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New Special Editions: Talent
Management Special Edition (PDF)
Demographic
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
BabyBoomers Special Edition (PDF)
Reveille and Hyperbole:
Microsoft Corp. (MSFT) and CareerBuilder.com today announced a new collaboration that will provide job seekers and those who want to change careers with tools and resources to get started
in the growing field of Web and application development. Microsoft will provide visitors to CareerBuilder.com with access to the Visual Studio® Express and SQL Server(TM) Express editions, as well as additional career development resources from Microsoft® Learning. CareerBuilder.com will offer exclusive
service discounts to Visual Studio Express users. The demand for Web and Windows® application development is quickly gaining momentum across a variety of industries. In the last year alone, CareerBuilder.com experienced a 30 percent increase in the number of posted jobs that require expertise in Microsoft
.NET Framework-based development. The learning resources and easy-to-use development tools available through the collaboration between CareerBuilder.com and Microsoft will help job seekers learn critical skills for jump-starting a new career in the software development
ShiftWise announced that it has created the ShiftWise Affiliate Vendor (SAV) program to enable staffing agencies to provide online supplemental staffing management solutions to their hospital customers. Through the SAV
program, staffing agencies can now partner with ShiftWise to provide the ShiftWise service, which is the supplemental staffing management solution of choice for hundreds of hospitals nationwide. Participating agencies receive all of the benefits of providing the industry-standard supplemental staffing
management service to their customers while enjoying significantly reduced costs for healthcare staff booked through the ShiftWise service.
The Solution Group and SuccessFactors, Inc., the leading provider of on-demand web-based performance and talent management solutions, have announced an agreement for TSG to incorporate SuccessFactors' market leading technology into TSG's
Human Capital Technology Solutions.
Taleo released findings from its study entitled, "The Gap Between IT and Strategic HR in the UK". The results show a major disconnect between the strategic functions of HR, including talent acquisition and workforce
planning, and the ability of technology to support these business initiatives.
Cook Ross will hold webinars in July on how cultural competency can impact business and organizational development. "Making the Case for Cultural Competency in Healthcare" will be held Wed., July 7 from Noon-1:30
p.m. A webinar that would be of interest to general business, "Translating Cultural Competency Into Organizational Effectiveness," will be held Wed., Aug. 2 at 2 p.m. Both are free.
Development Dimensions International (DDI), a leading global human resource consulting firm, opened the doors to its newest Executive Assessment Center today in New York City. The center provides leadership simulations to assist organizations in
selecting, placing and growing next-generation leaders. With this addition, DDI has 18 Assessment Centers around the world.
In January 2004, after much hard work, Tahir Rafay and his daughter Reema were proud to announce the launch of SupplyChainTalent.com. Sadly, just a short time later in April of 2004, Tahir Rafay learned that he had lung cancer. Tahir Rafay passed
away on December 5th, 2004 nine months after his cancer was discovered. With the absence of her father and partner, Reema closed the business. Today, in order to honor the memory of her father, Reema Rafay has announced the re-launch of SupplyChainTalent.com and the pledge to donate 50% of the company's
revenue to The Canadian Cancer Society. SupplyChainTalent is the first job board to donate 50% of their revenue to a charitable cause. Reema explains, "It's time to make a move towards finding a cure for cancer. So many of us have lost family and friends to cancer. I feel like my father would be proud of me
for turning the business that we created into a tool for curing the disease that killed him."
QuickBase, , a division of Intuit Inc. (INTU), announced improvements that make configuring and using QuickBase applications
faster and easier than other software alternatives. QuickBase
combines workflow, data, communication management functions in a flexible, Web-based solution that provides a wide array of powerful business management applications
Customers have found that QuickBase applications solve their application needs at a fraction of the cost of competitors' products.
Corporate workgroups across thousands of companies, including 43 of the Fortune 100, use QuickBase applications to address hundreds of business problems, as diverse as project, sales and IT management, and recruiting and Sarbanes-Oxley compliance. Groups can start with any of QuickBase's 60
ready-made applications, configure those applications to their needs, or build their own. QuickBase is known for its ability to deploy applications in just days, with little training needed by users.
The candidate resume, long regarded as the cornerstone of employment search and fulfillment, is dying a slow, painful death, according to recruitment professionals at MRINetwork, one of the world's largest search and recruitment organizations. Despite
candidate shortages and the impending retirement of large numbers of baby boomers, the resume is no longer an effective tool for employers seeking to fill critical positions within their companies. Human resources managers and recruiters are getting more resumes than ever before, but a significant percentage
of them -- perhaps as high as one-third to one-half -- are never reviewed. "Like fast food, the resume deluge is fat and bloated," observes Kent Burns, a partner at MRINetwork Management Recruiters of Indianapolis-North and a search consultant specializing in finance. "Resumes are generally of poor quality
and of declining interest to those interested in a healthier, leaner way of operating."
