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Today's BERT (Recruiting Blogs
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Reveille and Hyperbole: TMP Worldwide Advertising & Communications, one of North America's leading
recruitment advertising agencies, announced today that the Board of Directors of
Monster Worldwide (MNST) has
approved a definitive agreement to sell the Company to its senior management
team and VSS Mezzanine Partners, an investment fund managed by Veronis Suhler
Stevenson. TMP Worldwide's present management team, led by President and Chief
Executive Officer Michelle Abbey, will continue to operate the business. The
purchase price of the transaction is $45 million.
The Case Foundation and Civic Ventures present a
LIVE WEBCAST EVENT with the $100,000 Purpose Prize winners, together
for the first time. 2:00 p.m. ET—September 7, 2006 Selected from 1,200
nominees, the five winners are leading a new age of social innovation. This live
webcast will kick off the first Purpose Prize Innovation Summit, cosponsored by
the Stanford Graduate School of Business' Center for Social Innovation.
The Society of Hispanic Professional Engineers (SHPE), the
largest and fastest growing Hispanic technical organization in the US,
announced a new partnership with LatPro.com,
the premier job board for Hispanic and bilingual professionals. As a result of
this exclusive agreement, LatPro has designed, developed and powers a
state-of-the-art online career center connecting SHPE members with employers,
recruiters and Fortune 100 companies.
Seattle-based firms Jobster Inc.
and PayScale Inc. announced their partnership agreement and
technology integration. Jobster, an online recruiting service that simplifies
the difficult process of making successful career matches for jobseekers
and employers, and PayScale, a vendor in online compensation and benefits
information, will provide jobseekers and employers with the freshest online job
postings combined with valuable compensation intelligence.
The Human Capital Institute
(HCI), a global professional association and educator in talent management
strategies, and the Executive Development Center, a division of the
Leavey School of Business at Santa Clara University (SCU), announced that Karl
Albrecht, management consultant and bestselling author, will speak at a
networking breakfast at the Benson Memorial Center on SCU's campus on Tuesday,
October 3, from 8:00 a.m. to 11:30 a.m. PT. The event is part of an ongoing
series of HCI academic networking events for the Silicon Valley business and
professional community.
Employment Screening Resources (ESR), a leading nationwide pre-employment
background screening firm, announced it has released a new series of
mini-courses for
the ESR Safe Hiring Certification Training -- the first and only online
educational and professional development courses in safe hiring and employment
screening.
HireDesk™, a division of Talent
Technology Corporation and an award-winning provider of on demand recruitment
and employee selection solutions, announced that
Xela Human Resource Solutions has deployed HireDesk as its recruiting solution. Xela Human Resource
Solutions is an integrated Recruitment and Human Resource services company.
Manpower Inc. has released a
white paper on the talent paradox in China - the critical shortage of
workers in the world's most populous country - and how the growth of Western
firms in China is being stalled by talent management challenges. Manpower
reveals that Western employers' who fail to adapt to the Chinese way of working
will have the greatest problems, facing even higher attrition levels and not
finding the right people. The White Paper explores how organizations can better
attract, engage and retain employees during the talent shortage by understanding
employees' needs and aspirations.
Authoria, Inc., the leader
in integrated talent management solutions, announced record-breaking results for
the second quarter (ended June 30) with a 78-percent increase in revenue. Trends
were marked by existing customers expanding their deployment of Authoria(R)
2006, a full suite of strategic talent management solutions, numerous customer
conversions to Authoria's on-demand model, and new customer wins that span
diverse industries.
Deck Chairs: SDForum,
Silicon Valley's leading source of information and education in the technology
community, announced the appointment of Susan Lucas-Conwell as Executive
Director. Susan will be responsible for managing the strategic direction and all
major SDForum initiatives....
You Should Know:
Australia: The ABC on Generation Y
GENERATION Y is thriving in regional Australia with over 34 per cent of 16-30
year olds, (1.4 million Gen Ys), living outside of the major capital cities.
