COURSE DESCRIPTION: One thing the Great Recession taught us is that when you’re running lean and mean, you need high-capacity people who are deeply committed to your company’s goals and values.
Sounds like a winning formula for good times as well as bad, doesn’t it?
If you haven’t already started recruiting for 2010 and beyond, you soon will as your markets recover and pent-up demand starts putting strain on your workforce. So get it right this time. Ensure that in your next round of hires you:
- Smoke out imposters and wanna-be’s – those slick candidates who write great resumes and interview well but won’t perform in the job
- Avoid the #1 interviewing trap – allowing your judgment to be clouded by your sense of urgency to make a hire
- Hire candidates whose values fit the company culture
- Orient new hires effectively with a well-thought-out onboarding program that gets people up to speed quickly and vastly increases retention
- Avoid the many legal landmines in the recruiting process.
Normally you’d have to incur travel expenses and be away from the office for multiple days to get in-depth training on recruiting. But consider this practical, affordable alternative: We call it a “Virtual Conference.” From your office you’ll hear experts deliver four 60-minute Webinars on best practices in key areas of recruiting. The sessions include:
- How to Cut Through Resume and Interview Hype – and Prevent Hiring Disasters
- Attracting Top Talent Using Traditional and New Social Media Tools
- Onboarding: A Four-Step Process to Ensure That New Hires Succeed in Their First 90 Days
- Legally Sound Recruiting Practices: What You Can Say, Do, and Ask - and What You Can't
That covers recruiting from soup to nuts: Recruit effectively and identify candidates who don’t necessarily respond to traditional ads – and today that means knowing about social media. Define the job correctly so you know exactly what skills and aptitudes you need. Conduct interviews that probe deeply and smoke out candidates whose skills and/or values don’t match your company’s. Bring people into your work culture the right way – which means creating an effective “onboarding” program that maximizes the chances the person will succeed long-term at your company. And finally, know the law and sidestep the legal pitfalls in the recruiting process.
Here is an in-depth description of each 60-minute program:
SESSION 1:
How to Cut Through Resume and Interview Hype – and Prevent Hiring Disasters
TIME: 12:00 p.m. EST
DURATION: 60 Minutes
COURSE DESCRIPTION: Hiring the wrong person is a disaster. First you incur recruiting, benefits, training and salary costs with zero return on investment. Second, you pay an opportunity cost: How much value could the RIGHT person have delivered? A lot. But you never see a nickel of it.
Smart companies have no tolerance for recruiting slip-ups because bad hires hurt morale, decrease productivity and sap confidence in management. Bad hires, frankly, kill a hiring manager’s reputation.
How confident are you that the next person you hire for a key job will be a winner? How confident are you that you can smoke out slick job candidates who misrepresent themselves or genuinely believe they can do a job they can’t? How confident are you that you actually have a method for interviewing job candidates so you end up with the “right” person?
If you have any doubts, this conference is for you. It will give HR executives and line managers the tools they need to cut through resume and interview hype and determine whether a candidate is actually right for the job. Participants will learn:
- How to tell the difference between someone who interviews well vs. someone who’ll perform well on the job
- The importance of determining in advance what you REALLY need from a candidate
- Powerful interview questions that force authentic answers and uncover the truth about a candidate
- How to stay objective and not get “snowed”
- A proven agenda to follow during the interview that keeps you in control
- How to “read” what interviewees say and assess whether they possess the most important qualities you need (which are the hardest to determine)
- What resumes don’t tell you that you must find out
- The most common mistakes that lead to bad hires, including:
- Asking questions that don’t require truthful, revealing answers and that give interviewees a free ride
- Asking questions that forecast the answers we want
- Feeling desperate to fill a job and persuading ourselves that a candidate is “the one” despite obvious clues that they’re all wrong for the job
ABOUT THE SPEAKER: Amy Henderson is CEO of Henderson Training, Inc., in Santa Clarita, CA. Since 1991 she has logged in thousands of classroom hours training employees and managers nationwide in a wide variety of industries including banking, insurance, construction, hospitality, retail, high tech and the military.
SESSION 2:
Attracting Top Talent Using Traditional and New Social Media Tools
TIME: 1:00 p.m. EST
DURATION: 60 Minutes
COURSE DESCRIPTION: The economy is improving, your company is back on track and you’re at least thinking about recruiting again. If you post ads in Monster and CareerBuilder you probably think you’re using state-of-the-art online tools. But guess what? You’re not. Today, the cutting edge of recruiting is social media, particularly the Big 4 – Facebook, Youtube, Twitter and Linkedin. And it’s changing so fast you could blink and miss out on a key trend.
If you’re serious about finding the best talent, and if you’re not up to speed on how social media can be used as a recruiting tool, this course is a must. We’ve asked one of our top-rated speakers, Valerie Grubb, to help you navigate the complex world of Web 2.0 and show you how traditional recruiting methods are being used in nontraditional ways in social networking sites, virtual job fairs and contextual ad placement.
You will learn:
- How traditional job search engines like Monster.com and Careerbuilder.com are continually evolving to stay current and help jobseekers and employers connect
- Why using social media is critical in today’s environment, even if you’re not presently recruiting talent
- How to use blogs and podcasts to attract attention and dialogue with the most qualified candidates
- Examples of how cutting-edge companies have found job candidates by using Facebook, Twitter, LinkedIn and YouTube.
