S P O N S O R S
Electronic
Recruiting
News
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interbiznet presents the Bugler |
March 29, 2006 |
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New Special Editions:
ERN: Talent Management
Bugler: Talent Management
ERN: Demographic Surprises
Bugler: Demographic Surprises
Bugler: Trends In The Changing Workplace
Deck Chairs
Kenexa, has named Roger Gaston as an executive vice president for its Employment Process Outsourcing (EPO) practice. Mr. Gaston will be responsible for Kenexa's Employment Process Outsourcing operations
worldwide....EFL Associates has added Richard S. Mack as a senior vice president in the firm's Denver office. Mr. Mack brings more than 25 years experience in the human resources field....DHR
International has hired former Highland Partners executive Paul Cashman as the new leader of its European search practice....Mercer HR Consulting has hired Mike Baker, Sam Bell and Josh Pace as analysts for its Retirement Service Center.
You
Should Know Global:
Many young workers not in employer savings plans Generation Y may be leaving money on table
You have an MBA, an iPod, a great job and killer abs. But if you're in your early 20s, your most valuable asset is time. Because you're more than 30 years from retirement, investments in a 401(k) or other retirement-savings plan have decades to grow and compound. Even small contributions will grow
dramatically. If your employer matches part of your savings, your investments will compound even more. (Courier-Journal)
UNICRU Beefs Up Screening Tool New software claims it can spot bad applicants before they become employees
Unicru, an HR software company that focuses on businesses with hourly employees, says its latest applicant assessment tool breaks new ground in predicting which job candidates are likely to be fired for bad behavior or leave after just a short stint. The technology, dubbed the Frontline Reliability
Assessment, is based on computer analysis of the actual job results of 370,000 hourly workers in industries such as retail, grocery stores and food service. That number is more than 10 times greater than the company's previous sample sizes and is rivaled only by studies of the U.S. military or postal service,
says Unicru chief scientist David Scarborough. The scale also means it has become trickier for applicants to outwit Unicru's test, because profiles of deceptive test takers who turned into low-quality hires have been captured. "This tool is much more difficult to manipulate for a favorable score," he says. (Workforce)
Hell is other people
Red tape and long hours can grind down the best of employees, but it is colleagues who irritate workers the most, according to a new poll. The survey of more than 2,200 workers by recruitment firm Monster found that, in an age of open plan offices, big teams and high pressure environments, working closely and
intensely with people inevitably put even the strongest relationships under strain. Nearly a third of workers – 30 per cent – said their colleagues were what irritated them most about work. A quarter were most riled by the long hours of the modern workplace, with a similar number seeing red over red tape. (Management
Issues)
Guatemala:
Human Traffic Climbs in Cent Am
Due to advantages of Central American border permeability and hand-slap sanctions, Guatemala has become the destination of thousands of victims of human traffic, mostly young children, in a trade second only to drug traffic in the region. Save the Children informs that any one, minor and adult alike, can fall
victim to becoming a forced sex or labor slave, while the International Organization for Emigration denounced the traffickers impunity: with the few cases reaching trial paying very low fines. (Prensa Latina)
India:
This job portal depends on rapport with recruiters
A job portal, udyok.com, will be launched in Chennai on April 14. To be formally inaugurated by the Union Minister for Communication and Information Technology, Dayanidhi Maran, the portal seeks to link thousands of job seekers with recruiters in South India, said E.
Pradeep Kumar, Chief Executive Officer, Coherent Global Solutions Limited. The site would bank more on rapport with educational institutions and recruiters than on the company's personal profile, he said. On the day of its launch, the portal will have two lakh registered job seekers and scores of
companies looking for candidates, he said. (The Hindu)
India Inc`s hunt for leaders intensifies
Firms are hunting overseas, raising salary offers. A southern India-based business group has mandated a headhunter to parade five candidates to select a CEO for its asset management company. The headhunter cannot find more than two, in spite of his best efforts.
