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AUTHORIA WEBCAST FEATURES REUTERS: Mastering the Ultimate Staffing Metric: Quality of Hire
Reveille and Hyperbole:
Allstate Insurance Company
was recognized as one of the "Top 50 Companies for Hispanics" for the second
straight year by Hispanic Business magazine, a national business and finance
publication aimed at Hispanic professionals. The companies named to this list
were selected based on their commitment to Hispanic hiring, promotion,
marketing, philanthropy and supplier diversity.
Frost & Sullivan's
Healthcare Practice in Asia and Middle East will
host an analyst briefing webinar on September 12, 2006, 11 am to 12 Noon Indian
Standard Time (GMT + 5.5 hrs). The briefing provides an understanding on the
outsourcing in the healthcare industry with an emphasis on the pharmaceutical
and biotech sectors highlighting the Indian Perspective. Since January 2005 with
product patents being recognized, Indian companies have become the Partners of
choice for outsourcing of basic drug discovery. India has proved to be a
lucrative destination for outsourcing Clinical Research activities too, not only
for cost benefits but also for its rich talent pool of trained doctors and huge
patient population. Those interested in participating in the interactive
webinar should register at
http://w.on24.com/r.htm?e=27352&s=1&k=8C6A18641FE9B58AC7DFF0BC2E7FB17A
or send an email to Shwetha Thomas – Corporate Communications at
sthomas@frost.com with the
following information: full name, company name, title, telephone number, e-mail
address, city, state and country. The registration details will be emailed to
you upon receipt of the above information.
Are you avoiding pitfalls in your recruiting metrics?
Let's face it, when building great metrics for recruiting, it's easy to get caught up in the details or miss the mark. SmartPost would like to share with you some of the most common metrics mistakes, so you can avoid them.
5 Tips to improve your Recruting Metrics
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www.smartpost.com
Deck Chairs:
Adnexus
Therapeutics(TM) announced expansion of its
management team to advance corporate and pipeline development. Erin E. Lanciani
assumes the role Vice President, Human Resources. ...John Short joined
Sigma-Aldrich Corp.
as director of organization development, the same position he previously held
with Kellwood Co., Sigma said Tuesday. In his new job, Short will join
Sigma-Aldrich's corporate human resources team and will lead the firm's global
training and development function. He will report to Sigma-Aldrich's vice
president of human resource, Doug Rau, and will be based in the firm's St. Louis
headquarters. .... Royal Caribbean
Cruises Ltd. has named long-time Human Resources (HR) executive Maria Del
Busto its vice president of Human Resources. In her new role, Del Busto will be
the company's chief human resources officer and assume lead responsibility for
the company's HR functions worldwide serving over 40,000 employees. ...Bill
Carroll joined Kforce Government Solutions Inc.,
Fairfax, Va., as managing director of homeland security business development.
Carroll most recently was program director at the U.S. Immigration and
Naturalization Service.....Kathy
Barton joined performance-based hiring training and consulting company
Adler Group Inc., Miami, as
senior vice president of business development and marketing. Barton most
recently was senior vice president of marketing and product management for
Peopleclick Inc.
...
You Should Know:
Global:
Worst ways to get fired
No one expects companies to be the warmest, fuzziest creatures. But some of
their behaviors can be stunningly (and, you might argue, stupidly) cold.
You probably have never done a perp walk, been suspected of stealing or been
treated as if you were a toxic agent. Yet you may feel like you have if you ever
are laid off by a company that practices some of the moves ripped straight from
The Corporate Guide to Crazy. The list of dehumanized moves is long and
not likely to get shorter in an age where speed, telecommuting, cost cutting,
efficiency and assets rather than human capital are king. "The things that get
done in the name of expediency are quite shocking," said Dale Klamfoth, senior
vice president at WJM Associates, an executive and organizational development
firm. (CNNMoney)
India:
Internal branding
Traditional belief about branding - and the biggest myth in the world of
business - continues to be that branding is for external purposes, for
communicating to consumers and that it is the exclusive preserve of the
marketing function. Then came the belief that advertising, PR, database and
direct marketing, interactive media must all create a consistent impression, and
thus was born integrated branding, 360-degree branding, total branding and what
have you. Not to mention PR agencies, direct marketing agencies and interactive
agencies. But you may notice, that there aren't, as yet, organisations that
specialise in what is called internal branding. (Business
Line)
UK:
Make your employer brand more about substance and less about spin
Employers need to become much clearer and consistent about how they manage their
workers and what they want from them if they are to make the most of their
employer brand, the man who coined the term has warned. Simon Barrow, who this
month publishes the first book on the concept, has warned that, while companies
are more than happy to bandy about the idea of having an employer brand, few in
reality understand fully what this means. (Management
Issues) Only a Quarter of Organisations Measure Employer Brand
Investment
Despite employee engagement being the current buzzword, an international
Employer Brand survey of over 500 HR executives by global talent solutions
business, Bernard Hodes, found that only six out of 10 employers have a formal
employer branding effort in place. One possible reason is that Employer Brand
programmes can be hard to justify to the bottom-line. Only a quarter, (24%) of
respondents noted that their organisations were able to measure their employer
brand in terms of recruitment and retention. Even fewer, one in eight (13%)
indicated that the value of their employer brand is calibrated by their overall
company performance. (OnRec)
US:
The IRS is Outsourcing
Got back taxes? Private collection agencies may be calling you.
