Reveille
Taleo set its planned initial public offering at 6.7 million shares for between $14 and $16 per share.The company said in an offering document filed with the U.S. Securities and Exchange Commission that it will sell 5.35 million shares and selling stockholders will offer another 1.34 million shares.Taleo  is seeking to list its Class A common stock on Nasdaq under the symbol "TLEO."

Tempstaff Co said Tuesday it will provide staffing services in South Korea from Sept 26 to meet growing local demand for human resources who can speak both Japanese and Korean amid closer business ties between the two countries. Tempstaff is the first Japanese staffing services company to tap into the South Korean market. The company set up Tempstaff Korea Co, its sixth overseas operating base, in Seoul last month.

Monster(R) (MNST) launched a customized site - accessible off Monster's homepage  and at http://hurricanerelief.monster.com - created to help survivors, volunteers, public and private sector employers, and volunteer organizations come together to post and find jobs, volunteer time, and provide help to communities in need. Monster is working with several government agencies to reach the survivors and communities most in need and is offering all private and public sector employers free job postings on this site.

Hcareers, a  job board for the restaurant, hospitality, and retail industries, launched Katrina Job Board  in collaboration with national association &industry partners to give away their service for free in order to help rebuild the industry's workforce.  Employers who have job vacancies and want to help displaced workers affected by Hurricane Katrina can post those jobs for free,by offering special considerations like housing and relocation assistance.

Kazinow.com is  a job site focused on the Africa region and its worldwide population.

H3.com

Webhire received a "Positive" rating in Gartner's most recent "MarketScope for E-Recruitment Software."

Vedior NV will invest 7.3 mln eur in a new recruitment joint venture in Japan, Vedior Career Inc, which will specialize in placements for permanent job positions. Its partner, Staff Service Group, is Japan's largest recruitment agency.

ISYS Search Software has seen a significant increase in the adoption of its enterprise search software by professional recruitment firms in Europe.

CareerBuilder.com is providing a faster, simpler way for employers to target qualified job seekers in their local area.  CareerBuilder.com's new State Job Postings offering enables employers with several locations to post one job to an entire state instead of having to post multiple jobs to individual cities.



DeckChairs

Kenexa Europe announced the addition of two new specialists to support continued growth in international markets. Charlotte Errington joins Kenexa as managing consultant and Richard MacKinnon joins as international survey project manager...
 

Survey Sez
Hudson Survey of 10,000 Workers Examines Retention Tactics and Employee Tenure
Workers still consider a competitive pay and benefits package to be indispensable, but employers need to offer more than that to keep employees satisfied and on the job. Nearly all of the workforce (96 percent) rated a fair salary as very or somewhat important and 93 percent said the same for benefits. However, when workers' needs regarding career advancement, the relationship with their manager, and training are not being met, they are more likely to look for a new job than when their salary and benefits are poor. This according to Hudson's "Why Employees Walk: 2005 Retention Initiatives Report."

Among workers who consider career advancement opportunities to be very important yet believe their employers are doing a poor job of meeting that need, 41 percent are actively seeking a new job. Only five percent of the workers in this category would not consider another job offer. The next most likely turnover trouble spots are the relationship with manager and training. When individuals rank these factors as very important but feel their employer is doing a poor job at providing them, 37 percent and 36 percent are actively looking, respectively. By contrast, 34 percent of workers who highly value salary but work for a company that does a poor job are actively seeking a new position, and 31 percent of those who feel the same about benefits are looking.

"While monetary considerations continue to be key elements in retaining talent, other, often intangible, factors can play a significant role in an employee's decision to stay with or leave an organization," says Robert Morgan, COO, Hudson Human Capital Solutions. "As employers confront issues of continually rising healthcare costs and restricted salary budgets, they should consider implementing programs such as flexible working arrangements and manager training initiatives as ways to reduce turnover."

Highlighting the need for a sound retention strategy is the decreasing job tenure within the workforce, as a significant portion (50%) expects to change companies within the next five years and over one-third (36%) within less than three years. Additionally, one-third (32 percent) of the workforce is actively job searching or has an updated resume and would consider job offers, while just one-quarter (25 percent) would not consider changing jobs at the current time. "Clearly, employment for life is no longer a realistic concept for most workers," says Morgan. "Employers who can elicit just an extra year or two of tenure stand to benefit from dramatically reduced turnover costs."

Hudson's survey explores a variety of factors surrounding retention, with results segmented by categories including company size, employee type, age, income, race and gender. Other key findings include:

• While there is virtually no difference between managers and non-managers when it comes to current job search efforts, managers were more likely to believe that top talent stays at their company (49 percent compared to 35 percent) and also more likely to recommend their employer to others (70 percent compared to 57 percent).
   
