Trade and Professional Associations .1
Read John Sumser's Electronic Recruiting
News.
- Sign
up and receive the Electronic Recruiting
News in your mailbox daily.
- Sign up and
receive the Bugler in your mailbox daily.
- Read
Today's BERT (Recruiting Blogs
feed)
New Special Editions: Talent
Management Special Edition (PDF)
Demographic
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
Sikorsky Aircraft announced today that it has selected CDI-Aerospace, a division of CDI Corporation, to open and operate a third Engineering Design Center in the U.S., this one in Bozeman, Mont. The Design Center will support Sikorsky's aftermarket, commercial, and U.S. and international
government business. Sikorsky Aircraft, based in Stratford, Conn., is a subsidiary of United Technologies Corp. (UTX). CDI Corporation (CDI), based in Philadelphia, has roughly 18,500 employees and revenues of
approximately $1.2 billion. "CDI is an experienced provider of engineering services with demonstrated success at many major corporations, including United Technologies Corporation," said Mark Miller, Sikorsky Vice President of Research and Engineering. "We are confident the selection of CDI will lead to
a first-rate Engineering Design Center that will allow Sikorsky to continue to provide best value to our customers."
See the bottom of this edition of the bugler for the text of Michael McNeal's award from the HR Symposium, an association of HR Leaders in Northern California.
You Should Know:
Professional Association Resources:
The Power of Professional Associations
Want to open up opportunities for your future job search and career exploration? Consider joining a professional association.
Professional associations are organizations of people who share a common background in a particular career area. These organizations are typically nonprofit, cooperative and voluntary, and exist to serve their members in a variety of ways, providing networking and social events, professional development
activities, and career services. They also compile and disseminate information about the field and may lobby for legislation that is sympathetic to their particular cause. (Berkeley)
Key Association Blogs
Reconceiving Associations for the 21st Century
The idea that associations need "reconceiving" at this time in their history may strike some association leaders as extreme. This Executive Update feature article is the product of years of nagging frustration that associations are not fulfilling their enormous potential to create a better future for the
individuals, organizations, and communities they serve and the society in which they exist. (ASAE)
Encouraging a Revolution
Gary Hamel, one of the authors of "Competing for the Future," spoke about being competitive by "creating a spirit of revolution" in a series on "Lessons in Leadership." His observations, drawn mainly from corporate America, are universally applicable. At the outset, Hamel made these points: Achieving
marketplace competitiveness doesn't have a lot to do with downsizing. Every employee has the right to feel he/she is building a legacy worth building -- that's called "shareholder equity." And what really matters for future competitiveness is having a point of view about the future -- in other words, you
achieve competitiveness with strategy. Excelling at strategy entails what Hamel calls "the revolutionary imperative." (ASAE)
Web 2.0: The Long Tail, Social Media and The Future of Associations
Professional Associations
Professional associations are committed to attract and support people interested in entering particular career fields. You can often find names and email addresses of professionals through such associations or follow up on an open invitation to attend association events to network with people in the field.
Australia:
Injunction on lab outsourcing
The Association of Salaried Medical Specialists has won an injunction against the Otago and Southland District Health Boards plan to privatise their hospital laboratories. The association won the ruling that requires an Employment Relations Authority hearing, before Southern Community Laboratories can
take over the hospital labs. Health Minister Pete Hodgson had earlier approved the scheme. (TVNZ)
Global:
Indian stewardesses employed by Chinese airline
China Eastern Airlines Co. Ltd announced on Tuesday that 16 Indian girls had completed professional training as air stewardesses and would begin to work on the company's Beijing-Shanghai-New Delhi flight from Saturday. They are the first group of Indian stewardesses ever hired by a Chinese air company. (People's
Daily)
Porn makes Philippines, not India, the choice for video outsourcing
Video web sites, like everyone else these days, are looking for places to offshore some business functions. For DaveTV, a start-up founded by Rex Wong, it's the Philippines. The company, which hopes to mix contest in with the usual fare submitted by users, has hired people in that nation to watch videos so
they can be categorized and, if necessary, screened out. Why the Philippines? "Porn is illegal in India," he said. Thus, outsourcing there could lead to inadvertent legal problems. (CNET)
India:
RBI employees demand barring outsourcing of services
Reserve Bank officers and other employees on Tuesday held a demonstration here demanding upgradation of pension and barring outsourcing of services to private parties. "We have two main demands -- implementation of the revised pension scheme and no outsourcing of jobs from RBI," said K K Sharma,
Secretary, All India Reserve Bank Employees Association. He said, though the management had agreed to update pension in October 2005, it was not implemetaed due to opposition from government. "We are also opposed to the proposed formation of National Payment's Corporation of India which will take over the