Generation Y is a key target market for many of the nation's advertisers and, as
detailed in the IMPACT36 survey released this week, those who ignore regional
Australia will miss out. (Central
Western Daily)
Boomer Bank: no fees, service with
a smile Generation Y has discovered the best deal is living at home with mum and dad
writes Bernard Salt
WHICH bank has the most competitive interest rates and the best customer
service? It most certainly is not the CBA, NAB, ANZ or Westpac, nor is it St
George or Bendigo Bank. The problem with these wily institutions is that they
each require their customers to repay money borrowed, with interest. Hardly an
ideal arrangement from the customer's point of view. No, the bank that
leaves all others for dead is Boomer Bank. (Australian)
Generation Y in poor financial form: CBA
Young Australians are more keen on buying the latest technology instead of
saving for the future says Michael Cameron, group executive of CBA Retail. This
desire for instant gratification has left them with big aspirations but no real
plan to save or budget in order to achieve their dreams. Many twentysomethings
are already highly geared with 73 per cent of Generation Y having some form of
debt, according to a new survey by Commonwealth Bank (CBA). (Ninemsn)
Gen Y "wants it all now"
THEY want cars, houses and holidays within five years. But almost two-thirds of
Australians aged between 18 and 24 have no plan on how to save for them. New
research by the Commonwealth Bank has found just 37 per cent of young adults
have prepared a budget to save money for their expensive goals. The Y Money
Matters survey says 73 per cent already have some form of debt and 48 per cent
say they live day to day and do not let their debt affect their daily purchases.
(News.com.au)
Global: Generation Y for Dummies
Called everything from the MyPods to the Baby Boomlets to the Boomerang
Generation, they're quickly filling the department ranks. eWEEK investigates why
these employees are different and why you should care. Remember that time
you were talking to the Generation X-aged employee in your department and
referred to punch cards and he or she responded with a blank stare? (eweek)
Figuring out Boomers, Gens X and Y
These days, one of the common studies among experts in any field dealing with
people is the similarities and differences of the three generations that
currently make up a majority of the American workforce. Advertisers,
psychologists, educators and the like all are trying to better understand these
people. As a talent management professional, I'm obviously intrigued by how
these generations affect the process of hiring, developing and retaining
employees. Let's start with a quick rundown. (ReliablePlant)
US: School district discovers unity in
generation gap
Training - Recognizing that different eras have different work styles makes
strengths apparent
The West Linn-Wilsonville School District has discovered a gap among its
teaching staff. A four-generation gap, to be exact, and some schools are taking
the different qualities of the "traditionalists," baby boomers, Generation Xers
and "millennials" into account when making decisions. (Oregonian)
Defining Moment: Sept. 11 and Generation Y
Pearl Harbor stamped "the Greatest Generation," the Kennedy assassination marked
the baby boomers. Were the terrorist attacks five years ago such a moment for
Generation Y? As Sept. 11, 2001, nears another anniversary, America's
rising youth -- together with the scholars and marketers who study them -- are
pondering its impact on attitudes and outlooks. (Newhouse)
Self vs. sacrifice
The style Sunday at Westminster Church of God's CRAVE group for 18 to
25-year-olds was relational, which is the way the group members like it.
"There's been a very deep need in our community for a group of people our age
who are willing to stand with each other [and] ... share a common faith," said
CRAVE member Travis Jarratt of Manchester. Generation Y-ers - experts
quarrel over the parameters of this group, but generally agree it consists of
people born between 1978 (or 1980) and 2000 or 2001 - want a relationship-rich
religious faith, according to 2005 study of this group, called "OMG: How
Generation Y is redefining faith in the iPod era," by Anna Greenberg. But
despite some stylistic differences, Generation Y-ers are absorbing the same
version of religion as their parents - and that may be a cause for alarm, said
Melinda Denton, associate professor of sociology at Clemson University and
co-author with Christian Smith of "Soul-searching: the Religious and Spiritual
Lives of American Teenagers." (CarrollCountyTimes)
Burning Man Art Festival Draws 30,000 Into Nevada Desert
Explaining Burning Man is impossible. You could try and start with the basics: a
weeklong art festival, middle of the desert, 30,000 participants, a massive
drug-fueled orgy of the senses. You could try -- and fail -- making
comparisons: Burning Man is the Woodstock of Generation X, a weeklong party for
iPod nerds and punk-rock pixies. (ABC)
Gen-X parties hit the road in RVs
This is not your grandparents' RV -- unless their trailer was outfitted with
disco ball lights, Tiki fabrics and a flat-screen TV. Generation X-ers,
who grew up on "Star Wars," Ataris and Cabbage Patch Kids, have become the
fastest-growing group of RV buyers, a trend that is forcing the $14-billion
industry to rethink how it designs and markets the ultimate toys for grown-ups.
(Los
Angeles Times)
Generation Y
The ‘Y Generation' has cast a different look on the workforce.
