Electronic
Recruiting
News
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John Sumser presents the interbiznet Bugler
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interbiznet presents The Bugler |
April 28, 2006 |
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Relationships not Commodities (Referrals.4)
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Reveille and
Hyperbole
Diversity.com has released its Prestige Package, a new job
posting/branding package designed to attract diverse job seekers by including companies work culture profiles in their job listings. Diversity candidates now comprise the majority of job seekers, said Bill Bargas, Director of Marketing for Diversity.com.
ADP® National Account Services, part of the Employer Services Division, a leading provider of outsourced payroll, benefits and HR services, today announced that Synovus, a multi-billion dollar financial services company, has signed an agreement to become
ADP's 40th HR BPO client in the United States, utilizing ADP's fully administered Comprehensive Outsourcing Services (COS).
VerticalResponse and Salesforce.com (CRM),
the technology and market leader in on-demand customer relationship management (CRM), today announced the overwhelming success of Vertical Response's AppExchange listing. Since VerticalResponse introduced its latest Salesforce integration on the AppExchange on January
17th, more than 350 customers have deployed VerticalResponse for AppExchange to launch mass email campaigns. VerticalResponse for AppExchange gives customers a powerful, yet easy-to-use suite of tools for mass email and direct mail campaigns that counts companies such as CIGNA, Articulate and eCornell among
its advocates.
Directo, a provider of paycards for unbanked consumers, announces that Chase Staffing has selected the firm to meet its employees' direct deposit needs.
After a record fourth quarter in 2005, Unicru(R) Inc announced a record first quarter with 15 new clients added. In addition, three existing clients upgraded services or renewed contracts, maintaining Unicru's industry-leading 100 percent renewal rate.
Unicru has assessed nearly 50 million job applications for job fit and predicted performance in its clients' organizations. Last quarter alone, almost 200,000 hires were made via Unicru's system.
Human resources technology leaders from around the world will gather June 1-2 in Minneapolis for a meeting of the HR-XML Consortium, the HR community's standards development organization. This event, sponsored
by Lawson Software (LWSN), provides a unique networking opportunity and unparalleled access to information about cutting-edge, standards-based technology that is shaping the future of HR solutions.
There is an old Japanese proverb that states, "If you want to know the character of a man, look at his friends." Executive recruiters and headhunters seem to be taking this advice to heart by using Internet search and detailed reference checks to uncover the "real" employees hiding behind
each 'résumé. Smart job seekers can take control of this situation by making their character and employment references easy to find, check and verify. New tools from iKarma Inc give prospective employees the ability to gain a critical edge over other applicants. iKarma can
now be used by job seekers to gather their references and display them online. This feature combined with new 'résumé display and distribution options help put credible references where employers can see them.
Accolo, Inc., Strategi, LLC and Advanced Career Solutions announced their upcoming debate with senior members of the Equal Employment Opportunity Commission (EEOC). The topic is focused on discrimination in recruiting
process. This live panel debate in San Francisco is scheduled for May 4, 2006 from 11:00am to noon Pacific Time, and will be broadcast via Webinar.
Deck Chairs:
Tower Automotive (TWRAQ.PK ) announced that E. Renee Franklin has joined the company as senior vice president, global human resources....Greylock Partners today announced that James Slavet,
former vice president and general manager at Yahoo and a key player in several pioneering consumer/Internet startups, has joined Greylock's team as a partner...Wal-Mart, which also faces a class-action lawsuit alleging discrimination against female employees, named the
first two members of its diversity advisory panel Monday. They are former Detroit Mayor Dennis Archer, the first black president of the American Bar Association, and Latina civil rights activist Vilma Martinez.
You
Should Know
Global:
Five Steps to More Critical Thinking
Bill Gates goes on retreats and reportedly avoids e-mail and cell phones
The memoir of John Lennon's first wife, Cynthia, tells how the Beatles -- ready for new ways of thinking -- visited the ashram of Maharishi Mahesh Yogi. Ringo ran out of the canned food he had brought along and went home after two weeks. Paul left a few days later but became a lifelong vegetarian. John and
George stayed two months. John wrote a nasty song about the Maharishi, and George integrated the teachings into his daily life. Twice a year, Bill Gates spends seven thoughtful days in retreat. He reads, reportedly with a self-enforced rule: No e-mail or phone calls. He's been doing it since the 1980s, at
first while visiting his grandmother, and in recent years, at a secluded waterfront cottage in the Pacific Northwest. Last year, The Wall Street Journal reported that after requesting papers from Microsoft Corp. employees, Gates started reading on subjects like computing trends, education product strategy at
Microsoft, Virtual Earth, Internet worms, speech synthesis, and office and video-game product strategies. (Computerworld)
Career Changers
Career changers provide needed pools of potential IT talent.
