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Today's BERT (Recruiting Blogs
New Special Editions: Talent
Management Special Edition (PDF)
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
HireDesk, a division of Talent Technology Corporation (TTC) and an award-winning provider of recruitment and hiring software solutions, today announced the addition of a major capability to its HireQualityT
suite of recruiting and hiring tools. Created in partnership with Hogan Assessment Systems, Inc., one of the industry's most respected providers of workplace assessment products and services, the new release will add validated candidate assessment tools to other competency-based screening capabilities
included in the HireQualityT solution.
Schneider National Inc., the nation's largest truckload carrier, announced it will host a job fair to attract and hire 100 new professional truck drivers in the Greater Columbia, S.C., area. The event will be held Friday, June 9 at the Hampton Inn,
located at 1551 Barbara Drive in Columbia. The company's growth in the region is fueled by new business and expanding relationships with clients.
USIS, a leader in pre-employment screening, drug testing, and insurance services, and the largest provider of security investigations to the U.S. government, has launched its I-9 Employment Eligibility Verification Product, a
cost-effective solution employers can use to verify that an employee is legally authorized to work in the United States. The product is offered by USIS's Commercial Services business, based in Tulsa, Okla.
The Judge Group, Inc. and its wholly-owned IT staffing subsidiary Judge Technical Services, Inc. d/b/a Judge Technical Staffing has continued its expansion of its IT Staffing business into the Dallas, Texas market and recently hired a new
branch manager to direct the growth of the operations. According to Judge Group Chief Executive Officer Martin E. Judge, Jr., "Under the direction of Tom E. Bodensteiner, who has over 20 years experience in the IT staffing industry, we are excited about prospects of growth in our IT Staffing business out of
the Dallas, Texas market. We are continuing to expand our core business units in the various growth regions of the country and expect more growth similar to this in the second half of 2006."
SuccessFactors announced a partnership with Development Dimensions International (DDI) to help customers more effectively implement succession management, performance management and leadership development systems. Customers
will be able to link their performance and talent management initiatives through a single solution that combines SuccessFactors' market-leading technology with DDI's robust competency library, succession and performance management methodologies and leadership development content.
Advantec, a provider of managed human resources services, today announced the appointment of two outsourcing industry veterans to the Company's senior management team.
Steve Cohen has joined Advantec as Vice President of Channel Development and Amy Santi will serve as Vice President, Human Capital Group.
Mr. Cohen is a former Regional Vice President of Sales for Ceridian. Ms. Santi has served as the National Account Manager for CareerBuilder and as a Strategic Account Manager for Jobster, an online recruiting service for employers and job seekers....Pacific
Data Marketing has hired Jennifer Hennessy as a human resources consultant to strengthen their position as a leading provider of human resource management software, payroll solutions, and time and attendance tracking systems...Kenexa® (KNXA), a leading
provider of talent management solutions, today announced the appointment of Dr. Renee Booth and Troy Kanter to its board of directors. Booth and Kanter bring a combined 38 years of executive human resources experience to their new roles.