Every generation brings its own unique look at the world to the workplace. As
the "Y Generation" begins to enter the workforce, some have seen a noticeable
difference from previous generations. According to Rainmaker Thinking, a
consultant group dealing with generational issues in the workplace, Generation Y
represents those born in 1978 or later. (Independent)
U.S. Television Homes Up 1.1 Percent
The total number of television households within the U.S. is now estimated at
111.4 million, an increase of 1.1 percent since last year, according to Nielsen
Media Research. Nielsen's estimate of television viewers within the population
is also up 1.1 percent to 283.5 million. One of the fastest growing demographic
categories was persons aged 55-64, which increased by 3.9 percent. Those in
their teens and 20s—"Echo Boomers/Generation Y"—also experienced strong growth,
with persons 18-24 increasing by 2 percent to 28.5 million. (WorldScreen)
Deep Release:
"Active Workforce" is the Answer for
Restaurant Industry's Hot Job Growth, Say Experts Expert provides tips for hiring Baby Boom workers and for capitalizing on
this expert applicant pool
While the restaurant industry has escaped the wave of American jobs moving
overseas, a maturing worker population combined with demographic changes and
blistering growth have set the stage for a dramatic shortage of employees. The
answer? America's Baby Boomer population, which is eschewing traditional
retirement to stay engaged in the working world.
Like their counterparts in the "Y Generation," the Baby Boomers are making
their own rules, and employers need to change their traditional thinking in
order to reap the rewards of a golden age hiring opportunity. That's the bottom
line from Mel Kleiman, President of Humetrics, Inc., a research division of
Deploy Solutions, a leading workforce management solutions provider.
"With people living longer, the Baby Boomer population is redefining age 65,"
Kleiman explains. "It's now considered older middle age . . . people are more
fit today, and they're refusing to slow down. Boomers want to stay more active
and engaged."
That motivation will likely be fed by the thriving restaurant industry.
Employment growth in both the full-service and limited service restaurant
sectors have caused them to become two of the top 10 largest growing industries
in the country, according to projections by the Bureau of Labor Statistics
(BLS). The BLS figures were recently cited in a "Workforce 2006" brief from
People Report™, a provider of HR metrics, benchmarks, and trends for the food
service industry. Nearly 1.3 million jobs are expected to be created by the year
2014, the BLS projections say; accounting for persons who will permanently leave
food service work during that time, about 6 million workers will be needed.
Enter the "active workforce," a term coined by Kleiman. The BLS projects that
workers age 16 to 24 will decrease slightly over the next decade, as many of
these younger workers are delaying the time when they enter the workforce.
However, workers age 65 and older are projected to increase by nearly 75
percent. The active workforce can offer traits like stability and maturity,
Kleiman notes, aspects that are sure to benefit the restaurant world, and other
industries.
Yet, the active workforce will also likely have a different set of priorities
and work routines, he cautions. Employers not only have to change their hiring
approach to appeal to this large demographic, but also need to adopt new
approaches to recruiting and interviewing, and offer flexible schedules.
"Equally important," adds Kleiman, "is that employers re-train a range of staff
to avoid common pitfalls caused by a lack in diversity."
"The chief problem can be that of intimidation," he explains. "A younger
manager can easily become intimidated by a more experienced employee . . . he or
she may either believe the one extreme, that the person is too old and can't do
the job, or may be intimidated by the person's age and expertise, and can't
relate."
Deploy Solutions recommends the following tips for hiring and managing the
active workforce, along with a few areas to avoid:
Build a recruiting message that will attract and appeal to the Baby
Boomers.
Create an interviewing process geared to someone with a great deal of
work experience.
Flexible work schedules are paramount. Baby Boomers may not seek full
retirement, but their priorities now revolve around their personal lives
– their
families, in many cases, and schedules need to fit those lifestyles.
Consider job-sharing as a means for enabling flexible work schedules.
Include age diversity in your corporate diversity strategy
– now.
Don't give in to age-driven stereotypes. Continue to train managers and
employees to ensure they don't discriminate and specifically make managers
aware of how to treat someone who's older.
Understand their physical needs. Be aware of limitations when making
work assignments.
Encourage managers to solicit active workforce employee's ideas, and
utilize their decades of work experience.
About Deploy Solutions
Deploy Solutions, Inc. provides companies with a competitive advantage in the
marketplace by optimizing performance in recruiting, hiring, and retaining top
employees. The Deploy Enterprise Talent Suite™ is a proven solution that
improves the quality and performance of the workforce, reduces the cost of
talent acquisition, and supports regulatory compliance. The company draws upon
flexible technology, deep domain experience, and a comprehensive approach to HR
metrics and analytics to drive measurable results for its customers. Deploy
provides talent management solutions to a diverse and prestigious list of
customers, including: Securitas, Hess, Sheetz, Flying J, The Pantry, Wakefern
(ShopRite Stores), Tire Kingdom, Century Theaters, FedEx, Bristol-Myers Squibb,
American Electric Power, and many more. For additional information, call
877-GO-DEPLOY (877-463-3756) or visit
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