• Workers are torn about retention among the top performers in their organization – 40 percent report that they stay and move up within the organization, while another 40 percent think they leave the firm to find better jobs somewhere else.
   
• A majority of U.S. workers (62 percent) would recommend their company as a good place to work.
   
• Only 36% percent of the respondents reported that their organizations conduct internal surveys to gather feedback from their employee base. Of those, nearly three-quarters (72 percent) always participate.
   
• Three in ten (30 percent) accounting workers would not consider another job offer, while just one-fifth (19 percent) of human resource and manufacturing workers feel that way.

Additional information about the Hudson retention survey is available in the "Why Employees Walk: 2005 Retention Initiatives Report", which can be found online. The survey is based on a national poll of 10,000 U.S. workers and was compiled by Rasmussen Reports, LLC, an independent research firm.




You Should Know

Canada:

• The latest Manpower Employment Outlook Survey of more than 1,700 Canadian employers reveals that 26 per cent plan to increase their payrolls while 10 per cent expect cuts in the fourth quarter. (Canada.com)

China:

• "Retention of skilled workers is on every company's mind now in China," says Dayton Ogden, chairman of recruitment firm Spencer Stuart Management consultants. "You have to make your company a place where people want to stay." Success also requires an ever more sophisticated understanding of the Chinese market. China's emerging consumer class, for example, cannot be treated as an undifferentiated mass. Tastes vary by region, and many upwardly mobile professionals see cell phones with all the latest features as fashion statements. (Rediff.com)

Czech Republic:

• "It is difficult to find evidence that outsourcing services or centralizing work have reduced HR costs significantly or impacted the size of HR functions," the report stated. The study failed to find evidence that the launch of shared services enables remaining in-house HR professionals to have a greater effect on decision-making. (CzechBusiness)

Global:

• Surveys routinely show that more than 70% of employers are dissatisfied with online job boards. Only 6.8% of new hires come from sites such as Monster.com, CareerBuilder, and Yahoo's (YHOO ) HotJobs, according to a recent survey of 40 companies by researcher CareerXroads. The rest come through conduits such as the employers' own sites and newspaper ads. (BusinessWeek)
   
• Blog Search for "Labor Shortage" (Google Blog Search)
   
• Over at TMCnet, Greg Galatzine was sceptical about the merits of the deal but he related the argument a former colleague made to him: "He reminded me that '... eBay also owns 25 per cent of craigslist; imagine the social-networking prospects if every posting on craigslist had a VoIP call button!'" (Silicon.com)
   
• The alternative of no advertising in the medium to long term would see sites realise that their RSS feed is cannibalising viewers from their main, advertising supported pages, resulting in a decline in advertising revenue, costing large amounts of money in bandwidth and considering ROI (return over investment), they will limit or shut their RSS feeds, resulting in an end to the current RSS boom and a decline in the market. (The Blog Herald)
   
• Express recommends interacting with employees according to their generational attitude. For example, communicate "face to face" with traditionalists and baby boomers, but use technology to communicate with the Gen Xers and millennials. Ask traditionalists and baby boomers to utilize their experience to solve a problem, but encourage Gen Xers and millennials to apply their "fresh outlook" to a problem. (Bartlesville Examiner)
   
• Employers around the world expect to hire new staff at broadly the same pace in the last quarter of 2005 compared the same period a year ago, surveys by recruitment firm Manpower (MAN.N: Quote, Profile, Research) showed on Tuesday.
  Amid growing concerns about the impact of record high energy prices on corporate hiring plans, polls of some 45,000 firms in 23 countries showed optimism about adding to the payroll had ebbed slightly from the prior survey in June.  "The outlook is decidedly less optimistic across the globe than it was three months ago," the Manpower report said. (Reuters) (Press Release)

India:

• Ten ways to make IT recruitment painless.  INFORMATION Technology (IT) recruiting has become a nightmare for most companies in the industry. The biggest reason being the huge gap between demand and supply, which is not in terms of numbers but in skill requirement. The dynamic nature of software skills makes the talent pool very small, while the procurers are many. Competition between IT organisations to capture this limited talent makes IT recruiting a big challenge for the recruiter, who often gets tempted to resort to unethical recruiting practices. Among that is the ruthless poaching from other companies offering unprecedented salaries thereby violating all internal compensation norms. The end result is CFOs raising their eyebrows against increasing costs and diminishing profits.  (DHAvenues)