- What other options exist beyond the Big 4 social networking sites and what’s next on the horizon.
Break:
TIME: 2:00 p.m. EST - 2:05 p.m. EST
DURATION: 5 Minutes
SESSION 3:
On-Boarding: A Four-Step Process to Ensure that New Hires Succeed in their First 90 Days
TIME: 2:05 p.m. EST
DURATION: 60 Minutes
COURSE DESCRIPTION: A recent B21 survey of HR execs showed that 80% of companies do either a poor or mediocre job of acclimating new employees. That means that many of us are spending huge amounts of money on advertising, search fees, testing, background checks and pre-employment interviews to find the “perfect” candidate – then throwing it all away by mishandling the candidate’s transition into the organization.
This process, now commonly called “on-boarding,” is widely misunderstood and vastly underutilized. Why? Because it’s easy to underestimate just how difficult it is for new employees to adapt to a new job and a new culture and it takes a long time for them to contribute..
When companies take a “Let ‘em sink or swim” attitude, the failure rate is extremely high, particularly for higher-level employees – and the monetary price tag – one to four times the person’s salary – is only part of the cost you pay. Failed hires hurt morale. They increase workload. They create stress. And, frankly, repeated miscues make your management team appear incompetent.
The good news is that you can dramatically improve your success rate and avoid the staggering cost of failed hires if you implement a systematic “on-boarding” process at your company. This conference will tell you how to do it.
Participants will learn:
- A step by step on-boarding process covering the first 90 days
- Why typical “Employee Orientation” programs don’t cut it in today’s marketplace
- The “Five Myths” of rapid assimilation
- How to design a new employee experience that captures both the Head (Rational/Cultural) and the Heart (Emotional/Relational) of the new employee
- Why giving new employees a “fast start” is more important than ever today
- How to make the business case for on-boarding to senior management
- Why studies show that effective on-boarding has four times more power than compensation in winning discretionary effort from new hires
- Why on-boarding can’t be accomplished by the hiring manager alone
- The importance of establishing metrics and how to measure and communicate your success in financial terms
ABOUT THE SPEAKER: B. Lynn Ware, Ph.D., is President and CEO of Integral Talent Systems Inc., based in Palo Alto, CA. Dr. Ware is an Industrial/Organizational Psychologist who has practiced for over twenty five years in the corporate education and organization development field, with a strong focus on how to increase employee productivity for the benefit of achieving strategic execution. Dr. Ware has experience consulting in the consumer products, financial services, health care, high tech, manufacturing and retail industries. Dr. Ware is frequently quoted on trends in employee retention and other talent management strategies in numerous publications such as the Associated Press, San Francisco Chronicle, Network World, and ComputerWorld magazine, and has recently been featured several times on CNN as a national employee retention expert.
SESSION 4:
Legally Sound Recruiting Practices: What You Can Say, Do, and Ask - and What You Can't
TIME: 3:05 p.m. EST
DURATION: 60 Minutes
COURSE DESCRIPTION: Hiring is fraught with pitfalls. At times, the more you and your company’s managers scrutinize job candidates, the more you increase your legal risk. Probing questions. Job applications. Background, credit and reference checks. Drug testing. All these measures can expose you to legal action. The availability of Social Media tools adds new legal risks to a process that is already filled to the brim with possible hazards.
Of course, balanced against these legal risks is the legitimate need for sound recruiting practices that help you assess skills and, ultimately, hire the right person. In this conference we will show HR executives and managers best practices on how to have it both ways –- maintain your rigorous recruiting standards while reducing the risk of lawsuits.
Our speaker, employment law attorney Linda Hollinshead of Duane Morris, LLP, will explore the seven key areas of vulnerability:
- Job Specification and Interview Selection: What should job posting include? Who do you interview?
- Employment applications: How to design them so they capture critical information without violating the law.
- Questioning candidates: What questions can you and your managers ask during job interviews? What questions should you avoid?
- Reference checks, Criminal Checks and Credit Checks: How many do you need?
- How can you get useful information while complying with the Fair Credit Reporting Act?
- How can you get around neutral references?
- What risks and rewards can Social Media Tools bring to the table?
- What else can and should you check and consider?
- Drug testing and Other Testing: Should you do it and when?
- Decision Making Process: What can be considered? What may not be considered?
- Documentation: What documents will save the day if a job candidate who is not hired accuses your company of age, gender, race or any other type of discrimination?
ABOUT THE SPEAKER: Linda Hollinshead, Esq., is an employment law attorney at Duane Morris, LLP. She trains and counsels employees on FMLA compliance, medical and religious accommodations, leaves of absence policies, harassment and discrimination prevention, responding to harassment and discrimination claims, business diversity, termination of employees, hiring practices, performance appraisals and performance management. She also conducts employee complaint investigations and assists clients in drafting employee policies and handbooks, confidentiality and non-compete agreements, employment agreements, termination and severance agreements as well as independent contractor agreements.
 HRCI CERTIFICATION: This program has been approved for 4.0 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage.
 MONEY-BACK GUARANTEE: We're so confident you'll get what you want out of this conference that we'll refund your full fee if you’re not satisfied. It's risk-free.
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