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Electronic
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Author: D

interbiznet presents the Bugler
October 20, 2005
Talent Pools Defined 4
Read Electronic Recruiting News by John Sumser for industry insight and analysis.
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Reveille and Hyperbole
TheLadders.com announced  that its recruiter enrollment has topped 7,000.

AIRS  introduces AIRS Sourcing Performance Optimization (SPO), a new outsourced recruiting solution for organizations that want to maximize the productivity and performance of their internal recruiting and HR staff. Unlike traditional Recruitment Process Outsourcing (RPO) offerings that are designed to replace internal recruiting assets, AIRS SPO supports existing sourcing teams by alleviating the time consuming and administrative tasks of candidate sourcing so they can focus on the high value activities of candidate screening and hiring manager support.

Seven Deadly Sins of Interviewing Drawing from the expert knowledge of its considerable community of corporate recruiters and hiring executives, TheLadders.com, the $100k+ online job resource, unveiled the "Seven Deadly Sins of Interviewing." The site illuminates the seven most common job interviewing blunders and ties them to the dreaded seven deadly sins: pride, envy, wrath, sloth, greed, gluttony and lust.

AIRS announces the addition of 12 NEW recruitment workshops to its award-winning catalog of more than 20 talent acquisition seminars. These new workshops span the lifecycle of recruitment and include cutting-edge courseware focused on strategic recruitment design, diversity talent acquisition, workforce planning, metrics, employment branding, and employee referral programs.


Workscape unveiled the next generation of its award-winning compensation management application, OneForce™/Compensation Planner 6.0. Also
Year-over-year sales were up 136%, setting a company record for single-quarter production.

Recruitmax ranked number 206 on the 2005 Deloitte Technology Fast 500, moving up from 350 on the 2004 ranking of the 500 fastest growing technology companies in North America.

Talent Zoo announces the launch of Radio Talent Zoo, a network of podcasts concentrating on the communications industry. The first show on this new network will be "The Naked Career", a weekly show hosted by Sally Hogshead, critically acclaimed creative director and author of Radical Careering: 100 Truths to Jumpstart Your Job, Your Career, and Your Life.


The number of new online job ads declined to 2,038,500 in September, according to The Conference Board Help-Wanted OnLine Data Series™. This latest monthly figure is down 4.4 percent from August, with fewer jobs being offered in all 9 major regions of the country. There were 1.36 online job ads per 100 persons in the U.S. labor force in September compared with 1.43 per 100 persons in August.

TALENThire.com, an Atlanta-based recruiting technology firm, proudly announced today the addition of their 250th client since its launch in January 2004.

Exxceed will underwrite HCI's "Competencies and Human Capital Content for Top Talent" learning and research track.

The Human Capital Institute (HCI), a think tank and association focused on talent management strategies, and The Berkeley Center for Executive Development (CED) at the Haas School of Business, University of California, Berkeley, will jointly host a human capital education and networking event for the San Francisco area business community on November 1, 2005.

Deploy Solutions launches  the C-Store Advantage™, a recruiting and talent management solution configured specifically for the convenience store industry.

HireRight has been named the eighth fastest-growing technology company in Orange County's Deloitte Technology Fast 50. This points both to the phenomenal growth of HireRight as a employment background screening industry innovator and to the consistent growth of the market as more and more companies are implementing and enforcing more stringent background screening policies, both domestically and worldwide.

Performance Assessment Network, Inc. ("pan
®"),  has been named a Rising Star on the 2005 Deloitte Technology Fast 500, a ranking of the 500 fastest growing technology companies in North America. A special category, the Rising Star list ranks 25 winners that have been in business three or four years. They are ranked based on percentage revenue growth over three years (2002 to 2004).

Ceridian (www.myceridian.com) announced that it has launched the Ceridian University Academic Advisor service, a first-of-its-kind virtual training and development tool for its client companies.

