the first 90 days
• Navigating organizational culture to create star performers

Webcast Highlights:

• What challenges emerging young leaders are facing, and how their organizations can respond proactively.
• How trends in leadership development for millennials and high-potentials vary around the globe.
• Why coaching is gaining popularity among millennials, and which topics they’re exploring in coaching engagements.
• How coaching can augment an organization’s existing training and leadership development offerings to enhance results.

Within a decade, millennials will represent 75 percent of the global work force. Members of this generation of emerging leaders are passionate about building careers that make a difference in the world and adamant that the best way for an employer to engage them is to nurture their talent and provide opportunities for continuous learning and professional development.

Is it any wonder that more and more young emerging leaders are enlisting the services of professional coaches or looking to their organizations to do the same?

In this webcast, International Coach Federation Professional Certified Coach and ICF Global Board member Hilary Oliver will provide an overview of the latest research on millennials and coaching and share recommendations and best practices for implementing coaching offerings that will empower young, emerging leaders on their leadership development journeys.

You’ve heard business leaders say it many times:  happy employees lead to happy customers.  Herb Kelleher, founder of Southwest Airlines, observed for instance:  “A motivated employee treats the customer well.  The customer is happy so they keep coming back, which pleases the shareholders. It’s not one of the enduring green mysteries of all time; it is just the way it works.”

In this webcast, we’ll delve into our global employee opinion database and experience with organizations around the world to explore the employee-customer relationship and unpack the connection. 

• What aspects of the work environment have the greatest impact on customer experiences? 
• If organizations better engage and enable their employees, how quickly can they expect to see gains in customer satisfaction and sales? 
• To what extent do more positive customer outcomes also reinforce employee engagement levels? 

You’ll come away with insights that can help you build a stronger business case for engaging and enabling employees and maximize the return on your investments.

Never mind the swag! Think employer brand, potential, career development and transparency when going after grads.

With  36% of the current workforce in the United States already made up of Millennials and that number expected to rise to 46% by 2022, talent acquisition professionals must fine tune their recruiting strategy to recruit the best and brightest from this generational pool -- especially in the face of fierce hiring competition.

Join us for "10 Secrets to Recruiting the Brightest Grads and Millennials," where we'll explore what it takes to attract, influence and hire young talent -- and tactics worth retiring.

Key takeaways:

• Why "work ethic" and "potential" often trump simple job application requisites like "college major" or "GPA" when deciding whom to bring in for interviews
• Why you should tap current employees as brand ambassadors to convince recent grads your organization is right for them
• Why responding to every candidate who applies for work pays dividends whether you hire that person or not