Reveille and Hyperbole  

TruStar Solutions announced the release of the most powerful job distribution system on the market today. PostMaster LX is the culmination of over two years of strategic planning and development, and represents a completely new way of thinking about job posting distribution.

Bernard Hodes Global Network, a centralized worldwide network providing integrated talent solutions to companies on five continents, welcomed  Sao Paulo-based Central de Propaganda, with a 17-year track record in recruitment and marketing communications,  to the network.

The Center for Business Practices(R) (CBP), the research and publications arm of project management consultancy PM Solutions, today announced the availability of its latest book - Optimizing Human Capital with a Strategic Project Office.  Written by J. Kent Crawford, founder and CEO of PM Solutions, and Jeannette Cabanis-Brewin, editor-in-chief of the CBP, the book explores the strategic project office's (SPO's) potential to transform an enterprise by maximizing the strengths of an organization's most important asset - its people. The book extensively covers topics including the hiring, retention, measurement, training, and professional development of knowledge workers in project management, and offers a model of how the best aspirations of workers can become reality through an SPO.

Say goodbye to the old-fashioned days of "cattle-call" job fairs and enter the new world of high-tech, high-touch, online career fairs. No longer do job seekers have to stand in lines for hours and hours, hoping for the opportunity to actually get an interview. Now, from the privacy of their homes and offices, they can have the opportunity to "meet" recruiters and hiring managers in a real-time, online environment sponsored by Kakoon.com.

One year after Hewitt Associates (HEW), a global human resources services firm, merged with Exult, Inc., it has strengthened its lead in the HR BPO (business process outsourcing) industry, signing 14 new HR BPO clients and holding a 37 percent market share.(1) The firm serves more than 300 companies with benefits outsourcing services and more than 30 companies with HR BPO services. Hewitt provides benefits outsourcing services to 19 million employees and HR BPO services to more than 800,000 employees.

Authoria has added a new service focused on the sharing of industry best practices around performance and succession management. The Authoria Performance Management Practice will assist prospective and current customers in evaluating their performance assessment and succession planning programs, provide guidance on HR best practices and demonstrate how they can best leverage HCM technologies to optimize the value of their workforce

Insource America, the Holbrook-based IT support company, which recently announced its plans to donate technical support services to companies and organizations crippled by Hurricane Katrina, has teamed up with Adecco (ADO), the global leader in human resources and staffing services, to provide a re-employment solution for hurricane victims. The Insource America Katrina Relief Job Bank boasts a web portal designed to provide a practical vehicle for displaced workers to find new work wherever they may be located.

Beresford Blake Thomas is expanding its international reach with the launch of a new office in Warsaw, Poland. The opening of the Warsaw office is a direct result of the company's ongoing expansion of its international network and global pursuit for quality candidates.

Today, a Slidell, La. evacuee is launching an initiative aimed to provide free online tools to more than a quarter of a million people still stranded in surrounding states. His site, WorldForHire.com, enables those in need of work to bid on "Service Auctions," which will be posted by fellow locals. Service Auctions work in the same fashion as online product auctions, but for services. The new service community is similar to business freelance site, Guru.com, which caters specifically to professional business services, like web programming, transcriptions, and graphic design. Whereas, WorldForHire.com caters to all everyday services, such as lawn mowing, house painting, or wedding services.

Manpower announced a joint venture with India's ABC Consultants to become the largest player for permanent placement services in the IT, IT-enabled Services (ITeS) and Retail Financial Services (RFS) sectors in India.

Vedior North America has acquired an 80% interest in Compliance Inc., a DC based legal project staffing, staging and management company formed and managed by law firm veterans.
 

Deck Chairs:

Preston Johnson, Jr., has been named Vice President, Human Resources of Anadarko Petroleum Corporation (APC)...President Bush has nominated Edwin G. Foulke Jr. as assistant secretary of labor for occupational safety and health.  Foulke is a member of the Society for Human Resource Management (SHRM) and currently serves as a member of the Society's expertise panel on workplace health, safety and security....Jeff Taylor, founder of Monster.com, will receive the Babson Alumni Technology Council (BATC) Entrepreneurship Award for having the vision to bring new technology to market that has transformed the way business is done...

