Kenexa Corporation (KNXA) announced today that its annual meeting of shareholders will be held on May 17, 2006. The meeting will be held at 8:00 a.m. (CDT) at The Cornhusker, a Marriott Hotel, 333 South 13th Street, Lincoln, Nebraska 68508. Shareholders of record of Kenexa's common stock at the close of business on April 6, 2006 are entitled to notice of, and to vote at, the meeting.

Mirabilis Ventures, Inc., a mergers and acquisition corporation, announced the recent acquisition of Gadsden, Alabama-based The Hancock Group (Hancock). Hancock is a leading Professional Employer Organization (PEO) in Alabama, with customers not only throughout Alabama, but also Tennessee and Georgia. As part of its array of services to its client companies, Hancock provides payroll administration, human resources, benefits administration, workers compensation and federal and state regulatory compliance services.

Newcourt Group plc announced that it's subsidiary Sigmar Group Limited has acquired The People Group Limited for an initial consideration of €2.685m. Based in Dublin, The People Group is a leader in the area of marketing and sales executive recruitment and counts a number of leading national and international companies amongst its clients. You Should Know
Global:
IGN Seeks Top Talent As In-Game Advertising Takes Off
~ aims to triple its headcount in the next year as demand outstrips supply ~ Recently recognised as 'the breakout company for 2006' by Avenue A/Razorfish and voted into the OnHollywood top 100 private companies, IGA has launched a hunt for the rising stars of the publishing, advertising and interactive industries in the US and UK to spearhead the in-game advertising revolution. Having secured $12 million in funding last month, the in-game advertising specialist is looking to triple its headcount in the next 12 months across all regions to meet unprecedented demand and build on its success to date. (XGP Gaming)

Study: Employees secretly enjoy meetings
Fewer aspects of working life merit as much derision as the office meeting. The natural lair of bloviation specialists the world over, meetings have attained a truly timeless place in the annals of workplace ridicule. Or have they?Turns out, one reason there are so many meetings in the American workplace lies in the fact that many people covertly view them as a positive part of the job, according to a team of researchers who studied the effects of meeting time on employee well-being.
"When speaking publicly, people generally claim that they hate meetings," said Steven G. Rogelberg, an industrial and organizational psychologist at the University of North Carolina at Charlotte. "But in the surveys you see a different story - some people's private sentiments are much more positive." (AP Wire)

Yahoo Canada Beta-Testing New Yahoo Mail Features
This via the Social Software Weblog; Yahoo is testing a variety of really interesting new features in their email service in various venues around the world (excluding the United States). More from the official Yahoo press release: (Search  Engine Journal)

Mix '06: Gates ready to embrace and extend
Bill Gates keynoted at Mix '06, outlining Microsoft's evolving Web development strategy and explaining his embrace and extend business philosophy, especially as it applies to Google. Gates' most covered statement of the morning was, "Everything we do now, we have to be user-centric, not device-centric." Microsoft has been talking about being user centric for decades. Does that mean not Windows centric? Not exactly, but Microsoft has realized that delivering information in optimized forms on every kind of wired or wireless device, anytime, anywhere, is the new center of software gravity. Internet Explorer will languish no more (he offered a mea culpa) and AJAX, RSS and the mashup culture are integral to the Windows development platform and for attracting developers, which has always been one of Microsoft's core strategies. (ZDNet)

Turnover stalls Gap turnaround
The roster of senior staff keeps changing at the Gap Inc., but the problems remain the same as sales continue to shrink at the retailer. As a long-promised turnaround has failed to materialize, executives are coming and going, and roles are being refashioned. Since the beginning of the year, Julie Rosen left her job as head of adult merchandising for the Gap brand and Andrew Rolfe, the president of its international division, resigned to work for a private-equity firm. (Contra Costa Times)

