Sunday, March 31, 2013

GlassDoor's New Recruitment Tools by Your HR Buddy


Article by:  Nisha Raghavan,
HR Blogger in Dallas, TX

Full article here:  Your HR Buddy

I have been reading a lot these days and thought you shouldn’t be missing some of the top blogs that inspired me this week. Here we go!

Glassdoor has launched two new products like Free Employer Accounts and Glassdoor Employer Center designed specifically for HR professionals and recruiters!
Free Employer Account gives any company the chance to take more ownership of its profile and presence on Glassdoor. As a company representative with this account, you can:
  • Update your company’s profile with basic information (i.e. website address, headquarter's location, employee count, year founded, and more.);
  • Provide a company description and mission statement;
  • Respond to your company's reviews and interview reviews;
  • Add awards and photos…….& a lot more.
Glassdoor Employer Center is a a self-service portal which offers company-specific analytics designed to help companies make informed social recruiting decisions.

About Nisha Raghavan

Nisha has been interviewed by Drive Thru HR, a #1 HR BlogTalk Radio Show, for her successful HR blog- Your HR Buddy.  Nisha resides in Dallas and is a member of Texas HR Pros' LinkedIn Group.

 


Friday, March 29, 2013

Personal Ad for HR Peeps

Seeking stately HR gurus who worship Texas and enjoy mingling with like-minded intelligent peers who are dedicated to their profession and to making a difference in business and the community.

Perhaps, this was more of a Personnel ad. 

Spring is here, and we could use some brilliant and industrious volunteers in Austin, Dallas, and Houston to reach our goals for our growing membership.

Please contact Eric@TexasHRPros.com to find out how you can make a difference by volunteering.

Wednesday, March 27, 2013

Making the Most of Networking Events - How to Work a Room

Texas HR Pros is having its networking mixer this evening, Thursday, March 28, at Sam's Boat on Richmond Avenue.  All HR peeps are invited, and there is no fee.  Just come as you are, meet your LinkedIn buddies, and get social in person.

Below is some advice on how to connect with others at functions.  We suggest that you have fun and reconnect with new people you meet on LinkedIn of course!

Article by: Business.com
 
You've chosen the right event, prepared by researching the group and expected attendees, and pre-contacted some of the attendees. You have your business cards and your self-introduction ready, and now you're off to the event. How do you make the most of that face-to-face time in a room full of dozens or perhaps hundreds of people?

Let's be clear about what you are trying to accomplish, and that will help determine your actions for the evening:

1. Be memorable, in a good way. Have you ever attended an event, gotten someone's card, and when you look at it later you can't remember anything about them? You don't want to be one of those people to others.

2. Collect information. Giving out your business cards isn't nearly as important as collecting others' and making notes, either written or mentally, that will allow you to follow up effectively.

3. Create value for others. This is the essence of networking. Look for opportunities to be of service, and you'll benefit in the long run, as well.
 

Make an Entrance

There are three people that you always want to be sure to network with at an event: the speaker, the event host/organizer, and the person doing registration and sign-in. The person at the front door sees everybody, including their name, and also is usually aware where the host is and can point you in their direction. Plus it just starts you off on a positive note as you enter the room. You're not a movie star hitting the red carpet. Your goal isn't to make a grand entrance, but to leave a wake of happy people behind you.

As Susan RoAne, author of How to Work a Room, suggests in her article, "Learn to Talk to Anyone in 10 Minutes or Less", "The physical act of walking into the event may be the hardest part, especially if you don’t know a soul. So take a deep breath, stand tall, and walk into the center of the room, rather than stopping just inside the door to clog traffic or bee-lining for a dark corner."

If the host isn't available, or once you've talked with them, scan the room for people you already know to start mingling - don't just head straight for the bar, the buffet, or your seat. If you don't know anyone, find a high-traffic area or place where people seem to be congregating and make your way there.

Introduce Yourself

Introducing yourself to an individual and introducing yourself to the group are two totally different things. If you have the opportunity to introduce yourself to the whole group, or even a large dinner table, then you'll want to use your "pitch": a concise (25 words or less) and memorable introduction that describes both what you do and how it benefits others. But one-on-one, that can get in the way of natural conversation. You want to describe what you do in a memorable way, but don't go off into the benefits - you'll sound like a bad salesman, rather than someone that is there to learn from the program and build relationships with the other attendees.            

