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Special Editions: Talent
Management Special Edition (PDF)
Demographic
Surprises Report (PDF), Trends In The
Changing Workplace (PDF)
Reveille and Hyperbole:
The Hispanic Public Relations Association (HPRA), a non-profit organization serving the communications professionals in the Hispanic market, has upgraded its online presence with a new Web site powered by Tendenci association management software (www.tendenci.com).
The new user-friendly HPRA Web site (www.hpra-usa.org) makes it easy to access the association's many services and information resources online. Tendenci is a feature-rich software application that powers association Web sites and includes job board
software. It is developed and marketed by Schipul - The Web Marketing Company (www.schipul.com), a leading worldwide provider of Web marketing solutions for associations.
The International Association of Employment Web Sites (IAEWS), the trade organization for the global online employment services industry, is pleased to announce that it will be holding its first Annual Member Congress in Chicago, IL on September 11, 2006. In barely more than a decade, job
boards and career portals have become a $2+ billion industry in just the U.S., alone. The Association's membership includes many of the largest and best known of these sites, including Monster.com, CareerBuilder.com, Yahoo! HotJobs, CareerJournal.com from The Wall Street Journal, The New York Times, JobMarket,
and Dice as well as Workopolis and Working.com in Canada, JobStreet.com in Asia and StepStone in Europe.
You Should Know:
From The Blogswap Week 3:
Getting Past a Bad Interviewer
Part one of my post runs with the assumption that most in-person interviews aren't going to be ideal for determining what your skills are and whether or not you are the best fit for a company and/or position. So while you are preparing to do a job search, here are some helpful steps to get past even the worst
of interviewers (the type that thinks he is the greatest interviewer in the world): (CollegeRecruiter) TTalking About My (Space) Generation
Today we have another guest piece from the blogswap. Louise Fletcher (that that was the name of the actress who played the big head nurse - Nurse Ratched-- the 5th greatest film villain -- in One Flew Over The Cuckoo's Nest) is one of the unsung heroes of the Recruiting Industry. She helps the end users of
Recruiting Systems, job hunters, navigate the complex maze that we in the industry develop. She has the capacity to offer (and does, in her blog) insight from the trenches of the Labor Market. Her company, Blue Sky Resumes, is a real leader in creative resume development and job search strategies. They write
creative resumes for professionals at all levels. They also develop additional career marketing materials such as cover letters and bios. Blue Sky Resumes is one of the first resume writing companies to offer online portfolios as an additional personal marketing tool. (interbiznet)
Thought Leadership
This week, I am writing for Jim Stroud's weblog as a part of the Recruiting Blogswap. From my perspective, Stroud is just the kind of leader that the industry needs. He tirelessly pursues new ideas constantly ready to relieve himself of his preconceptions. From my perch on the sidelines, he seems to be
demonstrating the effective use of a broad array of new ideas. The regular readers of his blog are lucky to have a relationship with someone who has enough curiosity to make a difference. (Stroud)
WhoIs Lookup + Email + Phone = Effective Sourcing Combination
Guest post by Harry Joiner, author of the Marketing Headhunter and Management Recruiter blogs. This is part of the Recruiting.com Blogswap. Have you ever had a voice mail ignored? Has your snail mail ever been trashed? Have you ever been told by a receptionist that "we don't give out email addresses?" In B2B
selling situations, it has never been more difficult to get past the screeners of the real C-level decision makers. (Advanced Online Recruiting Techniques)
Is It All About The Towels?
Our second guest post from the Blog Swap comes from Tod Hilton. Tod shares with us an insider's view on a company and employee retention issue that I blogged about earlier. I don't want to give it away though so I'll just say - Welcome, Tod and thanks for the great post. A quick little intro for those of you
tuning in to the Big Bad Recruiting Blog Swap ... My name is Tod Hilton and I will be your host for this post. What I am: a software developer at Microsoft and a bunch of other things [father, husband, gamer, snowboarder, etc.]. What I'm not: a recruiter or hiring manager, although I do interview candidates
and give the infamous ‘hire' or ‘no-hire' recommendation. (Nobscott)
Is Cell Phone Text Messaging the Next Frontier for Recruiting College Students?
