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Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
Madgex, the UK market leader in job board software solutions and B2B web publishing systems, today announces the completion of Legal Week's interactive job board. The contract is part of a larger partnership with Incisive Media,
who chose Madgex due to its experience, knowledge and client-focused approach. This partnership will see Madgex updating job boards belonging to a number of the B2B publisher's titles, beginning with Legal Week.
Now in its fourth year of operation, TopUSAJobs.com, the first and largest cost-per-click Job Board, has increased its listings to more than 500,000 career opportunities. These are all performance based job listings and not an aggregate of jobs spidered
from the Internet. Along with its network of job boards and affiliate sites, TopUSAJobs.com attracts several million candidates to view and apply for a variety of job categories -- ranging from hourly and entry-level jobs to $100k+ senior executive opportunities.
Looking for key personnel or looking for key positions - globally? MICE-Contact has recently launched a new service in order to provide a quick, efficient and direct way for any company to fill existing vacancies with top employees, as well as
offering job seekers the opportunity to post their resumes and find out about existing vacancies worldwide within the MICE Industry. 'We are not an employment agency- comments Dr. Karin Amos, Marketing Research Manager of MICE-Contact, 'what we offer is a simple, straight forward, no hassle posting and
candidate sourcing facility that addresses the need to match suitable key personnel to existing vacancies quickly and easily.-
Madgex to exhibit at the OnRec.com London Exhibition 20th June 2006
Online recruitment conference and exhibition, Queen Elizabeth ll Conference centre,
Madgex are specialists in Job board software solutions for major publishers and online recruitment businesses. The award winning Origin Job Board Software provides the platform for many of the industry's most successful job sites, including www.salestarget.co.uk,
www.localjobsearch.co.uk and www.legalweekjobs.com. Fully experienced in the process of launching new job boards, Madgex provide the complete package of tailored website, back office administration system, full candidate response management, hosting and on-going support. Major clients include Totaljobs Group,
Centaur Communications and Incisive Media.
David Worlock Chairman and Founder, EPS to chair discussion panel at the online recruitment conference 20th June 2006 The panel includes Alan Townsend, Managing Director, Monster, Bernard Howard, Managing Director, Totallylegal and
Totallyfinancial, Richard Alberg, Managing Director,PSL, Felix Wetzel, Marketing Director, Jobsite and Paul Stephens, Director, Totaljobs
Drake International announced that Prime50, the innovative provider of employment for Canadians over age 50, has become a part of the Drake group of companies. This will add Prime50's
specialized expertise to Drake's already expansive range of human resources solutions to create employment opportunities for Canada's mature workforce. "Drake will take a position to strongly benefit Canadian employers faced with a looming skills shortage," said Karen Meredith, President of Drake North
America.
Search engine marketing specialists Site Visibility have formed a partnership with Madgex, the UK market leader in job board software and B2B
web publishing systems. The partnership enables Madgex to offer a complete end-to-end solution to clients looking to grow revenues through their online job board. One of the key elements of making a job board successful is being visible on the Internet through search engines such as Google. Not only does
visibility bring in more visits, it also means the job board can attract higher quality candidates and recruiters.
A national HR expert gives frustrated job-seekers this simple advice: don't expect to find a job on an Internet job board. Based on his study of Internet job boards he estimates candidates can expect to successfully find a job only 1.3% of the time. Instead he suggests candidates engage in
targeted direct marketing to successfully locate and find a job in today's market.