You Should Know:
Australia's Employment Gains 56,000 in May, Jobless Rate 4.9%
Australian employment soared in May as builders and retailers hired staff, fueling a worker shortage that may drive up wages in the Asia-Pacific's fifth-largest economy. Employment climbed 56,000 after falling a revised 1,200 in April, cutting the jobless rate to 4.9 percent, the Bureau of Statistics said
today in Sydney. (Bloomberg)
Jobster Acquisition Represents Evolving World of Web Recruitment
The world of job recruiting is no longer just about classified ads and trade association schmooze-fests. Jobster's acquisition of recruiting industry blog Recruiting.com, announced yesterday, offers a glimpse into the evolving world of employer/employee matchmaking. Indeed, Jobster's growing prominence in the
recruiting realm indicates just how significant community-building could become for the industry. "Certainly if you look at targeted ads and targeted messages from the standpoint of blogging, companies today are starting to realize that blogs are developing really niche audiences," observed Recruiting.com
founder Jason Davis. "We're going to see blogs starting to become more successful at driving targeted messages to targeted audiences." (ClickZ News)
MySpace shuts doors to potential workplaces
More companies check social sites for insight into candidates' lives
When a small consulting company in Chicago was looking to hire a summer intern this month, the company's president went online to check on a promising candidate who had just graduated from the University of Illinois. (Chron)
Intel studies cuts in Indian workforce
ntel's worldwide plan to downsize its workforce by 16,000 in the near future is likely to have an impact on its Indian centre as well. This will be the first time since the dotcom bust that an important IT MNC is seeking to downsize its Indian operations. Intel, which has a staff strength in excess of 3,000
at its large campus in Bangalore, has reportedly initiated a study titled "Efficiency Programme" to identify positions that are expendable. Business Standard has learnt that the report will be ready within the next 30 days. Intel executives confirmed the initiation of the efficiency programme. Responding to
this newspaper, Intel said in a statement: "There are no preconceived specific outcomes of the efficiency programme. We do expect to have fewer employees than we do now as a result of attrition, redeployment and changes to Intel's business." (Business
Arcaffe chain denies its hiring policies discriminate against Arabs
In response to charges of discrimination against Arabs seeking employment, the management of the Arcaffe chain said on Wednesday that its hiring policies are completely egalitarian and do not discriminate based on religion, race, nationality or gender. (Haaretz)
Staffing heartaches can be prevented through competent HR
Perhaps one of the most critical issues for any business regardless of its size is to find and retain quality staff. Many would argue that Kilkenny has no ‘industry' to speak of apart from its traditional agricultural and food processing base. However, Kilkenny is remarkable for the number of small and medium
sized enterprises that are thriving in towns and villages throughout the length and breadth of the county. (KilkennyAdvertiser)
Graduates hit the job market
Hiring trends improve, but hunt can be slow
The official word? The job market's good for college graduates. Best in four years. A report from the National Association of Colleges and Employers, which has been tracking the trends for more than a decade, says employers plan to hire 13.8 percent more recent grads than they did last year. In the Midwest,
hiring is expected to be up 9.8 percent.But a trend is one thing. Actually landing a job - you, the individual graduate, not you, the collective body of people getting bachelor's degrees this spring - is another. (Cincinnati
Upbeat Views from the People Who Count
Fully 62 percent of accounting and finance workers are confident in their ability to find a job, according to a new survey.
Accounting and finance workers are more optimistic about their job situation than they were only a few months ago, according to a new survey by Harris Interactive conducted for staffing and recruiting company Spherion. For the first quarter, 36 percent of survey respondents said they believed that job
availability was improving, compared with 25 percent who felt that way during the fourth quarter of 2005. The latest survey also revealed that 82 percent believe it unlikely that they will lose their job, 71 percent are confident in the future of their current employer, and 62 percent are confident in their
ability to find a job. (CFO.com)
Poll shows Wis businesses having trouble hiring qualified workers
A poll of Wisconsin business leaders released Thursday shows a big increase among the respondents in the percentage of those having trouble hiring qualified workers. The poll of Wisconsin Manufacturers & Commerce board members showed 56.3 percent of respondents, most of whom employ 500 or more, are having
trouble hiring those they need, up from 37.1 last year. (DuluthNewsTribune)
OPM EVOLVING TO PREPARE FOR FUTURE WORKFORCE
The Office of Personnel Management announced earlier this week a plan to incorporate nontraditional career patterns, such as telework and job sharing, to attract more people to public service. "OPM's Career Patterns initiative is an entirely new approach to hiring and supporting a 21st century
workforce," said OPM Director Linda M. Springer. "This transition in our thinking and marketing to the talent pool is particularly critical as we meet the challenge of the pending retirement wave." (FedNews)
Spherion Workforce Study Uncovers Employers' Attitudes About Interviewing Process, Identifies Trends in Use of Screening and Assessment Programs
According to a recent comprehensive national study released by Spherion Corporation (SFN), a leading recruiting, staffing and workforce solutions provider, the typical hiring manager interviews eight
people on average for an open position, and 42 percent of employers believe their hiring managers are interviewing too many people to find qualified candidates. The Spherion(R) Emerging Workforce(R) Study, conducted by Harris Interactive(R), surveyed a large, nationally representative sample of U.S.
employers to gain insight into their attitudes about the interviewing process, as well as identify trends in the methods and screening programs used.