Under terms of a new agreement with eQuest, Unicru, announced that it will offer its clients a seamless, one-click option to send open job postings to multiple job boards across the U.S. and Canada. Clients using the Unicru Hiring Management System, a
solution to manage all recruiting, screening and hiring efforts, can now drive even more qualified applicants to their Unicru-hosted online job application by advertising open job positions on Monster, Yahoo! HotJobs, CareerBuilder, America's Job Bank, Hcareers and SnagAJob with no transaction fee.
As the hunt for quality talent intensifies, HR professionals that combine the best of both contingent labor HR and supply chain practices will be able to position their companies to successfully capitalize on global labor trends and reduce costs. Axiome Sourcing details how to accomplish this
in their upcoming webinar "Combining HR and Supply Chain to Create Tangible Results."
Dice Inc., the leading online career site that helps businesses source technology and engineering professionals, and Targeted Job Fairs, a leading provider of career fairs for technology and engineering candidates nationwide and a Dice company, will host a
technology, engineering and security clearance job fair on June 28, 2006 from 11:00 AM to 3:00 PM at the South San Francisco Conference Center.
Secova/UltraLink, a leading provider of human resource and benefits management services, has secured eight million in new funding from Baring Private Equity Partners (BPEP), a leading international private
equity fund. The new funding will be used primarily for growth initiatives, including sales, marketing and business development, as well as servicing new business signed on in the recent past. While recruiting is the primary business concern for more than 80 percent of HR professionals
throughout the country, it is often an elusive goal because of the numerous factors that influence an employee's decision-making process. In response to the importance of this issue and the increasingly competitive nature of the talent marketplace, HRAmerica, powered by UltiPro, has released the white paper "The
Impact of Human Resources on Employee Retention" with actionable steps and strategies for increasing retention. Companies can retain their top talent by effectively utilizing their HR department. In order to do this, employers must place increasing value on the strategic contributions of HR to their firm
and outsource any services that are not core competencies and distract from their primary goal of hiring and retaining top talent.
Bangalore HR Summit 2006 will be held on Dec. 15 & 16, 2006 at the Leela Palace, Airport Road, Bangalore-1,India. The HR summit being hostd by Institute of HRD will deliberate on the theme " Harnessing Human Capital for Performance Excellence". Papers are
invited from experienced human resources professionals on the various subthemes.
Deck Chairs:
Heritage Oaks Bancorp (HEOP), parent company of Heritage Oaks Bank, today announced Joni Watson has joined the organization as the Executive Vice President of Human Resources....Lucas Group, an
executive search firm, appointed Jack Hosterman as Managing Partner for its Search branch in Dallas....
You Should Know:
China:
How China's universities fuel tech growth
Incubating the tech brains of tomorrow
China's universities churn out millions of graduates but integration with the tech economy isn't straightforward, Dan Ilett finds. Ten years ago Cheng Peng arrived in Beijing to start an engineering degree at Tsinghua University - one of China's best technology academies. At the end of this year he will
receive his PhD. But his prospects did not always look so good. He says: "My home town mines one-third of China's coal. Twenty years ago I remember my parents talking about how to get enough money for food and clothing. When I was young their salary together was around [Chinese yuan renminbi]150 (just over
£10) a month. (Silicon.com)
Global:
Silicon Valley turning into Litigation Valley
SHAREHOLDERS WANT THEIR MONEY BACK
Silicon Valley has become a legal battle zone this month as angry shareholders have filed a raft of lawsuits against executives they suspect fattened their wallets by manipulating stock option grants. Investors large and small are seeking answers and money back from the leaders of 13 companies that were
already under scrutiny by federal prosecutors, regulators and the IRS. More companies could be in the cross hairs. The legal dust-up already ranks among the most contentious in Silicon Valley history. If shareholders win, executives could be required to pay back millions of dollars to their companies. (Mercury
News) ITtoolbox CEO Dan Morrison Talks About Web 2.0
Exclusive Interview by Web 2.0 Journal Editor-in-Chief Dion Hinchcliffe
Web 2.0 Journal Editor-in-Chief Dion Hinchcliffe recently had the opportunity to interview the creator of one of the early success stories of Web 2.0-style user generated content and community, ITtoolbox. The early history of ITtoolbox is a narrative not uncommon in the IT industry; a great idea a little