cheque clearing functions from RBI," he said. (Economic Times)
UK (Britain):
Outsourcing soars
As Boeing's 34-year logistics-support contract with the UK Ministry of Defence for the Royal Air Force's Chinook CH-47 helicopter fleet kicks off, the US-based company is tapping into a lucrative and growing market. Boeing says the Through Life Customer Support (TLCS) programme will be worth around $360
million in its first five years, and is likely to generate almost $295 million in savings for the UK MoD. But according to industry experts, this is just the tip of the iceberg. A report by consultants Frost & Sullivan – The UK Defence Logistics Market 2006-2015 – says the UK's defence logistics market will
grow steadily over the next 10 years (see graph), "as the UK government increasingly outsources the majority of its support functions and develops new systems to optimise its logistic capabilities". (FlightGlobal)
Net advertising 'to overtake national newspapers'
The internet will overtake national newspapers in the battle for advertising spending in the UK by the end of the year, it was predicted yesterday. GroupM, which accounts for about 30% of global media buying, says in a report to be published next month that the internet will account for 13.3% of the £12.2bn
UK advertising market this year, overtaking national newspapers with a share of 13.2%. The figure for web advertising could be even bigger, because the report excludes the estimated £1bn a year spent on "affiliate advertising", which largely comprises adverts placed on smaller websites. (Guardian)
Deep Release:
Human Resource Innovator Award (from HR Symposium)
Michael McNeal
Vice President, Talent Strategy & Acquisition, Intuit Inc.
Michael McNeal is a surfer. He's also a father, coach, mentor, entrepreneur, staffing professional, and business partner. And Michael is an Innovator.
Michael established himself as an Innovator when he took over staffing at a little-known company with limited resources and built a world-class staffing organization which hired over 30,000 people in five years. Cisco Systems established itself as an industry leader. Did he do this by placing a lot of
"Help Wanted" ads? No, he put Cisco employees in the end-zones at a Stanford-Berkeley football game and had them hold up placards with the Cisco website every time a touchdown was scored. He created his own job fair by setting up booths at ballgames, Home & Garden Shows, Microbrewery Festivals and even the
Boston Marathon. He developed an Employee Referral Program which yielded hires at twice the industry norm. And he redefined corporate websites as powerful recruiting tools.
John Sullivan placed Michael on his list of "Visionaries" referring to Cisco as "arguably the best employment brand in the world." John adds, "His approach to recruiting has a strong marketing focus. He virtually invented the terms "passive job seeker" and "employment brand."
Michael's success at Cisco captured the attention of many including Fast Company which presented him with their coveted "Who's Fast" award. Speaking at national conferences about non-traditional recruitment methods and how the Internet can be used to remain competitive has become common for Michael.
Leaving Cisco, Michael founded PureCarbon, a developer of human resources solutions for recruiting. One of their products, "JobPlanet," was recognized by Human Resources Executive Magazine as a "Top Ten Human Resource Product."
Having succeeded in industry and self-employment, Michael then took an innovative approach to consulting by working from his Santa Cruz home (close to the surf) for Atlanta-based Home Depot. During this time, he assisted the newly-appointed Senior Director of Staffing with strategic and organizational
design of an enterprise-wide staffing function and also introduced the idea of establishing an employment brand to support retail and professional hiring needs. Michael successfully pulled together a team and drove concept development within one year.
Home Depot Employment Marketing Manager, Caroline Brown shared, "Michael has a great way of bringing very unlikely groups of people together and empowering them to create great things. He is an inspiring, creative thinker who lets everyone around him know that anything can be achieved."
Senior Director of Staffing at Home Depot, Cindy Milburn offered, "Michael is kind, generous and provocative. His mind never stops racing Michael is not interested in "what is possible"- he is interested in that which has never been invented."
All of this brings us to Michael's current focus as recently promoted Vice President of Talent Strategy and Acquisition at Intuit Inc., where Michael has been for about 2 ½ years. A twenty-year-old company is not necessarily what you'd expect for Michael but his innovative tendencies haven't slowed. His
team is driving some of the most important initiatives for Human Resources and the company. You are probably not alone if you couldn't completely place the name "Intuit" until you heard the product names of "Quicken," "TurboTax" and "QuickBooks." That said, an important focus over the past year has been
developing an employment brand/external identity for this company which has historically focused on branding its products and not itself. In addition to this culture-changing initiative, Michael's team is developing and delivering a workforce planning process, a new candidate assessment methodology, and a
comprehensive Talent Management System which includes a "right for me" candidate experience and powerful recruiter tools.