The Study also found that an increasing number of employers are turning to prescreening tools to "screen" potential candidates in or out, and assessment programs to help streamline the process and identify best-fit talent. In fact, 60 percent of companies have increased their use of assessments in
the past five years, and about half (51 percent) increased their use of prescreening programs in the same time period.
Use of Screening and Assessment Methods
||Currently Use for Some or All Jobs
||Increased Use in Past Five Years
"Changing demographics, shrinking supplies of qualified workers and the growing importance of retaining top talent are just some of the reasons employers are re-evaluating their approach to the screening, interviewing and hiring process," says Roy Krause, president and chief executive officer of
Spherion. "In today's labor market, employers cannot afford to spend time and money interviewing unqualified candidates. In addition to lost productivity, hiring managers risk losing talented workers who won't be available in this market for long. Our Study found that the most innovative
organizations are leveraging advanced screening and assessment tools to broaden their applicant pools, streamline the application and screening process to quickly identify best-fit talent, and control employment costs by accelerating the hiring process. Perhaps more importantly, these organizations
have found that these tools also free up their hiring managers to focus on more strategic activities."
Larger, Emergent Employers More Likely to Utilize Prescreening/Assessment Tools and Feel Their Hiring Process is Less Cumbersome
According to the Spherion(R) Emerging Workforce(R) Study, larger organizations, particularly those that employ HR best practices, are more likely to utilize screening and assessment solutions and benefit from a more streamlined interview process. The Study found that two-thirds (66 percent) of
larger companies ($1 billion or more in annual revenue) have increased their use of screening and testing over the past five years, compared to only 39 percent of smaller organizations ($500 million or less in revenue). Interestingly, these same large organizations are generally less inclined than
smaller organizations to feel they interview too many people.
Further, as part of the Emerging Workforce Study, Spherion identified a group of employers that far exceed their peers in the use of HR best practices. Dubbed emergent employers, these companies generally enjoy more financial success and stronger employee growth than their traditional
counterparts, as a result of their use of HR best practices.(1) In the interviewing process, these emergent employers utilize significantly more prescreening and testing methods compared to traditional companies.
Emergent Employers Utilize More Prescreening/Testing Methods Compared to Traditional Employers
In addition, emergent employers are more likely to interview fewer people on average for open positions than traditional companies. Specifically, only 15 percent of emergent employers interview 10 or more people for an open position, compared to 25 percent of traditional employers. In fact, fully
42 percent of emergent employers only interview between one and four people for an open position compared to only 21 percent of traditional employers.
Smaller Organizations More Prone to Cumbersome Hiring Process
The Emerging Workforce Study also found that smaller companies are most concerned with finding qualified/skilled workers and keeping employment costs under control, rating them as their top two HR concerns over the next few years. Yet, they are the most bogged down by the interviewing process.
The Study found that smaller organizations generally interview more people for open positions than do larger organizations. Specifically, 27 percent of smaller companies interview 10 or more people on average for an open position compared to only 14 percent of larger companies. Also, smaller
companies are more likely to agree that their recruiters and hiring managers have to interview too many people in order to find qualified candidates.
"Our Study found that 68 percent of employers mention an item related to recruitment as one of their top HR concerns," commented Krause. "Therefore, we're not surprised to find an increasing number of organizations seeking more efficient, economical solutions to identify top talent quickly and
more accurately. Utilizing screening and assessment programs appears to be a growing trend among organizations seeking to efficiently capture an increasingly scarce commodity and avoid costly bad hires."
