Reveille
Diversified Corporate Resources, Inc. (HIRD.OB)  will introduce its business process outsourcing (BPO) opportunity for small staffing companies at the annual industry convention for the National Association of Personnel Services (NAPS) in Baltimore this week.

Smart Human Logistics' latest product, eHL 2005, is designed to allow companies to optimize areas of their organization to gain a competitive advantage by maximizing on the ROI from their workforce. Developed using Microsoft's .Net technology, eHL 2005 gives employers tools designed to maximize on employee value, through new improvements in proactive reporting, employee self-service and costing.

Washington's Today's Careers employment publication announced  that they are changing their name to become The Employment Guide, Seattle edition.

In the face of global competition and off-shoring labor and manufacturing, Americans' competitive career advantages are shrinking. But a free Web cast series offers smart strategies to promote ways to succeed and compete in the 21st century. The new educational series, which will launch via Web cast nationwide Sept. 23, features "Diversity, Leadership and Innovation" and describes how individuals and leaders can create value through diversity and innovation to successfully compete globally The Web cast, available at http://www.americandreamproject.org/webcast, was created in collaboration with TrueCareers.com, a leading, national career Web site and SallieMae Company.

Belinda Stronach, Minister of Human Resources and Skills Development and Minister responsible for DemocraticRenewal, announced that the Government of Canada will provide over   $3.7 million  to promote a skilled workforce in the wood manufacturing, mining, seafood and environment sectors. "Our natural resources have long been the backbone of our economy and it is absolutely vital we remain globally competitive in these sectors," said Minister Stronach. "To maintain our competitiveness, we must ensure we have productive, high performance workplaces, supported by a highly skilled workforce."

Seven respected thought leaders from the human capital industry will gather for a networking and book-signing reception on Thursday, September 29 during the Electronic Recruiting Fall Expo in Boston. The evening event is hosted by Deploy Solutions, a premier provider of talent management solutions for market-leading corporations. For the first time, HR professionals will be able to rub elbows with a group of distinguished visionaries: Lou Adler, Master Burnett, Gerry Crispin, Dr. Charles Handler, Mark Mehler, Dr. John Sullivan and Kevin Wheeler.

Borrell Associates has released its advertising projections through 2010, noting that locally targeted online advertising is experiencing a boom that may last for several more years.  According to its new report, "2006 Outlook: Local Online Growth Continues (For Some)," local businesses will spend $4.1 billion on online ad spending this year, up 51.5% from the 42.7 billion spent in 2004.  Borrell estimates that $346 million of this year's local ad spending will go toward the fastest growing category -- paid search.  While traditional banner ads and listings will grow at a rate of 28% in 2006, local paid search advertisingwill skyrocket 161%, to $906 million.

Keith Bates & Associates Inc., a marketing communications firm specializing in information technology, has reached agreement with Talentology to launch their new business efforts with emphasis on a word of mouth marketing strategy. Bates, a long time advocate of word of mouth and viral marketing, was called in by President Frank Pirri, formerly a founder and management team member of MyPoints.com.

DeckChairs

Authoria announced that  Jit Saxena has joined Authoria's Board of Directors. Saxena is CEO and co-founder of Netezza Corp., a rapidly growing market
leader in high-performance enterprise data warehouse appliances....Beverly Popielarz has been named Executive Vice President/Chief Talent Officer at Foote Cone & Belding Worldwide...Inside Higher Ed, the new open source in higher education news, has hired Laura McFarland as National Sales Director. She will work with colleges and universities nationwide on their efforts to recruit top-quality faculty and administrative personnel...

Survey Sez
46% of New Hires Fail within 18 Months

According to a new study by Leadership IQ, 46% of newly-hired employees will fail within 18 months, while only 19% will achieve unequivocal success. But contrary to popular belief, technical skills are not the primary reason why new hires fail; instead, poor interpersonal skills dominate the list, flaws which many of their managers admit were overlooked during the interview process.

