Reveille and Hyperbole
CareerJournal launches 2005 Women to Watch, a special report.

HR.com announced its partnership with Invoke Solutions, a leading innovator of real-time, interactive research technologies. HR.com will resell the Invoke platform and use the Invoke technology to conduct research on its own membership base and connect with HR.com members about critical issues in the human resource industry today.

USIS launched the Electronic Application System (eApp), an innovative and cost-effective HR solution to replace existing paper-based applications as well as streamline the candidate background screening process.

Staffing Industry Analysts announced a new event designed to help HR, IT, procurement and business unit decision makers at large organizations tackle the ever-growing challenge of managing the suppliers and processes involved in hiring contingent staff. The conference, Managing Contingent Workforce Suppliers and Solutions  will take place at the Crowne Plaza Chicago OHare, November 16-17, 2005.

DuPont (DD) and Convergys Corporation (CVG) announced that they have signed a contract under which Convergys will provide comprehensive Human Resources (HR) transactional services to DuPont's 60,000 employees and 102,000 retirees in 70 countries and 30 languages around the world.

U.S. workers regained some of their lost confidence in October as the Hudson Employment Index^SM climbed 3.7 points to 100.5. After two consecutive months of energy and weather-related declines, employee attitudes rose marginally this month on every key Index measure. Despite the gains, this month's reading falls short of where it was in the spring and early summer and is nearly nine points lower than one year ago.

Pinstripe, a  human resources outsourcing (HRO) and recruitment process outsourcing (RPO) services provider focused on talent acquisition and management for the global financial services industry, recently released a new report on Diversity Recruiting Best Practices in the securities industry.

Recruitmax announced it has earned a ranking on Software Magazine's prestigious Software 500 List.  Recruitmax entered the list for the first time in 2005 as number 409 and its dramatic growth of 103% made it the fastest growing and only company to see triple digit growth in the Human Resource Management Systems sector.


HR.com Presents Awards at Its 2005 Employers of Excellence Conference HR.com recently held its annual awards dinner in Phoenix, AZ.

"There are several outstanding HR people and organizations in our industry and it's important to recognize them on an annual basis," says Debbie McGrath, CEO of HR.com. "Our conference attracts a great group of people each year and with such a large crowd, it's the ideal setting for recognizing excellence among such an elite group of peers." Recipients of this year's awards are as follows:

Best HR Executive – Ann Turnbach, Houston Chronicle
Best Realignment of Business-to-Strategy – Craig Mundy, Gillette
Best Realignment of Business-to-Strategy with Talent Management – Tim Shore, Blue Cross and Blue Shield of North Carolina
Best Use of Recruitment Technology to Turn Around a Business – Veronica Foote, Novartis Pharma
Best Use of Outsourcing – Lisa Knutson, Fifth Third Bank
Best Use of Recruitment Processing Outsourcing – Jackie Strange, Brown-Forman Corp.
Best Use of Performance Management Systems – Steve Price, CPS Energy
Best Use of Technology in Development of Learning Strategies – Steve Hellman, Experian
Best Use of Technology in Development of Learning Strategies – Holly Clifton, GuideOne Insurance
Best Utilization of Leadership Development – James Gillece, Pfizer
Best Use of Technology in Automation of Employee Self Service – Cal Link, Weil, Gotshal & Manges

Deck Chairs
 TheLadders.com announced that Lou Cofini has joined the company as Vice President of Sales....





You Should Know
Global:

•  Contextual Advertising Google's AdWords and similar programs have shown how effective and profitable technologies can be that allow advertisers to direct advertising to consumers, based on the context of their web searches and web surfing habits. Unsurprisingly, advertisers have been quick to understand that using contextual ads to intercept competitors' customers is an effective way to drive Internet traffic—but it also happens to be a particularly aggressive advertising technique. Consequently, a fair share of legal controversy has been generated around the topic.
  
  Currently, courts are engaged in trying to determine the legality and the limits (if any) of advertisers' use of competitors' trademarks, both within contextual ads themselves and as the keywords to trigger the display of ads. Although the law does allow a certain amount of "fair use" of competitors' trademarks, advertisers are always pushing the envelope. Presenting consumers with alternative products is generally allowed (and even deemed to be to the consumers benefit), but fooling consumers into jumping to the wrong website or purchasing the wrong product is so far not acceptable. Courts are still very much fleshing out the limits, but it is clear they are going to slam the door on advertisers who confuse and deceive consumers. (AdBumb)
   
• Overcoming the Shortcomings of Search through Co-Registration At the Search Engine Strategies 2005 conference this past August in San Jose, CA, search advertisers pleaded with Google to reveal more demographic and geographic information about the people using their search engine. While the company acknowledged advertisers' desire for such data, their representative denied the request, suggesting that privacy concerns prevent Google from divulging more information about users like other online media outlets do... (AdBumb)
   
• How to Follow Up an Interview Without Making a Pest of Yourself  According to DBM, a consulting and outplacement unit of Thomson Corp., the average job candidate will interview five to seven times with a single company, often meeting with several people in each round. Outplacement counselors and executive recruiters say it's not unusual to see the selection process stretch out to six months. One public-relations executive in New York met with a company four times in 10 months before getting fed up with the delays and removing herself as a candidate. (CareerJournal)
   