Survey Sez
AIRS/Sullivan Survey Reveals Latest Recruiting Trends, Challenges

Wilder, VT – At this summer's national Executive Briefing six-city tour: How to Build a Strategic Recruiting Organization, with Dr. John Sullivan and AIRS CEO Chris Forman, over 200 recruiting leaders from 21 different industries were surveyed, revealing the latest trends and greatest challenges in recruiting today.

The survey achieved a response rate of over 41 percent, with the largest volume of respondents being in the retail, financial services and government sector.

Key findings of this survey were:

The average respondent planned to increase hiring by 34.9 percent this year.

In addition, the majority of respondents indicated that they would increase spending by at least five percent in at least one area. The most common budget area slated for an increase was recruiting staff headcount, identified by more than 56 percent of respondents. Increasing third-party recruiting fees was the least common area slated for budget increase, named by only 4.1 percent of respondents. Other areas identified included:

• · Redevelopment of New Hire Orientation Programs (47.9 percent)
• · Employee Branding (45.8 percent)
• · Job Board Advertising (45.8 percent)
• · Recruiting Technology (43.75 percent)
• · Corporate Career Site Development (34.3 percent)

"The survey results that reference recruitment spending are encouraging because they emphasize an increase in hiring," said Chris Forman, AIRS CEO. "Organizations appear to be focusing on strengthening their internal recruiting organization as the first step to attracting and hiring top-notch talent."

While respondents identified more than 18 unsolved recruiting challenges that plague their organizations, topping the list was finding quality candidates, which was identified by more than twenty percent. Other major recruiting challenges included: the implementation and upgrade of ATS systems, making sourcing more efficient, reorganization of the recruiting function, and integrating talent management and retention programs.

Seventy percent indicated that on the top of their list to seek further skills and knowledge about were fresh recruiting strategies. Other topics of interest that respondents expressed the desire to learn more about included: building the business case for recruiting, implementing competencies, developing metrics, employment branding, candidate assessment and improving their employee referral program.



 You Should Know

Global:

• Is Yahoo public enemy No. 1 for Big Media? Yahoo has always worked closely with media companies. But as Yahoo News rolls out original content, has Big Media's ally become a challenger? (OnlineJournalismReview)
   
• There has traditionally been a good deal of attention focused on the source of organizational hires. Surveys poll recruiters on where they acquire the talent they hire, and that information is then used to determine recruiting strategy and investments. And in many cases, unfortunately, it sends us off in the wrong direction. For example, if a candidate is hired by submitting their resume through an organization's web site, the recruiter thinks that site is the source of hire. It could, however, just as easily not be. Perhaps the individual heard about the opening from a friend who works at the company, and would never otherwise have even visited the web site. Or, it may be that the person saw a banner ad promoting the organization's brand at a job board, and it was the ad that induced them to visit the corporate site. In both cases, the recruiter's perception of the source of hire would have been inaccurate, and basing strategy and investments on that perception would likely have diminished the organization's recruiting effectiveness. (CareerJournal)
   
• When Trudy Knoepke-Campbell arrived at Health East Care System six years ago, the Minnesota hospital group was so short of staff that it considered cutting back on X-rays and CAT scans. Today, Ms. Knoepke-Campbell has helped revive Health East's recruiting drastically -- the group has even contemplated renting out its ample supply of radiology technicians to other hospitals. Overall, only 4.1% of the jobs at Health East's four hospitals, 11 clinics and outpatient services were unfilled in the year ended Aug. 31, which is less than half the 10.7% vacancy rate in 2001. (CareerJournal)
   