Erin Olson, the Talent Acquisition Manager who is responsible for technology programs, commented on the current initiative and Michael's leadership. "We are combining ‘high-tech' with ‘high-touch' to attract the right talent in the right place at the right time. Michael's vision and passion to harness
technology are without boundaries. He's not interested in mediocrity and incremental improvement; he's about changing the game."
Our current initiatives position us to
• automate our pre-hire assessment process and push it to the web.
• create a "right for me" candidate experience that is targeted to the individual job seeker and his/her needs. What this means are customized "candidate journeys" and the ability to set up job profiles.
• allow internal candidates to profile themselves to promote internal mobility.
At the time of Michael's arrival, we were well-underway towards implementing a different "solution" which would not have provided us with everything that we wanted. In short order (and with some political risk), Michael redirected this train in motion, won the commitment and support of peers who could have
easily been alienated in the process, and is delivering a superior tool for our candidates and internal customers. It was the right thing to do, but few people would have taken the stand to do it.
Noel White, the Talent Acquisition Manager who drives our new Assessment Programs with Michael had this to offer: Michael began his journey at Intuit 2 and ½ years ago. He was recently promoted to VP of Talent Acquisition this past February, which is no surprise to those of us who have worked with him. He
became my manager 2 years ago. At that time, there was an assessment initiative already underway. Our main Contact Centers across the company had been using skill-based assessment testing for as long as 3 years in some sites, and a new interview assessment methodology was just beginning to be developed.
Michael's entry into this role gave the whole initiative new life and passion – a fresh start, and added an element of creativity and innovation. The initial approach with the interview assessment methodology was to train all managers, but when some pilot trainings proved that was probably not the most
effective way to go, Michael was willing to create a new strategy. What if we train best performers with the best assessment skills to be even better and ask business unit leaders t o create functional interview teams within their departments? And, when it looked like the organization that assisted in the
compilation of training materials and training delivery wasn't going to be able to write the materials, package them or present them as well as someone in-house, Michael was the one who made it possible to purchase the reproduction rights to the materials, get people trained to lead, etc. This initiative has
become a needle-mover for Intuit. Its full implementation is a cultural shift inside of our organization.
Since August 2004, over 500 people have been trained in Intuit's interview assessment methodology. All training materials and packaging has been developed for the training. Support tools have been put in place and continue to be developed to assist managers in using the methodology. Fourteen people inside
Intuit have been trained to lead the training. Scott Cook, our company founder, is the sponsor of this initiative. Leaders are excited, and when they find out about it, they want to know how they can participate.
Here are some things that people who have attended the interview assessment methodology training have to say about the experience:
• The training was really valuable, and it gives you the foundation to ask the right questions in an interview. It will provide the foundation to make good hiring decisions. A few people hired using the methodology are already off to a good start.
• This course and especially the course materials were invaluable in identifying key areas to focus on from a company perspective that also fit the leadership model and company values, and drive consistency across the company. I liked how the interview guides were divided into three sections, forcing
interviewers to focus on different areas.
• Definitely worth the time -No one can ever be too experienced/too good to benefit from this.
• One of the best "hands-on" interviewing trainings I have attended.
• Well worth the time! Getting the right people on the bus is critical to our success! This course should be titled: Right People on the Bus - 101. (Mandatory)
• Teaming up and doing live interviewing in front of co-workers and getting their feedback on what worked and didn't work was an effective method for brining home and tying together the techniques outlined in class.
As a manager who works for Michael McNeal, there are a few things that separate Michael from other managers I have worked for in the past. 1) He is willing to take risks for what's right – even if it's not popular. He gets the resources necessary to get the job done and takes away the roadblocks to
success. 2) He ALWAYS responds to my e-mails and phone calls. That's important as a remote member of the team. 3) I'm considered important and what I'm doing is important in his eyes. He backs me up. I'm considered a professional who knows what I'm doing, and I'm given that lee-way. 4) I went after a very
unusual personal goal of riding a 35-mile bike race in November 2005. This was unusual because I have Cerebral Palsy and had never attempted something like that. When I told Michael that I was thinking of riding in the race, he said he'd ride with me. I rode a 3-wheel bike, which weighed more than 50 lbs, and
the ride took more than nine hours. Michael came from California to Tucson, rode with me and supported me all day long. I don't know too many people who would do that.