CPS Human Resource Services today released a study that identifies and describes what public agencies at the local, state and federal levels are doing to build their leadership pipeline to ensure an adequate supply of experienced talent for the future. What are jurisdictions doing now to attract, retain and develop the next generation of leaders? And what impact are these efforts having on the leadership pipeline? Building the Leadership Pipeline in Local State and Federal Government is the second in a series of research studies on leading issues in public-sector human resource management sponsored by CPS Human Resource Services

Deck Chairs
Kenexa® (KNXA) announced that Archie Jones has joined the company as vice president of Business Development. In this role, he is responsible for corporate business development initiatives as well as driving strategic relationships and partnerships for each of Kenexa's solutions....


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Survey Sez
The Conference Board Help-Wanted Online Data Series Declines in September: Jobs on Internet Weaken Across the United States

The number of new online job ads declined to 2,038,500 in September, according to The Conference Board Help-Wanted OnLine Data Series™. This latest monthly figure is down 4.4 percent from August, with fewer jobs being offered in all 9 major regions of the country.

There were 1.36 online job ads per 100 persons in the U.S. labor force in September compared with 1.43 per 100 persons in August.

Ken Goldstein, Labor Economist at The Conference Board, says: "The September data indicate a general weakening in the job picture nationwide—a trend we were seeing before the recent hurricanes. That data are consistent with The Conference Board's latest CEO Confidence Survey, which is also down."

The confidence level of CEOs in the third quarter of 2005 sagged to its lowest level in four years. Also, September data from The Conference Board Consumer Confidence Survey revealed that consumers were also feeling less optimistic about the job market, with more consumers saying jobs are "hard to get" and fewer claiming jobs are "plentiful."

A FASTER SLOWDOWN
"High oil prices throughout the summer and the recent hurricanes have all contributed to a faster slowdown of the economy," adds Goldstein.

The September data is the sum of the number of new first-time online job ads posted each day of the month and reflects the initial impacts of the recent hurricanes Katrina and Rita which hit the Gulf Coast on August 29 and September 24.

The largest September decline in online jobs (6.4%) was in the South Atlantic region, which includes the East Coast states from Florida north to Delaware and Maryland. West South Central (Louisiana, Texas, Arkansas, and Oklahoma) and the Mountain (Arizona, New Mexico, Utah, Colorado, Wyoming, Idaho and Montana) regions declined slightly less, both down 5.6% from August while the New England region was down 5.3% over the same period. The smallest monthly dip (2.8%) was in the East North Central region which includes Wisconsin, Michigan, Illinois, Indiana and Ohio.

EMPLOYERS TURN TO INTERNET TO ATTRACT WORKERS FROM NEW ORLEANS
Many employers turned to the Internet to lure workers displaced by the hurricanes. In the week immediately after Hurricane Katrina, new on-line job postings in New Orleans rose some 67 percent, jumping from an average of 1200 new postings per week to 2,000 in the week of September 4th to 10th. The bulk of the new job listings (two out of three) in New Orleans were for positions in locations outside of the devastated area – many as far away as the Pacific Northwest, New England and even Alaska and Hawaii.

Both the large national job boards and the smaller niche boards that focus on local area markets and specific occupations promise a way to streamline searching for a job, even in a far away city.

"The story from New Orleans is that employers, especially those looking to fill positions in tight labor market categories like healthcare, were able to use the Internet to tap into a pool of workers with a potentially high willingness to relocate," adds Goldstein.

SAN FRANCISCO TOPS NATION IN ONLINE JOBS
Adjusting job ads for the size of the local labor force, San Francisco with 2.93 job ads per 100 persons in the labor force continues to lead the way among the 52 metropolitan areas for which data is published, followed closely by Boston (2.87), San Diego (2.84) and Salt Lake City (2.78). The number of job ads per 100 participants in the labor force was lowest in East South Central and West South Central regions with less than one job ad per 100 persons, 0.96 and 0.94, respectively.