Making Conversation

Small talk is highly under-rated. In this kind of setting, it is how you build rapport and discover common ground. While you may want people to remember your business, being remembered as a "brilliant conversationalist" certainly isn't a bad thing. Some networking gurus recommend asking questions that get the other person doing all the talking. It's true that people do love to talk about themselves, but good conversation is a two-way street. But if all you do is ask questions, what do you bring to the table? You want to create value and contribute from your experience, as well.

For some good thought-provoking questions that go beyond just "So what do you do?", Brian Hilliard offers "Three Easy Questions to Help You Stand Out". Also take a look at Susan RoAne's "Big Deal About Small Talk", "SCHMOOZE and WIN: 'Small Talk' Your Way To Success", and other free articles on conversation and mingling. And if you haven't ever read it, pick up a copy of Dale Carnegie's classic, How to Win Friends and Influence People.

Collect Cards, Make Notes

Notice I didn't say a thing about giving out cards. The cards you give out aren't nearly as important as the ones you take in. Sure, give out cards if people ask for them, or if you want to reinforce your conversation, but more importantly, get cards from the people you want to follow up with.

You'll also want to have a pen handy and make some brief notes on the back of their card. This will help you remember them, because a card alone often doesn't the next day. Secondly, it's an opportunity to make a commitment and keep it. Often in conversations we agree to do something like make an introduction or send some information, but then fail to -- not because we're blowing the other person off, but because we simply forget. Your stack of cards with notes becomes your to-do list the next day.

You want a gel or rollerball that writes reliably on business cards. Get a retractable so you don't have to fidget with a cap. I like something with a grip and it doesn't hurt if it looks good too, like my personal favorite, the Pilot Dr. Grip.

Say Goodbye

Your exit is as important as your entrance. Don't just disappear. Thank the host and the speaker. Touch base with the people you spoke to earlier in the event and briefly reaffirm any commitments you've made.                   

Benefit News from Waldman Brothers

Waldman Bros



Waldman Brothers, an insurance brokerage firm, is headquartered in Dallas.  Sign up for their monthly newsletter featuring benefit news and federal/state employment law changes.  Register here:  http://www.waldmanbros.com/newsletter.asp

March, 26, 2013

Agencies Propose Regulations on 90-day Waiting Period Limit and Elimination of HIPAA Certificates
On March 21, 2013, the DOL, HHS and IRS published in theFederal Register a joint set of proposed regulations implementing the PPACA requirement that group health plans and health insurance issuers offering group health insurance cannot apply a waiting period that exceeds 90 days. The proposed regulations make the rules regarding 90-day waiting periods consistent with previously issued regulations implementing the employer mandate (also known as the “pay or play penalty”).
The proposed regulations define a waiting period as the period that must pass before coverage can become effective for an employee or dependent who’s otherwise eligible under the terms of the group health plan. Plan sponsors are allowed to impose substantive eligibility requirements (i.e., full-time employment) for coverage without restriction. However, waiting periods based solely on the passage of time cannot exceed 90 days. This means coverage for otherwise eligible employees and dependents must become effective on the 91st day.
Note that no extension is permitted in the event that the commencement of coverage is tied to the first day of the month. Thus, in that case, the waiting period cannot be extended to the first day of the month following the completion of a 90-day wait. Plans may still require the completion of a specified number of hours to become eligible for health coverage. The proposed regulations indicate that the specified number of hours cannot exceed 1,200 and can only be imposed on a one-time (as opposed to an annual) basis.
In addition, the proposed regulations provide some flexibility regarding variable-hour provisions for new employees. In these circumstances, the plan sponsor may apply a measurement period of up to 12 months to determine whether the new variable-hour employee satisfies the eligibility conditions. The proposed regulations explain that the plan will not violate the 90-day waiting period requirement for this limited subset of employees if coverage is effective no later than 13 months from the employee's start date, plus the time remaining until the first day of the following month if the employee started midmonth.
The proposed regulations also include several changes to conform existing regulations to other PPACA provisions. First, the proposed regulations make changes to the pre-existing condition (PEC) limitations and other portability provisions of HIPAA. The regulations would amend HIPAA to remove provisions superseded by PPACA’s prohibition on PECs. This includes eliminating the need to provide HIPAA certificates of creditable coverage. The proposed amendment to eliminate the requirement to issue a certificate of creditable coverage is proposed to apply Dec. 31, 2014 (as opposed to Jan. 1, 2014, when the prohibition on PECs takes effect). This delayed effective date is so that individuals needing to offset a PEC exclusion under a plan that operates with a plan year beginning later than Jan. 1 would still have access to the certificate for proof of coverage. Second, the regulations propose updating certain examples in other regulatory provisions — for example, to reflect the prohibition on annual and lifetime dollar limits and the provision of coverage to dependent children until age 26. Lastly, the regulations propose clarifying that a multistate plan must comply with PPACA’s federal external review process.