• When executives at Platte River Power Authority, an electric company in Fort Collins, Colo., surveyed its employees 18 months ago, they were stunned by a particular finding: 40% of the company's 200 workers said they intended to retire over the next five years. With little chance of hiring from other stretched power plants -- and apprenticeships for technicians typically taking at least four years -- executives faced a stark reality. "We've got to be moving right now," says Dave Green, human-resource manager. He is scrambling to hire trainees and recently created a new job -- plant assistant -- to fill apprenticeships as soon as they open up. (CareerJournal)
   
• In the few short years of its existence, Google has come a long way, simultaneously striking fear in the hearts of major players in the computer industry and also arousing their curiosity. While the company is keeping all competitors on their toes, it poses a special threat to one particular company -- Microsoft. Why? Because Google's existing and potential products -- as well as those of other firms -- raise the specter that Microsoft may witness an erosion of its control over the platform for the next generation of software application development, according to Wharton faculty members who follow the technology sector. Just how serious is this threat and what is Microsoft doing to combat it? (Wharton)
   
• Yahoo HotJobs executives hope the site's tie-in with NBC's "The Apprentice" raises awareness of its expanded job search.  Though the "$25,000 Signing Bonus Sweepstakes" is just a small part of the overall "Apprentice" marketing partnership between Yahoo and Mark Burnett Productions, HotJobs expects "tens of thousands" of entrants in the sweepstakes. (DMNews)

India:

•  You must do well in the job interview to get a job offer. But what should you say and do if you have red flags in your background you're a job hopper, lack focus, been incarcerated, experienced drug and alcohol problems, got fired, dropped out of school, received poor grades, lack experience, or appear over-qualified? Can you convince the prospective employer that you should be hired despite your red flags? Since employers want to make smart hiring decisions, they look for reasons not to hire you. Above all, they want to know the truth about you. (Freshers News India)
   
• The Union Health and Family Welfare Ministry has suggested an increase in the retirement age of doctors, with a compulsory stint in rural areas and the last posting preferably near their home towns.  The Ministry has written to all State Governments recommending an increase in the retirement age to 65. (The Hindu)

Kuwait:

• An unidentified Kuwaiti parliamentarian has been linked to the recruitment scandal involving Indian nurses. The MP, whose identity is yet to be disclosed, is accused of helping the nurses get jobs in Government hospitals in return for bribes, Arabic daily 'Al-Watan' reported, quoting highly-placed sources.  "The MP is said to have intervened on behalf of 11 nurses, who had failed the interview," the paper said.  (HinduBusinessLine)

US:

• In the last few months, news reportage on U.S. military operations in Iraq and Afghanistan has fallen into a dismal pattern: insurgent attacks, increasing U.S. casualties, a long road ahead. And with the grisly images being sent through televisions and computer screens across the country, more and more young people are drawing the conclusion that no bonus or incentive is worth the risk of signing up for service and getting killed. Recruitment issues have plagued the military since the United States launched offensives in Iraq and Afghanistan in 2002, but they are getting worse. Recruiters are finding themselves with recruitment deficits not seen in decades. (MTV)
   
• For job-seeking Stanford students, finding access to widespread employment listings and sending resumes and cover letters has become a ritual for any internship, part-time and full-time work. PageBites.com, a new Internet job search engine, however, may make this process easier and more effective than ever before.
  PageBites, a start-up company located in downtown Palo Alto, lets job-seekers search for openings and employers search for resumes for free.
   
• Although legendary sports franchises like the New York Yankees baseball team and Manchester United football club have achieved global brand awareness, some would argue that baseball's Boston Red Sox has become the premier brand in sports today, particularly under a relatively new ownership team that fully recognizes and exploits the brand in unique ways. What have the owners done, why have they been so successful, and how can they keep promoting the brand, whether the Bosox win or lose? (Wharton)
   
• An analysis of the location and migration patterns of younger and older workers, especially those with college degrees, for the 100 most populous metropolitan areas in Census 2000 finds that:
  • The proportion of workers who are young and educated is highest in the Northeast region, followed by the Midwest, the South, and the West. This counters notions that a "brain drain" has depleted the Midwest of its younger, talented workers. The South and West regions actually have higher proportions of 25-to-34-year-old residents, but fewer of these workers hold bachelor's degrees.
     