This submission speaks to both Michael's work achievements and his humanity, which are the reasons why he should be considered for this award.
Turning our attention to workforce planning, Michael made an impact in a variety of ways.
• Established a Burning Platform: Michael independently created a sense of urgency to the point of having this initiative added to the top of HR's critical list as well as having it added to our overall company's top business initiatives. This was done mid-way through the year with established priorities
already in place. The key point is that this is not a Talent Acquisition or HR initiative; it has become an overall company imperative which wasn't on the list at the beginning of the year. It was made a "burning platform" by Michael and is being driven by his team. The potential bottom line impact clearly
reflects Michael's place as a business partner delivering for the company. Ultimately, a senior resource was devoted to driving this initiative.
• Leveraged Best Practices: Networking and benchmarking connected us with the workforce planning leaders at other companies, some of which even came onsite to speak to our leadership team.
• Operationalizing and Roll-out: He personally outlined an overall plan for operationalizing workforce planning at Intuit and delivered this plan to our HR leadership team. It is currently being rolled out to our HR business partners, Talent Acquisition Managers, and Finance partners.
Relative to Intuit's employment branding, the new campaign rolled out to positive reviews garnering two silver ADDY awards, the local recognition delivered by the American Advertising Foundation.
One recruiter commented, "I so appreciate all the work that was done to create Intuit's new brand. Our presence at recruiting events is completely different from what we've had in the past. It's cool, eye-catching and for the first time, really sells Intuit."
We could add additional personal examples of our experience working with Michael over these past couple of years but they would just be echoing the sentiments already expressed. Let us leave you, therefore, with some thoughts from John Zimmerman, President and Chief Creative Officer of O2 ideas, a creative
agency that has partnered with Michael on numerous projects over the past few years: "I've had the pleasure of working with Michael McNeal during his time at both The Home Depot and Intuit. During those years I've come to a couple of profound conclusions about Michael. First, he is without doubt one of the
most brilliant, funny and charming guys I've ever met. Secondly, he uses his brilliance, charm and humor to effect sea change shifts within huge organizations and the way they approach recruitment.
Michael has taught me - and many others - that recruitment isn't so much about screening the wrong people out as it is about screening the best candidates in. Think about that for a moment. What he practices - and preaches - among his band of happy followers (among whom I am proud to be counted) is the
absolute imperative for recruitment to go much deeper than "Help Wanted". In his disarming but brilliant way he has shown those of us fortunate enough to have worked with him how to genuinely communicate the most noble, essential and pure truths about the brands he represents. As a result, these brands have
seen a seemingly endless flow of the best candidates flocking to their doors in answer to his call.
If that's not the mark of a true innovator in the world of Human Resources and Recruitment, I don't know what is.
That about says it all. It is our pleasure to nominate Michael McNeal for an HR Excellence Award in the category of HR Innovation.
Coming Soon:
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
|
AESC Maximize Your Research Skills with BlueSteps
Free Webinar
June 22, 2006
11 AM EST
More Info
Register |
SHRM's 2006 Annual
Conference & Exposition
June
25-28
Washington, D.C.
$1,350
Read more
Register
|
Nat'l Assn for Health Care Recruitment
IMAGE 2006
July 10-15, 2006
Boston Marriott Copley Place
$950
Full Brochure (pdf) |
American Strategicc Management Institute (ASMI)
Talent Management Summit
July 24-26
Boston, MA
$1995
Register |
OnRec Expo 2006
12-13 September 2006
Donald E. Stephens Convention
Center
Chicago
Register
|
ER Expo Fall Conference
September 12 - 14
Hollywood Beach, FL
$1,495
Register |
NAPEO Professional Employer & Marketplace 2006
September 11-13
Boca Raton Resort & Club
Boca Raton, FL
|
AESC Researchers & Associates Summit
September 21st, 2006
Tate Modern
Bankside
London, United Kingdom
email cdavies@aesc.org for more info |
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 |
Nat'l Association of Personnel Services (NAPS)
Recruiting Life
Oct 11-15
San Francisco, CA
$999
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
|
Kennedy Information presents
Recruiting 2006
New York City, NY
$1,195
Register |
Got News?
Send us your company news, personnel changes, placements, and other tidbits of
interest. News you'd like to see covered that we haven't? Let us
know.
Don't forget to check out the blogs on
bert.
|
Home
