Webcast Highlights:

• “Internal” Development: Before you develop any branding approach, it is essential to understand your own needs and the needs of the people you want to hire.
• “External” Vision and Strategy: What does it take to truly stand out from competitors in the industry who are competing for the same talent? Before you undertake a brand strategy, you need to know the answer.
• Promotion and Messaging: What goes into developing a creative and compelling employer branding campaign? Is it genius, or just hard work…or both?

This webcast looks at three fundamental challenges of employer branding and the strategies being implemented by three different companies to address them. The session is led by global employer brand strategy leader, James Foley of Randstad Sourceright, who will highlight key lessons from the front-lines of talent strategy in today’s top companies.

Attendees will learn how one industry leading company is evolving its brand strategy to better connect with candidates who offer new skill sets the company now needs to acquire. We will also look into the challenge of differentiating your company in a competitive hiring environment, through the experience of one major industrial gases and engineering company. Finally, we will provide insight into great promotion, messaging and brand strategy execution from an organization that is securing the talent it needs to expand its presence on a global scale.

Webcast Highlights:

• 6 easy steps for using data to improve your hiring results
• How to utilize pre-hire data in post-hire development plans
• How collecting and using data is a catalyst for action within HR
• How to prove the impact of your hiring process

Big data may be a hot topic, but few organizations have access to such large stockpiles of information. There are still great ways, however, to use the data you have at your fingertips today to enhance the way you hire and avoid costly hiring mistakes. Take a journey through constructing a data-driven hiring program by learning 6 easy steps for using data to improve your hiring results. Learn how to hone your recruiting efforts, determine job competencies, choose the right assessment tools, monitor and adjust your process, measure return on investment, and utilize pre-hire data in post-hire development plans. With such high stakes, it is surprising so many organizations continue to make hiring decisions based on informal interviews and "gut feelings." Come and learn the steps for improving your ability to hire strong talent using data.

Attendees will also learn how collecting and using data is a catalyst for action within HR and how to prove the impact of your hiring process. Hiring is becoming more of a science every day – learn how to get started!

Webcast Highlights:

• To take a new look into placements, investigate why they may or may not be important, and examine how they fit into the overall puzzle.
• How to decide what your proper benchmarks are.
• How to look internally into your own organization and determine which of those workers needs to be full-time, contingent, contract, offshore, etc

When it comes to workforce planning, many metrics have lost their attractiveness. Cost of attrition, time-to-fill, even successful placement are often ignored as labor costs or unwanted turnover take center stage. In addition, many firms want to know how they stack up. Benchmarking is increasingly popular; however, what companies compare themselves to is not always logical. For example, one question often asked is, “What percentage of my staff should be contingent?” The answer to that question is, “It depends on who you are and what your goals are.” Whether it is workforce planning or benchmarking, companies need to take a holistic approach. Companies need to review the metrics they originally deemed insignificant and look at them through a new competitive advantage lens. Metrics do not go out of style--people just forget why they are important. The key is to integrate the right analytics for every role in their organization.

Webcast Highlights:

• Define and build a big data strategy that focuses on WF performance
• Get value out the data you already have and identify new data to capture
• Do’s and don’ts for launching a data-driven WF optimization initiative
• Learn about predictive analytics and how it can drive business change
• Translate big data findings into business insights that allow you to forecast real measurable ROI outcomes

You may not know it, but your company is already a big data company. Most companies sit on a wealth of workforce data – 16 million data points on average for a Fortune 500 company, much of that stored in HR systems. Yet only a very small percentage (4%) of companies have figured out how to harness that data to manage and predict workforce performance. 

When applied to the workforce, the principles of Big Data, Workforce Science and Predictive Analytics can help companies understand drivers of worker performance in ways only dreamed about before. Most companies already know how well workers are performing, but with Big Data, companies can also know why they are performing at that level, and how they can improve it.

Companies already applying big data and predictive analytics to HR are reaping rewards. Deloitte reports that HR teams are four times more likely to be respected by their business counterparts for their data-driven decision-making.

Webcast Highlights:

• Why HR is under pressure to perform
• What CEOs want from HR
• The future evolution of the HR
• How you can become a sought-after HR leader

More than ever before the business world needs strong HR leaders. The workforce in the developed world and China is rapidly aging. New, first-time workers are barely replacing workers who are retiring. And, despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere.