The study found that 26% of new hires fail because they can't accept feedback, 23% because they're unable to understand and manage emotions, 17% because they lack the necessary motivation to excel, 15% because they have the wrong temperament for the job, and only 11% because they lack the necessary technical skills.

The three-year study by Leadership IQ, a global leadership training and research company, compiled these results after studying 5,247 hiring managers from 312 public, private, business and healthcare organizations. Collectively these managers hired more than 20,000 employees during the study period.

While the failure rate for new hires is distressing, it should not be surprising: 82% of managers reported that in hindsight, their interview process with these employees elicited subtle clues that they would be headed for trouble. But during the interviews, managers were too focused on other issues, too pressed for time, or lacked confidence in their interviewing abilities to heed the warning signs.

"The typical interview process fixates on ensuring that new hires are technically competent," explains Mark Murphy, CEO of Leadership IQ. "But coachability, emotional intelligence, motivation and temperament are much more predictive of a new hires' success or failure. Do technical skills really matter if the employee isn't open to improving, alienates their coworkers, lacks drive and has the wrong personality for the job?"

The study tracked the success and failure of new hires and interviewed managers about their hiring tactics and new hires' performance, personality and potential. Upon completing the 5,247 interviews, Leadership IQ compiled, categorized and distilled the top five reasons why new hires failed (i.e., were terminated, left under pressure, received disciplinary action or significantly negative performance reviews). The following are the top areas of failure, matched with the percentage of respondents.

•Coachability (26%): The ability to accept and implement feedback from bosses, colleagues, customers and others. •Emotional Intelligence (23%): The ability to understand and manage one's own emotions, and accurately assess others' emotions. •Motivation (17%): Sufficient drive to achieve one's full potential and excel in the job. •Temperament (15%): Attitude and personality suited to the particular job and work environment. •Technical Competence (11%): Functional or technical skills required to do the job.

In addition, the study found no significant difference in failure rates across different interviewing approaches (e.g., behavioral, chronological, case study, etc.). However, 812 managers experienced significantly more hiring success than their peers. What differentiated their interviewing approach was their emphasis on interpersonal and motivational issues.

"Highly perceptive and psychologically-savvy interviewers can assess employees' likely performance on all of these issues," explains Murphy. "But the majority of managers lack both the training to accurately read and assess candidates, and the confidence to act even when their assessments are correct."

"Hiring failures can be prevented," he notes. "If managers focus more of their interviewing energy on candidates' coachability, emotional intelligence, motivation and temperament, they will see vast improvements in their hiring success. Technical competence remains the most popular subject of interviews because it's easy to assess. But while technical competence is easy to assess, it's a lousy predictor of whether a newly-hired employee will succeed or fail."

"The financial cost of hiring failures, coupled with the opportunity cost of not hiring high performers, can be millions of dollars, even for small companies," adds Murphy. "And the human cost can be even worse. If a hospital hires a nurse that won't accept feedback and alienates pharmacists and physicians, the result could be a medical error. This one bad hiring decision could cost a patient their life."

You Should Know

Australia:

• The National Farmers' Federation wants thousands of foreign guest workers allowed into Australia to work on the land.
  The NFF proposal is outlined in its "Labour Shortage Action Plan" released today. In it, the NFF highlights the need to tackle the labour shortage in the bush.As well as wanting a feasibility study, to study foreign labour, it also calls for a review of taxes that apply to all seasonal workers. (abc,net)

• ARINSO International (ARIN), a European market leader in HR Services, today announced that it has set up an affiliate in Vienna (AT), thus launching operations in the group's 23rd country. Austria's unique position at the intersections of Central Europe, together with ARINSO's objective of entirely covering the German speaking market, has led the group to fill this geographic gap. ARINSO Austria will be led by Kobe Verdonck, an experienced ARINSO country manager - and will be staffed with 10 senior HR & Payroll experts. (HROEurope)

