Webcast Highlights:

• The Search for an Alignment Leader: Characteristics of the best leaders
• How True Alignment Leads to Behavior Change: Connect best behaviors to desired change outcomes
• How to Transform Stumbling Blocks to Building Blocks: Turn pitfalls into strengths that drive change for the organization
• How to Map Change:  Predict how changes will affect an organization
• The Capabilities Needed for Change: How to make alignment last

Alignment leaders help organizations stay ahead of the game as today’s market gains speed and complexity. Successful alignment leaders drive organizations to support change, ensure business systems work together, build organizational capacity, and bring key benefits to your company.

However, what does it mean to be an effective alignment leader? What benefits can an organization expect? And, how do I become one?

Join us during this webcast and learn the answers to these questions and more as you explore alignment leadership and discover why this continues to be an essential role for true organization change.

Webcast Highlights:

• Key Performance Indicators for talent acquisition and recruitment marketing
• The metrics that truly determine your (and your team’s) success
• How to measure—all the way down the recruiting funnel

Is your recruiting strategy data-driven?

Like all data, the data you’re collecting on your talent attraction, engagement, and hiring processes is only as good as the questions you’re asking.

Join our panel of recruitment marketing and talent acquisition experts for a discussion on what recruiting leaders are measuring, as well as what they’re being measured on.

Webcast Highlights:

• Specific ways to shift performance discussions toward development and coaching
• Ways to encourage the career growth of your organization’s employees
• Best practices from companies which have embraced employee development as a talent and performance management priority

In Part 2 of this series, we discussed ways to increase engagement in your organization through learning strategies. Providing a variety of learning opportunities for employees is critical, as is having a clearly defined approach to talent development. In a recent survey by the Conference Education Board, 65% percent of millennials stated that the opportunity for personal development was the most influential factor in choosing their current job. As the shifting focus of performance management embraces a forward-looking approach, development opportunities for employees is taking center stage in those discussions.

In the final part of this series, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand will explore specific ways to shift performance discussions toward development, coaching and ways to encourage the career growth of your organization’s employees. Talent management professionals must be ready to have conversations that revolve around building skills and experience, career planning and helping team members network and succeed. Mr. Spake will share case studies and best practices from companies which have embraced employee development not as a trend, but as a talent and performance management priority.

Webcast Highlights: 

• Why people react to differently to different coaching styles 
• What’s at risk when you impose your preferred work style on others 
• Which tools can help “coach the coach” in difference situations

When it comes to coaching, one size definitely does not fit all. 

Chances are, the members of your team all have vastly different personalities and work styles. How do you know what will work and what won’t? 

Join us as talent experts Nila Sinha and Heather Zaherniak present a live scenario of coaching gone wrong, and show you how to improve these interactions by adapting your coaching style.

Webcast Highlights:

• How many candidates does it take to reach a hire?
• What are the most efficient sources of hire?
• How does time to hire vary by role?
• How does the recruiting process change as companies grow?

As you scale your small or midsize company, perhaps you haven’t yet considered how your recruiting strategy stacks up to the competition. But without insight into how other teams are performing, how can you know that your sourcing and interview tactics are truly top-notch?

In 2016, the team at Lever analyzed one year’s worth of data from over four million candidate considerations across 1,000 companies. Among many other key observations, they found that referrals only make up 16 percent of hires, while applicants represent half. Yet 1 in every 16 referred candidates make it to hired, making them almost ten times more efficient than candidates who apply.

Armed with fresh benchmarks like these, recruiters on teams ranging from 100 to 5000 can both refocus their efforts and streamline the processes that are already working. As in any discipline, when you know where you’re beating the average and where you’re trailing behind, you have the information you need to level up.

Setting and achieving goals are crucial skills for an HR professional.  Strong performance management goals allow both staff and the overall organization to achieve successful outcomes.  However, most people struggle to determine the true goal, let alone take the time to state the goal and how to set the plan.  One University of Scranton study found 92% of people that set New Year’s Goals never achieve them.  With the right goals in place, companies often see increases in both employee engagement and overall performance. 

Come with at least one personal or professional goal you want to implement successfully, and you will leave with a strategy in place to reach your goal. You will also have a template and plan for assisting others in your organization with their goal setting.

Benefits of the webcast will include:

• Writing a goal that is ready to go
• A plan to take immediate action on accomplishing your goal
• A plan to work through the obstacles that might prevent you from achieving the goal
• Learning the tools necessary to accomplish your goal
• Goal Planning Power Grid to share to help others achieve their goals
• Motivation to achieve the goal

Participants will leave with the knowledge and skills to set a goal and the tools to achieve it.

Webcast Highlights:

• Strategies for collecting, analyzing, and mobilizing predicitive analytics and people data
• Explore the potential for predictive analytics to address gaps, measure impact, and take your company’s talent acquisition to the next level.

Join Bill Craib, senior VP of enterprise learning at HCI and Chris Moore, founder and CEO of ZeroedIn, as they break down the most compelling trends and best practices from this year’s conference. Bill and Chris will discuss strategies for collecting, analyzing, and mobilizing predicitive analytics and people data across your organization to improve daily business decisions and outcomes. They’ll also explore the potential for predictive analytics to address gaps, measure impact, and take your company’s talent acquisition to the next level.
 

Webcast Highlights:

• Synergies between WilsonHCG’s 2017 Fortune 500 Top 100 Employment Brands Report and The Talent Board’s 2016 North American Candidate Experience Report
• How and why you should marry employer branding and candidate experience during the talent attraction phase
• Evolution and insights from prior year’s reports and what this means for talent acquisition moving forward
• How candidate expectations align with what organizations are delivering

Attracting and retaining strong talent often comes down to two key ingredients-a transparent employment brand and a positive candidate experience. Without tying both of these critical talent acquisition strategies to your bottom line, you run the risk of losing your candidates to competitors and negatively impacting growth.

In this interactive presentation, speaker Michael Levy will take you on a brief tour covering the history of employee recognition from its early days to the current dynamic formats. He will highlight what is required for successful recognition programs given today's multi-generational employee populations, focusing on how technology is impacting recognition program design and execution.

Michael will share key data points that can be used to help build a case for a Strategic, Values-Based recognition program and discuss how you can transition from older, legacy recognition/catalog programs to contemporary solutions that are often less expensive and substantially more impactful.

Attendees will learn:

• What defines success for a recognition program
• Which elements are included in the most successful programs
• How do you design programs for a multi-generational population 
• How to assess the economic costs and opportunities
• How to transition from legacy recognition programs to new and updated strategies

Webcast Highlights:

• Why surveys may not be the most effective starting point for improving employee engagement
• How to improve the delivery of insights so that leaders and managers can be proactive, rather than reactive
• How to promote action-taking for leaders and managers
• Real-world examples of improving engagement through higher quality conversations

Years of research have illuminated the connection between business outcomes and employee engagement. Ostensibly, highly engaged employees lead to higher commitment and productivity levels (among other positive benefits), which result in better business results. Yet, many organizations have not been able to master the art and science of measuring and improving employee engagement in a sustainable way. Despite incremental improvements in the way organizations capture employee feedback, leaders continue to rate engagement as a top priority, with fewer than one-half of organizations reporting readiness to tackle “the engagement challenge.”

In this webcast led by an expert in industrial-organizational psychology, learn how traditional survey methods are failing to sustainably improve employee engagement despite improvements that have made “continuous listening” a reality. Instead, organizations should go beyond more frequent surveying to focus on designing programs that promote meaningful conversations between managers and employees.