Reveille and Hyperbole
Webinar:
Innovation through Sourcing: What's Next for On-line Job Posting?
What: Free Webcast (earn 1.5 SHRM credits)
Who: SmartPost and Bernard Hodes Group
When: Thursday, May 11 / 12:00 PM 1:30 PM ET
Where: Register Online

Monster Government Solutions, a subsidiary of Monster Worldwide (MNST),has launched E-Authentication for USAJOBS, the Federal Government's online job site. The new technology implemented makes USAJOBS more secure and allows recruiters at government agencies to log on to the site using their E-Authentication user name and password.

Top HR executives from major worldwide organizations will meet next week at The Conference Board 2006 Human Resources Performance Management Conference. The theme of this year's meeting: "Transforming the HR Function into a Key Strategic Partner to Gain a Seat at the Table." The conference will be held May 10-11 at The Marriott Financial Center in New York.

eQuest announced the upcoming release of its new Prophesy™ job board predictive analysis tool.  eQuest, who posts over 100 million job posting transactions annually, carries several unique identifiers in each job posting it delivers allowing it to collect and aggregate candidate traffic trending data into meaningful statistics. By using these statistics, eQuest's Prophesy™ can predict which job boards will be most effective for a job posting prior to a recruiter making a selection. It also conducts a cost-per-click analysis determining best job board ROI.

Kenexa (KNXA), a leading provider of software, services and proprietary content that enable organizations to more effectively recruit and retain employees, announced its operating results for the first quarter ended March 31, 2006. Kenexa had cash and cash equivalents of $79.5 million at March 31, 2006, an increase from $43.5 million at the end of the prior quarter. The increase in cash was the result of the approximately $67 million in net proceeds from the Company's follow-on equity transaction completed during the March quarter and positive cash from operations, offset by the purchase of Webhire for approximately $32 million.

You Should Know
Australia:
Generation Y ripe for union picking
It's accepted wisdom that trade unions are an anachronism soon to go the way of the milkman, and that young people are "individuals" without a sense of the collective - too sassy to get bogged down in retro notions such as social justice and workplace solidarity. Having researched young people and their attitude to life, work and unions, we feel this accepted wisdom misses some important elements and does little justice to unions or, for that matter, young people. (OnlineOpinion)


Skilled-migrant levels stay despite calls for workers
AUSTRALIA will not increase the skilled migrants it imports from overseas next financial year, despite employer groups and the Victorian Government pushing for a boost in numbers to tackle the skills shortage. The Immigration Minister, Amanda Vanstone, yesterday announced Australia's intake of skilled migrants would remain at 97,500 in 2006-07, following a jump of 20,000 places this financial year. (The Age)

China:
Talent gap hits businesses
It's boom time for Hong Kong's economy - but without the sufficient manpower resources to capitalize on surging demand, local businesses say they risk seeing business opportunities slip right through their fingers.  For PricewaterhouseCoopers, a flurry of new market activity in Hong Kong and the mainland is driving up demand for the accounting firm's services - but partner and head of hiring Dave McCann bemoaned the shortage of qualified professionals in Hong Kong. (Standard)

Portal Competition Heating up in China
The competition in the online employment market is heating up in China. I have been expecting this for a while. In fact since Monster invested in ChinaHR. But it has taken a little longer than expected. (Talent In China)

Global:
Social Engineering
Here is a hint for all you Talent Leaders in the technology field who feel your executive management team just don't quite get the Talent problem we all face today. Get the Wall Street Journal editorial page 4.19.06 and read the op-ed by Robert J. Stevens Chairman, President and CEO of Lockheed Martin entitled 'Social Engineering'. Read it 5 times, commit the numbers and assessments to heart and share the article with your executive staff as quickly as possible. (HankandRusty)

Recruiting and Retaining "Generation Y and X" Employees
Does your organization rely on the younger generation for employees? Are some of your workers in their late teens, twenties, and early-to-mid thirties? If so, they're part of Generation Y (born in the 80's) or Generation X (those born between 1964-1982). Many employers would agree that both groups seem to be more motivated by personal fulfillment opportunities on the job than by traditional monetary rewards. Generation Y employees in particular are viewed as idealistic, with a high level of social consciousness. They're frequently anti-establishment and are concerned about stress on the job among other things. Generally outspoken, they make up the largest pool of young people in the job market today. Promises of monetary rewards and overtime pay may not interest them as much as time off to attend a party, concert or just hang out with their friends. (ChartCourse)