• Companies World-Wide Add Foreign Directors  Advocates say the broadened geographic reach brings new perspectives to the boardroom. Yet many U.S. companies haven't gotten the message. A 2005 survey by recruiters Spencer Stuart found that only 35% of 149 large U.S. businesses have at least one non-American director, a modest rise from 31% in 1999. By contrast, about 90% of Europe's largest concerns by market capitalization boast one or more directors from outside their home country. At about 49% of those 99 companies, there is at least one American on the board, up from about 35% in 1999, according to an analysis for The Wall Street Journal by search firm Heidrick & Struggles International Inc. (Career Journal)
   
• The Super R's Of Recruiting Excellence  Although they have their roots in an earlier and much simpler time, old fashioned "reading, 'riting and 'rithmatic" remain core competencies for a successful career even in today's technologic and global workplace. A person who is skilled in the 3 R's can acquire, communicate and analyze information effectively, and those capabilities are still critical to successful on-the-job performance. They are also the foundation on which a second tier of equally important core competencies can be built. For recruiters, I call these essential skills the "super R's" of recruiting excellence. (CareerJournal)
   
• Train Hiring Managers To Hire Intelligently  Hiring a new employee can be like making a high-stakes gamble: Will your newest worker turn out to be a fantastic addition or a fantastic failure?  Some companies, however, unwilling to gamble with their future productivity, are taking steps to train hiring managers and otherwise improve the hiring process. (CareerJournal)
   
• Wal-Mart Memo Suggests Ways to Cut Employee Benefit Costs This article reports on an internal Wal-Mart memo that describes ways in which it might save money on employee benefits. For example, the memo notes that unhealthy people cost more to insure than healthy people. Therefore, it recommends including some physical activity as part of every job, so that unhealthy people will be less likely to work at Wal-Mart jobs. (NYTimes)
   
• Developing Lands Hit Hardest by ‘Brain Drain' This article reports on a new World Bank study that shows that many developing countries are harmed by the loss of highly educated workers to rich countries. At one point the article asserts that the United States and other rich countries have an immigration policy that is intended to attract highly educated workers from the developing workers.(NYT)
  

• Pentagon tries to ease recruiting woes with $30 million campaign  Capt. Mark Spear has noticed a distinctly double-edged pattern in his year — a very frustrating year — with the North Shore U.S. Army Recruiting Company.  "The trend has been young men and women between the ages of 18 and almost 26 still rely heavily on what their family and friends think of their decisions, and that's a wonderful thing," Spear said. "But that also provides a unique set of challenges for us, because we can have Johnny or Sally convinced the Army is a great program ... but now we have to convince all of the influencers — the friends, the family — and that becomes a little bit harder to do."  (Eagle Tribune)
   
• UA's program for gifted teens proving effective in recruiting Heather Stout, who hasn't reached high school, already is being courted by the University of Arkansas at Fayetteville. (NWANews)
   
• Police recruiting wars give rise to movie ads, coffee mugs, jerseys  Police around the country are aggressively recruiting job candidates, squeezed by retirements of baby boomers and competition from higher-paying private jobs and federal law enforcement. "We're not able to find as many qualified applicants as we've had in the past," lamented Montgomery County Sheriff David Vore, who is advertising statewide for 12 deputies and eight corrections officers. "I can't explain it. It just doesn't appear people want to come into law enforcement like they did." (Ohio.com)

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

With H3, everybody wins.
Don't pay exorbitant recruiter fees
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For more information about H3, or to launch a risk-free search now, visit H3.com

Coming Soon

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
HR Metrics: Measuring-and Maximizing-the ROI of Your Workforce Audio Conference - Nov. 10 $179	Conference Call Lou Adler: Make Hiring Top Talent More Systematic Thu, Nov. 10, 2005 10:00am (PST) 1:00pm (EST) Free Register
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	Webcast Best Practices in Planning and Performance Management – Strategic Financial Planning Tue, Nov 15, 2005 2:00 P.M. ET Free Register
Better Hires Stay Longer: Pre-employment Assessment - Drivers, Findings, and Next Steps November 15, 2005 12 p.m. EDT / 11 a.m. CDT Free Register	Webinar: Creating a World Class Onboarding and Employee Engagement Experience November 15, 2005 2:00PM CST / 3:00PM EST Free More Info Register
Recruiting Strategies with Plantronics: Finding, Recruiting and Retaining the Talent You Need Wed, November 16, 2005 11:00 AM Pacific  2:00 PM Eastern Free Learn More Register	Managing Contingent Workforce Suppliers/Solutions Nov. 16-17 Crowne Plaza Chicago O'Hare Early Bird Fee: $795 More Info Register Request an expanded brochure
Webinar: Guy Kawasaki  and Teresa Shappell Creating a Portfolio of Leaders to Drive Successful Exits" November 30, 2005 10:30 a.m. PST / 1:30 p.m. EST Free Register	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	2006 EREC 21-22 June 2006 ExCel London, UK Register

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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