The following is this week's entry from the Recruiting.com Blog Swap. I am a big fan of Steven and CollegeRecruiter.com and we have often quoted each other. Steven is headquartered here in Minneapolis and I look forward to seeing him again soon. As the President and Founder of Minneapolis-based
CollegeRecruiter.com career site, I recently had the pleasure of meeting Paul DeBettignies so was thrilled when I was given the opportunity to be a guest blogger on his MN Headhunter site. Paul has a sterling reputation amongst bloggers who are involved in the world of recruiting. (MNHeadhunter)
Leadership Equity by David Perry
They used to say there were just two types of people in the old west – the Quick and the Dead. The Quick knew that it came down to not only talent and ideas, but execution. The Dead thought only talent mattered --- with predictable results. Increasing the value your company is not just about "collecting
talented people." It's about aligning your people with the company's overall strategy, getting them to buy-in and to commit to a common vision. More importantly, you need to compel them to work towards the idea not because you told them – but because you gave them impassioned reasons to do it. Only then will
employees take responsibility for how their actions affect the business. (HRM Direct)
Online Job-hunting for Recruiters, Especially If You Don't Need a Job
To me, The Desk comes across as a recruiting-geared blog. However, I know Viva has a soft spot for job-seekers (indeed, I once did a live chat for one of the career networking groups she manages). And the blog's subtitle references job-seekers. So in discussing with Viva what might be of interest in my guest
post, I offered something for recruiters AS job-seekers. . . (The Desk)
Blog Swap: Talent Wars 2.0 – Does your recruiting strategy reflect what's important to your candidates?
As part of the Big Bad Recruiting Blog Swap, today's post is brought to you by David Perry The talent wars are back --- with a vengeance. Are you ready? Are you positioning your company to win? More than ever in our history, huge value is being leveraged from smart ideas - and the wining technology and
business models they create. So the people who can deliver them are becoming invaluable, and methods of employing and managing them are being transformed – just as baby-boomers are retiring in record numbers. The pundits refer to this as a candidate driven market. (HireCalling)
Blogswap Week Two: Bringing Branders and HR Professionals Together
Let me introduce myself. My name is Beth N. Carvin. I am president and CEO of Nobscot Corporation, the developer of WebExit, exit interview management system. My background is in Human Resources, Recruiting, Business Management and Entrepreneurship. I am not an expert in branding. Today, thanks to experts
like David Kippen, there is a lot of information available to HR professionals on employment branding. There is one problem though and that is that the HR people aren't listening. In this guest post I'd like to explore the top three reasons why HR isn't getting the message and see if we can help get the
branding experts and those who can benefit from branding together. (Kippen)
Go East Young Man
As part of the Big Bad Recruiting Blog Swap, today's post is brought to you by Frank Mulligan: http://www.talent-software.com/private/online_hiring_china Of all the markets in the world where Guerilla Marketing could be applied,
China might seem to be the least applicable. This is because in China the candidate is King. Employers spend most of their time, no make that all of their time, chasing the good, the bad and the average.
Unfortunately, this doesn't mean that China is perfectly fluid in connecting good candidates with good jobs, and average candidates with average jobs. Often, the best jobs in China are lost in the chaos of job boards, company hiring
portals, newspaper advertisements and internal/external referrals. (Guerilla Job Hunting)
"Have your people call my people!"
I made a few rounds last week evangelizing the relevance of new media to recruiters and businesses alike. My first stop was at The Metro Atlanta Recruiters Channel (MARC) where I had the good fortune of sharing the podium with Rob "Big Mac" McIntosh and Barry Mills while Shally Steckerl moderated. We
pontificated profusely on diverse topics. Barry dazzled on the subject of outsourcing/offshoring, Rob socked it to 'em on issues relevant to managing a sourcing team and I (somehow) managed to keep the crowd awake as I rambled on about how to use new media (blogs, vlogs, podcasts, et cetera) to recruit
passive candidates. Afterwards, I dashed out to spend quality time with The Atlanta Media Bloggers to discuss the growing significance of user-generated media, citizen journalism and building readership through social networks. My third and fourth forays were... well... I'm rambling now, so let me get back to
my point because there is a point somewhere in all this. (Recruiting.com)
You're supposed to be effective and efficient, dummy.
Do you remember those mock conversations Chris Rock used to have with losers whose standards were so low they would expect a pat on the back for fulfilling their most ordinary responsibilities?
-- I take care of my kids!
-- "Hey, Dummy!. You're supposed to take care of your kids!"
-- I never been to jail !
-- So what do you want? A cookie!!
I feel the same way when I read a resume that boasts:
-- Successfully did this.
-- Effectively did that.
-- Efficiently and effectively blah, blah, blahed.