The State of the CRM Market
The most successful customers will leverage the industry's foundation.
The CRM market, like most of the tech market, has undergone significant change since the dotcom boom of the late 1990s. Consolidation and acquisition have been the buzzwords of late, leaving consumers with even more questions as to what product is the best fit for their organizations. CRM vendors can be classified in one of three market segments: small office, midmarket, and enterprise. (DestinationCRM)

Making the Leap
Train supervisors to overcome their hesitance to manage teleworkers.
When sociologist Charles Grantham began advocating telecommuting in the late 1980s, he referred to it as the "future of work." But Grantham, who caught the telecommuting bug as an analyst for Pacific Bell, found that the future was slow in coming. "We thought it would catch on faster than it has," he says.  (SHRM Magazine)


Job recruiters dig up dirt on applicants' Web pages
Majority surveyed say they use info found online to judge candidates; Facebook, MySpace fair game
Worried that potential employers might peruse online postings at Facebook, Steve Lindgren used privacy settings to shut off access to his profile, pictures and musings to all but a limited circle of friends. His friends will see that his favorite quote comes from Homer Simpson and he makes a mean PB&J sandwich, and they'll see photos of his travels and ``random partying.'' All college-humor type of stuff, Lindgren said, while acknowledging that it's not anything he'd want an employer to see. (Akron Beacon Journal)

BUZZ Ten Ways to Improve Your Hiring
From coffee shops to corporate conglomerates, employers instinctively know that locating and securing the right employee for any position can be a daunting task. The moment a vacancy occurs in an organization, it is often a race against the clock to fill the open spot with the perfect person – someone with an identifiable set of skills, a willingness to learn and grow, and a strong work ethic.  To produce such results, hiring managers often expend their most precious resources – time and money. (Lawn and Landscape Magazine)

UK:
New study confirms the odds are stacked against black people making it in film and TV industry
Financial constraints and a lack of contacts are the two main factors that block entry into the film and TV industry for black hopefuls according to a new study. Black Britain spoke to two individuals with stories to tell of their experiences. The study released last week, entitled: Making the Transition from College to Work: Experiences of Media, Film and Television in London's Audio-Visual Industries, was undertaken by the Working Lives Research Institute at the London Metropolitan University, on behalf of the Southern and Eastern region of the TUC (SERTUC), Skillset and BECTU (Broadcasting Entertainment Cinematograph and Theatre Union). It's main finding was that although black and Asian employees account for 32 per cent of the workforce in London, they only make up 8 per cent of people working in the film and television industry. (BlackBritain)

US:
Generation Y embraces choice, redefines religion
Most young Americans strongly believe in having choices, an attitude that is likely to shape their identification with traditional religions, a study says. "Generation Y," born between 1980 and 2000, is "bringing [media] industries to their knees" by embracing IPod, TiVo and other technologies that allow unprecedented consumer choice, said Roger Bennett, co-founder of Reboot, a Jewish group that is examining generational issues. (WASHINGTON TIMES)

Generation Y Embraces SMS
Among the nation's 134 million adult cell phone users, people between the ages of 18 to 27 are the widest users of text messaging, according to a study by the Pew Internet & American Life Project. (ClickZ)

Manufacturing Training
There's a growing shortage of qualified skilled workers who are applying for manufacturing jobs in the stateline. Many classified ads for manufacturing positions go unanswered. Now, a new initiative called "manufacturing boot camp" is creating an opportunity for potential employees to get the skills they need to get hired.  State and local leaders announced the start of a training program on Monday that will teach potential workers the skills they need to work in manufacturing. (WIFR)

Planning for EEO-1 Changes
The first significant changes in 40 years to the EEO-1 report help employers and the EEOC spot patterns.
In the past, many of the seasonal workers hired to pick strawberries at Sunrise Growers in Placentia, Calif., were asked questions about their race and ethnic background. But as early as Oct. 1, Sunrise will start asking new questions of the thousand or so employees it typically hires during the growing season, and it will skip some questions it previously asked, as required by the reporting mandates of the Equal Employment Opportunity Commission (EEOC).  The changes stem from a recent makeover by the EEOC of its so-called EEO-1, a demographic report that private companies with 100 or more workers, and federal contractors with 50 or more workers and $50,000 or more in government contracts, are required to submit to the agency each September. (SHRM Magazine)



Positive job market greets class of 2006
Growth: Accounting graduates are in highest demand at Utah colleges
An estimated 20,000 Utah college students graduating this spring face the best job prospects in recent years.
Strong job growth, low unemployment and active recruiting on college campuses have created favorable opportunities for the class of 2006, according to career advisers at the state's public and private colleges and universities. The University of Utah reports 160 recruiters sought potential employees among its pool of graduates. Brigham Young University had 190 recruiters this year; Weber State University had 172. (Salt Lake Tribune)


