Boomers Redux
Read John Sumser's Electronic Recruiting
News.
White Paper Available:
Boomers to Bust Age Bias?
Baby Boomers Redefine Retirement
Reveille and Hyperbole:
Kenexa Corporation, a Wayne PA-based supplier of recruiting services and software, has posted total revenue of $24.7 million for the second quarter ended June 30, 2006, representing an increase of 54 percent over the $16 million
recorded for the second quarter of 2005. GAAP net income available to common shareholders was $3.3 million or $0.16 per diluted share for the second quarter of 2006, compared to a net loss available to common shareholders of $(31.3) million, or a loss of $(5.29) per basic and diluted share for the second
quarter of 2005. "Market awareness for talent management solutions continues to grow, and we believe our unique business model and value proposition are driving our market share gains," said Rudy Karsan, chief executive officer. "The combination of strong organic growth and well executed strategic
acquisitions has helped Kenexa to grow profitably."
Recruitment web site Chinwag Jobs has announced a shift in the recruitment strategies of UK companies looking to fill positions in New Media operations - specifically online marketing, digital media, web design and technical
positions. Many of the country's top agencies have experienced tremendous growth in the last 18 months. This was confirmed by a recent IAB report which showed that marketing budgets continue to shift to online activities. The report confirmed a 65% increase in online advertising spend in the UK in the last 12
months. This growth has lead to a huge recruitment drive in the New Media sector as businesses employ more specialist staff to manage demand. However, many companies are finding it difficult to find people with the right skills and experience they require. A major contributor is the fallout from the 2001
dotcom bubble which caused many people to leave the industry for good.
PEO Network has launched its 3rd Census initiative of Professional Employer Organizations (PEOs). "The 2000 and 2003 Census Results helped dispel many myths about the PEO industry," said Carrie Aaron, president of
PEO Network. "This time, IDC will assist in compiling data and determine trends based on 6-year look back." Aaron has over 23 years of PEO industry experience and founded PEO Network in 1995.
PEO Network will conduct the project via an electronic survey available at
www.peonetwork.com
Addressing the evolving trend of business-outcome oriented IT groups, the Chief Marketing Officer (CMO) Council and CMP Technology will host a complimentary half-day forum -- August 8 in New York City -- designed to improve technology marketers' ability to connect and resonate with customer
IT organizations. IT spend now must be justified and validated by business line managers who are more interested in seeing where and how this will impact their business, rather than in techno-speak. Attendees to complimentary forums, titled "Calibrate How You Resonate" and sponsored by Deloitte, will hear
insights from leading enterprise customers, IT consultants and integrators, as well as senior editors from CMP publications such as InformationWeek, Optimize, VAR Business, CRN and others on the best strategies to reach these evolving IT decision makers.
- Tuesday, August 8, 8 a.m. to 2 p.m. EST at the Muse Hotel, New York City
Registration for the event is open to both CMO Council members and non- members. For more information and to register, go to http://www.cmocouncil.org/REGISTRATIONS/calibrate/index.html
Online recruitment specialist, The IT Job Board, is offering guidance for employers on how to retain IT professionals following recent increases in recruitment activity and research findings showing that 65 percent of technology staff want to change jobs this year. The move is intended to
combat the high cost of hiring, estimated to be between 50 and 200 percent of annual salary for the position being recruited. The IT Job Board's new white paper, ‘Effective Retention Strategies for IT Professionals', is designed to assist organisations in an increasingly competitive job market, where
traditional rewards are no longer sufficient to keep key staff. It provides insight into developing policies ranging from recruitment, through induction to career development, reward and working conditions. For more information, or to order a copy of ‘Effective Retention Strategies for IT Professionals'
please call Katie George on 020 7851 8451 or email k.george@theitjobboard.com
Deck Chairs:
Fort Lee, NJ-based executive search firm The Stevenson Group has promoted Jennifer Kay to senior vice president and managing principal and Cecelia Bistrim to vice president. ...Sysmex
America, Inc. announced that Karen Stoneman, SPHR, has been named as Vice President of Human Resources. In her new role, Stoneman will plan, direct and implement policies relating to all phases of human resources activity, including employee retention and recruitment,
benefits and compensation and training and development....Private sector recruitment specialist, Richard Pooley is the latest addition to the Rockpools team. Rockpools is a dynamic people focused business offering an experienced, trusted yet
fresh approach to executive recruitment and development in the UK....