• Deep Web Search
  What it is: Technology that boldly goes where no search engine has gone before.
  Why it's hot: Google may have already indexed 8 billion webpages, but that's just the tip of the iceberg. Many more pages are hidden behind corporate firewalls or in databases waiting to be indexed. By some estimates, this so-called dark Web is 500 times bigger than the World Wide Web as we know it. Unlike the public Internet, however, it can't be retrieved by the usual Web crawlers. Instead, the information must be fed into search engines' mammoth databases using special retrieval techniques.  Before the advent of desktop search, our PCs were part of that invisible Web -- connected to the Internet but not indexed. File-sharing networks already search your PC for MP3s, but there are tricky privacy and security issues to resolve before your hard drive can join the visible Web. There are also millions of digitally transcribed books waiting to be connected. Ultimately, deep Web search could answer a direct question better than hundreds of links, because many of the most authoritative sources have yet to make it online.
  Key Players: Endeca, Glenbrook Networks, Google, IBM (IBM), Kozoru, and Yahoo.  (Seven Technologies That Change Everything, Business 2.0)
   
• More Deeper
  The Web is made up of hundreds of billions of Web documents, far more than the 8 billion to 20 billion claimed by Google or Yahoo! But most of these Web pages are largely unreachable by most search engines because they are stored in databases that Web crawlers can't access.Now a San Mateo, Calif., startup, Glenbrook Networks, says it has a way to tunnel far into the "deep Web" and extract this information. Glenbrook, run by a father-daughter team, demonstrated its technology by building a search engine that scoops up job listings from the databases of various Web sites, something the company claims most search engines cannot do. (SeattlePI)
   
• Zero Hora shows how newspapers can win back young readers in a multimedia world. One-third of its 190 journalists are under 30-years old. Nineteen journalism students fulfill support functions in the newsroom and "are a permanent focus group to challenge us," said Mr Rech. Forty-two percent of Zero Hora's readers are between 10- and 29-years old. (editorsweblog)
   
• Microsoft and Pfizer have chief knowledge officers, some like Coca-Cola have chief learning officers and software major Tata Consultancy Services has a chief transformation officer — one of only three companies in the world to have such a designation.  But whatever the title, the gentlemen occupying these posts have almost the same set of responsibilities: focus on how to keep the skills of the corporation's work force at a high level and take the lead in managing change. (Business Standard)
   
• The top 10 companies as ranked in the Vault Guide to the Top 50 Management and Strategy Consulting Firms are as follows:
  • 1. McKinsey & Company New York, NY
  • 2. Boston Consulting Group Boston, MA
  • 3. Bain & Company Boston, MA
  • 4. Booz Allen Hamilton McLean, VA
  • 5. Monitor Group Cambridge, MA
  • 6. Mercer Management Consulting New York, NY
  • 7. Mercer Oliver Wyman New York, NY
  • 8. Mercer Human Resource Consulting New York, NY
  • 9. The Parthenon Group Boston, MA
  • 10. Marakon Associates New York, NY
  
  
  - (dbusiness news)
   
• U.S. spending for online local advertising is forecast to grow 26 percent to $3.2 billion this year and increase to $5.3 billion by 2010, according to a report released Wednesday by JupiterResearch.  According to the report, "U.S. Local Online Advertising Forecast, 2005 to 2010," online classifieds will drive that growth and other types of local advertising will lag behind. Classifieds currently account for about 70 percent of spending on local online advertising, according to the report. "Outside of classifieds, local ad spending online remains relatively immature," said David Card, vice president and senior analyst at JupiterResearch . (Information Week)
   