  • Young and educated workers represent a larger part of the workforce in metropolitan areas with high populations, strong arts scenes, significant international immigration, and large numbers of high-tech jobs. Whether a particular metro area has a large or small proportion of these workers depends more on the educational attainment of its 25-to-34 year olds than on the actual size of that age group.
     
  • Metro areas that captured the largest number of new 25-to-34- year-old residents between 1990 and 2000 are located almost exclusively in the South and West. Net migration of this age group to metro areas in the South and West was double that to metro areas in the Midwest, and four times that to metro areas in the Northeast. Growth in the size of this age cohort over the decade relates closely to job growth at the metropolitan level.
     
  • Compared to older workers (aged 35-to-64), young workers migrated more often to high-amenity, high-human-capital metropolitan areas during the 1990s. San Francisco, Denver, Seattle, and Atlanta ranked among the metro areas with the largest net growth in young workers relative to older workers.
     
  • Metropolitan areas in the Northeast have the highest proportions of workers between the ages of 55 and 64. Those nearing retirement age make up at least one in nine workers in several metro areas throughout greater New York and Pennsylvania. Older workers in these areas generally possess above-average levels of educational attainment, signaling the potential for future declines in skilled labor across the Northeast region.
  Ultimately, state and local economic development policy makers should consider shifting their emphasis from increasing the quantity of certain types of workers, toward embracing human capital development as a longer-term goal. Paired with amenity strategies for younger workers and more workplace flexibility for older workers, policies to raise the stock of knowledge in a region can "split the difference" between demand-side and supply-side labor market interventions. (Brookings Institution)

Coming Soon

Webinar: Lou Adler How to Tame Your Hiring Managers Tuesday, October 11, 2005 10:00am PDT (1:00pm EDT) Free Register	Webinar: Step by Step: The Process of Creating a Corporate Blog October 13, 2005 1-2 p.m. (EST) Free Register
8th Annual HR Technology Conference & Exposition October 19 - 21, 2005 Chicago's McCormick Place Learn More Request Brochure	AudioConference Identity Theft in the Workplace: How to Protect Your Employees' Information - and Save Your Company from Liability October 20, 2005 1:30 p.m. to 3:00 p.m. (EDT) $179
Conference-Board New HR Leaders & Practitioners Tough Issues Forum 27 - 28 October, 2005 The Waldorf Astoria, New York, NY $ 2,295 More Info	Chief Marketing Officer (CMO) Summit 2005 October 27 - 28, 2005 Monterey, CA $1,295 Register
ADTech New York November 7-9, 2005 New York Hilton $1,495 Register	14th Annual Garden State Council Society for Human Resource Management (SHRM) Conference and Expo November 8, 2005 $350 Register
VirtualEdge sponsors: CareerXroads Seminar: Job Seeker Experience-Why Care November 10, 2005 :: 4:30pm - 7:00pm CST Hyatt Regency, Chicago, IL	Executive Diversity Career Fair Nov. 15 from 11 a.m. to 4 p.m. Embassy Suites Hotel, 1900 Diagonal Rd. Alexandria, VA Learn More
HRO World Europe November14-16, 2005 Conrad Hotel Brussels, Belgium EUR1,700 Register More Info	Managing Contingent Workforce Suppliers/Solutions Nov. 16-17 Crowne Plaza Chicago O'Hare Early Bird Fee: $795 More Info Register Request an expanded brochure
Strategic Research Institute's Beyond Blogs & Social Networks conference, December 1-2, 2005 Jersey City, NJ $1,495 Register	Human Capital Summit Conference April 5-7, 2006, Chicago Marriott Downtown Hotel Register $1195

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

   

 

 

 

 

 

 

 

 

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