Ireland:

• The Central Statistics Office reported today that in the second quarter of 2005 there were 2,014,800 persons in the labour force which represents an annual increase of 94,500 or 4.9%. This is the highest year on year increase recorded in absolute terms since the Quarterly National Household Survey (QNHS) began, surpassing the record annual increases attained at the end of the last decade.  (FinFacts)

New Zealand:

•   The Medical Association says the medical workforce is in a state of crisis and it has become increasingly frustrated that neither Labour nor National are spelling out what they would do about it. The association says the major parties acknowledge that the medical workforce faces chronic shortages, but their recently released health policies barely touch on it. Medical Association chairman Ross Boswell says the parties' plans to reduce student debt are ad hoc measures and insufficient to secure a stable health workforce. Boswell says a worldwide shortage in many disciplines makes retaining specialists in New Zealand all the more difficult. (TVNZ)

Pakistan:

• The two-day Pakistan India Conference on "Preparing Human Capital for Tomorrow's Challenges," organised by the Human Resource Foundation (HRF) Islamabad in collaboration with the Delhi Management Association (DMA), concluded on Tuesday with a pledge to share information and knowledge with each other in the field of human resource development. (Daily Times)

South Africa:

• SA is currently in its 73rd month of a record economic upswing, as this upswing started in September 1999. The previous record upswing only lasted from September 1961 to April 1965. The Bank's contributors looked at the sizeable increase in employment mainly in the private sector and an emerging black middle-class that is widely considered to have been one of the main drivers of the healthy demand- led economic growth in the past 18 months.
  
  The Sunday Times job advertising space for instance has risen by 24.2% year-on-year in the first six months of 2005 compared with a 9.1% increase in the first six months of 2004.
  
  This points to a strong employment market in 2005, as changes in job recruitment space tend to lead changes in employment.  (Business Day)

UK:

• The major difficulties experienced by companies in recruiting suitable candidates for employment have been highlighted by a recent survey involving 747 businesses in the UK. The report, commissioned by the Chartered Institute of Personnel Development (CIPD), focuses on candidates' lack of relevant experience and appropriate technical skills, recruiters' inability to meet salary demands and finally but probably most importantly a shortage of high quality candidates.  (50connect.co.uk)
   
• Over 50's currently create a quarter of the UK's economic wealth, and have the potential to produce even more if given the opportunity, so says a report just released by Age Concern.  But it is another two years before the anti-ageism law will become effective in Britain, making a total of six years since our dearly beloved New Labour politicians signed to support the legislation with the rest of  the European Council of Ministers. (50connect.co.uk)
   
• Writing a CV ... CV STANDS for Curriculum Vitae meaning 'course of life' and it provides a concise history of your education and employment history for prospective employers. It will take a concerted effort to produce a well-presented and accurate CV but it is time well spent. (ICCheshireONline)
   
• Demographics are going to hit employment across the public sector in the next decade, as the population ages. We need adapt to meet 21st century challenges, David Blunkett MP, Department for Work and Pensions Secretary of State, said at the Brookings Institution in Washington yesterday. In the EU over the next 25 years the total working age population will fall by 7%, while those over 65 will rise by 51%. A large proportion of public sector workers are due to retire in 10-15 years' time. This will have a massive effect on the workers available to run the public sector - and e-recruitment will play a mission-critical part in retaining and attracting workers to the public sector.  (PublicTechnology.net)

US:

•  Hurricane Katrina's aftermath will have an isolated effect on the upbeat hiring prospects of U.S. employers, with nearly a third expecting to add to their payrolls in the fourth quarter, a global staffing company said. (Mercury News)
   
• With thousands of acres ready for harvest, California farmers say they're facing the tightest labor market in recent memory. In some growing regions they say labor shortages are reaching crisis levels--crops must come off right now and there aren't enough workers to do the job. At the height of harvest about 450,000 farm workers usually are needed to get California's crops in, but this year there are far fewer workers than that. How many fewer? There are no reliable statistics from government at any level to verify the immediate shortage in real time. (AGAlert)
   
• "I've lost two jobs this season because I couldn't get people -- any people," said Garza, who generally employs about 2,500 men. This summer, he has only 1,500 workers. "And I'm one of the largest labor suppliers around here. If I'm having trouble, everybody's having trouble." (Pittsburgh Tribune-Review)
   
• There are plenty of jobs out there, but no one to fill them. The National Federation of Independent Business says that 21% of the companies they surveyed have job openings, and 70% of these companies are having trouble filling them. Small businesses will be competing for qualified employees, which might put upward pressure on wages. (AccaBuzz)
   
