Reveille  
Net-Temps has rolled out a new version of its resume search agents. The new agents offer more qualifying details about a candidate and customers have the option to receive the agent email in HTML format. The new HTML formatting option delivers a cleaner, easier to read version of the information and allows recruiters to more quickly determine which candidates are of interest to them. 

Marc Cenedella, President and CEO of TheLadders.com,  will be speaking at the upcoming 14^th Annual Garden State Council Society for Human Resource Management (SHRM) Conference and Expo on November 8, 2005. Cenedella's session, "Thinking Outside of the Online Recruiting Box: Building a Pipeline of Fully Engaged Senior Talent," will be held from 11:00 a.m. to 12:30 p.m.

The Fifth Annual Wall Street Journal/Harris Interactive Survey of Corporate Recruiters today announced that a trio of familiar business schools are in the winner's circle of this year's business-school rankings.  In the new survey report—posted on CareerJournal.com and CollegeJournal.com—two of last year's No. 1 schools are repeat winners: Purdue University in West Lafayette, Ind. (in the Regional competition), and Switzerland's International Institute for Management Development, or IMD (in the International contest). And after a two-year hiatus, Dartmouth College in Hanover, N.H., placed first once again, this time in the National ranking. Visit CareerJournal.com or CollegeJournal.com to read the complete report, including rankings, profiles of top schools, a business-school search tool, an interactive chart comparing the top schools and M.B.A. pay tables.

 Dozens or hundreds of job boards intended to help victims of Hurricane Katrina sprouted immediately after the storm – diluting the potential impact of efforts to help those in need. Now Monster.com, the country's No. 1 job site in revenue, is calling on its competitors to develop a joint plan for coordinating job listings in the event of a future disaster.

First Advantage Corporation, a global risk mitigation and business solutions provide has acquired Recruiternet Inc., provider of Projectix.

ResCare, Inc. (RSCR), the nation's leading provider of residential, training, educational and support services for people with special needs, announced today that its subsidiary, Arbor Education and Training (Arbor E&T), has been awarded a contract by the Southeast Texas Workforce Development Board to operate a region-wide Workforce Development program that will serve youth and adult residents in the tri-county area of Jefferson, Hardin and Orange Counties.

HRsmart has been named the 6th fastes growing technical company in texas according to Deloitte's prestigious Technology Fast 50 Program.

Talent Technology Corporation has entered into a partnership with BRIDGEWERX, a division of 5by5 Software Ventures Ltd., to enhance the product integration capabilities of HireDesk Solutions Corporation's (HireDesk's) recruiting solutions with other corporate applications. Under the partnership, BRIDGEWERX will make available its BRIDGEWERX Integration Appliance to HireDesk customers to speed the integration of HireDesk's Software as a Service (SaaS) solution with their internal systems.

One day after announcing its enhanced management team, HR recruitment process and assessment technology provider HR Alloy has announced the new version of its Qualification Management System™ (QMS). HR Alloy is the first company to offer complete selection systems designed specifically for HR professional services firms in the fast-growing Recruitment Process Outsourcing (RPO) field.

Deck Chairs:

StepStone has appointed Philip Eames, an experienced recruitment practitioner, to head its new consultancy practice....Freescale Semiconductor (FSL)  has named Kurt Twining senior vice president of human resources. Formerly general manager, southwest region, of the Hay Group, Twining will oversee Freescale's global human resource function reporting directly to Chairman and CEO Michel Mayer

•  Technology is making it easier to ignore mainstream media advertising. Instead, consumers are using Web logs, mobile messaging, comparison shopping Web sites, and word-of-mouth to make buying decisions, according to Forrester Research Inc. (MarketWatch)
   
• Joseph Doranis helped launch Microsoft's new ad targeting business today, putting the company into competition with similar marketing efforts by Yahoo and Google.  Doran's title: Senior Director of Monetization (Barnako.com)
   
• Forget what the advertising gurus say about big ideas and differentiation. The solution to marketing's ills is not more creativity, it's less. A study of 1,300 U.S. companies by Chuck Lucier, senior vice president emeritus at Booz Allen Hamilton, reveals that only four broad ideas, copied again and again across sectors, accounted for 80 percent of the breakout businesses created between 1985 and 1995: power retailing, megabranding, focus/simplify/standardize, and the value chain bypass. The big idea doesn't have to be brand new. In a world overwhelmed by complexity, it's the context that gives dumb ideas their power to galvanize a team, create faith, and build the world's greatest marketing department. (Strategy+Business)
   
• To help online advertisers get a grip on this crazy little rich media thing, digital advertising technology and services provider DoubleClick yesterday released a white paper titled "The Evolution of Rich Media Advertising: Current Market Trends, Success Metrics and Best Practices". The research, commissioned by Nielsen//NetRatings AdRelevance and Dynamic Logic, reveals jaw-dropping information on which industries have most readily adopted rich media, which new technologies in the medium have really grabbed their audience and how marketers are measuring this engagement and brand impact. (Ok, so we were kidding about the "jaw-dropping" bit.) David Rosenblatt, CEO of DoubleClick, shared with the press his hopes for the future of the medium: "Rich media is here to stay," Rosenblatt revealed, "and the industry has only just begun to drill down into its remarkable capabilities and numerous applications." We couldn't agree more. To get more info on this study and rich media's best practices, click away. (New Media Report)
   