before its time finally reaches fruition when the market catches up. This interview with company co-founder and CEO Dan Morrison (pictured) uncovers the back story of one of the larger grassroots Web 2.0 "poster children." (Web 2.0 Journal)
Peer-to-Peer Everywhere
As writers, we Spinners get asked about our opinions on the online space. We also get asked to predict trends. Back at the beginning of the year, many of us said that peer-to-peer (P2P) technologies, sites and the like were something to watch out for. Wow was that an understatement. How many times have you
received an e-mail from a friend or colleague asking you to post your current contact information on a service? I'm quite sure you've been asked several times to join someone's "network." I don't know about you but I have a hard time keeping up with all of it. I did a little inventory prior to writing to you
today. Currently I have Plaxo, Soflow, LinkedIn, Gather and MySpace. No to mention I have my own electronic address book as well as several screen names for several different instant message (IM) services. That's a lot of stuff. It seems as if these services have made me unorganized. Instead, I just can't
keep up. Ever watch a teenager multitask? What a hoot. I have a little focus group of one here with me. She just turned 16. It is not uncommon for her to have 1 or 2 IM programs launched while on iTunes or Napster downloading songs to her iPod, while listening to music piping from her PC, emailing, answering
her mobile phone... I think I'm getting old and intermittently texting. I get tired just thinking about it! (Online Spin)
Social Networks Aim for Niches
MOG, a music-oriented social network, launched a test version of its site on Tuesday, one of a number of new networks taking aim at niche audiences. The Berkeley, California-based startup is intended for people who define themselves through their musical tastes. Like some other new social networks, such as
the child-safety focused imbee, MOG targets a specific niche, hoping that will build a loyal following better than general-purpose sites such as MySpace. MOG members' profile pages feature all the customary social networking tools—blogging, photos, etc.—done up in a nicely customizable interface. But people
can talk about music just about anywhere. (RedHerring)
Don't let the bad press keep you off networking sites
Avoid the come-ons and the spam and concentrate on finding that job or keeping up on the industry.
Just about every young person I know has a profile on Myspace.com. As they move on to college, they subscribe to Facebook.com. And those already in the work force often use Linkedin.com. Although there has been much negative press about Myspace lately due to the sexual predator element, these sites -- called
social networking sites -- can be useful for job networking. It's one of the best ways to find and land a new job. (Moneywise- DailyBreeze)
US:
Staff development fills talent pipeline, garners awards
Strategic partnerships with educational institutions were the key to success for the Public Service Electric and Gas Co.'s (PSE&G) staff development program, which the U.S. Equal Employment Opportunity Commission (EEOC) honored June 7 with its Freedom To Compete Award. At the awards ceremony, EEOC Chair Cari
Dominguez said the award recognizes "extraordinary efforts" that embody "a key tenet of the commission's goals: to ensure that all individuals have the freedom to compete and advance in the workplace on a level playing field." (SHRM)
Demand is High for CSOs in Large Enterprises reports Janco in its June 2006 Salary Survey
Janco has found that the demand for selected positions within the IT function is high. Victor Janulaitis, the CEO of Janco said, We have found that in larger IT enterprises (those with $500MM or more in revenues) the demand and hiring is high for VP-Security (CSO), Manager Voice and Data Communication,
Production Control Specialists, and Production Control Analysts. (PowerHomeBiz) (eWeek)
Newspapers say Web to be key revenue driver
U.S. newspaper publishers on Tuesday said growth at their Internet divisions would at last become a key contributor to revenue, helping to fill a profit shortfall at their traditional print operations. Many publishers began experimenting with the Internet in the 1990s when readers started moving online to get
their news. Though those operations have grown quickly, they still remain a small part of overall revenue. Tribune Co. (TRB), now in the throes of a boardroom battle over its future, said Internet operations could generate 12 to 15 percent of publishing revenue by 2010. That compared to a forecast $222
million in 2006, or 6 percent of revenue. (Washington Post)
Deep Release:
The Conference Board Help-Wanted Online Data Series(TM) Increases in May
New Online Ads Are Up in All Nine U.S. Regions
New online job ads increased in Mayto 2,354,500, according to The Conference Board Help-Wanted OnLine Data
Series(TM). The May level was 91,800, or 4 percent above the previous month
and followed a sharp decline in April.
Despite the increase, the number of new ads for online jobs in May was
lower than in March, which was the month with the highest count since The
Conference Board launched the Help-Wanted OnLine Data series in April 2005.