ABOUT THE ONLINE JOB SERIES
The Conference Board Help-Wanted OnLine Data Series™ measures the number of new, first-time online job ads posted on more than 1,200 major Internet job boards and smaller job boards that serve niche markets and smaller geographic areas

Like The Conference Board's long running Help-Wanted Advertising Index of print ads (which has been published since 1951), the online series is not a direct measure of job vacancies. The level of ads in both print and online may change for reasons not related to overall job demand. Over the years, analysts have applied various data-smoothing techniques to the Help-Wanted Advertising Index of print ads and determined that it continues to be a useful measure of the state of labor demand in the United States.

The Conference Board, as a standard practice with new data series, considers the estimates in The Conference Board Help-Wanted OnLine Data Series™ to be developmental. As a not-for-profit business research organization, The Conference Board is publishing the early months of this series for use by the media, analysts, researchers and the business community. Persons using this data are urged to review the information on the database and methodology available on our website and contact the economists listed at the top of this release with questions and comments.

Background information and technical notes on this new series are available on The Conference Board's website.

The underlying data for this series is provided by Wanted Technologies, Inc. CareerBuilder, Inc. provides financial support for the series.


 You Should Know


Canada:

  • Workforce changes threaten prosperity Ontario colleges say Canada needs a plan to deal with what they call "seismic shifts" in the workplace that are threatening prosperity.  The committee of 24 college presidents says the workforce is undergoing changes not seen since the industrial revolution.  They argue rapidly changing technology, the outsourcing of jobs overseas and a looming skills shortage all threaten Canada's prosperity and productivity.  The presidents have issued a call for the development of a national skills strategy. (Canada.com)


Global:
  • GRAYING WORKFORCE ENDANGERS YOUR MAINFRAMES  Recently, IBM announced it would formally help companies figure out how many of their employees are on the verge of retirement and how those retirements would affect organizations. IBM also plans to use cultural anthropologists to try to glean the connections and hidden knowledge from aging workers before that intangible knowledge is lost forever. Big Blue launched the service last month, just before the oldest baby boomers turn 60 in January, 2006. And in the IT world, no group of workers is closer to retirement age on average than mainframe pros. (SearchCIO.com)

    Source of Employment: A Riddle for Recruiters  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)
     
  • Bye-Bye Boomers? Employers May Face Exodus As More Retire  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)
     
  • Brave New Software World...As the software industry gradually changes to one where most software is delivered as a service or as a component of other products, software companies will have to change the way they market and deliver their services, interact with their customers, develop their code and charge for their products.
    By now, it's cliché to say the Internet has changed the way we live, work and play and that is has forever changed the way businesses – both large and small – operate. Of course, that doesn't necessarily stop people from expounding on how the Internet has changed the world. (EPrairie)





US:
  • Managing Theory & Practice: Hospital Rethinks Recruiting Tactics  When Trudy Knoepke-Campbell arrived at HealthEast 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 HealthEast'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 HealthEast'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)
     
  • Economy Lost 35,000 Jobs, Much Below Expectations  Employment contracted at an unexpectedly modest pace in September, underscoring the American economy's strength in the first broad snapshot since Hurricane Katrina hit Louisiana and Mississippi in August.  The Department of Labor reported yesterday that the economy lost 35,000 jobs in September, the first contraction since May 2003. The unemployment rate rose for the first time in seven months, inching up to 5.1 percent in September from 4.9 percent in August. (NYT)
     
  • OFCCP Finalizes Definition of 'Applicant' The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has issued a final rule clarifying recordkeeping provisions concerning who is an "applicant" in the context of the Internet and related technologies. .....An "Internet Applicant," under the definition in the final rule, is an individual who meets the following four criteria:
    • The individual submits an expression of interest in employment through the Internet or related electronic data technologies;
    • The contractor considers the individual for employment in a particular position;
    • The individual's expression of interest indicates the individual possesses the basic objective qualifications for the position; and
    • The individual at no point in the contractor's selection process prior to receiving an offer of employment from the contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no longer interested in the position.


    (HR.BLR.Com)


 




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