(Careerhub)
UK:
Put those keys down, Dad
When elderly drivers are a danger, their families face a terrible dilemma, says Emma Smith of The Sunday Times As the baby boomers head towards retirement, they are determined to redefine what it means to be an OAP. Today's pensioners are more likely to be found driving Route 66 in a Mustang than
pottering along the seafront at Eastbourne and stopping for tea and scones. The proportion of the over seventies with a driving licence has leapt from 15% in 1975 to 47% in 2004. And by 2050 40% of licence holders are expected to be 60 or over as the population ages. But the natural desire to remain
active, independent and mobile for as long as possible can have its downside. (Times Online)
US:
Desperate Grandmas
Now sexagenarians, narcissistic feminists are still seeking the Best Sex Ever. Time passes, and we get old. Our faces wrinkle, our hair goes gray and MIA, our teeth yellow, our knees ache, we forget the names of people we said hello to just yesterday on the way to pick up the Geritol, and there are days
when a nap sounds real nice. At least that's the way it's been for most of humanity. But rumors that boomers will be joining the great biological stream turn out to have been greatly exaggerated. Boomers—especially feminist-influenced women of a certain class who are now publishing their philosophy of life
after 50—will not be growing old. And it seems equally inaccurate to say that they will mature. They are going to season, as Gail Sheehy puts it in her most recent book, Sex and the Seasoned Woman. They will "develop"; they will "grow." Sheehy and her sister scribes have come forward to tell you that today's
older women are a new breed. They're busy, busy, busy! They go to the gym! They work in animal shelters! They travel! They get divorced! And yes (Yes! Yes!), they have orgasms! (City Journal) Outsourcing
trend slowing down, study shows
In the US, farming-out IT tasks isn't as popular as it was two years ago, according to a CIO survey
IT outsourcing is still growing but CIOs are no longer shifting IT work to outsourcers as fast as they can. Also, many IT managers now realise they made mistakes in some earlier outsourcing decisions and are bringing work back, according to management consulting firm DiamondCluster's latest annual Global IT
Outsourcing Study. In a similar survey two years ago none of the executives surveyed by DiamondCluster said they were decreasing their outsourcing. But this year 9% of those who use outsourcing conducted within the US, and 8% of those who turned to offshore outsourcing services, say they plan to cut back on
outsourcing this year. (Computerworld)
Deep Release:
Knowledge Infusion Announces Results of 2010 Talent Readiness Survey
Knowledge Infusion, the authority on Human Capital Management Technology, today announced preliminary results of a recent survey of 375 organizations on how they are positioned to react to the aging workforce, upcoming baby-boomer retirements, and looming shortage of skilled workers. The survey is part of
a quarterly series launched by Knowledge Infusion to understand major issues currently facing HR, Learning, and IT professionals. The full results will be released at a live webinar, sponsored by Cornerstone OnDemand, on July 26, 2006 at 2:00 Eastern.
Survey respondents are primarily in HR management working in private industry and the public sector for organizations of all size. Highlights of the results include:
- 74 percent of respondents indicate that the aging workforce will somewhat or greatly impact their organization's ability to execute goals and strategy by 2010.
- 50 percent of organizations indicate that retirements will cause a knowledge/skill gap, which many believe will lead to reduced capacity, lower quality of work, and increased expenses associated with attracting and retaining skilled workers.
- Larger organizations are expecting more of a talent shortage than their smaller counterparts.
- The top three operations in place to address the knowledge/skill gap are automating processes, formalizing succession planning programs, and mentoring programs.
The survey also shows that while over 45 percent of organizations site technologies such as performance management, competency management and learning management as systems important to the effective management of retiring employees, 35 percent of organizations state that they are not
currently using such technologies.
"There is a clear need for organizations to understand the role technology can play in the management of their workforce in addressing upcoming retirements, knowledge transfer, and the shortage of skilled workers," said Heidi Spirgi, President of Knowledge Infusion. "We see customers
succeeding when they have a well developed and holistic plan for managing talent that is tied to technology."
"We recognize that talent readiness is a critical issue for our clients," said Adam Miller, President and CEO of Cornerstone OnDemand. "Cornerstone is pleased to partner with Knowledge Infusion on the results of the survey, and include this event as part of our Insight OnDemand webinar
series, which helps HR professionals and executives learn how to overcome the obstacles they face in today's competitive marketplace."
About Knowledge Infusion
Knowledge Infusion is the consulting authority on Human Capital Management (HCM) technology. Formed in 2005 to meet a growing market need, the firm provides strategic management consulting services to help organizations drive true business value from HCM technology via its integrated
Strategy-Plan-Action methodology. Working collaboratively with clients, Knowledge Infusion assists in forming and executing decisions that allow organizations to maximize the value of current and future technology assets in supporting human resource and talent management strategy. The Knowledge Infusion
consulting team is composed of industry leaders from product vendor, market analyst and consulting firm backgrounds, respected for their trusted advisor approach to assisting clients. Additionally, Knowledge Infusion thought leadership and concentrated focus on HCM technology enables access and close
coordination with industry analysts and HCM product vendors that provides further capability in supporting clients. For more information, please visit: www.knowledge-infusion.com
Coming Soon:
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
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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
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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
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2006 SHRM Workplace Diversity Conference
October 16-18, 2006
Century Plaza Hotel
and Spa
Los Angeles, California
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9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
$2099
More Info
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Hunt Scanlon Advisors present
"Defining
Leaders"
New
York city
October 18 - 20, 2006
New York Palace
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HR.com's Employers of Excellence 2006
October 25 - 27,
2006
Red Rock Resort
Las Vegas, Nevada
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Kennedy Information presents
Recruiting 2006
November 8-9, 2006
New York City, NY
$1,195
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Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More |
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