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You Should Know:
India:
Growth is the buzzword at CyberMedia Dice
The joint venture between CyberMedia and Dice plans to unleash an aggressive marketing, using various media platforms to help it grow
CyberMedia Dice Careers Ltd is a technology focused job board dedicated to the rapidly growing technology. recruiting sector in India. A joint venture between CyberMedia and Dice, it recently completed one year of operations. During the year, the company has introduced a unique product for the technology
sector in India called the CyberMedia Dice - MeasureUp Index (MeasureUp Index). (CIOL) Cyber Media net up 40 percent Y-o-Y
Riding on higher sales and improved EBIDTA margin, its revenues stood at Rs 80.55 crore, with a year-on-year growth of 21 percent compared to Rs 66.77 crore posted during the last fiscal
Specialty media house Cyber Media India Ltd on Thursday posted a 40 percent increase in its net profit at Rs 6.02 crore compared to Rs 4.31 crore posted during the fiscal 2004-05. Riding on higher sales and improved EBIDTA margin, the company's revenues stood at Rs 80.55 crore, with a year-on-year growth of
21 percent compared to Rs 66.77 crore posted during the last fiscal. There was an additional investment of $1 million in the job board by Cyber Media and Dice Inc during the year. Clients of Job Board totalled 95, with number of registered users aggregating to 251,000. (CIOL)
Scotland:
Jobs4Scotland gains ground in Scotland
The Scottish online Job board www.Jobs4scotland.co.uk has had an excellent start to the year following its launch in January. So far over 90 recruitment agencies and employers in Scotland have registered for the free Recruitment service and the site is gaining superb brand awareness with job seekers in
Scotland. Currently over 11,000 Scottish job seekers a month are already using the sites services. (OnRec)
US:
Job market brightens for college graduates
Jonathan Lui hasn't spent much time job hunting, but he's not worried. The Ohio State University senior thinks he knows enough from past internships and job fairs to feel confident about his prospects. "There's a lot of opportunities out there," said Lui, a chemical- engineering major who will graduate after
winter quarter. "It seems like hiring's up from past years." Experts are calling this the best job market for college graduates since the Sept. 11 terrorist attack and ensuing economic downturn. (Columbus
Dispatch)
Boston ranks 3rd in online job postings
For a read on which way the economy is heading, one need only check Monster.com -- not just the job board, but the company itself. Employers posted 80,200 new jobs in Massachusetts jobs in April, according to the Conference Board, up 38 percent from 58,300 a year ago. In Maynard, meanwhile, Monster Worldwide
Inc.'s work force is at 1,300 people, according to spokeswoman Danielle Perry. This week alone the company has posted ads for 25 more positions, looking to hire multiple recruits for several of the positions. The Conference Board's Help-Wanted Online Data Series tracks new job listings on Monster.com and more
than 1,200 job boards, using data from Wanted Technologies Inc. The report debuted in April 2005, and this year was the first opportunity for year-over-year comparisons. (MSNBC)
War stress creeps into work life
Soldiers find it difficult to transition to civilian jobs
It took almost a year for Steve Cummings to resist the urge to take cover under his desk at work after hearing something unexpected. When his boss complimented him for working a 24-hour shift, he thought it was nothing. It was just like Iraq without the mortar fire. Cummings, a Milan resident who served
a year as a communications sergeant in Iraq, was thrilled to be home after a tour in 2004. He was eager to get a good meal, regular showers and a break from mosque prayers that awoke him at 4 a.m. every day. He also had missed out on the lives of his children Sam, 11, and Andrew, 20, and his wife of 21
years, Rebecca, 45. (freep)
One job-posting site
Employers in Western Pennsylvania can post job opportunities at five community colleges in the Pittsburgh region by registering at one location on the Internet, the Butler County Community College said. The Job Board produced by the College Central Network will be shared by the Community College of Allegheny
County, the Butler County Community College, the Westmoreland County Community College, the Community College of Beaver County and the Pennsylvania Highlands Community College in Cambria County. Previously, employers had to register and post job openings at five different Web sites. It also enables community
college students and alumni to view more job openings than in the past. Employers who want to use the service must register at www.collegecentral.com/wpccrc . (Pittsburgh
Tribune)
Valley's online job postings rise in April
The Monster Local Employment Index for Phoenix jumped from a level of 116 in March to 121 in April, reflecting continued growth in online recruitment activity and related job opportunities. The Index shows that online hiring demand was particularly strong for restaurant, health care and sales positions last
month. As a result of local nursing shortages, online posting for health care was higher by 10 points in April, and online job availability for practitioner/technical occupations has now grown at a faster pace in Phoenix than in any other major market. (Business
Journal of Phoenix)
Deep Release:
Rebuilding The HR Department Image
Some HR departments are lucky enough to have a good reputation within the organization. However, there are the unfortunate circumstances where the previous HR Leader or the entire HR department has a bad reputation within the organization. What is an HR Leader supposed to do to rebuild the
department's image?
