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Electronic
Recruiting
News

John Sumser presents the interbiznet Bugler

interbiznet presents The Bugler

July 07, 2006
 
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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:
VIA Rail Canada today launched its new e-Careers service. Those aspiring to a career at VIA are now just a few clicks away in terms of recruiting opportunities and career development. Management and entry-level unionized job openings will now be posted on the company's Web site (www.viarail.ca), facilitating the application process for candidates. "This new e-Careers service, which is part of a larger effort to create an environment that promotes a passionate commitment to realizing our vision, will help us attract highly-talented individuals, with the right competencies, and who share our values," said Denis Pinsonneault, Chief People Officer at VIA.

Online recruitment specialist, The IT Job Board (www.theitjobboard.com), has launched a new, skill-specific site to serve the prestigious SAP community. Sponsored by SAP users including Atos Origin, Axon, IBM and LogicaCMG, The SAP Job Board (www.thesapjobboard.com) is available in English, French, German and Dutch. It brings together sought-after SAP candidates with employers struggling to fill positions in this niche market.

Tech-savvy kids and clueless or busy parents can make a dangerous combination in the online world. That's why Cox Communications Inc. and other Internet service providers are racing to add even more parental control features to their Web security packages. Later this summer, Cox will add daily, e-mailed Web-surfing reports to parents who sign up for the company's Security Suite software.


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You Should Know:
Australia:
'Goddesses' spruik careers
NAUGHTY calendars might be banned in most workplaces, but the IT industry is not letting that stop its latest attempt to break the geek stereotype, launching a calendar showing 12 female IT workers. In what would have to rate as the strangest attempt to garner publicity the industry has ever made, the Screen Goddess Calendar is being sponsored by the Australian Computer Society (ACS) as part of an attempt to attract more women into the male-dominated industry. The calendar features "beautiful photos of real women working in the IT industry, in poses inspired by movie goddesses old and recent", promotional material reads. (AustralianIT)

'Multisourcing': the new outsourcing
Multisourcing is the new trend, but there are risks, says lawyer Stuart van Rij
Wellington lawyer Stuart van Rij says there is a growing trend towards managing outsourcing contracts directly, even where multiple vendors are involved. He is concerned that this approach brings with it additional risks. Speaking at a recent Computer Society seminar, van Rij says there have been changes in the landscape of outsourcing. The era of big deals, involving a single prime contractor — "one throat to choke" in the event of mistakes — and a number of subcontractors, has come to an end, he says. Nowadays, multisourcing, as it is called, is more usual, with the client dealing directly with several providers. (ComputerWorld)

China:
Teen websites face investigation

Networking websites that have attracted millions of young users are to come under scrutiny from anti-paedophile investigators, amid growing concerns that children are unwittingly providing material for potential abusers. The British government-backed watchdog the Child Exploitation and Online Protection Centre said yesterday it had begun an inquiry into the sites after concern from teachers and parents. They have become alarmed at how children are using sites such as MySpace, Facebook, Friendster and now bebo to display personal details and, in some cases, intimate photographs of themselves. It is estimated that 61 per cent of British children aged 13 to 17 have a personal profile on a networking site, which enables a user to create their own homepage, exhibit photographs and socialize online. (People's Online Daily)

Global:
Convergys expands HR BPO centres in APAC

These service centres provide HR business process outsourcing services to more than 150 clients  Convergys Corporation, a provider of customer care, human resources, and billing services, has announced the continued expansion of its Human Resources Business Process Outsourcing (HR BPO) business in the Asia Pacific region.  Convergys has added to its global HR BPO capacity by opening new or expanding existing service centres in Kuala Lumpur, Malaysia; Bangalore; Dalian in China and Singapore. (CIOL)

Job sites grow for 55-plus crowd
A look at some of the online recruitment networks that cater to seniors
Jerry Toomer retired from a 25-year career at Dow Chemical in 2003. But today he's back at work, having found a consulting job through an employment network designed specifically for older adults, YourEncore.com. "I don't see myself as a retiree," says Toomer, a 57-year-old organizational-development expert in Indianapolis. As part of his new responsibilities, "I did a very interesting project where I helped the company foster innovation in its leading-edge R&D group," he says. "A great use of my expertise." Faced with the prospect of millions of retiring baby boomers, companies across the country, including Eli Lilly & Co., Procter & Gamble Co. and Boeing Co., are increasingly eager to lure back to the work force retirees with decades of experience in their chosen fields. But finding the right candidates has been tricky, with most companies relying on personal connections to locate willing older workers. (Baltimore Sun)

