Reveille
In an effort to help the thousands of non-profit agencies struggling to provide relief to the victims of Hurricane Katrina, career site CollegeRecruiter.com announced today that through December 31, 2005, it will run at no cost job postings to help these agencies recruit volunteers.

Net-Temps, the online job board for staffing companies, announced today it has implemented more advanced search features for its resume search database. Recruiters now have the ability to toggle between the Net-Temps resume bank, the extensive archived resume bank and resumes stored in the recruiter's Candidate Manager. In addition, stronger Boolean keyword search functionality has been incorporated to produce more refined, precise search results.

American Public Media Group, the parent company of Minnesota Public Radio, has invested about $1 million in a social networking Web site, the Star Tribune reported.  Boston-based Gather.com, set to launch in December, is a nonprofit Web site designed to bring public-radio listeners together. The site will allow people to create their own home pages, where they can list their interests, keep a blog and communicate with other members.

Resume Mirror announced a partnership with HRchitect. Under the terms of the partnership, HRchitect will recommend and implement Resume Mirror's Enterprise Applicant Manager™ (EAM™) solution to new and existing clients that require advanced resume processing capabilities for their ATS or HRMS system. Resume Mirror will also refer potential customers to HRchitect for consulting or implementation services.

Online advertising industry leader Pesach Lattin, Publisher and CEO of Pace Media Group, released  a formal statement expressing his concern over the prevalence of illicit adware purveyors. Lattin, whose media group is behind the number one online advertising publications - ADBUMb, the NewMedia Report and 925m.com - is calling on members of the online advertising community to reconsider their policies and take a stand against adware distributors who stealthily install their programs on computers in order to display advertisements and collect user information.

According to a poll just completed by the National Society for Hispanic Professionals, "work attitude" was cited as most important in defining a professional. In the poll, which surveyed 556 Hispanic professionals, 37% of the votes selected "work attitude" while "experience" ranked second by only one percent (36% of the votes). "Studies" finished third, but far below the first two options, with just 17% of the total votes.

Chandler Hill Partners launched Jobs4Katrina.com , a website dedicated to the workers who have lost their jobs due to Hurricane Katrina. Jobs4Katrina.com allows jobseekers to place resumes in a searchable database for employers.  The site also allows companies to post jobs at no
charge.  The site is entirely free of charge and is for the sole use of Katrina victims and employers wanting to interview or hire them.

LocalCareers.com has acquired AlabamaJobs.com, helping to complete the organization's network of regional, national and industry specific sites. The new acquisition complements the career network's existing sites in the South Central region; ArkansasJobs.com, LouisianaJobs.com, OklahomaJobs.com, TennesseeJobs.com, and TexasJobs.com and helps to solidify the network's presence within the area.

HRsmart Inc., a leading provider of Web-based talent management solutions, ranked third in the Tech Titan Fast 50 awards, which honors the fastest growing technology companies in the Dallas-Fort Worth area.

Enterprise Systems (ES), a leading provider of real-world business and technology information for managers of large, high-volume computer systems and infrastructure, has released the findings of an extensive IT salary survey for 2005.

Christian & Timbers  has acquired New York-based Feehan Barr Partners, an executive search firm specializing in human resource executive search.

DeckChairs

NelsonHall, the leading business process outsourcing research and consultancy, announced today that Scott Golas has joined the company as Global HR Outsourcing Director, reporting to CEO John Willmott. Golas will lead research and consulting for NelsonHall globally for human resources products and services....Taleo appoints Debbie Shotwell as Group Vice President, human resources and talent....Volt Information Sciences appoints Steven A. Shaw as Co-Chief Executive Officer...

Survey Sez The highest-paid executives received an average 7.45% increase in their total cash compensation during the past 12 months, according to the August 2005 Chief Executive Total Cash Compensation Index released today by ERI Economic Research Institute and Career Journal.com, The Wall Street Journal's executive career site. The index tracks the total cash compensation (salary plus bonus) reported in the previous 12-month survey period for the highest-paid chief executive officers at a selected group of 45 major U.S. businesses.             "The increase in cash compensation among America's highest-paid executives points to a brightening economy," says Tony Lee, publisher of CareerJournal.com. "Just three years ago, the highest-paid executives' salaries fell by 22.6%—so this represents a healthy turnaround." The total cash compensation index shows total cash compensation climbing close to the levels of 2001, before the effect that Sept. 11, 2001, had on the economy. The 2001 level of total cash compensation was $3,683,131, compared to the August 2005 level of $3,647,021. The index also found the following:

• ·        Base Salaries—For the highest-paid executives, and based on companies reporting year to date, the average base salary stood at $1,246,050, compared to the 2004 base salary level of $1,239,217. This reflects a 0.55% increase in base compensation over 2004.  

