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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:
The Employment Guide(R) is proud to announce its exclusive national partnership with
HelloMetro.
Through this partnership, The Employment Guide will power the localized job boards for over 300 cities nationwide, ranging from HelloBoston.com to HelloPasadena.com.
PayScale, a market leader in online compensation and benefits information and host to the largest ongoing real-time compensation database in the world, today announced the availability of PayScale Analytics. This web-based offering
enables service providers industry-wide to instantly incorporate the most recent market-based salary information when processing loan applications, conducting performance reviews and benchmarking their compensation levels.
The one-of-a-kind website touting strong security measures and spam barriers for employers and career-seekers has added the Textile Industry to its list of industries served this week. The spam-free, virus-free website, http://www.gorillacareers.com,
will now serve the Textile Industry in order to assist employers and career-seekers with a confidential method of completing the employment cycle. Along with protecting the identity of employers and career-seekers, the site maintains an active role in ensuring that all jobs placed on the site are legitimate
and do not serve as a means of obtaining information for other uses.
Accipiter Solutions, Inc., an online advertising technology innovator since 1996, today announced it has signed online classified advertising giant Classified Ventures as its latest AdManager Hosted customer.
As the developer of leading comprehensive web sites in the automotive, rental, and real estate markets, Classified Ventures offers advertisers a cost-effective medium to reach out to consumers in these categories.
IEEE-USA has unveiled a new six-panel engineering careers brochure that is designed for 11-13-year-old, sixth-to- eighth grade U.S. students. Titled "My Science, My Math, My Engineering! How Am I Ever Going to
Use This Stuff in the Real World?," the brochure: (1)lists courses youngsters should take to get ready for engineering; (2) shows how they can figure out "if engineering is interesting"; and (3) asks "what could *you* do if you were an engineer?" In one of the brochure panels, James Michener, the novelist
and short story writer, is quoted: "Scientists dream about doing great things, engineers do them."
Deck Chairs
After completing a rigorous nationwide search, Cuyahoga Community College has named Sandy McKnight as Vice President of Human Resources...The president of the Greater Cincinnati Health Council
will step down at the end of August. Lynn Olman, who has held the position since 1983, will join the executive search firm Spencer Stuart as a consultant....Harvey Nash, a global professional recruitment consultancy and IT
outsourcing service provider, today announced that Frank McKenna will join its Executive Search division this month as the Head of NHS and Health Services Practice....Officials at Hospitality Talent Scouts, a search and consulting firm specializing in the hospitality industry, announced that Sanjay Bedi has joined the firm as senior vice president. In the new position, Bedi will provide executive search and operational consulting services to the firm's nationwide client base...
You Should Know:
Global:
Account and Data Theft By India's Outsourcing Workers Rare Compared to In-House Thievery at U.S. Banks
That the arrest on theft charges of an HSBC employee at the bank's outsourcing operation in India made big headlines shows that hiring low-wage staff in that country for sensitive financial work must be...a pretty safe business practice. Yup, you read that right, and here's the proof.
Outsourcing to India is controversial so any glitch, no matter how common in the U.S., gets lots of ink. Not surprising then that Business Week, The New York Times, The Guardian, and other major news organizations jumped all over the HSBC story. Given this level of scrutiny, we'd expect to hear about this
kind of thing all the time. But we don't, because it rarely happens. The last major incident of this sort occurred a year ago at Indian outsourcer Mphasis. (Information Week)
Microsoft wants to pimp my what?
Pimp my office, apparently -- yours, too -- according to an anonymous comment attached to a blog entry that was written by an anonymous Microsoft employee (hey, at least you know my name -- blame me if this turns out to be a crock).The pimping episode, presuming it happened, shows an alarming lack of workplace judgment on someone's part and has bubbled up in all the blog chatter over the sudden, unexplained departure/dismissal of Microsoft Windows Live
marketing executive Martin Taylor, a longtime protégé of CEO Steve Ballmer. Speculation as to the reason for Taylor's disappearance has been feverish across the Web, no more so than on the notorious blog
Mini-Microsoft, which is written by an anonymous Microsoft employee who generally has little good to say about company management. (NetworkWorld) Using Web 2.0 to harness innovation in your organisation
Web 2.0 means different things to different people, yet it isn't just about the web, but is also about how your organisation works. Think intranet, as well as internet. Does your organisation work in a 2.0 way? At the moment there seems to be three primary focuses around Web 2.0:
1) there are the technologists who are figuring out new technologies (there are many libraries and frameworks out there already).
2) there are the marketers and entrepreneurs, who are trying to figure out how use new 2.0 technologies and principles to generate profits, or help empower consumers (call them business people for now) in some way.
3) and finally, there are the users, who are increasingly using and enjoying the results of these new technologies. (e-consultancy)
India:
ABC to float recruitment outsourcing subsidiary
ABC Consultants, middle and senior level recruitment firm, plans to float a business process outsourcing (BPO) arm, which could be seen as a logical extension of its business. The company is expected to make an announcement in this regard in August or September. The subsidiary would focus on clients in
markets such as the US and UK and would offer services around recruitments to both low level and higher level recruitment categories. (Business Standard)
UK:
Thirty-five under 35
Here is the full list of corporate magazine Management Today's 35 women aged under 35 who are 'judged to have the potential to reach the top of their chosen careers'. (Telegraph)
US:
Local companies lament loss of ‘owner-operators'
Nationwide, the number of truck owner-operators is declining, experts say, although demand for drivers remains high.