• According to a survey of corporate recruiters performed by The Wall Street Journal, part-time and online M.B.A. programs, though growing in popularity with students, are nevertheless viewed as inferior to full-time programs. About 30% of recruiters polled rated part-time programs as inferior to full-time programs in building students' skills. Online programs received significantly more derision with 80% rating them as inferior including 40% calling them "not at all effective."  The findings of the recruiters' poll are reflected by a recent study by the Graduate Management Admission Council which found that only 17% of part-time graduates of M.B.A. programs were extremely satisfied that their degree had increased their career options. (AACRAO)
   
• Before the dawn of the information superhighway, the common morning ritual began with a newspaper in hand and a hot cup of Joe. Joe is still alive and kicking, but with increasingly hectic schedules and advances in technology, some hands have switched to holding a mouse instead of a paper.The newspaper industry has been running out of ink lately. Big companies such as Gannett (NYSE: GCI) and Knight Ridder (NYSE: KRI) reported recently that decreasing ad sales and higher newsprint costs would diminish third-quarter revenues. This led some to believe that the industry is dead money, and the negative guidance has prompted the naysayers, driving the sector even lower.A midyear report by the Newspaper Association of America (NAA) suggested that while ad spending for recruitment and online newspapers was strong, ad spending for national and local auto dealers was horrible. Can the industry recover? (fool.com)
   
• If you are the CIO of a growing company, there are tremendous demands on you to support the increased needs of the business. Finding the right resources to fill critical roles to execute on your technology agenda will define your department's impact. Recruiting Process Outsourcing (RPO) offers significant advantages to traditional recruiting strategies by partnering with an organization with vast technology networks and effective evaluation criteria to make the optimal human capital recommendations. (ITBusinessEdge)

• India's future is in IT, but not in IT as in Information Technology, but in IT as in Indian Talent. Giving every opportunity possible to Indian talent to reach its real potential would truly empower India. What happens to Indian talent today? Fifty per cent Indian children go to school. Thirty per cent of them reach up to 10th standard. Forty per cent of them pass. Thus, six per cent of our children go past the 10th standard. This is only a tip of the iceberg, of which only a very small part shines. A huge part of the iceberg remains submerged and dark. (Financial Express)
   

• The UGC centre of excellence has recently decided to go all out for foreign students. The decision was prompted by a letter from the Union ministry of human resources development, asking it to strive to admit foreign students in undergraduate courses, particularly in the engineering disciplines. The letter says the Centre has finalised its decision to simplify the process of obtaining visas for foreign students aspiring to pursue education in reputed Indian institutions. The government has also allowed JU to grant direct admission to foreign students. Currently, students from abroad can take admission in Indian universities only on the basis of recommendations by the Centre, through cultural exchange programmes of Indian Council for Cultural Relations. (Telegraph)
   

• India has now lack of talent to fulfill the low priced outsourcing jobs knocking the door of India from the West. The talent pool of high quality is fully employed. The wage inflation is rampant in India. The BPO companies in India are now targeting smaller cities. However, they are finding that the talent pool in smaller cities lack the quality that made the Western companies interested in India (IndiaDaily)
   
• The increasing competition notwithstanding, India has maintained its top position among the global sourcing destinations with the market opportunity expected to go up to 50 billion dollars by 2007, research and analyst firm Gartner has said. "Although more options for external service provision are becoming available worldwide, India remains the market leader with a majority of essential resources and a sufficiently robust technology infrastructure," the firm said. (ExpressIndia)
   
• Cold sweat broke on Rahul's forehead. It was the headhunter again. This time, the stakes were higher — cost to company of Rs 3 crore per annum plus stock options. "That's almost a three-fold jump over my current salary, without counting the options," he told his wife. "Wow, that's great," said Sadhavi, who was also his classmate at B-school and now mum to Kartik, 10, and Kritika, 5. "Between the two of us, we'll pull in a little over Rs 4 crore. Tax-adjusted that means, we would have saved over Rs 5 crore over the next two years." Rahul smiled,"That means our apartment is paid for, children's education is financed and...we can go to Honolulu."  (IndianExpress)