Federal Health Exchange Application Available
On Jan. 25, 2013, CMS released the application that will be used by individuals to apply for health insurance coverage through federally facilitated exchanges in 2014. These applications, which will be used beginning with the initial open enrollment on Oct. 1, 2013, will collect financial and demographic information. This information will be used to determine whether an individual is eligible to purchase health care coverage through the exchange, and whether the person further qualifies for a premium tax credit. Individuals will be able to submit applications online, through the mail, over the phone or in person.
In addition to paper applications, many individuals applying for affordability programs and for insurance through the exchange will apply online. CMS also released a draft list of all possible questions that could be asked in an online application. There is also information about two video demonstrations of the online application.
Please note that the paper application for health insurance (and cost assistance) contains a draft template of an employer coverage form to assist individuals with gathering the requested information on employer-sponsored coverage from their employers.



Agencies Extend Transition Period for State External Review Process
On March 15, 2013, the DOL, HHS and IRS jointly released Technical Release 2013-01. The guidance provides relief to health insurers offering non-grandfathered fully insured plans and non-grandfathered self-insured non-ERISA plans in states working to bring their external review processes into compliance with National Association of Insurance Commissioners (NAIC) standards.
Previous guidance provided a grace period until Jan. 1, 2014, for these non-grandfathered plans to provide an external review process using either the state’s process or the federal process. Typically, self-insured ERISA plans would use the federal process. Self-insured non-ERISA plans (e.g., plans sponsored by municipalities, county governments, public school systems), as well as fully insured plans, would typically use the state’s process. However, because some states either did not have external review processes in place or did not use an external review process that provided the level of protections required in the NAIC Uniform Health Carrier External Review Model Act (known as the “NAIC-parallel process”), there was concern as to whether such plans would be in compliance by Jan. 1, 2014. In June 2011, the agencies provided for a transition period where a state could use a process that meets temporary standards, (known as the “NAIC-similar process”), if the states did not have an NAIC-parallel process in place.
The additional transition relief now provides that insurers and self-insured non-ERISA plans will be treated as complying with the external review requirements if they follow a state process that meets the temporary NAIC-similar process standards, a less burdensome process than the NAIC-parallel process. Such plans may utilize the transition relief until Jan. 1, 2016, but if a state still does not adopt the NAIC-parallel process standards by that date, the plans will be required to use the federally administered external review process.
The guidance ends with clarification that the agencies intend to issue additional guidance on state external review standards, incorporating comments received. The transition relief in Technical Release 2013-01 should be relied upon for guidance until this additional guidance is released.



Corrections to the Employer Mandate Guidance
On March 15, 2013, the IRS printed in theFederal Register four corrections to the original employer mandate guidance, which was issued on Dec. 28, 2012 (and published in theFederal Register on Jan. 2, 2013). The corrections make several minor changes to the employer mandate guidance (also known as the “pay or play penalty” or “shared responsibility requirement”).
While the corrections seem minor, they provide much-needed clarification where, in two cases, an incorrect cross-referencing citation was provided. Another correction replaces language applicable to the transition relief for fiscal plan years (non-calendar-year plans) so that the word “member” is deleted. The deletion of the word “member” is vital because there was concern that the transition relief only applied to members of a controlled group, instead of all applicable large employers subject to the employer mandate guidance.
The final correction was lengthier, and applies to applicable large employer members who are required to make contributions to a multiemployer plan under a collective bargaining agreement, with respect to some or all of its employees. The IRS provided replacement text that is more easily understood and also corrects one citation (the definition of “affordable”). The correction adds a new sentence, which clarifies that such plans may also utilize the transition relief with respect to offers of coverage to dependents.