In the agricultural industry, independently owned and operated farms are disappearing as corporate and cooperative farming operations become the dominant forces. In the trucking industry, something similar is occurring. Experts lament the decline of the independent "owner-operator" -- a trucker who owns a rig
and effectively works as his or her own boss. In fact, the decreasing number of owner-operators may be adding to the pinch of a nationwide trucking shortage. "If I have a driver quit, it takes a little longer than it used to to find a replacement," said Dennis Wright, owner of R & W Trucking Inc. in
Charleston. (Journal Gazette and Times Courier) Forecaster lowers ad spending expectations
A leading forecaster of advertising trends cut back his expectations for 2006 spending growth Wednesday, saying local ad demand was weaker than he had predicted.Robert Coen, the head of forecasting at the Universal McCann advertising agency, told analysts and reporters that he now expects U.S. ad spending to
increase 5.6% this year, down from the forecast of 5.8% he made in December. Coen attributed the decline to softness in local advertising, largely in radio and newspapers. (USAToday)
Deep Release:
Age Lessons Makes ''Working Retirements'' Work
Baby Boomers Seek New Career Challenges; Employers Require New Employment Solutions
Turns out you can teach an old employee new tricks of the trade, according to Laurel Kennedy, president of Age Lessons, the Boomer solutions firm. "Nearly three-fourths of Boomers envision a working retirement as the chance to try something new that engages untapped talents and leverages proven skills.
Employers, however, typecast older workers into the same jobs, just on a part time basis."
Chances of breaking the stalemate don't look particularly good, judging by the disconnect between employer strategies and retirement realities. Despite a looming labor shortage that could number as many as 10 million surplus jobs by 2010, only half of U.S. companies are addressing the older
worker issue. The vast majority of corporate recruiting, training and retention activities continue to focus on younger workers--by a huge margin.
"A willing, able and proven resource stands ready to work, but on new terms," noted Kennedy. "Boomers want employment plasticity; employers want predictability. We think you can have both by exploring creative alternatives."
Responding to the need for creative workforce solutions, Age Lessons has developed new ways to help companies match skill needs to those of aging workers. They include:
- a job-shaping process that borrows a page from classic consumer product development techniques to design positions that meet both organizational and retiree needs;
- a way to harness the expertise and creativity of highly trained and knowledgeable employees;
- a matchmaking service for employees looking to job share and employers wanting to stay connected to retired workers; and
- a new job designation that allows workers to mentor a pre-set group of projects that expands and contracts with the business need.
For more information about the Age Lessons "working retirement" solutions portfolio, contact Laurel Kennedy at 773.252.0123 or visit the company web site www.agelessons.com.
About Age Lessons: Age Lessons offers innovative solutions addressing the unique needs of the Baby Boomer cohort including "working retirement" solutions designed to help companies retain and attract mature workers, as well as BoomerView(TM) audits that evaluate advertising messages,
packaging and product designs against Boomer normative benchmarks.
A Boomer advocate, Laurel Kennedy, Age Lessons president, is writing a book that discusses Boomer women juggling career, kids, spouse and elder care needs and proposes program ideas for employers, government agencies and local communities that would provide some relief.
Deeper Release:
MARKETING AND HUMAN RESOURCES JOIN FORCES
It Is Companies Who Now Have to Fight to Attract Employees
Marketing and human resources in European companies have decided to form a permanent alliance. According to Cátenon Worldwide Executive Search, a European executive search company, the global economy is reversing the relationship between companies and candidates: it is the companies who now have to 'sell' the
good points of their business plan in order to attract the best people and not the other way round. This change is mainly due to three new key factors in the economy: there is almost full employment, globalisation is increasing competition and the Internet is increasing access to information and speeding up
business, all of which is facilitating innovation and copying in product development. This means that today's companies have ceased to stand out for the products and services -all of them pretty much the same- and work much harder to attract and hold on to the best people.
HR departments forced to look to marketing in their recruitment strategy
Human resources departments are looking to marketing to attract candidates; in turn, the search is also on for HR professionals whose skill set is enhanced by complementary qualifications and experience in marketing. According to Paul van Maarschalkerwaart, Cátenon's CEO in Holland: "Companies are starting to
invest in communication policies aimed at selling their business plan to candidates and the benefits of working for them. In their quest for the best, leading companies are already devising sound HR marketing practices to lure the best people away from competitors and to retain their own employees by using
traditional marketing techniques to charm human capital (market analysis, focus groups, strategic positioning maps, communication and marketing plans)."
HR marketing is key to company internationalisation strategies
While entering a new market is a challenge in terms of persuading the potential consumer in the country to buy an unknown product or service offered by a new company, the same applies to the entire process leading up to 'touching down' in the country: when tackling internationalisation, the first thing any
company has to do is recruit a local team who know the lie of the land. Business success in a new market involves convincing the best people to join the company. "And when the company is an unknown to executives in the country, attracting the best candidates for the job isn't just about good money, it's more
a matter of presenting a sound project and convincing them to back a company they have never heard of," says Hans-Peter Redhammer, Cátenon international consultant (AU).
According to Cátenon, "country brand" is another consequence of this phenomenon, whereby countries are vying with each other to attract people. Specifically, one of the three variables highest on the expatriate professionals' lists is "country image" or their perception of the countries where they are
thinking of settling and working. The upshot of this central role of "country brand" in the job market is that governments will have to work not only to bring in tourists, but also, from now on, to promote the country's image as an employment destination.
Coming Soon:
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 Healthcare Staffing Summit
September 19-21, 2006
Loews Coronado Bay Resort
San Diego, CA
$1,285
Register |
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
|
9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
$2099
More Info
Register |
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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