Reveille

Here It Comes
Salesforce.com (CRM), the technology and market leader in on-demand customer relationship management (CRM), today announced that Bennett's Business Systems, a leading provider of imaging technology, has extended its Salesforce deployment by leveraging the Appforce platform to create, deploy and manage eight new business critical applications. Appforce is enabling Bennett's Business Systems to go beyond CRM and build new on-demand applications designed for product configuration and pricing; project management; recruiting; virtual forms engine; and document, inventory and customer equipment management. Bennett's Business Systems is one of the 16,900 companies of all sizes, industries and geographies that comprised the salesforce.com customer base as of July 31, 2005.(Press Release)

The Association of Hospitality Recruiting Executives (AHRE) will be holding their annual conference titled Learning, Sharing, Networking: Powerful Strategies for Recruiting Success on October 20, 2005, 8:00 a.m. to 5:00 p.m. at The Collins School of Hospitality Management on the California State Polytechnic University of Pomona campus.

Resolve Staffing, Inc. (RSFF), a national provider of outsourced human resource services, announced today that it will be a featured presenter at Instream Partners' fourth annual "Value Below the Radar" conference Tuesday, October 18, 2005 at the Park Hyatt in San Francisco, California. Ron Heineman, CEO of Resolve Staffing, will give the presentation.

Management Recruiters International, Inc. (MRI), the world's largest search and recruitment organization, today announced a change to the company brand and enhancements to its operational and client service procedures in an effort to capitalize on the evolving needs of its customers. Announced at the company's annual Global Conference this morning, MRI has changed its corporate name to MRINetwork in an effort to place further emphasis on the company's expansive network that covers more than 1,100 offices and over 39 countries worldwide.

Guerrilla Marketing for Job Hunters - atactical guide to landing a desirable job - written by Jay Conrad Levinson and David Perry, cites MyFax internet-based fax services developed by Protus IP Solutions as an effective job-hunting tool. MyFax, an Internet-based faxing solution developed by Protus, offers a non-conventional approach to job seekers looking to avoid tactics like cold calling and repetitive emails in today's intensely selective and competitive job market.

DeckChairs

Alphanumeric Systems announced that Sandee Rouse has been chosen to head the company's Staffing & Recruiting Division...Joseph E. Pennington, President and Chief Operating Officer,  has agreed to extend his employment contract with the Christopher & Banks (CBK)  through August 31, 2006.










You Should Know

Abu Dhabi:

• A new electronic recruitment system is to be launched soon by Abu Dhabi Police, in a major step forward that will allow applicants to submit their documents by emailing them from any location.  "The new e-recruitment system will be based on four phases: announcement about vacancies on the police web site, receiving applications, evaluation of applications and e-appointment", said Colonel Mohammed Al Awadi Al Menhali, Director, Human Resources at Abu Dhabi Police.  (Digital Opportunity)
   

Australia:

• CHISHOLM TAFE, in Victoria's manufacturing heart of Dandenong, is doing its part to address the skills shortage - and to attract new recruits to the Australian manufacturing industry.  A recently-installed training module that simulates an entire assembly line for training purposes not only ensures graduates are highly skilled, but also that prospective students are informed about the sophisticated reality of modern manufacturing. (ferret.com.au)

Canada:

• Wages and worker shortages continue to climb in Alberta, according to the 2005 Alberta Wage and Salary Survey released Monday. Conducted every two years, the government survey shows an overall average wage increase of nine per cent from $19.68 per hour in 2003 to $21.39 per hour in 2005, according to a government news release.  As well, the percentage of employers who reported difficulties in finding workers rose from 52 per cent to 56 per cent from 2003 to 2005. (Canada.com)

China:

• China's rising economy is seducing its Diaspora back to the homeland. So far almost 200,000 immigrants from overseas have returned. But, according the PNS contributing writer, Jun Wang, there's a price to pay for new opportunities back home.  San Francisco-Chinese call them "sea turtles." In the typical clever Chinese play on words, the word "turtle" has the same pronunciation as the word for "coming home." Like turtles migrating across the ocean, they arrived in America either as international students or even as young children half a century ago.  But now they are retuning to the Chinese mainland or Taiwan for job opportunities. (China Daily)
   
• FOR the first time, wages ranked as the top motivator to inspire and retain employees on China's mainland, according to a survey by Hewitt Associates, a global human resources consulting firm.  While it is not surprising that pay is important, it's an eye-opener that it ranks as the most important factor.  With such a money-oriented focus, it is not difficult to understand why China's employment turnover rate climbed to 14 percent this year. It is the highest in five years, compared with 11.3 percent last year and 11.7 percent in 2003, according to the survey, which covered more than 550 international companies. (ShanghaiDaily)

Ghana:

• Ireland fundamentally is not unlike Ghana in many respects except in one singular area. Both countries, until quite recently, were considered to be having developing economies. The former has shed off that description. It took about two decades for Ireland to earn this promotion. Ireland is now the second richest country in the EU.
  
