The continuous evolution of technology is changing the way we conduct business. New skills and roles are being introduced into the workforce at a record pace. This means that recruiters are tasked with finding and screening candidates that fit both the current and future needs of the organization, while also considering organizational fit. So how can recruiters continue to thrive in an era of constant change?
This session will provide attendees:
An understanding of how technology is impacting candidates’ expectations of the hiring process
How organizations can identify top talent with advanced, predictive selection assessments
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
Is this what the future of high-volume recruitment will look like? We hope so!
Let's take a look at how AI can save high-volume recruitment.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
In 7 steps we take a look at the impact of AI technology on recruitment.
Step 1: Your job posting receives receives hundreds of resumes which get collected by your ATS. On average, 75% of the candidates are unqualified.
Step 2: AI recruitment in the form of automated resume screening technology instantly grades and shortlists the qualified 25% of candidates for you.
Step 3: With a click of a button, you can set up interviews with qualified candidates using an auto-dialer, auto-texter, or auto-emailer.
Step 4: AI recruitment in the form of a chatbot can help you engage with candidates by answering their questions about the job and providing them with feedback about their applications.
Step 5: AI recruitment in the form of video interview technology uses algorithms to analyze candidates’ emotions, word choices, and personality traits to help you assess whether they’d be a good fit for the job.
Step 6: You can interview candidates online in real time or watch pre-recorded interviews on your own time. With a click of a button, you can invite candidates to an in-person interview or hire them based on their video interview.
Step 7: By automating or streamlining parts of your recruiting workflow, AI recruitment allows you to spend more of your valuable time engaging with candidates and partnering with hiring managers to make better hires, faster.
Will recruiters be replaced by AI? Will recruiters be eventually replaced by AI?
This presentation explores AI trends in recruitment and how
AI can be leveraged to support humans by automating;
- Sourcing
- Screening
- Matching
- and assessing candidates
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
Today, During a Management Development Program at Radisson Hotel, Noida.
Participant from PSUs like NTPC, GAIL and HR Personnel from Corporate with more than 20 years of experience.
A grand Teaching Learning Experience
Is this what the future of high-volume recruitment will look like? We hope so!
Let's take a look at how AI can save high-volume recruitment.
AI for recruiting is the application of artificially intelligent abilities such as learning or problem-solving designed to automate some part of the recruiting workflow.
In 7 steps we take a look at the impact of AI technology on recruitment.
Step 1: Your job posting receives receives hundreds of resumes which get collected by your ATS. On average, 75% of the candidates are unqualified.
Step 2: AI recruitment in the form of automated resume screening technology instantly grades and shortlists the qualified 25% of candidates for you.
Step 3: With a click of a button, you can set up interviews with qualified candidates using an auto-dialer, auto-texter, or auto-emailer.
Step 4: AI recruitment in the form of a chatbot can help you engage with candidates by answering their questions about the job and providing them with feedback about their applications.
Step 5: AI recruitment in the form of video interview technology uses algorithms to analyze candidates’ emotions, word choices, and personality traits to help you assess whether they’d be a good fit for the job.
Step 6: You can interview candidates online in real time or watch pre-recorded interviews on your own time. With a click of a button, you can invite candidates to an in-person interview or hire them based on their video interview.
Step 7: By automating or streamlining parts of your recruiting workflow, AI recruitment allows you to spend more of your valuable time engaging with candidates and partnering with hiring managers to make better hires, faster.
Will recruiters be replaced by AI? Will recruiters be eventually replaced by AI?
This presentation explores AI trends in recruitment and how
AI can be leveraged to support humans by automating;
- Sourcing
- Screening
- Matching
- and assessing candidates
Artificial Intelligence: threat or opportunity for HR? Tom Haak
At HR Innovation Day 2017, in Leipzig, Tom Haak of the HR Trend Institute, gave a presentation on HR and Artificial Intelligence. These are the slides he used.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
My talk on AI for Human Resource Management at the Faculty Development Programme conducted by Department of Management Studies MVGR College of Engineering
Now a days every organization has HR Software but some of those don't know how AI will help to Human resource tasks.
