Webcast Highlights:

• What negative impact does this caught in the middle situation have on newly placed mid-level managers and their organizations?  Mark will discuss the answer in the context of the common missteps all new managers are susceptible to make, the risks involved, and the onboarding myths that perpetuate them.
• Mark will make the case for providing onboarding coaching to mid-level managers by presenting a value proposition based on leadership development and performance management.
• Through mini case studies Mark will share the best practices that have evolved new leader onboarding from a brief orientation to a four month long comprehensive support process. 

The expression “caught in the middle” describes an uncomfortable position. In most organizations, the large group of newly placed managers who are neither senior executives nor lower level first-time managers often find themselves in this situation.

The value of investing in the onboarding of first-timers and senior executives has been clearly established. First-time managers almost always receive significant developmental support during their transition to a management role.  And for newly placed senior leaders, it is now common practice to provide coaches for onboarding guidance and support.  But newly placed mid-level managers rarely receive coaching through this critical transition period. They are literally caught in the middle without a definitive support structure.

This session draws on the presenter’s more than thirty years of experience as a human resources professional, senior corporate leader, executive search consultant and onboarding coach.  He explores this challenge to newly placed mid-level managers and offer a solution based on his successful onboarding coaching of hundreds of senior leaders and mid-level managers.

It was 17 years ago when a McKinsey study uncovered the "war for talent". Today, it is no point of contention that a strong talent-centric strategy may be the most important focus for organizations. A talent-centric organization aims at recruiting, retaining and developing the best talent. The best employees will be able to adapt responsibilities and be able to come up with solutions to solve problems, which are important skills in today's dynamic work environment, and arguably more important in this recessionary climate.

The notion of hiring and retaining talented employees for organizational sustainability and competitive advantage is not a new concept. But can organizations consider themselves as having a "talent-centric" strategy without up-to-date collaboration tools, HR analytics and mobile technologies in pursuit of attracting, hiring and retaining the best talent?

Based on original research done in collaboration between Oracle HCM and HCI, we unveil new findings that explore how critical collaboration, analytic insights and mobile technology support a talent-centric work environment.

Register for this webcast to learn:

• What are the benefits to being talent-centric?
• How does collaboration via social networks, analytics with predictive insights and mobile technologies support the talent-centric strategy of an organization?
• What is the state of play for these technologies?

In this presentation, Bob Mullins, Senior Organizational Development and Training Manager for Nissan North America, and Adam Hilliard, Project Consultant for Select International tackle the path at which HR and Operations frequently conflict – selection using referrals, and the politics associated with it.  The two will lean on their experience in manufacturing, and discuss how Nissan was able to transform a hiring process that was based heavily upon referrals, and evolved the company to the point where the hiring system became: 1) highly objective, 2) legally defensible, and 3) easily quantifiable.  They then will discuss how Nissan continues to monitor the key performance indicators of its selection system, and will discuss best practices involved.

What you will learn:

• The story of Nissan’s journey from politically-driven hiring to an objective legally defensible process
• Suggestions on how to navigate the political landscape when seeking change
• Pros and cons of using referrals in hiring
• Data on the effectiveness of every traditional hiring step in predicting performance
• How to understand validity, and the process of measuring individual hiring system effectiveness

This online panel discussion brings together the leaders of today’s most innovative and effective corporate alumni programs to discuss strategies and best practices for building, sustaining, and engaging an alumni network. From building a business case and launching a network to driving ongoing engagement, this event will provide participants with actionable information and insights to create or enhance their alumni engagement efforts. 
 
What you will learn: 

• Key drivers behind launching a Corporate Alumni Initiative
• How to define business requirements and build a business case for your program
• Effective strategies for launching and growing your community 
• How to leverage open social networks (LinkedIn, Facebook, Twitter) to attract new members 

Register today and receive a copy of Conenza’s Corporate Alumni Program Benchmarking report.

Webcast Highlights:

• Real world examples of the instrumental role informal networks play in business performance
• An understanding of the actionable insights ONA provides
• A view to the key Human Capital Analysis trends HR Leaders need to watch

Leading companies recognize that achieving and sustaining breakthrough performance begins with fostering cultures of collaboration, organizing for innovation, retaining and leveraging key talent and developing next generation leaders.  Organizational Network Analysis, or ONA, assesses the ability of companies, teams and individuals to achieve greatness in each of these areas through the strength of their networks. 

In this webcast, three experts provide evidence of the pivotal importance of the informal network to your company’s operational excellence. 