  In the case of Ireland the population went through some severe belt tightening that meant every one had to sacrifice. They then followed that with a plan to upgrade the education of its entire work force and a strategy to recruit and induce as many global high-tech companies and researchers as possible to locate in Ireland. The Irish had a plan. They focused on the plan. They mobilized business, labor and government around a common agenda. They are playing the offense. It is yielding the desired results. (Ghana Home Page)
   
• The Tema Oil Refinery (TOR) is facing a critical brain drain problem as key technical staff members are resigning to seek greener pastures in the Middle East. As of last Friday, 14 key technical staff members, majority of whom had rendered invaluable services to the refinery for the past 15 years, had tendered their letters of resignation. Majority of those who have resigned are said to be on their way to work for Qatar and Oman refineries in the Middle East. (Ghana Home Page)

Global:

• Microsoft must be the easiest place in the world to have job security. All you need to do is tell your supervisor, "Google just called about a new opening they have." Suddenly a 10 percent raise, an extra week's vacation and a corner office with a view become a lot more doable. In hiring away high-profile talent from Microsoft, in out-recruiting Microsoft among computer-science graduates, and in beating Microsoft to market with key innovations, Google is proving over and over Bill Gates' concession to Fortune magazine: "They are more like us than anyone else we have ever competed with." (SeattleTimes)
   
• New HR organizational software is helping to automate the entire recruitment process in dizzying specificity, from job opening to new hire. Complex? Yes. Efficient, timesaving, and cost-effective? Absolutely. Matt Bolch reports (Manufacturer.com)
   
• Sure, any smart job hunter does the standard detective work: Dissect a company's annual reports, track down former employees, and Google the new boss to make sure there aren't hate sites devoted to his name. But there are other stealth (and very legal) ways to get beyond the glossy surface and make sure any potential employer's sales pitch matches up with reality. (Fast Company)
   
• MSN AdCenter, which debuted in Singapore at the end of last month, allows advertisers to launch highly targeted online keyword search-based campaigns, with the ability to include or exclude target customers based on geographic location, gender and age and to run ads only during certain times and days. The system competes with Google's AdWords program and will eventually replace a keyword-based advertising program MSN contracts out to Yahoo. It has a simple user interface and is notable for its use of customer profiling, taking advantage of the data MSN gathers from its more than 9 million subscribers. (News.com)
   
• You'd have to be crazy--excuse me, having a behavioral health issue--not to realize that branding has gotten out of control. Part of the problem is that everyone's doing it. Bill Schley, author of Why Johnny Can't Brand (Portfolio, November 2005), says branding "is not what you say but what you do." But what a company does is already, well, what it does! To brand, in a corporate sense, is no more a verb than "to gorgeous." A brand is a result, not a tactic. One cannot go about branding an organization or a product or a service; the organization, product, or service is what creates the brand. In a brilliant twist, the experts have bottled an end and sold it as a means. (FastCompany)

India:

• "As engineers aspire to be a core part of the businesses they enter, the ubiquitous MBA degree is therefore increasingly considered as a prerequisite and not an add-on," said Mr Prasenjit Das, associate director, ACNeilsen. The 2006 batch of engineering graduates also expect a nine per cent increase in salaries compared to the previous batch of graduates, with a majority expecting Rs 4 lakhs or more per annum from their future employers. (AsianAge)
   
• Expressing concern over the brain-drain in the country, the head of plant molecular biology and genetic engineering, Rakesh Tuli, told Newsline that new schemes need to be devised to stop budding scientists from going abroad.  To counter brain drain, the CSIR has recently launched a ‘‘Quick Hire Scheme''. ‘‘Under this scheme, not only scientists from India, but also those from abroad are invited to work for the CSIR labs,'' said Tuli. (ExpressIndia)
   
