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New Special Editions: Talent
Management Special Edition (PDF) Demographic
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
Monster(R), the leading global online careers and recruitment resource and flagship brand of Monster Worldwide, Inc. (MNST), today announced the availability of Staffing Suite, a solution that combines four Monster staffing products to maximize
value, cost efficiencies, and convenience for staffing firms. Staffing Suite is an online solution that offers a fully customizable bundle of high-volume sourcing options that accommodate hiring seasonality and provide the flexibility to modify sourcing strategies throughout the year. Two flagship products
within Staffing Suite developed specifically for staffing companies are: ActivePost, providing flexible job posting options, and Pay-per-view Resume Search, offering flexible access to the premium resume database. Staffing Suite also provides brand extension and market reach by offering custom job posting
advertising and job distribution services. SSA Global has announced the general availability of SSA Talent Management 4.5, a comprehensive workforce management solution for mid-sized and large enterprises. The solution provides a comprehensive
offering of integrated talent management functionality, including web-based recruiting, robust employee performance and competency management, succession planning and learning management tools.
Lake Harmony, PA INfe Human Resources, Inc. (IFHR), an innovative staffing company acquiring and accelerating the growth of staffing businesses in high-margin market niches, has closed the acquisition of a tri-state staffing and
logistics company that generated $5.7 million in revenue last year. INfe Human Resources is acquiring revenue-generating staffing companies with complementary services and proprietary market niches and rolling them up, achieving dramatic increases in growth, revenue and performance.
Are you avoiding pitfalls in your recruiting metrics?
Let's face it, when building great metrics for recruiting, it's easy to get caught up in the details or miss the mark. SmartPost would like to share with you some of the most common metrics mistakes, so you can avoid them.
5 Tips to improve your Recruiting Metrics
Download our free White Paper
SmartPost is the revolutionary job posting and sourcing intelligence system that makes locating the right posting sites easy. How? With detailed metrics that help you identify the best source of your candidates, no matter what the job.
Take the guesswork out of online posting.
www.smartpost.com
Deck Chairs:
Jennifer Thomas, previously serving as executive vice president and chief human resources officer of Ryder System, Inc., has been named as executive vice president human resources of Mueller Water Products, Inc...JWT
Employment Communications, one of the world's largest recruitment marketing and employee communications companies, has appointed Rod Alanis Director of Diversity and Inclusion, responsible for helping clients attract, recruit and retain diverse candidates, as well as for the
introduction and management of diversity programs and initiatives....Marina Williams, previously serving as platform manager for the Chevy HHR integration program, has been named as chief diversity officer of Lear Corporation...Market10,
the top performers' job market that provides a place for candidates to be matched with the top jobs at leading companies, has appointed Rich Ellinger as chief technology officer....Executive search firm Battalia Winston International added David Mather to its
Silicon Valley office. Mr. Mather specializes in senior-level executive and board searches worldwide....
You Should Know:
Australia:
Migrants hold key to alleviating skills shortage
SKILLED migrants are the key to revitalising the sluggish growth of the mining industry in Australia, the Minerals Council of Australia (MCA) believes. Unless these migrants are found quickly, the mining sector's growth will be limited for at least the next 10 years, MCA Victorian executive director Chris
Fraser said. The industry would also benefit by fast-tracking apprenticeships and traineeships, he said (Daily Mercury)
Global:
CEO's Guide To Enterprise 2.0
BusinessWeek's Rob Hof on a CEO's guide to Enterprise 2.0:
For all its appeal to the young and the wired, Web 2.0 may end up making its greatest impact in business. And that could usher in more changes in corporations, already in the throes of such tech-driven transformations as globalization and outsourcing. Indeed, what some are calling
Enterprise 2.0 could flatten a raft of organizational boundaries -- between managers and employees and between the company and its partners and customers. Says Don
Tapscott, CEO of the Toronto tech think tank New Paradigm and co-author of The Naked Corporation: "It's the biggest change in the organization of the corporation in a century."