You are may be already aware about what is AI but here we have explained about how Artificial Intelligence help to HR (Human resource) to make simplify task.
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
AI in Recruiting: The Good, the Bad, and the UglyDaniel Mühlbauer
What is the role of artificial intelligence in recruiting? This talk gives an overview about recruiting tech. It also cited studies on AI acceptance and shows potential use cases of intelligent technology in talent acquisition. Finally, I classify them into the good, the bad, and the ugly.
Get inspired!
Happy to connect: https://www.linkedin.com/in/futureofhr/
AI Recruitment - How Businesses Are Winning the Race for the TalentSkyl.ai
About the webinar
Have you ever faced this situation wherein your recruitment team didn’t get enough time to build a stellar candidate experience and faced a hard time sifting through thousands of resumes and scheduling calls?
According to a survey by HR.com, in today's time one in ten recruiters use AI and nearly half expect to adopt it in their recruitment process within the next 5 years to keep up with changing market pace.
Over the course of 45 minutes, you will gain insights into how AI is changing recruitment and giving companies a competitive edge.
What you'll learn:
- How organizations are leveraging AI to accelerate the search for top talent
- Live Demo of smart resume search using Natural language processing
- Best practice to automate machine learning models in hours not months
To explore more, visit: https://skyl.ai/form?p=start-trial
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Our HR Tech Trends 2023 report in which we analyze the main trends that are defining the sector, challenges of the HR departments, the new relation with candidates/ workers, new technologies that are disrupting and market opportunities.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
This presentation discusses:
1. Background on Artificial Intelligence (AI)
2. How is reshaping Human Resources practices and processes, with emphasis on talent acquisition and learning & development.
3. New skills that HR professionals need in this new ERA
My talk on AI for Human Resource Management at the Faculty Development Programme conducted by Department of Management Studies MVGR College of Engineering
Now a days every organization has HR Software but some of those don't know how AI will help to Human resource tasks.
You are may be already aware about what is AI but here we have explained about how Artificial Intelligence help to HR (Human resource) to make simplify task.
In 2019, Workology distributed an “HR Artificial Intelligence (AI) Readiness” survey to its global subscriber list of over 100,000 HR practitioners. This survey captured HR feedback to determine the implications and understanding of AI, how HR can leverage same and what implementation strategies HR professionals use to deploy AI. The results of the AI HR Readiness survey will be used to provide data points in this broader discussion of AI on 15 May 2019.
This presentation, which is accredited for both HRCI and SHRM CEUs, will:
Highlight the history of Technology in HR, showing software and tools to help HR move the needle from being tactical and administrative to more strategic partnering
summarize advances in technologies and related tools supporting AI for HR address macro economic changes in the workforce (demographics, remote workers, gig economy, low unemployment, etc.) that now provide HR an opportunity to use AI
summarize some use cases of AI in HR today with potential implications review steps to begin an AI strategy in your organization
AI in Recruiting: The Good, the Bad, and the UglyDaniel Mühlbauer
What is the role of artificial intelligence in recruiting? This talk gives an overview about recruiting tech. It also cited studies on AI acceptance and shows potential use cases of intelligent technology in talent acquisition. Finally, I classify them into the good, the bad, and the ugly.
Get inspired!
Happy to connect: https://www.linkedin.com/in/futureofhr/
AI Recruitment - How Businesses Are Winning the Race for the TalentSkyl.ai
About the webinar
Have you ever faced this situation wherein your recruitment team didn’t get enough time to build a stellar candidate experience and faced a hard time sifting through thousands of resumes and scheduling calls?
According to a survey by HR.com, in today's time one in ten recruiters use AI and nearly half expect to adopt it in their recruitment process within the next 5 years to keep up with changing market pace.
Over the course of 45 minutes, you will gain insights into how AI is changing recruitment and giving companies a competitive edge.