The resume of your next CIO might look something like that of physician Mitch Morris, newspaperman Dan Gingras or accountant H. James Dallas. Your next application developer could be a nurse manager; your next help desk staffer, a mill worker. Your next IT manager could come from marketing. Many people
are making those kinds of career changes, and as a confluence of factors transforms the U.S. workforce, IT managers need to be on the lookout for potential talent, regardless of its place of origin. "Changing demographics are going to force them to do that," says Gretchen Coch, director of the skills
development program at the Computing Technology Industry Association. (COMPUTERWORLD)
Recruit new employees as you would find customers: HR expert
What your company does while recruiting and interviewing prospective employees is critical to successful hiring, Eileen Levitt told Quality Service Contractors Feb. 25 during QSC's Power Meeting here. In fact, before hiring anyone, a contractor should focus on the job to be filled, not the person who will
fill it. Levitt told contractors to create a job description that includes: needed qualifications, education, skills and experience ; title and purpose; essential functions and responsibilities; future outlook for promotion; and physical and mental demands of the job. She compared recruiting to finding
customers. (ContractorMag)
Supply-Chain Professionals Group Revitalized With Web
Dan Oster figures people want fewer meetings in their lives — but they still want a lot of opportunities to talk. And so Oster and other involved with reinvigorating the Council of Supply Chain Management Professionals in northern Nevada are cutting the number of meetings of the group back from monthly to
quarterly. But at the same time, they're moving some of the organization's networking functions out to an Internet site, LinkedIn.com, which is something like MySpace.com for grownups. That way, members can network whenever they want. (KOLOTV)
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Outsourcing Survey 2006, Part 1: What, How Much, and How Long
We explore what IT is outsourcing, how much it costs, and the length of outsourcing contracts.
The concept of outsourcing, while far from passé, is becoming dated. That's not to say that organizations are no longer feeding IT or business process work to third parties. They are -- in ever greater numbers. But many companies now have several years of outsourcing experience and have honed their skills in
setting strategy, selecting vendors, implementing governance policies, managing relationships, negotiating contracts, and defining the business value of their efforts. It's no longer just outsourcing. They refer to what they do as "servicing," "multi-sourcing," or simply "sourcing." They're able to isolate
processes, functions, or activities as well as resources and determine with laser-beam focus which functions should be retained in-house, which can be managed offshore, which should be assigned to a single vendor (some functions may be handled domestically while others are handled offshore), and which should
be divvied up among service providers working together. Such is the new face of sourcing. (EnterpriseSystemsJournal)
Google Confirms More User Interface Tests
Google has officially confirmed recent tests with the Google user interface that has been spreading around the Internet. This is not the first time Google has confirmed a UI test, they have
done it at least once before. Google has confirmed the limited test of Vertical Search Links In New Left Column and
Google Base Results Creeping. (SearchEngineWatch)
Google search use up 41 percent from last year
As Google continues to expand and offer more products, its original function continues to boom. Google search-engine use in March 2006 grew 41 percent from last March`s figure, according to the latest Nielson//NetRatings figures. According to Neilson, Google search was used 2.9 billion times this past March,
compared to 2.06 billion times the previous March. Yahoo!`s search engine saw even greater increase, jumping up 47 percent to 1.33 billion searches in March 2006. (MonstersandCritics)
India:
European companies prefer India for outsourcing
The Hannover Industrial Fair was inaugurated jointly by PM Manmohan Singh and the German chancellor, Angela Merkel on April 24. It has brought together over 5,200 of the world's largest manufacturing companies. About 370 Indian companies are likely to take part including heavy weights like Bharat Forge,
Reliance and Ashok Leyland, along with five State Governments. The fair has three themes this year, India, automation and energy, said Stephan Kohler, VP of Deutsche Emerie-Argentur. (fibre2fashion)
UAE:
Largest-ever Careers UAE closes on high note
Careers UAE 2006, the country's largest and foremost recruitment, training and education platform closed on a high note, with both exhibitors and visitors across the board expressing satisfaction with the response and opportunities generated at the three-day exhibition. (AMEInfo)
UK:
New guidance on data protection and outsourcing
Info commissioner issues advice for small.biz
The Information Commissioner's Office (ICO) has published advice to businesses on how to comply with data protection rules when outsourcing the processing of personal information, aimed primarily at smaller companies without an inhouse data protection expert. The good practice note follows requests for
clarification on outsourcing, not only by organisations which hold personal information, such as payroll, but also by individuals who are concerned about how their information is protected when it is outsourced to companies both in the UK and overseas. The advice stresses that when a business uses an outside
organisation to process personal information on its behalf, it retains liability for the security and accuracy of information and full control over how it is used. This means the business remains liable for any breaches of the Data Protection Act, even if the outsourced company is based abroad. (TheRegister)
Deep Release:
Strong Employment Growth in April
Over Half of Employers from Both Sectors Plan to Hire in May
U.S. employment continued to grow at a strong pace through April, and employers indicated an ongoing need for skilled workers to fill vacant positions. The demand for workers is slowly driving up wages, and human resource (HR) executives indicate recruiting efforts will remain strong in May. These findings
are reported in April's Leading Indicator of National Employment (LINE(TM)), a collaborative effort between the Society for Human Resource Management (SHRM) and the Rutgers University School of Management and Labor Relations.
