ComplianceOnline

Compliant and Effective Recruiting Including Compliance Challenges with Passive Candidates (NJ, PA, DE and NY State Regulations)

Instructor: Deborah E Watson
Product ID: 703693
  • Duration: 90 Min

recorded version

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Training CD

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This course will highlight the key components of an effective and compliant recruiting process and discuss federal and state regulations that impact recruiting. The webinar instructor, a senior human resource executive and business strategist, will also analyze the challenges in passive candidate recruiting.

Course "Compliant and Effective Recruiting Including Compliance Challenges with Passive Candidates (NJ, PA, DE and NY State Regulations)" has been pre-approved by HRCI as eligible for 1.5 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Posting a job, reviewing candidates and moving them through the hiring process are the standard approach to recruiting.

  • How effective is this process in bringing the right talent into your firm?
  • How can you improve the effectiveness and compliance of a recruiting process?
  • For top management positions, firms often recruit via executive referral, cold calling and networking or use external recruiting firms. These candidates do not apply for a position in the traditional sense, so how do you manage this passive candidate recruiting to stay compliant?

This webinar will address these key areas of concern and more in discussing compliant and effective recruiting procedures and those involving passive candidates. Other compliance and regulatory discussions will include:

  • Key components of an effective and compliant recruiting process
  • Federal and state regulations that impact recruiting and how to stay compliant
  • Challenges of passive candidate recruiting and how to stay compliant

Areas Covered in the Webinar:

  1. Don’t Start Recruiting - Think About the Talent Needs in the Department
    1. Whether a call center representative or a senior level manager, a few minutes thinking about the needs of the role will pay long term dividends
  2. Building an Effective and Compliant Search Strategy
    1. Balancing needs of business with federal and state compliance requirements
  3. Structuring an Effective and Compliant Interview Process
    1. Structure will increase selection effectiveness and make your firm more compliant
  4. To Test or Not to Test
    1. Purpose of testing in an interview process
    2. Risk/reward of personality tests
  5. Key Federal Regulations
  6. Key NJ, PA, DE and NY State Regulations
  7. Compliance Challenges of Passive Candidate Recruiting
    1. Definition of a passive candidate
    2. Why are they an important part of a search strategy?
    3. Where are your risks with these candidates?
  8. Summary - Balancing an Effective Recruiting Process with Compliance Requirements

Who Will Benefit:

  • HR directors and HR recruiters tasked with designing and managing the recruiting process
  • Recruiters who want a deeper understanding of the key regulations impacting recruiting
  • HR directors and recruiters whose firms engage in passive candidate recruiting to fill key roles
  • Business owners and line managers who recruit and need to stay compliant with federal and state regulations

Instructor Profile:

Deborah Watson is a senior human resource executive and business strategist with over 20 years’ experience in management. Ms. Watson’s areas of expertise include organizational transition strategy and execution, talent assessment and management, leadership development and succession planning, risk management and employee relations, training, facilitation and employee engagement. Her firm, Watson Consulting, has focused on guiding and supporting organizations through transitions and reorganization as well.

Ms. Watson spent ten years at Commerce Insurance Services which then transitioned to Conner Strong & Buckelew, a privately-held insurance and risk management brokerage firm. While at Commerce, she built a full-service HR department from the ground up, and supported the organization through four acquisitions and unprecedented growth. Once restructuring was complete, she introduced a talent assessment, development and management process to drive the organization forward by aligning its human capital with the strategic growth plans of the business.

Ms. Watson’s talents also translate well overseas. She spent 16 months on a project for TravelClick to provide senior level HR support and management to the international division while supporting and executing the integration of an American business culture into a highly diverse, international division comprised of Europe, Asia, the Middle East and Pacific Rim.

Union environments and the maintenance of non-union workforces within those environments are also part of Ms. Watson’s skill set. After graduating college, she spent ten years at United Parcel Service (UPS) in various management roles where her notable experience includes efficiently executing the closure of a non-union office which impacted over 200 employees, within the strict timeline and without any unionization attempts.

Topic Background:

Finding and hiring the right talent is critical to any businesses’ success. But so is staying compliant with both federal and state regulations during a recruiting process. Sometimes the sales-oriented methodology of recruiting may seem at cross-purposes with the compliance regulations. Finding the balance between effective recruiting and meeting compliance needs to find the right talent and minimize risk is critical for long-term firm success. Sometimes key management and sales roles are filled through networking and cold calling (passive candidate recruiting) which may create some additional compliance challenges.

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