You Should Know:
Canada:
University of Toronto brings automation to recruitment
HR staff use software to save time, attract more diverse talent pool
he University of Toronto has turned to software as a service to improve its recruitment and hiring process – and to target a more diverse group of applicants. The U of T, which has some 70,000 students and 10,000 faculty and staff members, chose Taleo's talent management software for use across three
campuses. (it.business.ca)
Global:
Protecting Your Assets- The Value of Managing Performance
"Can we just fire them already?" I've heard it plenty of times. No matter how hard you try to hire the right people, inevitably there will be those whose performance is simply not up to par. The solution, at least for the narrow minded, is to filter out these individuals as quickly as possible to make
room for someone else who can do the job better. For a manager, the pressure to fire someone can be immense. The poor performer's peers are burning down your door because they have to carry the extra workload and your supervisor wants the problem fixed ASAP. While terminating employees who exhibit poor
performance may seem like the best option at first, not only is it unfair (if not unethical), but letting someone go can end up costing a company thousands of dollars. Never mind the plethora of various legal traps involved. Just think about the hiring process. How much money will you spend on classified ads,
job boards, and recruiters to fill the position? How much time will you spend not only reading resumes, but also organizing and conducting interviews? Most employers conduct at least two interviews per applicant, maybe even three or four. Then there are the background checks and drug testing. Does your
company do a personality test or skills assessment? That will cost you. Then you'll spend time preparing the offer. (Inside Indiana Business) More Hat-Changing in Microsoft Executive Ranks
The high-level executive org chart at Microsoft begins looking less like a London road map.
I don't envy the analysts at Directions on Microsoft who publish those posters showing the names, titles and reporting lines of hundreds of Microsoft executives. Even in a company notorious for constantly moving people around, Microsoft's HR department has been exceptionally busy in the last few months. The
headline item is, of course, Bill Gates' decision to hand over his chief software architect title to Ray Ozzie immediately and recede into a chairman-only position for now. He'll back away from being a fully engaged chairman into the more traditional chairman's role in July 2008. This is Gates we're talking
about, so it won't be all golf and sailing, or whatever it is semi-retired chairmen usually do. He'll dedicate most of his time to giving away his and Warren Buffett's vast fortunes in the pursuit of a healthier and better-educated world.(mcpmag)
Citizens to get superhero powers?
While we most likely won't be commuting to work in flying cars in the near future, we could soon be climbing the walls and wearing invisibility cloaks. Tom Cassin, head of the technology, media and telecommunications practice at Deloitte, predicts that although we won't be watching holographic TV or
travelling to work in flying cars by 2010, "technology [in the future] will be far more involved in our everyday lives than ever before". Cassin has outlined the growing use of technology in several scenarios, such as in the classroom, through entertainment and while travelling. He envisages that
e-mail, wireless technologies and the internet will continue to reign supreme but will be supported by, for example, developments in robotic systems. (ElectricNews)
Aktor Interactive's international market report on international job sites 2006
The European communication agency Aktor Interactive publishes its updated and extended version of the international market report on European job boards. It thereby provides international recruiters of all kinds of companies with a precious tool for using internet resources efficiently. In the survey's 150
pages 60 different job sites are presented. The focus is on e-recruiting market leaders from all the 25 European member states as well as from Switzerland and Norway. As a special feature, Aktor gives its qualitative recommendation for each job board. Printed copies are available in English from now. (OnRec)
India:
Ma Foi registers 65% growth in H1 2006
India's largest staffing and HR services provider, Ma Foi Management Consultants Ltd, declared a bottom line growth of 120 per cent in H1 2006. The company closed H1 (Jan- June 2006) with gross revenue of Rs 144.65 crore, against Rs. 87.9 crore for the same period last year, registering a growth of 65 per
cent. Net revenue was at Rs 43.5 crore, against Rs 26.7 crore for the corresponding period last year. The growth was fuelled by high value, innovative HR solutions like interim management coupled with India entry businesses. The company's strategy for global presence has paid rich dividends with the
significant increase in the global corporates from the US, UK and Germany moving into India, thereby creating a pull for permanent and temp-staffing across levels. (Chennaionline) Another sector of
outsourcing set to boom in India
It seems that legal process outsourcing is now set to take India by storm with an estimated 79,000 jobs available in the sector. India is already a hub of outsourcing, but there are more areas to this aspect of business than the call centres that many associate with the country. (ihotdesk)
UK:
Graduates launch website to revolutionise recruitment industry
Today sees the launch of www.RecruitmentRevolution.com, the UK's first fully functional online recruitment agency. The concept, which aims to abolish exorbitant recruitment agency fees so that more money from the client can be directed towards the candidates, was devised by recent graduates Jamie Mistlin (27)
and Anna Taylor (24) after their poor experience of recruitment agencies. (OnRec) IT recruitment market wobbles as contractor vacancies dry up
The number of job vacancies advertised for contract IT staff has fallen for the first time in four years, raising fears of a slowdown in IT recruitment, research reveals. The latest quarterly jobs survey, by analysts SSL and Personnel Today's sister title Computer Weekly, found that demand for contract IT
staff declined by 12.7% between the first and second quarters of the year. (PersonnelToday)
Skills on the rise as market shifts
The outsourcing of IT jobs overseas appears to be having a major impact on the employment market in the UK. Jobs for lower-paid professionals such as helpdesk and operations staff are in decline, with many companies finding it cheaper to outsource day-to-day operations to the developing world in India and the
Far East. Meanwhile, there are plenty of options for people with proven management records and with the skills that are most in demand. (ComputerWeekly)
Deep Release:
Wachtell, Lipton, Rosen & Katz Named Top Law Firm for Prestige, Says New Top 100 Vault Guide;
Firm Takes Top Ranking in Best-Selling Vault Guide for Fourth Straight Year
Career publisher Vault Inc. (www.vault.com) has released the 2007 edition of its best-selling Vault Guide to the Top 100 Law Firms, and Wachtell, Lipton, Rosen & Katz ranks highest in overall prestige. This is the fourth straight year that Wachtell, Lipton, Rosen & Katz has been ranked number one.
