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December 16, 2005
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Reveille and Hyperbole
CareerJournal.com, The Wall Street Journal's executive career guide, announced a new content licensing agreement with SnagAJob.com, the nation's largest job site for part-time and full-time hourly jobs. The SnagAJob.com alliance brings to more than 100 the total number of sites linking to CareerJournal.com content through headlines and summaries.

The new 15th Annual Medical Industry Directory of Executive Search Firms & Recruiters-2006(TM) has been published, it was announced today. The brand-new edition is researched, published and distributed exclusively by Biomedical Market Newsletter(R).

Victory43, Inc., a human resources consulting firm focusing on the integration of people, processes, and systems for client productivity has announced a partnership with Brainbench.

Just weeks ago, TalentHook and HireAbility® announced a partnership. The two organizations have today teamed up to offer members seamless access to TalentHook's sourcing technology with HireAbility's SARAH℠ applicant tracking system. Users of the two products will now be able to take advantage of a streamlined process, with TalentHook finding resumes and exporting them directly into their back-end database; SARAH.

‘Hands On Access', a specialist consultancy that advises on accessibility issues, has launched a website advising organizations on the steps required to make their operation accessible to Deaf and Disabled People.

As a result of an extensive "targeted search engine optimization campaign" for chilijobs.com, the popular internet job posting site has delivered unprecedented traffic to its client companies.

Niche vendors are finally beginning to grab opportunities in the emerging market that goes by software-as-services human resources solutions. So far, vendors have focused their initiatives primarily on the large enterprise market. They are now looking at the fast-growing opportunity in the SMB space in the US. AMI-Partners' 16-page Bulletin, "Human Resources: Hidden Jewel in the SMB Software-as-Services Market," is available now and provides analysis of SMB market trends and vendor strategies for the SMB market. The study also includes relevant market data from AMI-Partners' small and medium business surveys, as the data relate to general trends and demographic shifts that will drive adoption of SaS HR solutions in the SMB market.

WetFeet , a  provider of hiring management systems and HR research & consulting services, has implemented WetFeet Recruiter at  three new multi-year clients: BankPlus, Minneapolis-based Campbell Mithun , and New York-based The International Rescue Committee , a leading humanitarian aid organization delivering emergency relief and rehabilitation in 25 countries.



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You Should Know
Australia

  • Health Workforce Reform – Can we achieve it?  Australia is embracing an ageing population and an increasing percentage of that population who have chronic disease. This is putting significant strain on the health system, which is now facing massive workforce shortages. Approximately 11 per cent of the total workforce of Australia is engaged to some degree in the health industry, forming one of the largest groups in the community. Considering the demands, an increase in that percentage to around 20 per cent of the total workforce is needed by 2025. We are not going to do this by increasing doctors and nurses alone. We have to look at a paradigm shift in how we deliver the services, how we emphasise health promotion and disease prevention and how we provide the community at large with some skills to take care of themselves. (NewMatilda.com)


Bahrain:
  • Conference on human resources opened  Minister of State Head of the National Corporation for Oil and Natural Gas, Dr.Abdul Hussain Merza opened Monday morning the meetings of the Third Training and Human Resources Development Conference organized by CTM Company under the theme `` Evaluation of Institutional Success through Human Resources ``. (BNA)


Global:
  • The AOL Two-Step: Who Will Win the Pot and Why?  You've heard the hustle and bustle surrounding the rumors that AOL plans to partner with either Microsoft or Google to build its online advertising revenue, haven't you? Who hasn't? And who hasn't wondered, publicly or privately, about who'll actually win AOL's hand in this courtship, or which company might be the better fit for a pas de deux. (AdBumb)
     
  • Good-Bye Yellow Brick Road: CRM's Fairytale Start Fades Into a Pragmatic Finish  t's over, folks. It ended not with a bang but a whimper. That brilliant shooting star we called "CRM," which burst upon our horizon in the early 1990s, gradually burned up in the chilling business atmosphere and descended to Earth—to end its short life, or start its new life, as a mere business strategy. How ignominious. (CRMGuru)
     