Taking Surer Aim on Contextual Ads
Between news of a possible click-fraud resolution in Arkansas and a potential perp walk in San Jose, one ad-targeting advancement from the Googleplex got pretty much lost in the kerfuffle. So let's pause a moment to recognize: Last week, Google quietly rolled out the capacity to give pay-per-click marketers in its contextual program more control over who sees their ads. "Ad targeting" is actually becoming something of a buzz phrase in search marketing, thanks in large part to Google's competition up the coast in Redmond WA. MSN adCenter lets users in on the demographic profiles attached to keywords, through a combination of data from Microsoft Web registrations and some third-party information. Advertisers can get a look at some attributes of the users who click on search terms before they make their bids, and can tracks clicks to analyze what demographic groups responded to a paid search ad. In fact, only last week, MSN adCenter moved out of its invitation-only phase and threw open its doors to general enrollment. (Multichannel Merchant)

UK:
Ballmer makes a good point
In a recent interview, with CNET News.com, Microsoft's Steve Ballmer is quoted as saying: "The truth is that the way information technology decisions are made in a company is really complicated. You really have four points of view, and we have to work with all of them—end-users, central IT, line-of-business executives, and then the business leaders, who could be the head of sales, finance or operations." This was the opening of his response to a question put to him about Microsoft's apparently increasing focus on targeting senior decision makers in its ongoing head-to-head battle with IBM for dominance in the corporate IT space. The point is actually well made, and is completely consistent with recent Freeform Dynamics research that looks at the mechanics of the IT decision making process. The chart below provides a glimpse of this, which shows the proportion of people in each job category who are involved in the application software procurement process and how. (IT Analysis)

Lo Cost Recruiter Ian Doyle Recruitment slams ludicrously high agency fees
Recruitment Guru Ian Doyle who heads up the fast growing self styled Lo' Cost Recruitment Agency of the same name has slammed the pricing policy of some smaller recruitment agencies for continuing to drive up industry fees. ‘We are evangelical when it comes to driving down costs, and saving our clients money but we need the help of the HR Manager to underpin this, fortunately our vision is shared by a number of other companies, but critically we are still hearing of agencies who charge 15, 20 and even 25% of first year salary….some invoice before a client even starts and even more incredibly still impose a fee if they get it wrong and the candidate leaves…' (OnRec)

Mothers come bottom of the recruitment pile
Mothers face greater discrimination in finding a job in Britain than disabled people, Asian women and the elderly, a new report has claimed. But is the raft of legislation designed to help women actually adding to their difficulties? An interim report from the government-commissioned Equalities Review has found that women returning to work after starting a family face the highest 'personal employment penalty' of any group in society - they are around 40 per cent less likely than the average white, able-bodied man to be offered a post. Single women find it no harder to find a job than single men. Pakistani and Bangladeshi women, however, face 'a penalty' of 29 per cent; for the disabled it is 16 per cent. (Management Issues)




Job finder recruitment and retention 'top priority'
UK employers have revealed that their top priorities during the next 12 months will be the recruitment and retention of job finders, according to a new survey. Research by human resources firm RightCoutts found that two-fifths of organisations think the retention of key workers and job finders will be crucial to their success in the coming months. The same proportion of employers revealed that the continued recruitment of the most suitable job finders would be their biggest priority, reports Personnel Today. However, only one in ten companies said their main concern was the correct management of workers and job finders alike, a fact that worried Edna Agbarha, head of talent management at RightCoutts.  (Employer's Jobs)

Concern over rise in skills shortage
The skills shortage in Cambridge is reaching crisis level, with companies moving abroad to find the people they need, and fears that our brilliant, burgeoning local economy will be stunted. Meanwhile, the Government's Learning and Skills Council for the region is trying desperately to keep up with employers' demands, but fears too few know what is on offer. In recent months, the council has been piloting a scheme in Cambridgeshire and Essex aimed at providing the specific training employers need for their staff. The pilot is called Profit from Learning, but turns into a national programme in a few weeks time when it will be known by the more bullish as "Train to Gain". Caroline Neville, who took over the top job at the eastern region's L&S Council in January, says she and her teams are working with other agencies, such as the regional development agency, EEDA, and job centres, as well as schools and colleges, in a bid to transform training, making it better for both young people, adult learners, and employers. (Cambridge Evening News)

