Reveille and Hyperbole  
At the SAP HR 2006 conference, HumanConcepts LLC, leading provider of workforce modelling and intelligence solutions, announced OrgPlus Enterprise has successfully completed "Powered by SAP NetWeaver®" certification from SAP. The new certification allows customers to utilise the SAP NetWeaver platform while providing a unified access point for OrgPlus as well as all applications and information housed in the SAP NetWeaver Portal.

AIRS, a leader in innovative human capital solutions, announces the development of the most comprehensive OFCCP (Office of Federal Contract Compliance Programs) Compliance solution designed to meet reporting requirements set in place on February 6, 2006. It is the only OFCCP solution reviewed and vetted for its ability to provide the reporting necessary to meet the Federal Government's strict requirements regarding documentation of activities from external resume databases.

You Should Know
Global:
i-Technology Viewpoint: What Are the Drivers of Social Software's Success? Is social software more powerful than any other form of software, and if so why?
Have you subscribed yet to Dion Hinchcliffe's "Web 2.0 Blog"? Just in case you haven't, let me say that it's a weblog very much worth while subscribing to. In a recent post for example Dion writes that it's time we start understanding the "exact underlying reasons why [social software] is so compelling" if we would want to apply it to the business world. Check out the graphic he has shared because it will certainly help understand a thing or two. At the end of his piece, Dion asked an open question: "Do you think network effects will make social software more powerful than any other form of software?" I thought I would venture to give my own take in trying to help find a good answer to his great question. The short answer is: Yes, I very much think so - I think that the network effect will cause social software to eventually take over most of whatever other forms of software that may be out there. (i-Technology)

A Hidden Show of Talent High-Potential Employees Abound; Management's Problem Is How to Find Them
The vast land of workers is full of them: people who do their jobs, but actually have so much more to offer. These people could possess great hidden leadership talent, smart ideas about how to run things better. The only problem is how to identify these so-called high-potential employees. Just about any workplace may be teeming with them (stop laughing, you). Now if only a management team could recognize who has such potential .(WashingtonPost)

Better Referrals
A good employee-referral program can be a cost-effective way to locate talent. Indeed, when it came time to augment the NCMIC Group's workforce, Judy Bohrofen thought, "Who better to recruit candidates than our own employees?" While Bohrofen, vice president and director of human resources at NCMIC, a provider of financial and insurance services to chiropractors, had the right idea, she was stuck with the wrong referral program. Despite apprising employees of the program's policies and delivering the occasional e-mail reminder, Bohrofen says, the program just "kind of died in the dust." (Workindex)

New Paths at Work Restless 20-somethings use their leverage to reshape the workplace
They are just a few years out into the workforce, and already these employees have earned themselves a reputation. Dubbing them the "entitlement" generation, employers say that these young cubicle dwellers (born in 1978 or after) have forgone paying their dues and slowly climbing the corporate ladder for wanting it all right now. At the top of the list: the ability to work whenever and wherever they want, with job variation, continual feedback, and learning. Sounds like the folly of youth? Changing demographics may work in the favor of these latest entrants. An impending crunch in the labor supply could give 20-somethings leverage to get what they want--and soon. "Companies cannot afford to treat this generation as a noisy minority," says Robert Morgan, chief operating officer for Hudson Human Capital Solutions. "They really are setting the pace for how work is going to be in the future." (USNews)

India:
IIM-B graduates grab top jobs
IIM-Bangalore's first batch of placements have turned out to be a match winner. Sixty-five out of the 182 students got their dream job offers with salaries virtually going through the roof. Twenty-one global firms and ten investment banks snapped up the very best of IIM-B, offering record breaking salaries to the first time Indian management job hunter from the prestigious institute. "We have completed Day Zero of our placement process for the year 2006 and I announce with great pleasure that the process has been historic," said Saurav Bansal, member, Placement Committee, IIM-B. The lucky guy who got the offer from Barclays Capital in London says that money is not the only driving force. (NDTVProfit)

RPO is the New Buzz
After the BPO and KPO boom, the corporate sector in India is steadily gearing up for a new concept - RPO, that is Recruitment Process Outsourcing. It aims at taking the burden out of the head-hunting business of the corporate sector. "There has been a sudden surge of demand for candidates as the job scenario in the country looks in a good shape. So, we have come up with our team of recruiters to bridge this gap between demand and supply", says Vipul Prakash, Partner of a firm handling recruitments. (TimesOfIndia)

iGate Now Hiring
Considering the melee campus recruitments at engineering colleges have become, IT companies are looking to new pastures for new blood.  Technology company iGATE Global Solutions hired 40 per cent of their new recruits from non-engineering colleges last year.  The science departments were their targets. This year, they hope to hire 750 plus students for the company. And yes, they will be shopping at city colleges such as Loyola, DG Vaishnav, Vivekananda and Stella Maris.  V. Viswanathan, assistant vice-president, said students from a science background have enviable analytical skills.  The recruits have to undergo the two-month compulsory classroom training and practicals. Non-engineering recruits have to learn here with additional intensity to adapt to the engineering field. (The Hindu)