  • How to Cope with Too Much Growth Besides joy, an overflow of new orders can bring labor problems, unwanted customers, and administrative glitches to a small business. There are few more self-evident financial truisms than the assertion that growth is a good thing for a company. But for a small business just getting started, an overwhelming amount of it can present problems. That's what happened to John and Kira's Jubilee Chocolates, a private Philadelphia company that now has 10 employees and that took in $750,000 in revenues last year. (CFO.com)
     
  • Readers Respond: The Factors Driving Retirees Back to Work  Here are selected reader comments on the Dec. 8 Capital column the un-retired. Thanks to all who wrote, especially those who described their personal experiences. (careerjournal)
     
  • To Blog or Not to Blog: According to Steve Rubel, There is No Question  Like a Brangelina photo-op, blogs are pretty hard to miss nowadays. In just two years, these opinionated diatribes have evolved from under-the-radar curiosities into a daily ritual for millions—not to mention a viable tool for online marketers. And now that RSS and podcasts have added more fuel for the firebrands, user-generated content is quickly rewriting the rules of how online media is disseminated. (AdBumb)

     
  • Don't Be 'Production Wise' But 'Performance Foolish'  An article entitled "Growing Talent as if Your Business Depended on It" recently appeared in Harvard Business Review. Its focus was on work-force development within the enterprise at large, but its message was especially applicable to corporate recruiting functions and staffing firms. Why? Well, to put it in the starkest possible terms, recruiting organizations are so focused on today's production -- meeting the requirements of the moment -- that they sometimes lose sight of the need to prepare recruiters so they can deliver the performance necessary to achieve that production and, no less important, sustain it. (careerjournal)
     
  • Convincing superiors of your human resources plan  What would you include in a proposal to convince the board of directors about the relevance of a human resources plan? This all boils down to one thing: the strategic role of HR as a business partner in ensuring that the company executes its goals and strategies and achieves results. If HR is going to move from the back room to the boardroom, it is time to elevate its role strategically. When HR elevates its role it can demonstrate its efficacy as a business partner to the CEO and the board of directors. As former GE Chairman Jack Welch says in his book Winning, "Without a doubt, the head of HR should be the second most important person in any organization. From the point-of-view of the CEO, the Director of HR should be at least equal to the CFO." The HR plan should reflect this. (BostonWorks)
     
  • The In-Game Envelope   When an 18-34 year old comes home after work, it's primetime. But these days, instead of flipping on the TV like they would've done a decade ago, they're firing up their next-gen gaming console or supercharged gaming PC, and fragging wise guys into the wee hours of the night. Given the turn towards gaming of this coveted demographic, and the rising costs of game development (the average price of creating a blockbuster game already stands in $3-6 million dollar range according to the BBC), it only follows that game developers would seek new ways to recoup their costs and increase their profits by opening up new revenue streams. And most recently, the flow of money has begun to come from advertising—in-game advertising.

    It's not just hearsay: Researchers are now finding hard evidence that in-game advertising is a positive not just on the business side, but for consumers as well. Three studies in recent months—one published by Nielsen Entertainment and Double Fusion in October, one by Mediaedge:cia in November, and the other by Nielsen and Activision in December—reveal that in-game advertising not only works, but that it's potentially more effective than TV advertising for reaching 18-34 year olds. According to Nielsen Entertainment CEO Andy Wing, with in-game advertising, "18-34 year old male audience premiums [are] 6-7 times the average prime time television CPM." Moreover, these studies found, gamers actually don't mind making in-game advertisements a part of their gaming experience—as long as the ads are tastefully done and don't interfere with game-play. As with so much else, context (and class) means everything. (AdBumb)





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India:
  • Women are 6 per cent of India's workforce If you thought women's lot was getting better at the workplace, here's something to chew on. Women make up only 6 per cent of India's workforce and the numbers only get more skewed as you look up the corporate ladder. There are only 4 per cent women at the senior management level and almost none at all in the leadership role. (Times of India)