Rob lays out the guide and tipsheet, with qualifiers, on his blog:
(WebProNews)
Help for Americans
John Stossel, ABC's "20/20" anchorman, has a recently released book about the various untruths we accept, many from the media and academic elite. The book is appropriately titled Myths, Lies and Downright Stupidity. Being a longtime media insider, Stossel is well positioned to talk about the media's gross
lack of understanding that often becomes part of the conventional wisdom. Stossel gives many examples; let's look at a few. We're sometimes presented with television scenes of starving people, and it's often blamed on overpopulation. Ted Turner warned, "There are lots of problems in the world caused by too
many people." News articles warn of "the population bomb" and the "tidal wave of humanity," and people call for subsidies for birth control. (Online Human Events)
Mexico:
VAR Enlists Software Talent From Mexico
Solution provider Camisa Technologies, Tempe, Ariz., has tapped into a significant source of CRM/ERP programming talent after striking a deal last year with the Sonora state government in Mexico. "CRM is hot, but there are not a lot of people who can do the coding," said Warren Mills, a former MicroAge and
Advanti executive who joined Camisa late last year as vice president of sales and marketing. But last year, through a Mexican friend at Quepasa.com, the Spanish equivalent of Yahoo, Camisa heard that the government of Sonora was offering development money to companies that would hire graduates of local
universities in Hermosillo, Mexico. As a result of the deal with Sonora, Camisa hired six programmers and developers for Sage CRM and four more for Sage CRM Saleslogix. The solution provider also is interviewing for a team for Microsoft CRM. (CRN)
New Zealand:
Deloitte continues to recognize talent
In a challenging market Deloitte continues to recognize talent While overall the New Zealand economy may be heading for more challenging conditions talent always shines through. Consistent with this Deloitte, one of the largest professional services firms has appointed seven new equity partners in the past 12
months in recognition of their talent and the Firm's success and commitment to meeting clients' needs. Deloitte Chief Executive Murray Jack says that while the Government needs to refocus its efforts to help address the competitiveness of the New Zealand economy, major corporates and large organisations also
have a vital role to play in keeping the economy on track by securing and deploying the skills of the most talented people in the country. (ScoopNZ)
US:
June Grads' Dream Jobs
OK, kids, it's time to put down that mustard-stained apron, give up the good life sliding plates of tuna salad in front of people immersed in Das Kapital and launch your career. Luckily, June college graduates will jump into the strongest job market since 2002. "This is the most competitive recruiting
environment in years," says Steve Pollock, president of WetFeet, a San Francisco-based career Web site targeted to the nation's best students. Pollock says a preliminary survey of this year's graduating seniors shows them following the opportunities created by the new economy, with 25% headed for jobs in
financial services; 25% management consulting; 23% investment banking or corporate finance; 19% other types of consulting and 8% in government or the nonprofit sector. (Forbes)
Jobs Update: The Death of US Engineering
The May payroll jobs report released June 2 by the Bureau of Labor Statistics confirms the jobs pattern for the 21st century US economy: employment growth is limited to domestic services. In May the economy created only 67,000 private sector jobs. Job estimates for the previous two months were reduced by
37,000. The new jobs are as follows: professional and business services, 27,000; education and health services, 41,000; waitresses and bartenders, 10,000. Manufacturing lost 14,000 jobs. The alleged "shortage" of US engineering graduates is
inconsistent with reports from Duke University that 30 to 40 percent of students in its master's of engineering management program accept jobs outside the profession.
About one-third of engineering graduates from MIT go into careers outside their field. Job outsourcing and work visas for foreign engineers are reducing career opportunities for American engineering graduates and, also, reducing salary scales. (VDARE)
Fed Jobs Are Dropping
An important and positive employment trend has gone overlooked.
The May employment report, with a headline jobs-growth figure of 75,000, at best drew mixed reactions from Wall Street and the financial press. Deeper within the data, however, an important and positive development deserves to be noted: Total federal government employment under President George W. Bush
continues to decline. (NRO)
Zambia:
Yahoo says ya boo to Microsoft
The fight is on between the three internet search titans, after Yahoo's Terry Semel laid down the gauntlet to Microsoft saying the software giant's recently elevated ambitions in the search arena were a lost cause. "My impartial advice to Microsoft is that you have no chance. The search business has been
formed," he said in an interview with the New Yorker's Ken Auletta (Watch video footage here and read Jeff Jarvis' immediate blog reaction here). "Very cool" said one blogger, adding "Microsoft just does not seem to be getting much love these days". "That crashing sound you hear, is a chair being thrown
across an office in Redmond," said another. (Myadsl)
Deep Release
Wasted Human Capital: New Survey Identifies Looming Talent Management Crisis in Corporate America
Human Capital is Too Often Wasted or Neglected, Not Aligned With Corporate Objectives; Too-Few Companies Have Necessary Strategies in Place to Address Impending Talent Gap
A new talent management survey released today indicates that a majority of companies in corporate America are failing to make good use of their existing talent pools, creating a troubling productivity gap that will only worsen as more and more aging baby boomers transition into retirement. The 2006
Performance and Talent Management Trend Survey, the most comprehensive talent management survey ever conducted, revealed that an extraordinary number of companies across the nation are working blindly -- without a strategic plan in place to manage talent assets, with little to no visibility into their
individual talent pools and without any comprehensive merit plans in place to reward performance.