Foreigners Follows Offshore Outsourcing to India
From America and Europe the foreigner follows Offshore Outsourcing to India, and labeled as adventure employees. There has been sometime since IT and Software Outsourcing companies of India have been hiring westerners at higher or middle levels with appropriate expertise.
Ahmedabad, Gujarat, India, 2006-03-11 (IndiaPRwire.com) -- From America and Europe the foreigner follows Offshore Outsourcing to India, and labeled as adventure employees. There has been sometime since IT and Software Outsourcing companies of India have been hiring westerners at higher or middle levels with appropriate expertise. However, overseas employees are looking lower end employment as well, likes of answering the phone calls in call centers, and working with small Offshore Outsourcing firm. (India Information)

Phillipines:
Airlines seek halt in hiring of expats
Officials of local airline companies are asking Congress for a five-year moratorium on the overseas recruitment of pilots, aircraft engineers and mechanics, which have all contributed to the drastic weakening of the local aviation industry. Officials of Air Philippines, Philippine Airlines (PAL), Cebu Air Inc., Asian Spirit, Luftansa Teknik and other airline companies have all expressed their concern over this plight of the flight industry. PAL vice president for flight operations Johnny Andrews said the safety aspect should be considered since all experienced pilots are being recruited abroad. (DailyTribune)

US:
Help Wanted: Manufacturers feeling county housing crisis
SLO County's high housing costs have hit the manufacturing industry, forcing some businesses to rethink their strategies for recruiting and retaining employees; experts say light manufacturing outfits on a small scale are most likely to surviveBy Julie Lynemjlynem@thetribunenews.comWhen the owners of Cornucopia -- a plastics injection molding firm -- need workers, they head south. Every day, the company's 15-passenger van is filled with employees who make the journey from Santa Maria to Paso Robles, said Art Horn, co-owner with his brother, Larry."There are 'Help Wanted' signs all over town in the manufacturing industry," said Horn, who's considering purchasing a second van. "I think everyone is in the same boat. The housing prices are certainly making it harder to fill jobs." (SLO.com)

Many companies rethinking employee time-off policies
The changes are taking several forms, but all partly reflect the rising value employees, particularly younger workers, place on personal time. Recent storms, floods and transit strikes are inspiring companies to examine how they pay workers during such disruptions, to ensure fairness. Separately, many companies are empowering managers to hand out paid time off to reward performance. Also, employers are streamlining the crazy-quilt mess of vacation time, sick time, personal days, holidays and volunteer leave into a single "paid time off" category, making it easier to monitor slackers and workaholics alike. In a tightening labor market, time off is increasingly valuable as "a recruiting and retention tool," says Carol Sladek, a work-life consultant with Hewitt Associates in Lincolnshire, Ill. "The whole landscape and purpose of time off have changed." (IndyStar)

Site Caters to ex-MBNA workers
Richard Savona, founder of thegreenawning.com, hired Bill Degnan and Alyssa Bowlby of Wilmington-based Degnan Co. to design and host his site. The Greenawning.com launches Friday -- 24 years after MBNA opened its doors in Ogletown. First-time entrepreneur Richard Savona didn't have much trouble picking out a name for his new business, a Web-based network he hopes will keep thousands of former MBNA employees. (delaware online)

The NEW Networking
Networking: You may call it contact-development, relationship-building or career investment. Certainly it touches on all those things - and if you're doing it, you know it can eat up time, which few of us have to spare. Still, even as technology has connected us 24/7 to work, it has also opened all kinds of bridges and bypasses that bring new efficiencies to the notion of identifying, meeting and staying in touch - whether it's with those who might end up doing business with us, advancing our careers or helping us find solutions to work-related problems. But the new networking isn't just a product of technological advances: Some people are simply inventive, and as they see a need for a new way to address common career concerns, they create networking groups to focus on them. Here's a look at some of the approaches that may help bring efficiencies to your search for contacts and efforts to stay in touch with the people and businesses you've identified as valuable. (Newsday)

SXSW not just place for music and film talent
Empty outlets were hard to find in the Austin Convention Center for the SXSW Interactive Festival. It's the tech leg of the annual arts and technology festival. "We provide an atmosphere where people who have talent can bring their talent to the next level," director Hugh Forrest said. This explains why the hallway is a sea of laptops. "If it's a web developer who's got some really new ideas and hasn't gotten a job yet or hasn't gotten that big job yet, he may come to South by Southwest and get that big job." About 3,500 people came for Interactive over the weekend. (News 8 Austin)