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SHRM/
Rutgers
LINE
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Total
employ- ment
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Total
vacancies
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Recruiting
difficulty
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New hire
Compens- ation
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Employment
expectations
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Manufacturing |
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Apr 05
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59.9
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57.7
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67.6
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59.8
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54.5
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70.7
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Feb 06
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63.2
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62.4
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68.1
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61.7
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55.0
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73.2
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Mar 06
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64.0
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62.8
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68.2
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64.7
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55.5
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74.3
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April 06
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65.6
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66.1
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69.6
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59.4
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56.4
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74.7
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Service Sector |
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Apr 05
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-
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-
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-
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-
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-
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-
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Feb 06
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59.1
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59.9
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56.6
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54.2
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56.2
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64.7
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Mar 06
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58.5
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56.4
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61.7
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55.0
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53.9
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76.5
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Apr 06
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61.4
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60.6
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61.1
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59.3
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55.6
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74.4
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LINE is an economic indicator that identifies early economic trends and changes in the national job market by surveying HR executives at manufacturing and service sector firms. It reports on five employment measures, three of which are unique to LINE. An index value above 50 indicates employment is
growing, while an index below 50 shows that employment is contracting. For a full copy of the report and a detailed description of each component, go to http://www.shrm.org/LINE.
Manufacturing
Overall manufacturing employment continues to expand with 48.4 percent of employers adding staff in April. A substantial increase occurred among exempt employees, indicating that the employment improvement appears to represent more than just seasonality. The index for job vacancies in manufacturing rose to
69.6 in April. This is the highest level this index has reached in 27 months since the monthly LINE reports were initiated February 2004. Just over half (50.2%) of manufacturing firms report an increase in the number of open positions that they have been unable to fill. The inability to fill these open
positions appears to be putting some pressure on employers to increase new- hire compensation. In addition, the hiring outlook for the next 30 days remains strong with 56.7 percent of manufacturing employers planning to recruit.
Service
Overall employment for the service sector improved in April, and HR executives indicated increasing difficulty in recruiting skilled workers. As a result, April compensation for newly-hired employees also increased. May appears to be a strong month for recruiting with nearly 57 percent of employers saying
they will increase employment.
The SHRM/Rutgers LINE data are collected through a survey of human resource executives at more than 500 manufacturing and 500 service sector firms. The SHRM/Rutgers LINE is a weighted average of five component indexes- employment, vacancies, recruiting difficulty, new-hire compensation and employment
expectations. All data are reported using diffusion indexes. A copy of the April report and answers to frequently asked questions can be found at http://www.shrm.org/LINE.
The indicator is released at 8:30 am ET on the fourth Tuesday of each month.
The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 200,000 individual members, the Society's mission is both to serve human resource management professionals and to advance the profession. Founded in 1948, SHRM
currently has more than 500 affiliated chapters within the United States and members in more than 100 countries. Visit SHRM Online at http://www.shrm.org.
The School of Management and Labor Relations at Rutgers, the State University of New Jersey, is a leading center of scholarly and applied research on human resource management issues. The school creates and disseminates knowledge that fosters a better understanding of the nature of employment and work in
modern society. The Rutgers Master of Human Resource Management degree is one of the top human resource management programs in the nation.
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