• ·        Annual Bonus—For the highest-paid executives, and based on companies reporting year to date, the average annual cash bonus stood at $2,400,971, compared to the 2004 annual cash bonus level of $2,154,898. This reflects an 11.42% increase in annual cash bonus over 2004.

• ·        Total Cash Compensation—For the highest-paid executives, and based on companies reporting year to date, the average total cash compensation (base plus bonus) stood at $3,647,021, compared to the 2004 total cash compensation of $3,394,115. This reflects a 7.45% increase in total cash compensation over 2004.

• ·        Total Cash Compensation Change Since 1997—The total cash compensation index stood at 170.8, compared to the 1997 index level of 100. Since 1997, total cash compensation for the highest-paid executives has increased 70.8%.

• ·        Revenue Change Since 1997—The August 2005 Average Company Revenue Index stood at 192.3, compared to 100 for the base index year of 1997. Since 1997, average company revenue has increased 92.3%

"Our new index shows a continued trend of company revenue increasing faster than total cash compensation for the highest-paid executives," says ERI Director Dr. David Thomsen. The total cash compensation index reflects data submitted in 2005 for a randomly (among monthly reporting dates) selected group of 45 publicly traded companies among the 6,500 that report compensation data to the Securities and Exchange Commission. This average "comparables" group is from the population of publicly traded corporations that has been decreasing in size (after Sarbanes-Oxley). 




You Should Know

Australia:

•  The Olivier Internet Job Index has hit yet another new record with 177,885 jobs counted on the major Australian job boards in August. That's an increase of 3.54% over July and the fourth successive monthly increase. Job ads have grown 30.96% in the past 12 months. Some major sectors surged last month. Education rose 13.97%; Transport was up 13.29% and Healthcare job ads increased 9.34%.
  
  The continuing growth in the employment market goes against some economists' predictions, and some economic indicators. "These record breaking months are the result of a number of drivers," Robert Olivier, a director of Olivier Group, says. "The overall growth reflects very real problems employers are facing. Talking to CEOs I hear that there are now systemic shortages of skilled tradespeople and professionals." (OnRec)

Global:

•  The scope of business ethics is rapidly changing. The pattern in the financial services industry suggests how the goal posts of "right behavior" are shifting in most every other industry. The four stages I identified are not necessarily sequential. More accurately, all four stages are in play at the same moment. (RightReality)
   
• With at least 60 percent of job seekers now finding employment through networking, it's no wonder that people are turning to their colleagues and acquaintances for advice and help. In today's economy, the old adage "it's not what you know but who you know" rings true when it comes to sources of labor. (ePrairie)
   
• Who's got the time and energy to make a living, chase their dreams, and leave the world a better place? You do. Sure, it ain't easy. But we've found the tools, ideas, and inspiring examples to help you evolve into the fully balanced life-explorer you were meant to be. (Outside)
   
• Calling a recruitment system an applicant tracking system is like calling a customer relationship management system (CRM) a contact management system. Anyone using a CRM system knows that contact management is only a small part CRM and sale process management. (OnRec)
   
• Effective HR metrics require a complete understanding of human behavior and the discipline to implement the following activities:
  • Understand that actions precede results
  • Establish an organization-wide performance vocabulary that classifies jobs by:
    • a. knowledge and the ability to apply it;
    • b. planning and organizing capability;
    • c. interpersonal skills such as teamwork, customer service coaching and sales; and,
    • d. specific attitudes, interests and motivations to use the first three clusters productively.
  • define actionable, observable and measurable key competencies for every job
  • disseminate this information throughout the organization and train managers how to use it
  • use competencies to hire, promote, appraise, train, and evaluate effectiveness of HR in the organization (Staffing.org)
     
• Ballmer: Kai-Fu had a -- a distinct commitment and responsibility on behalf of the company for being the senior executive here in Redmond, with responsibility for godfathering, shepherding all of our R&D activities in China. It's a structure we also use for India. We have a senior executive with knowledge of India be the R&D godfather for India, encourage work to go there, shepherd, and -- and mentor people in the area. Kai-Fu had that broad, important responsibility for China."
  Deposing lawyer: "This term, 'godfather' -- is that an official title within the Microsoft organization?" (GoodMorningSiliconValley)