• It's a truism in the world of teaching and learning: There's no more effective way to transmit knowledge than by actually letting learners try it for themselves. But before you do it in real life, it makes sense to practice. That's where the new breed of interactive simulations comes in. These simulations "offer all the power of learning by doing - the flexibility to develop skills and knowledge remotely, just-in-time, one person at a time and without tying up expensive capital or personnel resources," says David Millikin, CEO of Tampa, Fla.-based Blueline Simulations, which works as a middleman to pair enterprises that have learning needs with appropriate learning providers. (WorkIndex)
   
• FORTUNE 500 COMPANIES that have figured out how to use the Internet to recruit talent are building a considerable lead over those that have not. That's the conclusion of an annual study of those companies' Web sites conducted by CareerXroads, a recruiting technology consulting firm in Kendall Park, New Jersey. The study is in its fourth year. The report singles out 25 companies that excel in communicating effectively with job seekers. What distinguishes them, in most cases, is common sense, like tailoring content to a specific audience, be it college students, military personnel or individuals with a specific skill set. Outstanding companies also provide examples of why people want to work there, showing how real people have developed careers, and even giving details of actual work projects. (HotJobs)
   
• Though hell hath no fury like a blogger scorned, this all-important mantra still isn't sinking in with many businesses. A MediaGuardian UK survey of American, European and Asian PR professionals revealed that while more than 60% believed that blogs by unhappy employees or exasperated customers can damage corporate reputations, 58% also believed that businesses were insufficiently aware of the threat. However, one of the survey's most significant stats showed that American companies are way ahead of their European counterparts when it comes to actually recognizing blogs as a valuable PR influencer, with 80% of Americans surveyed reporting that they read blogs at least five times a week—versus 36% of Europeans. Still, the same study proves that more Euro execs than Americans were willing to pitch bloggers with their ideas, with over half of those across the pond saying that companies would benefit from setting up their own blogs. But in this day and age, when adaptation to blogs is rapidly increasing and the consumer wields ever more power, these numbers need to be much closer to 100% across the board. Stat. (NewMediaReport)
  
   
• A new study sheds light on the performance of search marketing firms, concluding that many are missing opportunities and failing to provide important services for their clients. The study, a joint effort between Jupiter Research and iProspect, surveyed 636 qualified search marketers and 224 search agencies, probing for specific practices and methods used in the overall search marketing process. iProspect released the findings in a series of three reports.
  Report Downloads
  • iProspect Search Marketer Performance Study
    http://www.iprospect.com/ecampaign/pr1_0905/searchenginemarketingwhitepapers.htm
  • iProspect Outsourced SEO Metrics & ROI Study
    http://www.iprospect.com/ecampaign/pr2_0905/searchenginemarketingwhitepapers.htm
  • iProspect Natural SEO Outsourcing Study
    http://www.iprospect.com/ecampaign/pr3_0905/searchenginemarketingwhitepapers.htm
  
  
  (SearchDay)
   
• As they are currently operated in most organizations, employee referral programs solicit workers for their recommendations regarding the people they know who may make good co-workers. There are several potential benefits to doing so:
  • Although these programs do incur costs, even if it's limited to administration, they are typically less expensive than other sources of candidates;
  • good employees know other good workers so the quality of the candidates is likely to be high; and
  • the relationship between an employee and a candidate can make it easier to sell a prospect on a new organization, even when the candidate is well taken care of by their current employer.
  
  
  (CareerJournal)
   
• The news: Google has been quietly gathering classified feeds. The question: Is there a Google classified service in the works? Classified Intelligence—a classified ad industry intel service—thinks so, reporting that Google has been asking classified web sites to share their feeds with them. And while it's long been noted that anything Google touches automatically transforms itself into something new and golden, no one expects major online classified providers like AOL, Yahoo, and Craig's List to just curl up and die. More than likely, Google either intends to provide a classified search service to compete with services like Oodle (rather than publish classifieds of their own), or they plan to integrate classified ad search results with their normal web results. Either way, sounds like more cha-ching for the Google boys to us.  (NewMediaReport)

•  Average compensation for Directors of major U.S. companies surged to over $195,000 in a second year of double-digit growth, driven by the position's increased responsibilities and recruiting challenges, according to a new study by compensation consultants Pearl Meyer & Partners.

 

 

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H3 takes a load off the overworked HR director's hands by mobilizing employees, and trusted personal contacts outside of the company in the search for the perfect job candidate.

You and your hiring manager outline the job specs. Then send them off to people whose judgment you value, along with a reward voucher-an incentive, and a way of saying thank you to those people who were willing to lend their time and energy thinking about who, among their contacts, would be right for your company.

You decide how much you want to pay for finding the right candidate. And if the right candidate never turns up? You pay absolutely nothing, making H3 completely risk free. And if you do find the right fit? H3 tracks how the candidate was found, and rewards everyone involved in the successful hire. All of which makes H3 the most efficient recruiting vehicle available

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For more information about H3, or to launch a risk-free search now, visit H3.com

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