A record 16,000 attorneys across the U.S. rated law firms based on each firm's prestige. Attorneys were not permitted to rank their own firms.
The top 10 law firms are ranked as follows:
- Wachtell, Lipton, Rosen & Katz NY, NY
- Cravath, Swaine & Moore NY, NY
- Sullivan & Cromwell NY, NY
- Skadden, Arps, Slate, Meagher & Flom NY, NY
- Davis Polk & Wardwell NY, NY
- Simpson Thacher & Bartlett NY, NY
- Cleary, Gottlieb, Steen & Hamilton NY, NY
- Latham & Watkins Los Angeles, CA
- Weil, Gotshal & Manges NY, NY
- Kirkland & Ellis Chicago, IL
In addition to prestige, the Vault Guide to the Top 100 Law Firms includes other rankings. Law firms are evaluated in terms of strength in practice and quality of life issues. Law firms are also ranked by region. In addition, the guide ranks firms based on diversity in terms of minorities,
women, and gays, lesbians & bisexuals.
Each firm is profiled in the guide; topics include history, notable clients, recent deals, practice areas, salaries, perks, recruiting contacts and corporate culture.
The Vault Guide to the Top 100 Law Firms is the only updated insider guide to the country's top law firms. It is available at bookstores nationwide or by ordering through www.vault.com .
About Vault Inc.
Celebrating its tenth anniversary, Vault Inc. is the leading media company focused on careers. Vault offers over 100 nationally distributed books. Vault is celebrated for its online resource, www.vault.com -- which offers surveys and "insider" information on more than 4,500 employers, 4,000
colleges and universities, and hundreds of industries and occupations -- as well as the much-praised Electronic WaterCooler(TM). Vault was founded in 1996 by Hussam Hamadeh, Samer Hamadeh, and Mark Oldman.
Deeper Still:
Compensation Resources, Inc. Releases Its 2006 College Graduate Salary Survey
Compensation Resources, Inc. has released the results of its 2006 College Graduate Salary Survey. The purpose of this study was to obtain compensation data and information on recruiting and hiring trends for recent and new college graduates. Data was collected in June 2006, and was compiled from survey
questions that were developed by CRI and distributed to companies in over 12 industrial classifications, representing publicly-traded, privately-held, and not-for- profit organizations.
Results indicated that in 2006, the average base salary is 10% higher than it was in 2005. Although annual bonus amounts are relatively the same, the number of companies that provided a bonus increased from 28% to 46%. Other survey highlights:
- Publicly-traded and privately-held companies consistently provided
higher base salaries, annual bonus/incentives, and signing
bonus/incentives as compared to not-for-profit organizations.
- The majority of responding companies indicated that turnover rates for
recent college graduates was 15% or less.
- Throughout 2005 and 2006, the most frequently stated functional areas
in which companies expected to hire the most college graduates include
the following: Accounting, Actuarial, Engineering, Information
Technology, Marketing, Product Development, and Sales.
For more information on ordering this survey, please visit http://www.CompensationResources.com
About Compensation Resources, Inc. (CRI): CRI provides compensation and human resource consulting services to mid-size and Fortune 500 clients, as well as public, private, not-for-profit, family-owned, and emerging companies, specializing in executive compensation, sales and incentive
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
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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