• Engineering companies Larsen & Toubro, Siemens, Alstom, ABB, Wartsila, Kirloskar Electric, Crompton Greaves, and BHEL are finding it tough to retain talent, especially junior management level engineers.  This segment comprises 80 per cent of the workforce at these companies. The industry is also facing an issue of attracting fresh talent.  At its recent AGM, L&T chairman A M Naik had expressed concerns about the problems faced by the electrical engineering industry. (BusinessStandard)
   
• Yahoo! India is eyeing rural India with its Emerging Market Initiative. Dr Prasad Ram, CTO, Yahoo! R&D India, said that `livelihood-based' offerings for the rural market would roll out by mid-2006.  The company underwent a "rethinking of products" for rural markets. Dr Ram spoke about the probability of people in remote villages and towns adopting e-shopping, since they have limited access to shops. The company is presently undertaking the implementation rounds of the services. Pilot tests would begin in January, he added. (ContentSutra)

Ireland:

• The Chambers of Commerce of Ireland (CCI) today launched a best practice handbook on the employment of older workers at the first meeting of its Human Resources Policy Council.  Head of CCI's HR Policy Council Ann Byrne warned that unless immediate action is taken, and older people are encouraged to stay in the workforce for longer, we could be faced with a labour supply and pensions' crisis of the kind currently being experienced by other EU states. (RTE Business)

New Zealand:

• The New Zealand workforce is taking on a greyish hue, according to Statistics New Zealand (SNZ), and it's a trend that's going to accelerate over the next 15 years. The workforce will increase from 2.0 million in 2001 to peak at 2.4 million in the mid-2020s, SNZ said. Nearly half this increase is expected between 2001 and 2006, mainly because of the burgeoning population aged 45 years and over.  Beyond 2021, the number of people in the labour force is likely to stabilise because new entrants will roughly balance retirements as the workforce ages. (National Business Review)

Phillipines:

• For their skills, English language capabilities, and work ethics, Filipino workers remain the top choice of major host countries as well as emerging labor markets, the Department of Labor and Employment (DoLE) said yesterday. (Tempo)

US:

• ''You're going to have a problem getting people,'' Leslie D. Ball, senior executive professor at Northeastern University's College of Business Administration, bluntly warned employers. ``We've had a rapid decline in our MIS [management information systems] majors because of the dot-com bust, because of outsourcing, because kids no longer think they're going to be making millions of dollars in technology.''Finding and keeping workers hasn't been this high on the agenda for most businesses since the boom days of the 1990s, when high-tech jobs were so plentiful in such cities as Boston or San Francisco that employees could switch companies without switching car pools. (Miami Herald)
   
• H3.com has what may be best described as a system for kickback-based employee referral by virtual strangers; somehow they got their idea from the fact that the best would-be employees are recommended by current employees. (Computerworld)
   
• Twelve Ball State University students are chronicling their school year in Web logs using technology provided by the school, which hopes the blogs will help attract new students. Though the blogs are sanctioned by Ball State as a recruitment tool, school officials insist the online documents are uncensored. (IndyChannel)
   
• As the baby boomer generation ages, the cost of Social Security, Medicare and the federal government's portion of Medicaid threaten to drown the federal budget, said David Walker, comptroller general of the United States. "We're facing an unprecedented demographic tsunami and evacuation is not an option," Walker said today during a panel discussion at the University of Richmond. (TimesDispatch)
   
• Some U.S. jobs pay living wages, are in fast-growing fields, have lots of openings and don't require bachelor's degrees. Most of them aren't glamorous, but they won't be offshored anytime soon either, according to a newly published analysis by the nonprofit agency Jobs for the Future. Among them: truck and bus driving, nursing, construction and computer-tech jobs. "A lot of these industries are having difficulty finding reliable workers with the skills they require," agency official Jerry Rubin said. (Knight Ridder) (Full Report)
   
• For years, American business has relied almost exclusively on a mature, experienced workforce, armed with the requisite skills learned on the job, in lieu of established, standardized processes and procedures to survive. Outside each employee's sphere of influence, no one has a valid, comprehensive understanding of how we do what we do. Somehow, we manufacture or produce an acceptable product, in sufficient quantity, and at a competitive cost to meet the business plan. Somehow, we meet delivery demands. Somehow, maintenance keeps the equipment and systems in good enough operating condition to satisfy the plan. Somehow, we get new business to feed the manufacturing engine. Somehow? Do you really know how your plant, company or corporation gets things done? Even if your answer is yes, what happens when you retire or move on to new vistas? Will your replacement know? (PlantServices.com)
   
• Salesforce.com recruits on Craig's List.
   

Coming Soon

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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