Tuesday, March 26, 2013

Free 30-Day Trial of Progressive Org Chart Software


What’s so awesome about org charts?

If you’ve ever spent time sifting through piles of out-of-date Visio org charts; mistaken John for Jack in an afternoon meeting; or faced an endless list of email updates after an organization change, read on.

What is Organimi?

We’re Organimi (pronounced “or-ga-knee-me”). We don’t spend our days folding paper into swans and boats, and we’re not in the business of organ repair (yep someone actually asked us this question). We’re in the business of building simply awesome org charts for modern businesses that care deeply about their people.

Our name stems from organograms, another name for an org chart. Although we’ve all been assigned to nodes in these structural diagrams before, it’s mind-blowing that the methods for crafting these diagrams remain virtually identical to their initial form from 150 years ago. Well at least we’re not still dabbing the page with a quill and ink …

At Organimi, we passionately believe there is a better, simpler way for companies to understand and manage today’s dynamic, mobile, virtual, growing, shrinking (you choose the right adjective) organization.

Organimi’s simply awesome org charts allow you to easily visualize, interact with, and learn about people within your organization. We do this better than anyone else by helping organizations connect, communicate, and collaborate.

Connect graphic

Connect

Organimi connects people within and across organizations through dynamic org charts that are simple to build and easy to maintain. Don’t know who you’re connected to? Don’t sweat it. Learn about them through their personal profile and put a face to the name in your 3pm meeting.

Communicate graphicCommunicate

Once you’re connected it’s easy to communicate. Want to send an email? In Mail? Tweet? Message? You name it; it’s your choice. And simple. But let’s start with welcoming the 21st century and throwing out those out-of-date, messy email lists, shall we?

Collaborate graphic

Collaborate

Now your team’s synched, you know who likes cookies over donuts, and a timely conversation is never more than a click away. Sounds like a pretty great equation for simplifying team management and fostering a collaborative culture, doesn’t it?

Ready for something better?

We thought so. Get a handle on your own team or organization today with a free 30-day trial.

And stay with us, we’ll be using this blog to explore such provocative, mind-blowing topics as:

    • effective people management,
    • developing a motivated workforce,
    • knowing and understanding employees,
    • building collaborative cultures,
    • understanding technological advancements in organizational management, and;
    • anything else that tickles our (or your) fancy in the world of human resources and organizational behaviour.

Watch this space – it’s going to be simply awesome.

Friday, March 22, 2013

LinkedIn Webinars for Recruiters

Upcoming Webcasts

Ed_Nathanson-1

Building Your Team of Internal Talent Scouts to Drive Proactive Sourcing

Learn how Ed Nathanson of Rapid7 built a team of skilled recruiters incentivized and motivated like sales professionals. He'll share lessons in proactive sourcing and engaging employees as recruiting partners.

Register now
will-james

Moneyball for Talent Acquisition

With Will Hamlin and James Raybould, LinkedIn
It's time for the world of talent to have its Moneyball moment! Learn how to use LinkedIn's data to gather talent pool insights, focus your team, build your brand and better manage your pipeline.

Register now

Recorded Webcasts


  • 4 Essential Tips to Convert your Employees to Talent Brand Ambassadors

    With Ken Pfilger, TNS and Tabitha Eade, LinkedIn; Length 70 mins
  • Passive Candidate Recruiting without the Big Employer Brand

    With Lou Adler and Beth Houpis; Length 60 mins
  • Recruiting Fundamentals: Tips for Hiring the Best with LinkedIn

    With LinkedIn Team; Length 20 mins
  • When Recruitment and Marketing Collide: The Power of Employer Branding (Talent Connect 2012)

    With Cameron Batten, Brent Amundson, Kara Yarnot and Steve Cadigan ; Length 50 mins
  • Turning Your Entire Team into a Recruiting Machine

    With Steve Cadigan and Lou Adler; Length 80 mins
  • The Employer Brand Playbook: 5 Steps to a Social Talent Brand

    With Brendan Browne and Dina Medeiros, LinkedIn; Length 60 mins
  • Building Sourcing Capabilities In-House with LinkedIn (Talent Connect 2012)

    With Marcus Edeback Charles Hardy, LinkedIn; Length 50 mins
  • Sourcing While You Sleep: How Sony Electronics Leveraged LinkedIn to Scale Recruiting Activities

    With Peter Moore, Sony Electronics; Length 50 mins

Mergers & Acquisitions in Energy Lunch on April 9


Mergers & Acquisitions in Energy

Thursday, March 21, 2013

ASTD International Conference in Dallas - Volunteers Still Needed!