India:
U.K. ban will hit recruitment of nurses from India

In a move that will affect thousands of potential recruits from India, Britain has slapped a ban on recruitment of overseas nurses from outside the European Union (EU), in order to give priority to domestic candidates. It, however, will not affect foreign nurses already working in Britain. Under the new rules, to come into force next month, the National Health Service (NHS) will be allowed to make recruitment from outside the EU countries only when shows that suitable candidates are not available locally. (Hindu)

New Zealand:
Prison Guard Recruitment Drive Disappoints

A plan to recruit up to 180 overseas prison officers has hit a snag with many of those offered jobs turning them down. The Corrections Department has been running a recruitment campaign in Britain and the Netherlands to attract people to take up positions as prison officers in New Zealand. 182 applicants were offered work, but 52 have said they don't want them. (NZNewswire)

Russia:
Russia Will Bring Back Emigres to Solve Demographic Crisis

Officials in Russia say they hope to attract tens of thousands of Russians living abroad through a state program encouraging voluntary resettlement. President Vladimir Putin issued a decree launching the program in June. It aims to ease Russia's demographic crisis, caused by low birth rates and high mortality, BBC reports. Officials in several Siberian regions including Khabarovsk and Krasnoyarsk are drafting plans to accommodate greater numbers of Russian immigrants. (Mosnews)

South Korea:
Poll: Number of Quality Jobs Falling

As corporate investment decreased due to government regulations, decent jobs with high pay have been reduced, says a survey.  It is analyzed that despite the government statistics showing that employment conditions improved, business sentiment has deteriorated.  The Samsung Economic Research Institute (SERI) stated in a reported titled: "The decrease in good jobs and its implications" on July 3 that the number of decent jobs created last year, 140,000 in total, has fallen short of the half of the 300,000 of 2004.  "Decent jobs" were calculated on the basis of the number of jobs created in industries which have wage levels above the average wage per month of the total industries, according to the definition of the International Labor Organization. (Donga.com)

UK:
Insurance firm Groupama snubs HR team over outsourcing plans

Members of the HR team at insurance giant Groupama Insurance have slammed its senior management for failing to consult them on a decision to outsource the recruitment function last year. The senior management team at Groupama, whose parent company employs 32,000 people and has annual revenues of £9.35bn, decided to outsource its recruitment activity to resource management firm Omni in March 2005. But after the deal was terminated just 14 months later in May this year, a source at Groupama has revealed that the HR team was not consulted before the contract was initially agreed, labelling the decision "scandalous".  (PersonnelToday)

Foreign nurses clampdown by NHS
Many overseas nurses currently work in the NHS
The NHS across the UK should no longer recruit junior nurses from abroad, the government has announced. The role is being taken off the Home Office shortage occupation list. Ministers said the expanded training programme and better conditions mean the supply of nurses is now healthy, and the manpower shortage has eased. However, the Royal College of Nursing (RCN) attacked the move, warning it would be impossible to replace retiring nurses with home-grown talent alone. (BBC)

US:
LAPD Is Under the Gun on Recruitment

Decked out in his new uniform blues, David Gamero represents one important victory for the Los Angeles Police Department. He's a successful LAPD recruit. Gamero, 34, was recently persuaded to leave the Los Angeles County Sheriff's Department to join the LAPD, and he was part of a graduating class of 39 officers last month. The officer was drawn by a $4,000 bump in salary and the opportunity to trade working in the county jails for driving a patrol car with a partner through the streets of South Los Angeles. 'That's why 99% of people join the police, to get out on the street," he said. (Officer.com)

Keeping Boomers on the job with a few concessions
Although Baby Boomers are starting to head into their 60s, many of them expect to keep working well past the point where their parents retired. So small businesses that depend on Boomer employees aren't anticipating an exodus in the next few years. Nonetheless, some company owners are making sure they retain Boomer workers by offering them flextime and extra benefits to help offset any hankerings for retirement among the 77 million U.S. Boomers, born between 1946 and 1965. At Grossman Marketing Group, a marketing and graphic design company in Somerville, Mass., President Steve Grossman expects his Boomer employees to keep working, even as they begin approaching the traditional retirement age of 65. He noted that many Boomers still have plenty of financial obligations, and many just don't feel like calling it a career. (Chicago Tribune)

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Deep Release:
Creative economy grows despite large population growth of creative people
Regions with fast growth in creative people saw slowest growth in creative jobs
New economic data from the University of Maine give hope to cities across the country trying to gain a foothold in the creative economy.