What you'll learn:
- How organizations are leveraging AI to accelerate the search for top talent
- Live Demo of smart resume search using Natural language processing
- Best practice to automate machine learning models in hours not months
To explore more, visit: https://skyl.ai/form?p=start-trial
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
Our HR Tech Trends 2023 report in which we analyze the main trends that are defining the sector, challenges of the HR departments, the new relation with candidates/ workers, new technologies that are disrupting and market opportunities.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
With the increasing access to big data, organizations are finding new ways to utilize this information within their talent acquisition strategy. During this Spotlight Webinar, we’ll focus on HR analytics and how organizations are leveraging this data to strengthen their recruiting strategies when identifying talent.
During this spotlight webinar, learners will:
Identify how analytics play a role in forecasting the time required to identify and hire candidates
Determine how to leverage analytics to strengthen recruiting strategy
Learn how vendor partnerships can provide HR analytics that support workforce planning.
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITYHuman Capital Media
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
Tips For Developing A Successful Remote Interview ProcessAbishAlathukattil
After 2020, the global workforce shifted from prioritizing traditional interview practices to conducting remote interviews. And we all are aware that an in-person interview is vastly different from conducting interviews via Google meet or telephone. Therefore, when hiring a remote worker for a remote position, hiring managers and recruiters want to ensure that the recruitment process is as effective as possible and the company is hiring the best talent for themselves. Let’s take a look at some tips for developing a successful remote interview process that will get the best candidates for your company.
Will the Day Ever Come When Your Recruitment Process Is 100% Delivered Online?The HR Observer
There is little doubt that technologies such as the internet, web cameras, applicant tracking systems and online assessment platforms have revolutionised the way people are sourced and selected for roles and there is little doubt that this will continue. Will there be a day when the first time you see a new employee will be on their first day in a new role? In this exciting session, cut-e who have 200 psychology, technical and business process staff across 28 countries assessing over 12 million candidates per annum will explore this question with you and re-imagine how recruitment will be delivered in the future.
David Barrett, Managing Director, cut-e
So John Cotton, CH2M, schooled us on SEO, strategy and technology at SmashFly Transform. John deep dives into search, career site optimization, job descriptions and more to prove that strategy needs to be backed by technology for recruitment marketing success.
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
According to Bersin by Deloitte’s HR Technology Disruptions for 2018 report: people analytics is now “a must-have domain within HR.”
The global economic recovery, compounded by demographic shifts, has moved power from employers to employees, turning talent into a seller’s market. As a result, the workforce is increasingly a core strategic consideration and top concern of the C-suite. Yet the most commonly monitored talent metrics do very little to deliver true insight into the workforce and its impact on the business–and Talent Management’s readiness to report more than basic metrics remains a serious issue.
Talent Management needs to graduate from metrics to people analytics–from information that only guides tactics to insights that drive strategy–and discover the important connections and patterns in their data that enable better workforce decisions. Join expert Dave Weisbeck as he discusses how Talent Management can use people analytics to achieve strategic excellence and play a more critical role in driving business performance than ever before.
In this informative webinar, Dave will show you how to transform your Talent Management, ramping up from basic operational reporting to strategic people analytics and workforce planning.
Topics will include:
Global and technological trends shaping the Datafication of Talent Management
How Talent Management can move up the people analytics maturity curve
What impact the advent of the people strategy platform plays in analytics maturity
Practical examples of how to graduate from metrics to people analytics in:
Recruiting Effectiveness
Performance Management
Talent Retention
Comp & Benefits
Workforce Costs
Common pitfalls to avoid with people analytics
Register for this engaging webinar to learn the ins and outs of the datafication of Talent Management and what impact it has your organization.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
BEYOND THE TREND REPORTS: 5 BEST PRACTICES FOR ENGAGING EMPLOYEES IN 2019Human Capital Media
Each year, new trend reports from analysts and research firms showcase ideas that promise to shake up the HR industry.
This year, get in front of the trends. Get the future-proof, actionable advice you can use to turn emerging trends into positive business outcomes. Listen as these employee experience experts guide you through five best practices you can use to engage your employees in 2019.