HR departments grow and hire new employees on a regular basis. Some departments are lucky enough to have a good reputation within the organization. In such organizations, a new HR Leader can easily follow in an old leader's steps and continue to be admired and respected. However, there are
the unfortunate circumstances where the previous HR Leader or the entire HR department has a bad reputation within the organization. Hence, the organization is now faced with finding someone to take over the role. As the new HR Leader, the primary focus should be to rebuild a poor HR department image and
re-establish the department as a strong and resourceful entity among management and employees.
There are many reasons why HR departments fail. There are the ones that have bad customer service skills. They just do not know how to interact with people on a professional basis. Perhaps this is the reason why an organization might have turnover issues. Or maybe, the HR department was not
focused on the appropriate benefits for the company. This may be why the department isn't able to recruit the best candidates to work for the organization.
Another possibility is that the previous HR department or the department's leader was perceived as unethical. Possibly they were not as unbiased as they were supposed to be when it came to the employees. Or, even more damaging, maybe the HR department has the reputation of not being
confidential. Perhaps employees confided with an HR team member in the past regarding personal or business-related matters and the information was somehow passed along inappropriately. As you can imagine, breaking the employee's trust with confidential matters can be very damaging to the organization.
As a member of the HR department, you are supposed to have a good sense of people, hence the term human resources. If the members of the HR department do not possess those skills, then they are probably in the wrong profession.
As a newly hired HR Leader, it's very important to uncover these issues right away. So, what is an HR Leader supposed to do about what seems to be an impossible situation? Here are five steps to rebuilding your HR department image:
- The first thing is to come clean. Talk to the employees. Acknowledge the poor leadership they experienced in the past. Let them know that the new department has been put into place to clear the air and start fresh.
- Conduct an internal customer satisfaction survey. Conducting a survey is a good way to jump start improving the HR department's image. It's very important to establish your baseline – especially when the perceptions of the current department are so poor. Some HR Leaders make the
mistake and hold off on conducting a survey in fear of the repercussions based on the old department. However, if you do not hold an initial survey, how will you be able to compare and contrast the improvements that you have made? In the long run, having something to compare and contrast will make you
look more accomplished, so hold an initial survey and follow up with another survey a year later. Showing that you value the employees' and managers' opinions about the HR department demonstrates a positive message on your part. Plus, you'll be able to walk into your first annual review with concrete
evidence of turning the HR department image around.
- Another way to rebuild the HR department's image is to bring in new faces. Get rid of the "bad apples" and rebuild your image along with a quality team. If other employees see new hires coming in and taking charge with a positive attitude, then seasoned employees will be more motivated
to perform better.
- Market and brand the HR department to employees. Create a new logo and or tagline for the department such as, We don't expect you to do it all, that's why we're H.E.A.R. [Helpful Employees, Accurate Resources]. Or, similar to one of our long-time clients, Columbus Regional Healthcare
System, HR Serving You. Wayne Joiner, Vice President of Human Resources for Columbus Regional Healthcare states, "our new logo is included on all of our communications to the employees. This branding helps to demonstrate the linkage between our company values, employee engagement, and job satisfaction,
and provides mission and strategy reinforcement for employees."
- Be visible! One of the statements that tends to score the lowest on an employee opinion survey is "If I have questions about HR, I know who to contact." Have an open door policy. Make sure that your faces are familiar. Try to know all of the employees so that they feel comfortable
confiding in you. Having this trust will allow you to intercept any problems first hand instead of getting a story that has gone through multiple employees. Also, you might want to consider doing cafeteria sits, where an HR representative can be available to answer questions, address concerns, or
distribute literature for human resources personnel policies, benefits, compensation, etc.
Taking steps to improve the HR department's image will reestablish the credibility of both the HR Leader as well as executive management and will make your employees more confident in your HR department's abilities. At the end of the day, how your employees view the HR department should be
one of the most important goals to focus on. Having a healthy HR department image will foster happier and more productive employees, which in turn translates to better customer service for your customers and better results to your bottom line.
Contact: Julie Skuturna
HR Solutions, Inc.
25 East Washington St., Ste 600, Chicago, IL 60602
(312) 863-6134
http://www.hrsolutionsinc.com
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 |
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