Korea:
  • Older workforce called threat to productivity At Korea's leading shipbuilding companies, all members of the Korea Shipbuilders' Association, the average age of workers is 42 years old. The companies include Hyundai Heavy Industries Co. and Daewoo Shipbuilding and Marine Engineering Co., the nation's largest. These companies have for the most part stopped hiring to shrink their payroll costs, a move that is now haunting them."Right now, the shortage of available workers is more serious than the aging of the work force," a spokesman with the association said. "If there is no infusion of young blood at some of the shipyards soon, they might have to close down in 10 years or so."  (JoongAngDaily)



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Nepal:
  • Over 73 percent IT workforce lack formal education More than 73 percent of those engaged in the information and communication technology (ICT) sector do not have university degrees on ICT, a new report said.  The 'National ICT Workforce Survey 2005', conducted by the Computer Association of Nepal (CAN), shows that of the 4000, only 1000 professionals have formal ICT education from recognized colleges and universities. (KantipurOnline)



UK:
  • Ageing population on parliament's agenda MORE than 100 policy-makers, academics and business people will meet at the Scottish Parliament tomorrow to discuss the impact of Scotland's ageing workforce and population.  The event has been organised by Scotland's Futures Forum, established by the parliament earlier this year to look at issues in the longer term, beyond the immediate party political debate. (Scotsman)
     
  • Overseas workforce homes in on rental properties YOUNG professionals from abroad are fuelling a huge boom in the number of people looking for homes to rent in the Capital. Some landlords claim they expect to let out as many as 44 per cent more properties by the end of 2005 due to the growing number of Antipodean and Eastern European professionals coming to live in Edinburgh. (Scotsman)
     
  • Specialist Recruiter Calls for Greater understanding of Rail Workforce Skillbase The UK rail industry's ability to precisely understand and accurately plan its workforce requirements is being severely hampered due to a lack of understanding about the skills which comprise the sector's labour force, claims Richard Lawrance, Managing Director of Resourcing Solutions Ltd. A study scrutinising the status of the sector's workforce was commissioned by Resourcing Solutions Ltd, the recruiting expert for the infrastructure, engineering and construction sectors, during November 2005. A comprehensive analysis of Government and industry sources to quantify trends in labour behaviour, supply and demand disappointingly highlighted vast holes in the information available to those with the responsibility for building, managing and maintaining the workforce to ensure continuity and excellence of service on the UK's railways. (OnRec)




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Survey Sez:
Most Job Offers are Accepted, According to a HR.BLR.com poll of HR Managers. When Refused, Most Common Reason is Money

The vast majority of job candidates accept job offers made to them – only about 10% turn them down. The major reason for non-acceptance tends to be money, according to two recent polls at HR.BLR.com.

It's still an employer's market out there, according to a poll at HR.BLR.com, where a majority of respondents said less than 10 percent of applicants turn down their job offers.

A follow-up poll by the Business & Legal Reports (BLR) website found that, when prospects do reject job offers, money, rather than such other factors as commuting or the nature of the work, is the usual reason.

Asked, "What percentage of applicants ultimately decline job offers at your company?" 70 percent of HR.BLR.com visitors responded less than 10 percent. Another 25 percent said more than 10 percent but less than 25 percent, 3 percent answered between 25 percent and 50 percent, and 2 percent said their job offers are rejected by more than 50 percent of applicants.

The early December poll drew responses from 301 human resources professionals.

The follow-up poll asked, "When applicants decline job offers from your company, what is the most common reason?"

Seventy 70 percent said job offers were rejected because the salary was too low or the applicant took another job for more money. Another 9 percent said job offers were declined because applicants used the offers to leverage more money from their current employers.

Of the 384 people responding to the second poll, 10 percent said the job wasn't what the applicant thought it would be, 9 percent answered "Other," and 3 percent said job offers were rejected because of the commute.

"These polls would seem to indicate that workers are still hungry, but not so hungry that they'll jump at just any job or salary," said Chris Kilbourne, BLR's senior managing Web editor.




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