Qatar:

• Steps are being taken to make it mandatory for companies in Qatar to seek clearance from the embassy of India to recruit unskilled and semi-skilled Indian workers. The embassy is closely coordinating with the concerned authorities in New Delhi to ensure that the above rule is brought back into force. The mission is insisting on the rule being re-enforced as there has been an increase in the number of unpaid Indian workers seeking diplomatic intervention. (Peninsula)

UK:

•  Migrant workforce survey reveals initial findings. One in seven businesses in Tayside, Scotland, have employed migrant workers in the past two years, and a similar proportion say they could or will do so again in the next two years. These are among the initial finding of the first full-scale survey of migrant labour in Tayside, currently being carried out by Scottish Economic research, based at Abertay University's Dundee Business School. (InnovationsReport)
  

US:

•  A New Twist on Sexual Favoritism in the Workplace - Just when you think you've heard it all. A California case that reads like a soap opera could have widespread implications for sexual harassment lawsuits throughout the country. (Veritude)
   
• U.S. online job demand and online recruitment activity surged significantly higher in August over July, according to the latest findings of the Monster Employment Index. Nearly all industries as well as all occupations, regions and states measured strong growth in online job availability in August, as the Monster Employment Index jumped eight points from 134 in July 2005 to 142 in August, establishing a new all-time. The record rise in August was a sharp rebound from the brief seasonal slowdown measured in July, demonstrating continued strength in U.S. online job demand at the outset of the fall hiring season. The Index is also up sharply - a total of 30 points - compared to August 2004, when it stood at 112. (MonsterEmploymentIndex)
   
• Boston College's Center on Aging and Work received a $3 million grant to study how the American workplace will evolve to accommodate the aging workforce. The three-year research grant is from the Alfred P. Sloan Foundation.  The school's work will include a focus on work-hour flexibility as an employer response to an aging workforce, said Michael A. Smyer, co-director of the center. The center will study employers' use of a range of options, how they implement them and how older workers use them. (BostonBusinessJournal)
   
• The results of an extensive study into the state of workforce mobility, revealing that a disparity exists between decision makers and employees regarding the perceived and actual use of mobile technology. The study provides a number of valuable data points regarding the adoption of mobile technology in the workplace that companies can use to easily compare their own business and mobile technology deployments to those of companies found in the whitepaper. The insights gained through this comparison, and by looking at mobile technology deployments in other countries, will aid in planning mobile technology rollouts or addressing previously unknown issues and concerns related to mobile device use, mobile applications, security and fixed-to-mobile convergence. (TechNewsDay)
   
• The US Supreme Court, with a change in its membership for the first time in more than a decade, opens its new term with a docket featuring a significant number of controversies over workplace issues.
   
  If, as expected, the Senate approves the nomination of Judge John G. Roberts, Jr., to succeed Chief Justice William H. Rehnquist, the Court will be joined by a strong conservative with a significant opportunity to shape the Court's future on issues all across the legal spectrum. As a young lawyer in the federal government in his late 20s, the jurist (now 50) made a reputation as a solid – and sometimes aggressive – conservative.
  
  That record showed a notable skepticism about creating new legal rights, including new rights for workers. He was at his most aggressive in challenging the now-discarded "comparable worth" theory on wages – the notion that jobs traditionally filled by women should get the same pay scale as jobs of "comparable" social value that are traditionally held by men. That theory, Roberts said in a 1984 memo when he was on the White House staff, "mandates nothing less than the central planning of the economy by judges." (Veritude)
   
• Enrollment at the University of Toledo has decreased from last fall despite large-scale efforts over the past year — mainly through recruitment and millions of dollars put toward scholarships — to attract more students to campus.
  
  As of yesterday, the university's enrollment was at 19,201, a 1.5 percent drop of nearly 300 students from the previous year. The figure also fell significantly short of fall, 2003, enrollment of 20,594, which leaders had set as a necessary financial goal when producing a budget that was approved in July. (ToledoBlade)
   
• Recent Army recruiting problems don't constitute a crisis, and a number of initiatives are being implemented to bring recruiting numbers up, the secretary of the Army said.  Meeting end-strength goals for the Army is a function of both recruiting and retention, Secretary of the Army Francis J. Harvey said in a recent Pentagon Channel interview. While recruiting has been suffering, retention goals are already being exceeded. High retention rates reflect the quality of soldiers in the Army and show their dedication to their mission, Harvey said. He noted that retention rates are highest in units that are deployed. (Defense)

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