How aware of professional coaching is the general public? What do people think of coaching? What drives consumers to seek out a coach? The 2014 ICF Global Consumer Awareness Study will help you better understand the minds and motivations of coaching consumers around the world. Attend this webcast and get the latest research to inform coaching decisions at your organization. Learn about:

• Clients’ reasons for engaging in a coaching partnership
• The perceived value of certification and credentials for coaches
• Overall client satisfaction with coaching
• The growth of coaching over the past half-decade

The fascinating research report was commissioned by the International Coach Federation (ICF) and conducted independently by PricewaterhouseCoopers LLP. Packed with brand-new data, this webcast will arm you with the information and tools you need to pursue coaching at your organization. Join us and register for this webcast now!

Salary is more important to Millennials than career advancement opportunities. True or false?

How long do Millennials expect to stay at their job?

What motivates the future workforce?

We asked over 15,000 of them and are sharing the results!

College graduation is just around the corner, and companies need to know what the Class of 2014 is looking for in their future employers.  Millennials are your future leaders that will drive your company’s business results and raise your bottom line.

Now in its fifth year, the Class of 2014 study from Achievers and ConnectEDU provides an in-depth view into what recent grads expect in the workplace. Don’t miss the opportunity to understand the Millennial perspective in order to attract, retain, and inspire tomorrow’s top talent.

Join Janet Sun, vice president of product strategy of ConnectEDU, and Razor Suleman, Achievers’ founder and chief evangelist as they reveal the truths and myths about the future Millennial workforce.

Join this webcast to learn:

• How new talent is making career decisions and finding opportunities
• How to tailor your recruiting efforts to attract the best Millennial candidates
• What they expect from their managers and leaders
• How they like to be recognized and how often

Progressive organizations today are looking for every possible advantage to attract and retain the best candidates. These organizations are continuously searching for new ways to engage candidates earlier, communicate their compelling employment brand story, and enhance the candidate experience.

One of the reasons? Millennials are demanding more from organizations — they want 24/7 workplace flexibility and want an unprecedented level of transparency when it comes to understand company culture and career opportunities, before they apply for any jobs. This has now permeated all the other generations before them.

Using video for your talent acquisition process is no longer a ‘nice to have;’ it is expected. Today’s tech-savvy multi-generational candidates look for information via video, with 89 million Americans watching 1.2 billion online videos daily¹ with the added benefit of higher rates of engagement² and retention³.

In fact, incorporating video, peer-to-peer collaboration, personalization, and analytics all help dramatically improve recruiting. They enable a collaborative hiring process personalized for your candidates as well as recruiters and hiring managers. 

However, when many people hear “video” and “talent acquisition” they immediately think of video interviewing. Video-enabled talent acquisition is much more than this. Video in its many forms can be use to enhance the experience at every step of the recruiting process: discovery, screening, interviewing, and evaluation. They can also be used internally to educate recruiters and hiring managers alike on the best approaches to screen and select candidates.

Join us on May 28th to hear from Meghan Biro, CEO of TalentCulture Consulting Group, as she explores the advantages of video through multiple lenses like:

• The Candidate’s Perspective
• The Recruiter’s Perspective
• The Hiring Manager’s Perspective

¹ http://digiday.com/brands/celtra-15-must-know-stats-for-online-video/
² https://www.youtube.com/watch?v=COvrf6NoCog&feature=youtu.be
³ http://www.raleduc.com.br/wp-content/uploads/2012/07/12.pdf

Join us as we reveal the results from our latest Talent Pulse signature research. Topics include: social media, employment branding, and passive candidates. 

You will learn: 

• How organizations are using social media for recruiting passive and active candidates and their effectiveness in doing so
• Ways to promote and protect your employment brand
• The most effective methods for sourcing passive candidates

Talent Pulse from the Human Capital Institute (HCI) is a quarterly research e-book that explores the latest trends and challenges in managing talent. Talent Pulse is designed to provide practitioners and decision-makers with prescriptive methods to rehabilitate the health and wellness of human capital and empower employees and leaders to effectively address future challenges. Each quarter, a new report is released in conjunction with one of the four HCI disciplines.

The second installment of this Talent Pulse concerns important, timely topics in Talent Acquisition. We understand how organizations are utilizing social media for recruiting, developing their employment brand, and the prevalence of passive candidate recruiting.

Once a luxury strictly for executives, coaching is now being extended to all employees in the organization for developmental purposes. Coaching continues to become an increasingly popular focus in business settings, underscoring the importance of exploring how organizations are cultivating a coaching culture. This signature research, conducted in partnership between the Human Capital Institute and the International Coach Federation, examines the ways in which companies and leaders establish and support a strong coaching culture, and further identify the motivation, application and outcomes of coaching practices today. 

Join us in this research webcast as we reveal results from the study and take questions from the audience. Registrants will receive a copy of the final research report.