• The continuing failure by organisations to manage people as individuals rather than employees is undermining the effectiveness of the American workforce and leading to widespread employee disengagement. What's more, according to market information group TNS and The Conference Board, managers are not prepared to effectively meet the major challenges presented by the future American workforce while remaining globally competitive.  (Management Issues)

Coming Soon

Baby Boomer Career Conference September 17, 2005 Occidental College Los Angeles, CA $150 More Info Register	8th Annual Recruiting & Staffing Summit September 19-21, 2005 Intercontinental Buckhead Atlanta GA $1,999 to $4,573 More Info Brochure
Ifra India 2005 21 - 22 September 2005 New Delhi, India Language(s): English INR 18,000.00 / EUR 330   Register	Staffing.org's Philadelphia Performance Summit September 21 - 23, 2005 Radisson Plaza - Warwick Hotel Philadelphia, PA $725 Register
Webinar Talking From the Inside Out: The Rise of Employee Bloggers September 21, 2005 4-5 p.m. (EST) register White Paper	Employers of Excellence Conference 2005 September 25-27 Pointe South Mountain Resort Phoenix, Ariz. More Info
Leadership Summit Network of Executive Women Success Strategies September 26-27 , 2005 Renaissance Concourse Hotel, Atlanta, GA. Contact Executive Director Joan Toth at (312) 373-5682 www.newonline.org	Webinar: How to Select a Search Marketing Partner September 29, 2005 2:00pm EDT, 11:00am PDT Free Register
Enterprise Social Software & Tools: Business Blogs & Narratives Sept 30, 2005 8:00am - 5:00pm New York, NY 212-261-9816 $349 Register	Economist Conferences Human Resources Directors' European Summit September 29, 2005 The Millennium Mayfair Hotel, London £765 + VAT More Info
OnRec Online Recruitment Conference October 6, 2005 Brussels Marriott Brussels, Belgium £265.00 +VAT (370.00 Euros) More Info Register: +44 (1702) 382330, or email wendy@OnRec.com	Talent Management, Leadership Development & Succession Planning in the 21st Century October 5-7  2005   Phoenix Marriott Mesa, Phoenix, AZ, USA $2418 Learn More Register
International Association for Human Resource Information Management (IHRIM) Global Forum Oct. 6-7, 2005 Boston, MA $710 More Information Register	8th Annual HR Technology Conference & Exposition October 19 - 21, 2005 Chicago's McCormick Place Learn More Request Brochure
Conference-Board New HR Leaders & Practitioners Tough Issues Forum 27 - 28 October,  2005 The Waldorf Astoria, New York, NY $ 2,295 More Info	HRO World Europe November14-16, 2005 Conrad Hotel Brussels, Belgium EUR1,700 Register More Info
VirtualEdge sponsors: CareerXroads Seminar: Job Seeker Experience-Why  Care September 19, 2005 :: 4:30pm - 7:00pm PST Grand Hyatt, San Francisco, CA October 06, 2005 :: 4:30pm - 7:00pm EST Nassau Inn, Princeton, NJ November 10, 2005 :: 4:30pm - 7:00pm CST Hyatt Regency, Chicago, IL	Managing Contingent Workforce Suppliers/Solutions Nov. 16-17 Crowne Plaza Chicago O'Hare Early Bird Fee: $795 More Info Register Request an expanded brochure

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Got News?
your company news, personnel changes, placements, and other tidbits of interest. News you'd like to see covered that we haven't? Let us know.

Don't forget to check out the blogs on bert.

Net-Temps - The Choice of Staffing Professionals

You'll love working with our candidates! Jobseekers that use Net-Temps know they will be working with staffing services. They understand how staffing companies work and that you are there to help them get a job.

Plus, Net-Temps' aggressive online advertising attracts the top candidates and your jobs are broadcast to a wider audience. For 10 years Net-Temps has been providing online services to staffing companies - exclusively.

Our membership includes:

• Reusable job slots that make posting easy and flexible
• Full resume bank access - search over 270,000 fresh resumes every month
• Candidate Manager that helps evaluate candidates and move them through the screening and placement process.
• Daily Hotlist of candidates
• Resume search agents
• ... and more!

Reach the Candidates That Want to Work With You!

Visit http://www.net-temps.com to take our Test Drive or call 800-307-0062 for details.

Email Address:
Request:	Subscribe Unsubscribe

If you have any problem with this form please click on the link below and enter your email address:    SUBSCRIBE      REMOVE             Thank you.