2013 ASTD ICE Volunteer Registration

 

http://www.rsvpbook.com/event.php?481571.
 
Be one of the 400 volunteers needed to make ICE a huge success in 2013!
Meet potential employers, vendors, and clients! Network with learning professionals from all over the world!
If you volunteer for the entire day, you will receive one day at the conference for free. If you volunteer for a second entire day you will receive a second day for free. If you volunteer for three entire days, then you will receive three days for free.
As an ICE Volunteer, if you are only available to volunteer for one entire day then you will receive one day for free. You automatically become eligible to attend the remainder of the conference at the $200 per day discounted rate.
  • You don't have to be a member of ASTD to volunteer at the conference.
  • The conference volunteers are needed Sunday, 19 May through Wednesday, 22 May.
  • You will not need to register for the conference.
  • If you only volunteer for one day, you will have an opportunity to purchase additional days at a volunteer discounted rate.
  • You will meet other professionals and develop collaborative relationships.
  • You will have fun at the $75 networking event getting to know your peers.

Please click on the following link for more information on volunteering for the 2013 ASTD ICE and to fill out a volunteer form: ICE Volunteer Form

 
Dallas ASTD thanks you for your support. For further questions on volunteering please contact:

 
Barbara Ashbaugh, CPLP

2013 ICE Volunteer Coordinator

icecoordinator@dallasastd.org

972-442-9000

Dallas ASTD CHIP Code: CH7107

Wednesday, March 20, 2013

CTN Leadership (Galleria) - Network with Leaders on April 17

Wednesday, April 17, 2013 5:00 PM to 7:00 PM CDT

Cafe Benedicte

15455 Memorial Drive
Houston TX 77079
Google Maps | Hotels Near | Yahoo! Maps | Weather Forecast
Phone: (281) 558-6607

Speaker Daniel Maddux

Position: President
Company: Elite Documentation

 Event Description

Meet Houston’s Best Leadership Development Professionals!
  • Do you want to see Houston’s best leadership development people mixing in one place?
  • Are you up on the biggest trends and new ideas in training and development?
  • Do you know where there are openings in the training and development field in Houston?
On Wednesday, April 17, we will spend the evening (5:00 - 7:00 p.m.) discussing the latest trends in training and development, while we meet and greet with other training and development professionals at Café Benedicte. As we do so, we will enjoy beverages and complimentary appetizers, as well as prize drawings.
 
This event will replace the normal monthly meeting for the Leadership Development CTN.

Benefits:
1. You will get to meet many of Houston’s best leadership development professionals, all in one place.
2. You will learn new techniques and ideas as you engage in discussions throughout the evening.
3. You’ll have a chance to win great prizes!
Appetizers will be provided - Beverages will be available for purchase.

Attachments

Event Contact

Event Coordinator

Margaret Morgan MaatBonnie Moore
(281) 913-3328(281) 686-4760
mmaat@forwardfocusinc.com bmoore@mooreedu.com

Tuesday, March 19, 2013

Evolve Leaders Across Generations with Houston's Organizational Development Network on April 4





Evolving Leadership Across Generations


The pressure for employers to find and develop capable leaders grows stronger by the day. In seven years the Millennials (teens to 33) will outnumber all other generations in the workforce. Meanwhile, 10,000 Baby Boomers retire every day, leaving larger gaps in corporate skills and experience. Add to the mix the relentless pace of technology and change, and we have a great opportunity for OD professionals. Effective and proficient cross-generational communicators have a major competitive advantage in helping companies to meet the challenge of developing strong leadership.