Key takeaways:
See five emerging trends that are transforming HR strategies behind recruiting, performance management, and other imperatives
Best practices you can put in place to benefit from trends like continuous listening, employee experience roles, machine learning, and more
Forward-looking insights from interviews with industry influencers and market research
Future of work, Role of Technology and Impact on the HR profession (al) 2020MP Sriram
The one hour session focusses on 3 sub themes
The significant trends that are emerging around work and organising
The impact on the HR profession and HR professionals including their roles and skills
Emerging trends in HR technology and Digitalisation in HR
Similar to HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENT (20)
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
HOW AI IS CHANGING THE WAY YOU RECRUIT AND HIRE TOP TALENT
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Frequently Asked Questions
5. How AI is Changing the Way You
Recruit and Hire Top Talent
+
7. 7
Top CEO concern for the past two years has been
“ the rapid pace of technological change.”
Fortune 500 CEO poll:
8. Mechanization
Water power
Steam power
1 2 3
Mass production
Assembly line
Electricity
Computer
Automation
Networks
4
Digital
Machine learning
Artificial intelligence
The next industrial revolution has arrived
8Source: World Economic Forum
9. 9
Technology is killing off traditional corporations
[VALUE]
YRS
[VALUE]
YRS
1958 2012
The average lifespan
of companies is now
less than 20 years
Source: Innosight
10. Skilled Trades
electricians, welders,
mechanics
Sales
Representatives
B2B, B2C, contact center
Engineers
chemical, electrical,
civil, mechanical
Drivers
truck, delivery,
construction, mass transit
Technicians
quality controllers,
technical staff
IT
cybersecurity experts,
network administrators,
technical support
Accounting &
Finance
certified accountants,
auditors, financial analysts
Professionals
project managers,
lawyers, researchers
Office Support
administrative assistants,
PAs, receptionists
Manufacturing
Production and
machine operators
Every Industry & Role
are Impacted
11. • Digital natives vs. digital immigrants
• Freelancers, contractors, seasonal retirees
• Realities of second, third, fourth “careers”
• Mobile
• Social
• Video
Work has changed
• New types of jobs created, others disappear
• Gig economy influences who does what
• Search for purpose and meaning of work
• Social responsibility of organizations matters
• Work, family, life balance takes new meaning
Who
What
Why
How
13. 13
"AI will enable companies to stay competitive, HR leaders
to be more strategic and employees to be more
productive at work…”
Dan Schawbel, 2018, Research Director at Future Workplace, Author: Back to Human
"At some stage…we should have to expect
the machines to take control."
Alan Turing, 1951, mathematician and cryptographer
14. AI Innovation across the HR domain
14
Talent Acquisition
source – attract - retain
Talent Development
listen – assess - develop
HR Operations
manage – inspire - engage
? +
Watson
Recruitment
Personalized
Learning
ACE
Feedback
Applications
Watson Cognitive
Content Collator
Robotics
Process
Automation
Watson-
powered HCM Cognipay
Watson
Candidate
Assistant
Onboarding
Assistant
Watson Career
Coach
Employee
Chatbots
Watson Virtual
Agent for HR
Cognitive
Agent Assist
MyBenefits
Mentor
16. Poll Question
To what degree have AI and intelligent technologies been
adopted and currently used within your organization?
• AI is widely used in various areas and functions of our organization
• AI has already been adopted in critical areas of our organization
• AI is being implemented but not yet in use for some areas of our organization
• AI is being considered but not yet in use in our organization
• AI is not even being considered yet
16
17. 17
“We are moving away from a world where candidates seek a
job to one where the job finds the candidate…. Machine
learning and matching-algorithm intelligence is turning the
process upside down.”