The Indian arm of a pharmaceuticals MNC inserted a unique clause in its offer letter to a prospective CEO — he will have to cough up Rs 10 lakh if he accepted the letter and did not join. As the Indian economy moves into overdrive, businessmen have come to realise that there are not enough leaders (CEOs and
functional heads) around to give shape to their ambitious plans. The giant pool of managerial talent in the country is turning out to be nothing more than a myth. It is not unusual for companies to wait for a year before it finds somebody to fill the vacancy for a senior's position. (Business
Standard)
Climbing the management ladder
In a changing and competitive landscape, mid-career blues are becoming a common phenomenon. According to human resources (HR) consultants, to grow from entry-level to the middle-rung of the career is comparatively easier than to take that decisive quantum leap, which helps to lodge you in the leadership
position. Typically, companies look for multi-divisional experience and certain technical skills when they give the reins of the organisation to a person, according to E Balaji, executive director, Ma Foi Consulting Solutions. For example, if it is an Indian company, experience in different regions add a lot
of weight. For a global company, then a mix of local and international experience secure brownie points for reaching the top. "Special knowledge that involves mergers and acquisition skills, and the ability to handle large projects and global initiatives, are a help," explains Balaji. (DNAIndia)
The next big outsourcing story?
Outsourced product development company R Systems has the potential to post explosive growth, as this business segment is estimated to grow 20 times over the next couple of years. Going by the valuations of similar companies in the market, the IPO of the Gurgaon-based outsourced product development (OPD)
company R Systems International seems to be priced at a discount and promises an attractive investment option for anyone willing to trust the management's ability to stay focused. The company, which in the past ran into turbulent times on the financial front as it lacked focus in its business model, seems to
have learnt its lessons. It has now decided to stick to OPD services in the future. (IPOReview)
Scotland:
Offering a world of talent to Scots firms
ATTRACTING top-class talent to drive your company to the next stage has become a major problem for many small and medium-sized enterprises - and larger firms, too - in Scotland. But one of the country's leading business figures says that firms in this country remain far too reluctant to look beyond our shores
for the talented staff they need. Nick Kuenssberg's organisation - Scottish Networks International (SNI) - recruits international post-graduates in Scottish universities and specialist institutions such as the Glasgow School of Art as associates, with a view to helping Scottish businesses develop their
exports. SNI has been established for 15 years as a joint operation between the British Council in Scotland and Scottish Development International. "It was set up to use the skills of the best overseas post-graduate students studying in Scotland," says Kuenssberg. (Scotsman)
Trinidad - Tobago:
'Zero unemployment in 2006'
THIS COUNTRY may likely achieve the enviable statistic of zero unemployment this year, Prime Minister Patrick Manning boasted yesterday as he defended his government's intention to modernise the city of Port of Spain. Speaking at a forum hosted by the National Association for the Empowerment of African
People(NAEAP), at the Centre of Excellence, in Macoya, Manning said six new industrial plants are to come on stream later this year and admitted that the Government will have to import labour during this construction boom. He said three methanol plants, two aluminum smelter plants and a iron manufacturing
plant, altogether costing $11.3 billion, are to come on stream and require over 1,900 construction workers, noting that "we are likely to achieve full employment this year". (Trinidad Express)
UK:
Meet the Mail's online revolutionary
Andy Hart's a man on a mission - to shake up the Associated brand and turn the company into a major player in new media. Ian Burrell reports
The day is not far off when the bust of Lord Northcliffe will look down across the vast atrium of the Associated Newspapers headquarters as staff traipse into work in trainers, jeans, sloppy T-shirts and even on skateboards.
Northcliffe House is home to the Daily Mail and The Mail on Sunday, famously two of the most traditional, pressure-cooker newsrooms in British media, where a heads-down atmosphere of professionalism prevails. Mention clothing brands like Vans and Diesel and you'll probably be directed
towards the company's distribution vehicles.
But the dawn of jeans and T-shirts is fast approaching and will be a graphic indication of how one of Britain's most famous news media organisations has firmly embraced the internet age. In June, Andy Hart will move his Associated New Ventures troops from their current home in Charlotte
Street to Northcliffe House. This is no fledgling operation. Associated has spent £100m on new media in the past two years and Hart, who is 39, expects the digital division to be delivering in excess of 10 per cent of the total group profits this financial year. h has a reader comments facility that allows
editor-in-chief Paul Dacre and his colleagues to monitor feedback on stories. ....