Recruiters Struggle to Fill New Orleans Jobs
It was pretty tough to persuade someone to move to New Orleans for a job before Hurricane Katrina, recruiters and human resource specialists say. Since the storm, recruiting has become even harder as the area's pre-storm problems, such as leadership and education, have been exacerbated. Add to that the uncertainty of the levees and the coming hurricane season, and, well, recruiters say good luck finding someone from outside the area to fill that CEO, or even that RN, position. "This is the toughest (employment market) I've ever seen, and I've been in the business quite a few years," said John Thomas, the vice president of employee relations and employment for Whitney Bank. (Newhouse)



Multicultural Marketplace Shows Need For Diversity
At Marriott International Inc., executives are aiming this year to buy 12 percent of their goods from suppliers owned by minorities and women, putting the power of the corporate purse to work in the service of diversity.  Lockheed Martin Corp., meanwhile, has engineered a "diversity maturity model," part of a broad management philosophy that, the company hopes, will transform an aging and largely white workforce.  Others see diversity almost as a state of mind: Stung by accounting scandals attributed to a "culture of arrogance," mortgage company Fannie Mae now includes "a diversity of thought, ideas and style" among its goals, said Emmanuel Bailey, the company's chief diversity officer.  (Washington Post)

Getting Wise to Lies
Alarmed about the prevalence of résumé padding, employers are turning fib detection into an industry
As college seniors hurtle into the job hunt, little fibs on the résumé--for example, claiming a degree when they're three credits shy of graduation--seem harmless enough. So new grads ought to read this memo now: those 20-year-old falsehoods on cream-colored, 32-lb. premium paper have poleaxed so many high-profile executives that you wonder who in the business world hasn't got the message. A résumé listing two fictitious degrees led to the resignation of David Edmondson, CEO of RadioShack, in February. Untruthful curricula vitae have also hobbled the careers of executives at Bausch & Lomb, Veritas Software and the U.S. Olympic Committee. (Time)

Deep Release:
How Recruiters Get a University's Best and Brightest on a Limited Budget
As HR executives reflect on the performance of their recruiting department's efforts to attract top talent from the spring graduate pool, many face the same set of recruiting challenges regardless of their industry. According to a recent benchmarking study by Best Practices, LLC the most common questions HR executives ask during performance review and strategic planning for recruiting programs include:

• How should our program be structured for maximum efficiency?
• Where should we be spending our time to effectively attract top talent
• What attributes of university candidates are the most successful predictors of job performance?
• What characteristics should my team be using to evaluate and prioritize the schools that we engage?
• How did our productivity in the past year compare to that of our peers?

As job boards multiply, so does the room for error. How will you determine the right sites for your jobs? Our free Webcast has the answers.

What's next for online job posting?
What: Free Webcast (earn 1.5 SHRM credits)
Who: SmartPost and Bernard Hodes Group
When: Thursday, May 11 / 12:00 PM - 1:30 PM ET
Where: Register Online

Join Bernard Hodes Group and the brains behind SmartPost as we present REAL examples of how innovative solutions are answering common sourcing problems. Learn ways to find the right sites, get the "most from your post," and hear real-world examples of new technologies that are optimizing the search for high-performing talent.

Free Webcast - Register Online now
Visit smartpost.com

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
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
Insurance	GreatInsuranceJobs.com
Logistics	JobsInLogistics.com
Manufacturing	JobsInMFG.com
Regional - DE, NJ, NY, PA	JobCircle.com
Retail	AllRetailJobs.com
Tax Specialists	TaxTalent.com
Telecom / Wireless	TelecomCareers.net
For more Specialty Boards, visit: The Employer's Corner on TopUSAJobs.com marketing@TopUSAJobs.com

Coming Soon

Webinar: Discrimination Debate May 4, 2006 Free 11:00am to 12:00pm PDT Meeting at - Bank of America Building - 555 California Street, San Francisco - Marconi Auditorium Register	Kennedy Information's Recruiting 2006 Conference and Expo May 10 - 11 Las Vegas $1,195 Register
Whats next for online job posting? Free Webcast (earn 1.5 SHRM credits) Thursday, May 11 / 12:00 PM 1:30 PM ET Register Online	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
NACE National Meeting & Expo Anaheim Marriott/ Anaheim Convention Center May 30 - June 2, 2006 More Info Register	3rd Annual Best Practices in Talent Management, Leadership Development and Succession Planning Conference 25th - 26th May 2006 Barcelona, Spain £2006.57 Register
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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