Steve Goodman, CEO, Restless Bandit
18. Captivating the modern, savvy candidate
Organizations are attracting and engaging candidates in new ways
Ø Organizations must reach passive and semi-
active candidates to fill the gap in skills
availability and decrease time to hire
Ø Programmatic job ad technology can
deliver your job posting to the right audience
at right time
Ø Your career site is still a critical tool – analytics
insights should drive your recruiting strategy
Ø Cookies to track ‘ideal’ candidate data, and
DMP can be used to identify patterns &
define a target audience of ‘best fit’
candidates
19. Captivating the modern, savvy candidate
Organizations are attracting and engaging candidates in new ways
Ø Candidates want efficiency but not an
impersonal process
Ø Personalized, intelligent interactions with
candidates can be achieved through
creation of personas and unique EVPs
Ø Chat-bots can quickly answer foundational,
exploratory questions – every day, all day
Ø Prospective applicants receive immediate
and personalized information allowing them
to make more informed decisions
Companies with extensive
automated screening questions are
losing
89%
of their potential applicants
20. Captivating the modern, savvy candidate
Candidates seek and expect a personalized, transparent, fair experience
Ø Matching techniques, automated
processes and/or chat-bots can be used
to probe for and complete missing
information on applications
Ø Matching technology can recommend
other jobs for the candidate they have
not considered
Ø Recruiters benefit by receiving more
accurate and complete applications,
and a higher likelihood that candidate is
a good fit for the role
21. Streamlined candidate screening gains efficiencies
Recruiters can’t afford to slow down the process
Ø The volume of candidates and amount
of data captured about them has
made screening more challenging than
ever
Ø Recruiters need to quickly identify
qualified candidates and connect with
them in meaningful ways
Ø Candidates are expecting a transparent
process where their application is acted
upon in a personal way by the employer
22. 22
47%
Agree it is easier for an
employee to find a
job outside an
organization than
inside it.
86%
Agree that it is faster
from within the
organization.
60%
Agree that employees
promoted from within
perform better.
Your employees are candidates too
23. Internal candidates screening re-imagined
Career center powered by machine learning technology
Ø Employees seek to grow and expand their
opportunities within their current organizations
Ø Companies often do not provide clear career
tracks or guidance on how to achieve career
goals thru development
Ø Leverage machine learning technology to
identify internal movement patterns, time to
advancement, competency and skill gaps, and
development steps to close gaps
Ø Employees are recommended jobs to consider
for which they are qualified and interested
24. Poll Question
Do you use pre-hire assessments as a part of your hiring process?
• Yes, we use Skills tests
• Yes, we use JobFit tests
• Yes, we use various assessments as a part of our hiring process
• No, we don't use any pre-hire assessments as part of our hiring process.
24
26. 26
Why Assessments
Assessments for Selection
• Improve quality of hire
• Drive business metrics
• Improve process efficiency
• Improve process consistency
• Create a branded experience
• Drive culture efforts
• Address gaps in current selection process
• Leverage a legally defensible method
Assessments for Development
• Provide employees feedback
• Understand team capabilities
• Provide manager feedback
• Foster leadership development
27. 27
What Assessments CAN do…
• Provide extra data points about an applicant to help support the decision-making
process and to help provide supporting evidence for trends identified via other
hiring methods
• Provide a standardized way to gain insight into applicant qualities that are not
always apparent (i.e., personality, motivation, abilities, etc.)
• Screen out applicants least likely to succeed while helping focus on those with the
most potential
• Provide direct ROI via an impact on valued outcomes that are measured by
companies as part of their business processes
• Help provide a baseline understanding to feed post-hire development
28. 28
What Assessments CANNOT do…
• Provide all the information that one needs to know about an applicant
• Take the place of informed, expert decision-makers
• Guarantee that applicants will be successful
• Make up for other parts of the hiring process that are broken or ineffective
29. 29
Skills Assessments
Assessment Categories Most Popular Skills Titles Top Languages (5)
1. Clerical
2. Software
3. Call Center