Earlier this year Visier sponsored two surveys:

• A February 2015 study -- conducted by Harris Poll on behalf of Visier -- surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills
• An April 2015 report -- conducted by Harvard Business Review Analytic Services -- surveyed 362 executives and asked about the changing role of the CHRO

In this webinar, Dave Weisbeck, Visier Chief Strategy Officer and analytics expert, will share the results of these two studies, which found that new HR leaders are expected to be:

• Data-Driven:  80% of executives agree their company cannot succeed without an assertive, data-driven CHRO, who takes a strong stance on talent issues and uses real-time facts to chart their talent strategy.
• Business-Oriented: 81% of executives say that when hiring new senior HR talent they value business acumen more than technical HR skills
• Performance-Focused:  78% of executives agree that their company cannot succeed without a CHRO that takes on responsibility for contributing directly to business performance.

Webcast Highlights:

• How to utilize predictive analytics to build a strategic talent pool
• Tactics for identifying the traits of top performers and leveraging those in recruitment and retention strategies
• How to avoid providing a negative experience to candidates
• Why mobile optimization is necessary for a positive candidate experience

Did you know that the top reasons behind a negative candidate experience are completely preventable? While you may realize this, many companies aren’t optimizing the process through data and research findings. By implementing predictive analytics into your candidate experience, you can create a tailored and strategic approach to attracting and retaining talent that will positively impact your bottom line. Watch WilsonHCG’s Managing Director of HR Transformation & Consulting, John Blowers, and iCIMS’  Business Systems Analyst, Jim Delgaldo, as they dive into the best ways to optimize your candidate experience through predictive analytics.

Webcast Highlights:

• How four leading organizations are winning the war for talent by making better hiring decisions faster
• How CH2M, Clemson University, Golden Living, and HealthSouth use job-specific surveys to collect feedback about a candidate’s past job performance from managers, co-workers, and direct reports
• How insight into past performance can help your organization improve quality of hire, onboard faster, and meet and exceed hiring manager expectations

According to a recent survey, 44% of global recruiting leaders agree that quality of hire is the most important metric for measuring recruiting performance—followed by time-to-fill (25%), and hiring manager satisfaction (18%). Learn how four leading organizations are winning the war for talent by making better hiring decisions faster and reducing turnover by up to 35% using a powerful talent analytics solution that turns reference checking into a strategic asset.

Join us to hear how CH2M, Clemson University, Golden Living, and HealthSouth use job-specific surveys to collect feedback about a candidate’s past job performance from managers, co-workers, and direct reports. They will discuss how this insight into past performance, which is predictive of future success, has helped their organizations improve quality of hire, onboard faster, and meet and exceed hiring manager expectations.

Webcast Highlights:

• Explore how work environments and employees’ work experiences are most impacted by challenging changes
• How leaders and managers can respond proactively to these challenges
• What to do to keep employees engaged throughout changes in your organization

Change is hard.  Especially when organizations have to make hard changes, involving cost cutting, downsizing, and restructuring, Employee engagement is a critical resource amid transitions, as engaged employees can help organizations respond more flexibly to opportunities and challenges.  But engagement can also be more difficult to maintain, as leaders struggle to build alignment with new directions and inspire employees to work in new ways that often involve doing more with less.

In this webcast, we’ll leverage our global employee opinion database to explore how work environments and employees’ work experiences are most impacted by challenging changes. And we’ll offer recommendations leaders and managers can use to respond proactively.  The next time difficult steps are called for in your organization, you’ll have a clearer understanding of the workforce implications – and what you’ll need to do to keep employees engaged and well positioned for success.

Webcast Highlights:

• What is a magnetic culture and what are the bottom line and myriad benefits to employee engagement
• Learn why candidate selection is one of four critical steps in hiring for a magnetic culture
• Finding and determining whether a candidate will be an engaged employee
• Learn how to leverage revealing behavioral interview questions and act on “non-negotiable” things you might see during the interview process

Improving the quality of hire is the first step to creating a Magnetic Culture and is the foundation to Talent Management Success. People will join your company, and stay on board because they like working with others who are already on your team. But how do you hire these people who become a positive force in your organization? New York Times author and Human Capital Management expert Kevin Sheridan shares how he’s helped some of the world’s largest corporations break down detrimental processes and rebuild a culture that fosters productive engagement.