Growth in creative economy jobs expanded rapidly in some parts of the country between 1999 and 2003 despite modest regional growth in the population of creative individuals during the 1990s. On the other hand, some cities that experienced a large growth of creative people over that decade saw some of the slowest rates of growth in actual jobs in the creative economy between 1999 and 2003.

This contradicts conventional wisdom that suggests companies employing creative workers follow the migration of creative talent, says Todd Gabe, associate professor of Resource Economics and Policy at UMaine. "These data show that cities don't need a strong initial presence in the creative economy to have job growth in later periods," says Gabe.

Creative economy growth in Maine's three largest cities also fits that pattern. Portland ranked 59th nationally in terms of the growth of creative talent during the 1990s, but fell to 136th in job growth between 1999 and 2003. On the other hand, Bangor and Lewiston-Auburn fared very well in job growth (30th and 26th nationally) over these four years following a decade when they ranked near the bottom (174th and 118th nationally) in terms of the attraction of creative talent.

The "creative economy" has received much attention recently, as U.S. workers see jobs in traditional industries dry up and other jobs move overseas. The concept, popularized by economist Richard Florida, suggests that America's workforce advantage lies in our ability to solve problems, forge new frontiers, and quickly adjust to changing economic forces. Creative occupations include engineers, educators and scientists as well as those involved in the creative arts, entertainment and professions such as architecture.

Florida's data show that people who work in creative occupations earn an average of $20,000 a year more than those in non-creative jobs. Other studies have remarked on the connection among the creative economy, entrepreneurship, tourism and high technology growth.

In his analysis of census data on 200 U.S. metropolitan areas, Gabe found that the Rocky Mountain, Southeast and Southwest regions had the largest growth of creative talent between 1990 and 2000. However, U.S. employment statistics between 1999 and 2003 show that many cities in those regions saw the slowest growth of jobs in creative sectors.

The New England region did not top the list in terms of growth in the number of people with creative skills during the 1990s, yet it experienced the highest rate of creative-economy job growth between 1999 and 2003.

Gabe's study, to be published in an upcoming issue of the academic journal Growth and Change, offers a look into trends of dispersion in the creative economy.

"Across regions of the U.S., some types of industries and sectors become more and more concentrated over time when areas that start with an initial stronghold grow faster than those starting from scratch," Gabe says.

However, his findings suggest that the creative economy became more dispersed over the time periods analyzed. "This begins to challenge the commonly held belief that clustering enhances growth of the creative economy," Gabe added.

Of the 200 U.S. metropolitan areas considered, the hottest spot for the creative economy was Midland-Odessa, Texas, which had the highest growth rate of creative talent during the 1990s and ranked at the top of employment gains. However, the Sarasota-Bradenton, Fl., area had the second-fastest growth in creative people over the decade, but ranked near the bottom in terms of job growth in creative occupations between 1999 and 2003.

"Sarasota – along with several other Southern cities – provides a good example of places that had strong growth in the number of creative individuals that did not translate into high job growth in a later period," Gabe says.

Creative economy growth in Maine's three largest cities also fits that pattern. Portland ranked 59th nationally in terms of the growth of creative talent during the 1990s, but fell to 136th in job growth between 1999 and 2003. On the other hand, Bangor and Lewiston-Auburn fared very well in job growth (30th and 26th nationally) over these four years following a decade when they ranked near the bottom (174th and 118th nationally) in terms of the attraction of creative talent.

In his future research, Gabe hopes to gain a better understanding of the local factors that foster creative economy growth. "Policy makers around the world have embraced Richard Florida's ideas, and are searching for ways to attract and maintain creative talent," Gabe says. "This is especially true in America, where cities have been competing over economic development for decades. This study and others are necessary to inform local initiatives and help policymakers track their success."

###
Contacts:

Todd Gabe
associate professor of Resource Economic and Policy
207-581-3307
todd.gabe@umit.maine.edu

Clinton Colmenares
UMaine University Relations
207-581-3742
clinton.colmenares@umit.maine.edu


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2006 SHRM Workplace Diversity Conference
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