Jobsite's performance (which Hart describes as "superlative"), at a time when print advertising was struggling, convinced even Associated's most hardened cynics of the potential of such online ventures. "We take a very long-term view here. That's one of the great things about being a
family-owned public company. You can make decisions and investments that give the managements of these businesses time to do the right thing," Hart says.
He also claims internet entrepreneurs are not daunted by the prospect of working within the culture of Associated. "We stand alone and we are there to help," he says of the hands-off approach that leaves existing managers of sites in post. "We have created an environment where these managers
thrive. They love it. It's better than before." ......
Hart says Craig's List, the classified-based online phenomenon that has captivated America, snatching advertising from local newspapers, is a "wonderful story" but adds: "The quality of the information in the ads is very limited. With recruitment, finding a match is hard and trusting the source is hard."
(The Independent)
Survey Sez:
Recruiters Rally to Highest Levels Since 2000
Hunt-Scanlon Advisors today released its 17th annual recruiting industry survey and rankings report. According to the company, continued robust demand for outsourced recruiting services has led the nation's 25 largest executive search firms
to post a 21 percent jump in revenue, to $1.375 billion, a rise from $998 million the year before.
The survey, along with statistical charts and tables, is published in this month's Executive Search Review newsletter. By nearly every industry measure and metric, executive recruiters are back to work in a very big way. Sixteen out of the 25, or two-thirds, reported significant double-digit gains in this
year's survey – and two of the top four firms broke an important psychological as well as financial barrier: Spencer Stuart and Russell Reynolds Associates each reported higher U.S. revenue figures than they posted five
years ago – the industry's peak year.
Korn/Ferry International, ranked No. 1 in the survey, grew its top line in North America by 30.3 percent in 2005 – the firm's second consecutive year of 30 percent-plus growth. Worldwide, the "big five" global recruiters broke the $2 billion revenue mark, reporting
combined fees of $2.076 billion; as a group these rivals remain just $158 million shy of their record-setting year in 2000. The top 25 added nearly a quarter billion dollars to their top lines in 2005.
One more year of 25 percent-plus growth will bring the industry back to the apex of where it stood in the pre-terrorist days of 2000; seven out of 10 industry executives polled in this year's Hunt-Scanlon survey believe this growth target will be achieved in 2006.
Seven firms in the top 25 ranking reported revenue growth in excess of 30 percent; these include: Sextant Search Partners (up 104 percent), Gilbert Tweed Associates (up 95 percent),
Christian & Timbers (up 60 percent), Stanton Chase International (up 40 percent), Slayton Search Partners (up 36 percent), Whitney Group (up 32 percent) and industry leader Korn/Ferry
International (up 30 percent). "Our significant growth is the result of both organic growth through promotions and newly recruited partners in financial services, technology, media and telecom, life sciences, professional services and board services," said Brian Sullivan, chairman and CEO of Christian &
Timbers, adding: "Our main focus is on what clients want."
Steve Potter, chief executive of Sextant – another financial services-oriented recruiter – said he has witnessed "continued demand in the global banking, alternative and traditional asset management/private equity, and healthcare sectors." Steve Watson, international chairman at Stanton Chase, attributes his
firm's growth to "a continued improvement in the global business climate, an increasing need for upgrading management talent, and global expansions into emerging markets." The firm recently added Copenhagen, Bucharest, Helsinki, and Auckland to its roster of worldwide offices. Rick Slayton, president of
Slayton Search, said his firm's growth was the result of "deepening relationships" with large American companies who've hired his firm to conduct more senior-level assignments.
One interesting metric culled from the Hunt-Scanlon report this year: the top 25 collectively hired just 79 recruiters in 2005, a 7.5 percent increase; 1,119 recruiters now populate this group compared to 1,040 last year. By contrast the top 25 had 1,653 recruiters on their
payrolls in 2000 – a third more than this year. All this suggests that search firms are finding ways to drive business in, execute it – all while keeping headcount down with a keener eye on the bottom line. It is a winning strategy that most firms neglected to consider five years ago.
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