Many Workers Say Performance Reviews Need Improvement
Fewer than half of workers say managers take performance reviews seriously, and even fewer employees say they receive constructive feedback, according to a survey by Adecco Staffing North America. The survey of more than 2,024 full-time employees found that 49 percent of workers said managers take performance reviews seriously, and 44 percent said they receive constructive feedback. "Workers may feel they are in the dark about how they fare in their boss' eyes and oftentimes, may think their employers are too busy with other work to help them see the light," said Raymond T. Roe, president of Adecco Staffing North America. (HR.BLR.Com)



USA:
Large carrier driver turnover rate his record 130%
The turnover rate among large truckload carriers reached an all-time record of 130 percent, the American Trucking Associations said in its March 2006 trucking activity report.  The figure is 9 percent higher than the 2004 turnover rate of 121 percent, which was the previous record high. The ATA said that during the fourth quarter 2005, the turnover rate increased 1 percent over the third quarter to a 136 percent annualized rate, tying the all-time high that was recorded during the fourth quarter of 2004. (The Trucker)

Local publisher one of 20 best places to work
 If it's Monday morning and you aren't smiling, then chances are you don't work at Business and Legal Reports Inc. in Old Saybrook. BLR Inc. was recently named in Hartford Business Journal as one of the 20 Best Places to Work in CT 2006."I love the people, I love my job," said Darlene Francis, marketing director. "I don't dread coming into work. I just really enjoy what I do here."Bob Brady founded the company in 1977 when he saw the need for compliance and training resources written in plain English for human resources, safety and environmental managers. (Pictorial Gazette)

Learning from experience Web recruiter expanded content and services just after the bubble burst
Jennifer Floren set out to create an online resource for career-minded collegians, and in the process she wound up educating a market.  in some ways, Floren's story is eerily similar to that of nearly every other mid-1990s dot-com hopeful: Former Bain and Co. consultant launches Boston-based Experience Inc. in 1996 with hopes of using the Internet to modernize the recruitment process by Web-enabling college career centers -- only to have that dream threatened when the tech bubble burst in the early part of this decade, forcing her to trim 22 employees from a staff that had reached 100. But rather than shutter her business, as some of her fellow dot-comers were forced to do, Floren seized the opportunity to build up her user base of participating schools through three rounds of funding from five institutional investors starting in 1999 that yielded $49.5 million and facilitated the acquisition of three competitors (Crimson Solutions, Brass Ring Campus and ePro Net) between 2000 and 2002. (Boston Business Journal)

Experience Inc. lands $3M in funding
Web-based recruiting software company Experience Inc. announced a $3 million funding round Monday, led by Waltham-based Polaris Venture Partners. According to a release from the Boston-based Experience, the company plans to use the money to expand its services into alumni career services, to give employers access to a different pool of candidates. Experience plans to roll out its product to the roughly 500 university clients who use the company's e-Recruiting system. (Boston Business Journal)

Police Warn Of Scheme Advertised In Local Paper
Honest job seekers may find themselves out of luck if they answered a particular "help wanted" ad in local newspapers. Authorities in Alamance County say classified ads that ran in the Burlington Times News and possibly other papers, are part of a fraud scheme. The ads refer the reader to a 1-888 number or to a number with a 954 prefix. The ad offers a $700 a week salary, plus benefits working for a non-specific "national design" company. Those who respond to the ad get a job offer by phone. They're then forwarded a package containing a generic job application, a check for a large amount of money and specific instructions for distributing the money over and above the first week's "salary." (WFMY)

Survey Sez:

From Canadian HR Reporter:

Guard your top performers
Recruitment trends show smart companies are 'plucking' top talent from competitors



In the coming year, finding, attracting and retaining top performers will become increasingly important and difficult to do, according to hiring consultancy IQ Partners.