•  Economists have long noted several trends that could contribute to a growing gap between the rich cities and a poorer countryside, including demographic changes, cuts in public works spending and a shift of factories overseas.  Japan's 127.7 million population is forecast to peak in the next year or so and to decline by around 20 per cent by 2050. The population is also expected to concentrate increasingly in major cities. Some 100,000 people move to the Tokyo area each year from the countryside, according to government data. But economists said the shift of people and businesses to cities, and the resulting slide in land prices in the countryside, was not necessarily bad as Japan tries to makes its economy more efficient. "As the population declines, it is more natural for people and businesses to concentrate in certain areas and for land prices to reflect that," said Azusa Kato, an economist at BNP Paribas. (Stuff)

•  Professional services firm Deloitte says it has improved the efficiency of its graduate recruitment process by replacing a paper-based psychometric test with online verbal and numerical reasoning tests.Deloitte is the largest private sector recruiter of graduates in the UK. It appoints around 1,200 graduates and undergraduates a year - from more than 10,000 applicants - to work within its tax, audit, consulting and corporate finance businesses. In the past, eligible candidates would complete a 90-minute test in a Deloitte office before being interviewed by a line manager.The online reasoning tests, designed by test provider PSL, take approximately 70 minutes to complete. Deloitte is using the tests as a way of sifting applicants after an initial pre-selection stage. (Personnel Today)

US:

• The timing of Tuesday's announcements of massive job reduction plans at both Philadelphia Newspapers Inc. and The New York Times Company has Newspaper Guild leaders at two of the affected newspapers at least a little suspicious. Henry Holcomb, president of the Newspaper Guild of Greater Philadelphia, and Daniel Totten, who heads the Boston Newspaper Guild, each said separately they would not be surprised if executives at each company planned to drop their respective bombshells on the same day to help share the fallout. (Editor and Publisher)
   
• Then it hit me: I write, therefore I am. So write I will -- cover letters, resumes or anything else that might help people left jobless by Katrina. My catchy cover letters have opened employment doors for my kinsmen and me. Maybe they can do the same for a few of my countrymen. With that thought in mind, and the technical expertise of my friend Devin Hedge, Hurricane Job Hunter was born. This site is an open invitation to anyone whose job ended when Hurricane Katrina hit our shores. If you think we can help open employment doors to you, please write to us.We also want to hear from writers and editors who can craft attention-grabbing letters and resumes or improve existing ones. We want to hear from employers with jobs to fill. And we want to hear from technology and human resources experts with advice on how to use the Web or other techniques to connect applicants and employers. (HurricaneJobHunter)
   
• The next big hurdle for Columbia's Gulf Coast hurricane transplants is finding employment. The Greater Columbia Chamber of Commerce has launched an interactive website, making the process a little easier. The online database can be launched from the GCCC website www.columbiachamber.com or visited directly at www.ColumbiaKatrinaJobs.com. (WISTV10)

Coming Soon

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
See America's #1 Internet Recruiting Sourcer Tuesday, September 27, 2005 - 5:00 p.m. Microsoft Corp, 201 Jones Road, 6th Floor, Waltham, MA RSVP/Info Seating is limited to the first 150. Questions: 508-930-9391 email: Riverboat's a comin' and Shally is on board. Glen's free resources sponsored by H3.com	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
Executive Diversity Career Fair Nov. 15 from 11 a.m. to 4 p.m. Embassy Suites Hotel, 1900 Diagonal Rd. Alexandria, VA Learn More	Managing Contingent Workforce Suppliers/Solutions Nov. 16-17 Crowne Plaza Chicago O'Hare Early Bird Fee: $795 More Info Register Request an expanded brochure
VirtualEdge sponsors: CareerXroads Seminar: Job Seeker Experience-Why Care October 06, 2005 :: 4:30pm - 7:00pm EST Nassau Inn, Princeton, NJ November 10, 2005 :: 4:30pm - 7:00pm CST Hyatt Regency, Chicago, IL

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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