In this engaging and interactive session, participants will:
  • Review how the four generations in the workforce differ in perceptions, values, and motivations
  • Build awareness of generational perceptions that hinder effectiveness
  • Brainstorm in smaller groups how participants can apply what they’ve learned to building stronger leadership in their companies


Regular Event

4/3/2013

6:30 PM

Amy Hart Past President, ASTD Houston 2013, Trainer/Consultant/Speaker, 832-657-7574, www.harttrainingconnection.com

Training at United Way on Waugh

United Way

50 Waugh Drive
Houston, TX 77007

Click image for a map to the event

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Price
Non-Members $30.00 $25.00 - when you register by 4/1/2013
Guests Registered by a Member $30.00 $25.00 - when you register by 4/1/2013
Premier Member $25.00 $20.00 - when you register by 4/1/2013
Student Member $20.00 $15.00 - when you register by 4/1/2013



About HODN:

The Houston Organizational Development Network (HODN) represents a highly diverse learning community that develops, supports, and inspires OD practitioners.

We meet on a monthly basis in a congenial atmosphere, designed to maximize personal learning and develop social capital. HODN members represent a broad range of professions in a wide variety of organizations. Private industry, non-profit organizations, and government agencies employ roughly half of the members; the other half operates their own consulting firms, engages in private practice, or teaches.

HODN is an affiliate of the OD Network—the largest U.S.-based organization for OD practitioners, representing members from more than 90 countries worldwide.

Please join us for our highly interactive monthly presentations. If you would like more information please contact Wayne Dorris at wayne@people-people.net

Upcoming Webcasts Compliments of HR.com



TUNE IN. PLUG IN. LOG IN....HR education at work, at home and on the go. You may be interested in some of these upcoming 60 minute webcasts. Stay on top of the latest HR practices, technologies, and trends.
*Live online or archive mode to earn credits for HRCI recertification or IHR certification!


March 20, 2013 at 3:00 - 4:00 PM ET
David Weisenfeld -- Reed Business Information
Davis Bae -- Jackson Lewis LLP

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Sponsored by XpertHR

March 21, 2013 at 1:00 - 2:00 PM ET
Terry Pearce -- Leadership Communication
Cathy Earley -- BlessingWhite, Inc., A Division of GP Strategies

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Sponsored by BlessingWhite, Inc., A Division of GP Strategies

March 26, 2013 at 11:00 - 12:00 PM ET
Steven Smith -- G5 Leadership

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Sponsored by G5 Leadership

March 26, 2013 at 1:00 - 2:00 PM ET
Paulette Welsing -- KPMG International

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Sponsored by KPMG International

March 26, 2013 at 3:00 - 4:00 PM ET
Todd Black -- Kronos Incorporated
Monique Warren -- Jackson Lewis

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Sponsored by Kronos Incorporated

March 27, 2013 at 11:00 - 12:00 PM ET
Deb Broderson -- Perks.com

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Sponsored by Perks.com

March 27, 2013 at 1:00 - 2:00 PM ET
Elliot Owens -- Volt Consulting Group

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Sponsored by Volt Workforce Solutions

March 28, 2013 at 11:00 - 12:00 PM ET
Christopher Ryan -- ADP, Inc.

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Sponsored by ADP, Inc.

March 28, 2013 at 11:00 - 12:00 PM ET
Sherry Perkins -- Profiles International, Inc.

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Sponsored by Profiles International, Inc.

March 28, 2013 at 1:00 - 2:00 PM ET
Greg Moran -- Chequed.com

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Sponsored by Chequed.com

April 3, 2013 at 11:00 - 12:00 PM ET
Eric Kilponen -- Insperity

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Sponsored by Insperity

April 9, 2013 at 11:00 - 12:00 PM ET
Greg Stewart -- Profiles International, Inc.

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Sponsored by Profiles International, Inc.

April 10, 2013 at 11:00 - 12:00 PM ET
David Weisbeck -- Visier, Inc.
Mollie Lombardi -- Aberdeen Group

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Sponsored by Visier, Inc.

April 10, 2013 at 1:00 - 2:00 PM ET
Don Charlton -- The Resumator

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Sponsored by The Resumator

April 10, 2013 at 3:00 - 4:00 PM ET
David Bator -- TemboSocial Inc.

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Sponsored by TemboSocial Inc.

April 10, 2013 at 3:00 - 4:00 PM ET
Todd Black -- Kronos Incorporated

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Sponsored by Kronos Incorporated

April 11, 2013 at 1:00 - 2:00 PM ET
Jon Hyman -- Kohrman Jackson & Krantz

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Kohrman Jackson

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