For additional information on the Emerging Workforce Study and to take surveys to rate yourself and your organization as emergent, migrating or traditional, please visit
The Emerging Workforce(R) Study was conducted by Harris Interactive(R) on behalf of Spherion Corporation and consists of surveys of both U.S. employers and employed adults.
The results of the employer survey are based on 502 telephone and online interviews with senior human resources executives at U.S. companies conducted by Harris Interactive(R) on behalf of Spherion(R) between March 21 and April 27, 2005. Companies were selected from a list provided by Dun &
Bradstreet and the sample was stratified to ensure a certain number of interviews in each revenue category. The data were weighted by number of employees so that the total sample reflects the distribution of employees across company size. In theory, with a probability sample of this size, one can
say with 95 percent certainty that the overall results have a sampling error of plus or minus 4.5 percentage points of what they would be if the entire population of senior human resource executives at U.S. companies had been polled with complete accuracy. Sampling error for the sub-samples of
smaller companies ($500 million or less in revenue) (n=207) and larger companies ($1 billion or more in annual revenue) (n=148) is higher and varies. The online sample is not a probability sample.
About Emerging Workforce Study
Nearly a decade ago, Spherion launched the Emerging Workforce Study, a research initiative designed to provide a comprehensive portrait of changes in the American workforce in the context of ongoing social and economic events. Since that time, Spherion has tracked the rise of an emergent
workforce and the resulting implications for U.S. employers. While the growth of emergent workers has been tracked for nearly a decade, there was no barometer for tracking the changes employers were making to meet the needs of this growing workforce segment. For the first time, the Emerging
Workforce Study has been expanded to include data collection from employers, allowing Spherion to provide a more complete picture of the employment landscape and classify workplaces as emergent, migrating or traditional. Crucial workforce issues such as retention, training and development, work/life
balance and workforce planning are explored in great detail.
About Spherion Spherion Corporation is a leading recruiting and staffing company that provides integrated solutions to meet the evolving needs of companies and job candidates. As an industry pioneer for 60 years, Spherion has screened and placed millions of individuals in temporary,
temp-to-hire and full-time jobs. Positions range from administrative and light industrial to a host of professions that include accounting/finance, information technology, engineering, manufacturing, legal, human resources and sales/marketing. With more than 650 offices in the United States and
Canada, Spherion delivers innovative workforce solutions that improve business performance. Spherion provides its services to more than 8,000 customers, from Fortune 500 companies to a wide range of small and mid-size organizations. Employing 375,000 people annually through its network, Spherion is
one of North America's largest employers. To learn more, visit http://www.spherion.com.
(1) Source: Lehigh University Study, University of Southern California Study, Spherion Emerging Workforce Study.
Online Recruitment Conference
Queen Elizabeth II Conference
Maximize Your Research Skills with BlueSteps
June 22, 2006
11 AM EST
21-22 June 2006
SHRM's 2006 Annual
Conference & Exposition
Nat'l Assn for Health Care Recruitment
July 10-15, 2006
Boston Marriott Copley Place
Full Brochure (pdf)
American Strategic Management Institute (ASMI)
Talent Management Summit
OnRec Expo 2006
12-13 September 2006
Donald E. Stephens Convention
|ER Expo Fall Conference
September 12 - 14
Hollywood Beach, FL
Professional Employer & Marketplace 2006
Boca Raton Resort & Club
Boca Raton, FL
AESC Researchers & Associates Summit
September 21st, 2006
London, United Kingdom
email@example.com for more info
Strategic HR Conference
October 4-6, 2006
Human Resource Executive's
9th Annual HR Technology®
Oct. 4-6, 2006
Navy Pier in Chicago, IL
Nat'l Association of Personnel Services (NAPS)
San Francisco, CA
9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
2006 SHRM Workplace Diversity Conference
October 16-18, 2006
Century Plaza Hotel
Los Angeles, California
Hunt Scanlon Advisors present
October 18 - 20, 2006
New York Palace
HR.com's Employers of Excellence 2006
October 25 - 27,
Red Rock Resort
Las Vegas, Nevada
Kennedy Information presents
November 8-9, 2006
New York City, NY
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