In the fight for the best employees, companies will begin to plunder the competition and turn to head hunters. Beefed-up compensation packages and employee retention strategies will also play a role the battle for talent.

The following are six recruitment trends for 2006, as identified by IQ partners:

1. Scarcity of A-level candidates
Most of the high-caliber performers are gone. However, there are still a few A-level candidates out there, but they're not actively looking for a new job and companies have to work harder to identify and attract them. Hiring managers are now using sophisticated tools to find the best candidates and are starting to pluck top performers from their competitors to build their teams.

2. Employee retention and engagement
Turnover is a necessary evil in the workplace, but as long as employees are engaged – meaning they're attracted to, committed to, and fascinated with their work – they're less likely to leave. More companies will start developing formal employee retention and engagement strategies.

3. Headhunters are back
As the market tightens up, companies will use external headhunters to attract top talent. Headhunters have the time and expertise to engage in direct-contact recruiting and can advise on everything from employment branding to candidate quality. Many smart companies will begin developing strategic partnerships with professional headhunters to give them an advantage.

4. Show them the money
With a talent shortage looming on the horizon, companies will open the coffers to attract top talent. Money may not retain a top performer and isn't always the motivating factor in accepting a new job, but it goes a long way to show good faith in a candidate's value. As A-level candidates start entertaining multiple job offers, aggressive employers will start increasing salaries and adding signing bonuses to the compensation packages.

5. Hire for fit, train for skill
Companies will increasingly look for candidates who are a good fit with the company's corporate culture and values. The best hires aren't always the most qualified, but they must fit the company like a glove and have the potential to grow. Hiring new employees who don't fit is the quickest way to undermine the retention of star employees who do.

6. Strategic human capital planning
With the demand for labour through to 2013 exceeding supply by 35 million jobs, smart companies are already thinking ahead and shoring up their ranks before the talent pool of top employees is completely dry. Best practices in strategic human capital planning include assessing and refreshing current resources, calculating employee ROI and engaging in "investment hiring" for the future.

From Canadian HR Reporter

Focused Candidates Visit Focused Job Boards. Find your focus below and discover a new channel of fresh talent!
Accounting / Finance	jobsinthemoney.com
Accounting / Finance	CareerBank.com
Call Center	CallCenterJobs.com
Construction	ConstructionJobs.com
Consulting	ConsultingCareerQuest.com
Drivers / Trucking	JobsInTrucks.com
Employee Benefits	BenefitsLink.com
Enviro/Occup. Health & Safety	EHSCareers.com
Executive	RiteSite.com
Executive	NETSHARE.com
General	JobKite.com
Health / Medical	HealthJobsUSA.com
Health / Medical	NurseTown.com
Hispanic / Bilingual	LatPro.com
Logistics	JobsInLogistics.com
Manufacturing	JobsInMFG.com
Retail	AllRetailJobs.com
Tax Specialists	TaxTalent.com
Telecom / Wireless	TelecomCareers.net
Transitioning Military	TAOnline.com
For more Specialty Boards, visit: The Employer's Corner on TopUSAJobs.com marketing@TopUSAJobs.com

Coming Soon

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
Society of Professional Journalists Region 11 Conference March 31-April 1, 2006 Hilton Pasadena 168 S. Los Robles Ave. Pasadena, CA Register $135	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	HRIM: 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 May 10 - 11 Las Vegas $1,195 Register
HR Shared Services Summit Optimizing HR Shared Services to Achieve Excellence in Your Organization $1,999 May 22 - 24, 2006 · Sonesta Hotel - Coconut Grove, FL	Hunt Scanlon Advisors present Generating Higher ROI on Human Capital June 7, 2006 Chicago
OnRec Online Recruitment Conference Queen Elizabeth II Conference Centre June 20 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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