and exclusive gala dinners at the five star AB Skipper hotel.
The use of technology in HR management has grown considerably in recent years. Human resource Information Systems (HRIS) have developed from being largely used for administrative and data recording purposes to being applied in processes such as recruitment, workforce planning, flexible benefits, absence management, learning, development and employee engagement.
This highly focused summit will not only explore the hottest industry topics but also allow participates to enjoy the benefits of five star hospitality and entertainment in the beautiful City of Barcelona.
Speaker Companies: HSBC, Novartis AG, Cargill, BT, Whirlpool Europe, UCB Group, Bertelsmann AG and Medtronic.
To find out more please use this link: http://www.hrtechnologysummit.com/?utm_source=recruitingblogs&utm_medium=blog&utm_campaign=hrtech
T: +34 934 524 276
Jacob Fleming Apex provides top of the line Summits crafted to provide a dynamic and responsive platform for knowledge share, strategy development and refinement of solutions to business challenges…
aracteristics of a successful Researcher
* Critical responsibilities of a fully trained Researcher
* Why this has been hailed as the most comprehensive, effective Researcher training ever created
* How a researcher can apply all that is learned in this ECourse immediately
* The extensive skills and techniques and processes delivered
* How to become extremely competitive in this War for Talent
The seats in this class fill up fast. Find the passive and inactive candidates your clients demand in a proven system of researcher support. Doug reveals the insights essential to researcher implementation. This five week course is the only program available anywhere delivering total tactical and technical researcher training.
No call is necessary for those with a USB headset microphone and broadband access. International participants can stream this class anytime immediately after the live session.
Title: Researcher ECourse Training Introductory Webinar
Date: Wednesday, September 17, 2008
Time: 1:00 PM - 1:45 PM EDT / 10:00 AM PDT
The entire session will be aired anytime after 10:00 AM on Sep. 18, 2007 (Sydney Time)</</b>u>
Required: Windows® 2000, XP Home, XP Pro, 2003 Server, Vista
Required: Mac OS® X 10.4 (Tiger®) or newer
Space is limited. Reserve your no-cost Webinar seat now at:
(click link below or cut and paste to your browser) https://www2.gotomeeting.com/register/263768866
OR you can register by clicking here:
SIGN ME UP!
REGISTRATION IS REQUIRED IN ADVANCE OF THE SESSION TO ENSURE YOUR SEAT!…
e winter storms to pass. Despite the current economic downturn, hiring managers are still looking for top performers to fill critical positions. Unfortunately these same top performers are hibernating, and waking them up before they're ready takes skill, daring and the insight of a psychologist. During this action-packed webinar, recruiting guru Lou Adler will show you how to coax these hungry bears out of the cave while keeping the desperate wolves at bay.
Here are some of the highlights of this timely webinar, filled with some of Lou's best recruiting tips.
* The three drivers that affect how top candidates make long term career decisions
* How to get hiring managers to enter the cave first (or how to push on a rope)
* The importance of flexible sourcing programs that meet changing economic conditions
* How to handle the "I'm not interested" growl…
penditures, curbing growth projects and restricting travel. All too often such efforts spell temporary death for college recruiting programs, particularly those traditional programs that rely heavily on a physical presence on campus. Following 9/11 many companies ceased college recruiting, an action that created huge gaps in their succession plans for entry level management roles 5-7 years later, gaps that many organizations are still struggling to fill. Succession gaps are just one of the many disastrous outcomes that can materialize when organizations curtail college hiring, others include lack of access to emerging skills sets, loss of employment brand strength, and diminished product brand strength.
2009 doesn't have to be 2002 all over again and many early research studies show that it will not be. A December 2008 research study conducted by Duke University and CFO Magazine found that this time around a majority of CFO's were not planning massive cuts to their organizations recruiting capability/capacity, and that despite cost containment efforts recruiting for key roles should continue. That's a radical change compared to what happened in 2001 when throngs of recruiters were the first to get pick slips, and speaks to the visibility of talent issues in the C-Suite today. Another recent study on recruiting trends conducted by Michigan State University shows that total college hiring in 2009 is anticipated to only drop 10% compared to 2008 levels. While this early research points to a future not nearly as bleak as that encountered in 2002, college recruiting programs will need to cut their budgets, embrace innovation, and find ways to reach the very best without necessarily stepping foot on campus.
During this interactive webinar with Dr. John Sullivan you will learn about:
* Estimating the financial impact of past college recruiting efforts
* Making the business case for college recruiting in 2009
* Innovative best practices to reach the very best students via:
- On-Campus Ambassadors
- The Internet
- Non-Campus Events
- Employment Branding
Every participant should walk away with at least five low cost / no cost things you can do to improve your access to top college talent while slashing college recruiting expense.…
ey demand work/life balance and they will gladly jump to the next job if you don't accommodate them. But there is an answer. Companies like Google and Deloitte have become Gen Y magnets; learn how your company can become one too.
You'll leave this webinar with:
1. Systemic communication changes you can implement tomorrow
2.Ways to use social media to leverage your corporate objectives
3.Ways to make meetings actually matter - for everybody
Join us to find out how to become the kind of company that Gen Y's flock to work for.…
t will add value and provide a significant ROI for their organization?
The learning outcomes of this session are to understand and define what green means to HR and how to plan, organize, and execute in this area. By deploying a three step process around sustainable HR practices attendees will be able to implement solutions immediately.
Sustainability is here to stay! Increase your ROI by implementing this three step process:
Evaluate: Research plans for sustainability and correlate them to your organization's Vision, Mission, Values.
Eliminate: Deploy business process re-engineering steps to reduce your organization's footprint. Use metrics to track ROI.
Illuminate: Create green messaging for your employment brand to attract, retain and repel the right candidates for better cultural fit. Build authentic and congruent employment branding message to leverage these practices.…