4. Industrial
5. Financial
6. Technical
7. Healthcare
8. Legal
9. Behavioral
1. Data Entry
2. Typing
3. Microsoft Excel
4. Call Center Listening Skills*
5. Call Center Customer Service Scenarios*
6. Microsoft Word
7. Call Center Data Entry*
8. Call Center Environment*
9. Basic Industrial Skills
10. Call Center Advanced Spelling*
11. Computer Literacy – Basic
12. Basic Office Skills
13. Customer Service Mindset Survey
14. Office Grammar and Spelling
15. Microsoft Outlook
16. Analytical Skills
17. Forklift Operation
18. Basic Reading Comprehension
19. Call Center Telephone Etiquette
20. Pick/Pack
*Audio
1. English (US)
2. English (UK)
3. French (CA)
4. Spanish
5. French (FR)
6. German
7. Portuguese
8. Italian
30. 30
Behavioral Assessments
Performance
Managerial /
Leadership
Job Fit
1. Administrative
2. Bank Teller
3. Distribution
4. Hospitality
5. Inbound Call Center
6. Outbound Call
Center
7. Nurse
8. Retail Associate
9. Sales
10. Service Associate
1. Call Center Manager
2. Healthcare Manager
3. Hotel Manager
4. Retail Manager
5. Sales Manager
6. Restaurant Manager
7. Manager
Leadership Development
1. Leadership Behavioral
Assessment
2. Leadership Preference
1. Bank Teller
2. Call Center
3. Hospitality Associate
4. Industrial Warehouse
Worker
5. Retail Associate
6. Sales
(*Fit assessments require
the use of O*Net for
occupational information)
Other Fit Assessments
1. Configured Cultural
Match
2. Custom Cultural Match
3. Learning Styles
Questionnaire
4. Motivation
Questionnaire
5. Onboarding (LSQ &
MQ)
Performance
Traits (Testlets)
Cognitive Ability
1. Customer Services
2. Engagement
3. Retention
4. Safety
5. Sales
6. Teamwork
Combined Performance
Assessment
1. Customer Service &
Teamwork
2. Customer Service,
Engagement, &
Retention
3. Customer Service,
Engagement, Sales &
Teamwork
4. Customer Service,
Engagement &
Teamwork
5. Customer Service,
Retention & Sales
Computer Adaptive
Testing
1. Logical Reasoning Test
2. Numerical Reasoning
Test
3. Verbal Reasoning Test
4. General Mental Ability
(all three as one test)
Cyber Security
1. CCAT & DCAT
31. 31
Assessments Provide a Valuable Path Forward
• 36% more likely than all others to be
satisfied with their new hires
• 13% more likely to have new hires who
meet performance goals over past 12
months
• 17% more likely to have employees rate
themselves as highly engaged
Assessments help eliminate guesswork,
and predict fit, engagement and
performance before you hire, so you
can hire talent you won’t regret.
Assessments are 2X more likely to
provide hiring managers with insights
into whether candidates are a good fit
for jobs.
Businesses that use pre-hire
assessments are:
32. 32
Engage Employees
Assistant
• Address the significant information needs of new employees
without driving additional onboarding headcount
• Provide a reliable resource to answer new hire questions
accurately and efficiently
• Simplify the process of finding people who can help new hires
come up to speed on the topics and solutions relevant to their
jobs
• Increase capabilities for employee enablement & self-service
• Enable an agile workforce that can adapt and respond to
business needs with real-time access to centralized information
• Digitally enable processes that promote employee
engagement with consumer grade, user centric applications
Employee Chatbots
33. Summary and takeaways
Embrace the new opportunities AI brings to talent acquisition
• Intelligent technologies have already significantly impacted how companies
conduct business, the way we work, and employees’ expectations about work
• Candidates are more savvy then ever before, and want a simple, transparent,
mobile, engaging, and fair process where they can decide if the opportunity is right
for them
• Recruiters can leverage AI and automation to provide that enriched and
streamlined candidate experience while gaining efficiencies in their own work
• Predictive tools such as selection assessments enable a more accurate and reliable
process for identifying and hiring the best talent in this competitive market
• Advanced technologies allow organizations to provide a seamless on-boarding
experience to ensure the new hires’ experience is engaging and positive
34. Thank you!
Questions? Contact us!
Jennifer Burnett, Ph.D.
Senior Principal Consultant
Cornerstone
jburnett@csod.com
linkedin.com/in/jenniferburnettphd
twitter.com/JennBTalent
Dan Mayville
Executive Advisor, IBM
Watson Talent
dmayvill@us.ibm.com
linkedin.com/in/danmayville
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BACK TO HUMAN: HOW GREAT LEADERS CREATE
CONNECTION IN THE AGE OF ISOLATION
Wednesday, November 7, 2018
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at workforce.com/webinars