Return of the tight job market
Employers are on the prowl, trying to entice construction workers, nurses, database administrators, and certified public accountants, just to name a few areas where businesses can't keep up with demand. Wages, once nonnegotiable, are on the table.  Would you rather live in Fort Walton Beach, Fla.; Charlottesville, Va.; or Fargo, N.D.? Just call: Someone in each of these places is advertising for workers. The vibrant economy is now spilling over to the workforce with a strength that hasn't been seen since the late 1990s. The economy has added an average of 226,800 jobs per month for the past four months, including 243,000 in February, as reported last Friday. The surge is so strong that some economists now believe the Federal Reserve will be able to hike interest rates even higher without putting too much of a drag on the economy. (Christian Science Monitor)

Unicru grows in face of fierce foes
Growth is nothing new from the automated hiring company, but the intensity of competition for prime contracts was a new factor for Unicru to contend with, said CEO Chris Marsh. The Beaverton company's 19 percent increase in sales is a tribute, says one investor, to its growth strategy of entering new industries; increasing its sales into existing customers through new features and functions; and putting more focus on what the company calls "midsized" customers. Unicru acquired 28 new customers this year, and all of its existing customers with expiring contracts renewed in 2005, said Marsh. All renewing customers spent at the same or higher levels as previously. (PortlandBusinessJournal)

New Wal-Mart faces tough hiring task
North Port supercenter needs 500 people by its June opening  With the third-lowest unemployment rate in Florida, Sarasota County is a challenge for employers.  That's especially true in North Port, where Wal-Mart is looking to fill 500 jobs for its new Supercenter.  Wal-Mart opened a hiring center this week, two blocks from where the 212,000-square-foot store is scheduled to open in June.  Store Manager Patricia Hillard hopes to find 500 employees for her vacancies, despite "Help Wanted" signs plastered in other businesses throughout North Port, including convenience stores and fast-food restaurants. (HeraldTribune)

Coming Soon

6th Annual National Multicultural Business Conference March 29-31, 2006 $899 Las Vegas. Register	How to Choose the Right Recruiting Technology Solution: Best Practices for Project Success AudioConference $275 Friday, March 24, 2006 1 P.M. EST Register
Recruiting 2006 Conference and Expo Recruiting for Competitive Advantage Las Vegas Hilton, Las Vegas, Nevada May 10-11, 2006 Register or call 800-531-0007 ext. 631.	NACE National Meeting & Expo Anaheim Marriott/ Anaheim Convention Center May 30 - June 2, 2006 More Info Register
2006 Top Employer Summit March 27-28, 2006 Four Seasons Hotel Toronto Register	37th Annual Employment Management Conference March 30-April 1, 2006 Manchester Grand Hyatt San Diego, California $1,205 Register
Human Capital Summit Conference April 5-7, 2006, Chicago Marriott Downtown Hotel Register $1,195	Lucas Group and The Wall Street Journal: Executive Diversity Career Fair April 19, 2006 Chicago, IL - Embassy Suites, Chicago Downtown For details:awasson@lucasgroup.com
IHRIM: HRM Strategies 2006 April 9-12, 2006 Washington, DC $1,265 More Info Register	NYHR Week 06 New York Hilton April 25 - 28< 2006 $1,695 Register
Kennedy Information's Recruiting 2006 Conference and Expo Las Vegas $1,195 Register	Hunt Scanlon Advisors present Generating Higher ROI on Human Capital June 7, 2006 Chicago
OnRec Online Recruitment Conference Queen Elizabeth II Conference Centre Westminster, London contact: Chris@OnRec.com More Info	2006 EREC 21-22 June 2006 ExCel London, UK Register
SHRM's 2006 Annual Conference & Exposition June 25-28 Washington, D.C. $1,350 Read more Register	OnRec Expo 2006 12-13 September 2006 Donald E. Stephens Convention Center Chicago Register
2006 Strategic HR Conference October 4-6, 2006 Westin Kierland Resort Phoenix, Arizona	Human Resource Executive's 9th Annual HR Technology® Conference Oct. 4-6, 2006 Navy Pier in Chicago, IL $!095 Register
2006 SHRM Workplace Diversity Conference October 16-18, 2006 Century Plaza Hotel and Spa Los Angeles, California	Hunt Scanlon Advisors present "Defining Leaders" New York city October 18 - 20, 2006 New York Palace
HR.com's Employers of Excellence 2006 October 25 - 27, 2006 Red Rock Resort Las Vegas, Nevada Register

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 



 

 

 

 

 

 

 

 

 

 

 

 

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