In May, there were 1.57 online job ads per 100 persons in the U.S. labor
force, compared with 1.51 in April 2006 and 1.60 in March. Over the year
May 2005 to May 2006, new online job ads increased 17.4 percent, an
increase that is consistent with the rise seen in other labor market
indicators during the same period.
"May is typically a month with strong recruitment activity as students
are graduating around the country. Therefore, it is somewhat surprising
that the count for May was lower than in March," said Gad Levanon,
Economist at The Conference Board. "This might point to some continued
slowing in hiring that is consistent with weak government measures of
employment, hiring and vacancies in April and especially weak employment
growth in May. Other labor market indicators, including employment related
questions from our Consumer Confidence Index, are also providing signals of
a weakening job market in recent months."
The monthly figures reported in the Help-Wanted OnLine Data Series(TM)
are the sum of the number of unduplicated new online job ads for each day
of the calendar month. The series is a new series with data available
monthly beginning in April 2005 and does not have sufficient history to
allow for seasonal adjustments.
A Cross-Country Pickup
Increases in new online job ads were evident in all nine census regions
in May compared to the April level. The largest increases for the month
were in the Pacific region and the Middle Atlantic region (New Jersey, New
York and Pennsylvania), up 7 percent and 6 percent respectively. The
smallest increases were in the Mountain region (Arizona, Colorado, Idaho,
New Mexico, Montana, Utah, Nevada, and Wyoming), and the South Atlantic
region (Delaware, District of Columbia, Florida, Georgia, Maryland, North
and South Carolina, Virginia, West Virginia), up 2 percent each. New
England remains the region with the highest number of new online jobs per
100 persons (2.38), and the East South Central with the lowest (0.98).
Looking at May 2006 compared to May 2005, the number of new job ads was
up in all census regions except for the East South Central region. The
largest gains are concentrated in the west and southwestern parts of the
country. The largest increase was in the West South Central region, up 40
percent over the year. This region includes Texas and Oklahoma as well as
Louisiana where the job picture is impacted by last year's severe
hurricanes and increased rebuilding activity. Other areas with substantial
year-over-year gains in online job ads were the Mountain and Pacific
regions (24 percent and 26 percent, respectively).
In contrast, online job ads in the East South Central region (Alabama,
Kentucky, Mississippi and Tennessee) declined by 5.2 percent between May
2005 and May 2006. Year-over-year increases that were well below the
national average were reported for the Middle Atlantic region (New York,
New Jersey and Pennsylvania), up 6.3 percent, and the East North Central
region (Illinois, Indiana, Ohio, Michigan and Wisconsin), up 8.2 percent.
"This OnLine Series is still very new and in a developmental stage, making
the regional year-over- year changes something that should be interpreted
with caution," said Mr. Levanon.
San Diego Tops the Nation in New Online Job Ads
Adjusting job ads for the size of the local labor force, San Diego with
3.66 job ads per 100 persons in the labor force leads the way among the 52
metropolitan areas for which data is published separately. Other
metropolitan areas with a large number of ads per 100 persons in the labor
force were concentrated on the east and west coasts and include San
Francisco (3.48) Seattle-Tacoma (3.58), Boston (3.50) and Washington D.C.
(3.26). In May, the Detroit metropolitan area, with less than one online
job ad per 100 persons in the labor force (0.83), had the lowest number of
ads adjusted for the labor force.
ABOUT THE NEW ONLINE JOB SERIES
The Conference Board Help-Wanted Online Data Series(TM) measures the
number of new, first-time online jobs posted on more than 1,200 major
Internet job boards and smaller job boards that serve niche markets and
smaller geographic areas.
Like The Conference Board's long running Help-Wanted Advertising Index
of print ads (which has been published since 1951), the new online series
is not a direct measure of job vacancies. The level of ads in both print
and online may change for reasons not related to overall job demand.
The Conference Board, as a standard practice with new data series,
considers the estimates in The Conference Board Help-Wanted OnLine Data
Series(TM) to be developmental. As a not-for-profit business research
organization, The Conference Board is publishing the early months of this
series for use by the media, analysts, researchers and the business
community. Persons using this data are urged to review the information on
the database and methodology available on our website and contact the
economists listed at the top of this release with questions and comments.
Background information and technical notes on this new series are available The
underlying data for this series is provided by Wanted Technologies, Inc.
CareerBuilder, Inc. provides financial support for the series.
Coming Soon:
| |
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 Strategic 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 |
9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
$2099
More Info
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
November 8-9, 2006
New York City, NY
$1,195
Register |
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More |
|
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