Based on a survey of more than 1,000 human resources professionals across corporate America representing companies ranging in size from 25 to 250,000 employees, overall responses indicate that:
- More than 50 percent of companies fail to have a succession planning strategy in place;
- More than 50 percent of companies report challenges aligning employee goals with corporate strategy and tracking employee progress against those goals;
- More than 45 percent of companies lack visibility into their employees' skills, experience levels and desired career paths; and
- More than 50 percent of companies report that the majority of their employees are not compensated or rewarded based on performance.
"These survey results are disturbing as they definitively underscore the lack of formal structure and processes in place to defend against a well documented and understood impending talent crisis," said Jason Corsello, Program Manager, Business, IT & Outsourcing Services, Yankee Group.
"Corporate America is wearing blinders to this critical problem and unless initiatives are enacted and technologies leveraged, corporations will be dealt a numbing blow when their talent assets begin to walk out their front door."
The 2006 Performance and Talent Management Trend Survey, was conducted throughout April and sponsored by SuccessFactors, the global leader in on-demand, web-based performance and talent management solutions. The study brings into sharp focus several talent management issues previously
documented in various studies and management reports, reflecting a need for companies throughout corporate America to better cultivate and manage their human capital assets to remain competitive in an increasingly competitive global environment. The study was administered by an independent research
organization using both online and offline methods across a wide range of companies employing between 25 and 250,000 individuals. A detailed report of the survey's data and findings, Grading Corporate America: The Definitive Performance and Talent Management Scorecard, is available free online at http://www.successfactors.com/trends
and incorporates related third-party insights and SuccessFactors' recommended remedies.
"These survey results should act as a wakeup call for organizations throughout North America, said Allan Schweyer, Executive Director, Human Capital Institute. "It is vital that appropriate talent management initiatives be put in place now, ahead of the broad skills shortages to come and
that leaders take the steps necessary to ensure that their workforces are aligned correctly to achieve corporate priorities."
Additional report findings indicate that only 28 percent of corporate America appears satisfied with its existing performance review process. With 78 percent of respondents reporting at least an annual company-wide performance review program, only one-third of corporate America has taken
steps to implement a software solution that helps employees write effective performance reviews and streamlines the review process for human resources managers.
"Despite all discussions about a war for talent and a huge retiring employee base, this survey clearly shows that Corporate America is fundamentally ill-prepared to meet the upcoming business challenges and will suffer greatly unless definitive steps are immediately taken," said Lars
Dalgaard, founder and CEO of SuccessFactors. "The good news is that real technology does currently exist to help companies of all sizes motivate, align, develop and reward employee efforts in ways that can and have delivered real business results. The even better news is that the right technology can also be
implemented quickly."
Other key findings within the survey include:
- More than 35 percent of companies fail to set goals and objectives for their employees;
- More than 45 percent fail to quickly identify qualified internal candidates for open positions;
- More than 50 percent report difficulty completing performance reviews on time; and
- More than 50 percent of existing employee reviews are poorly written and ineffective.
As the Baby Boomer generation begins to enter its retirement years, it becomes even more imperative that companies undertake appropriate succession planning and bridge the impending talent gap between those employees stepping down from key positions and those just beginning to rise up
through the management ranks. Filling key positions as they are vacated raises a business' competitive advantage and encourages companies to proactively align employees' goals with the company's stated objectives and guarantees that future talent shortfalls are addressed early in the HR planning process,
along with appropriate accompanying compensation strategies.
The final purview provided by the national survey is around 360 degree reviews. Already overburdened with slow and cumbersome performance review processes, corporate America is also abandoning, unnecessarily, 360-degree reviews, according to the survey. Respondents reported only 35 percent
of companies had conducted a 360-review process in the past year and only a quarter of those who had not yet conducted a 360-review process planned to in the coming year.
Often considered hard to quantify and difficult to execute, 360-degree reviews can actually provide a valuable window into management's ability to effectively communicate through all levels of their organizations and whether or not employees are understanding management's goals.
About SuccessFactors
SuccessFactors delivers performance and talent excellence, on demand. The company's software promotes visibility, accountability, and results, enabling organizations to eliminate the politics that destroy motivation and impede performance. Fueled by the industry's highest renewal rate,
SuccessFactors has grown to support more than 1.5 million users in 102 countries around the world. Customers include MasterCard International, British Telecom, Textron, Salesforce.com, Cooper Tire & Rubber Company, Volkswagen of North America, Reebok, Pep Boys, Lancaster General Hospital and Grant Thornton.
The company has achieved a global industry leading, scalable and secure hosting operation. Founded in 2001, SuccessFactors has multiple worldwide offices collaborating for strong local support of customers. For more information, visit www.successfactors.com or call +1 800 809-9920.
Coming Soon:
|
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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