Beginning this week, about 12,500 people across the country who owe taxes to the
federal government will be getting phone calls to pay up. But the calls will be
coming from private collection agencies -- not the Internal Revenue Service. So
if you owe less than $25,000 to Uncle Sam, get ready for the Tax Man's backup
men. (WTRF)
Thousands already cut from HP adjust to losing HP way of life
If everyone laid off by Hewlett-Packard moved to the same city this autumn, they
would fill all the houses and apartments in Cupertino -- and 2,600 people would
still need homes. Welcome to ex-HPville: population 53,100. These days, tech
companies keep chiseling away at their workforces. The latest layoffs are coming
from Intel, which announced Tuesday that it is axing 10,500 jobs. (MercuryNews)
The Thorny Cultural Thicket of Outsourcing, Part 2
Firms must ditch the concept that customer complaints arise from superficial or
surface reasons such as having to converse with someone with an accent, says
Patrick Morrissey, senior vice president of Savvion. "Ultimately, if a problem
gets solved, then the customer doesn't care where the rep is located." Many
Americans have come to dread hearing a foreign accent when a customer service
representative comes on the line, assuming that such agents will be ill-equipped
to help them. In fact, as Part 1 of this two-part series notes, many would
rather speak to someone blatantly rude or condescending than to a person whose
English inflection differs from their own. (CRMBuyer)
The Best Places To Launch A Career
The top 50 employers for new college grads
Like many other baseball fans, Joe Kosa, 28, is spending his Sunday glued to a
TV. But relaxed he's not. Instead, the ESPN (DIS ) production assistant is
stationed in front of dozens of flat-screen TVs tuned to global sporting events
at the headquarters of the Disney-owned network. He's furiously jotting down
notes to weave into a storyline that will be read in 60 seconds flat on
tonight's 6 p.m. SportsCenter broadcast. (BusinessWeek)
Monster Names Former Nike, SEEK Executive To Head Asia Pacific Region
Who better to build Monster Worldwide's Asia Pacific operations than an
experienced marketing manager who helped expand one of the world's biggest
brands with a swoosh across the Pacific Rim? That's the notion that moved
Monster Worldwide to recruit former Nike executive Tony Balfour as president of
its Asia Pacific operations, a newly created position the online recruiting
giant hopes will help propel the growth of its existing operations in India,
South Korea, China, and elsewhere in the region. (Inside
Recruiting)
Hollywood calling
Want Tom Cruise's now-vacant job? Here's what you need to know.
HELP WANTED: Media conglomerate seeks qualified applicant to fill movie-star
position recently vacated after 14 years. High salary and generous benefits
package included. Candidate may be any age, although employer would prefer a
younger job-seeker. More important is the applicant's ability to sell tickets
internationally in large quantities. In order to accomplish desired task,
applicant would need to have a winning smile and modest acting abilities. He or
she (this company does not discriminate on the basis of sex, although a male
applicant would be desirable) does not have the time to develop a career. The
company is looking for someone who is an established movie star and has the
ambition to move to the next level (superstar). (Orange
County Register)
Kind networkers can encounter its ugly underbelly
Intern horror stories
The nonprofit group where Sadie Dingfelder works was looking for a new Web
designer a few months ago. And so when she met an unemployed friend of a friend
at a party who told her he had just that background, she thought she could help.
``It sounded like he had a lot of experience," she said. She kindly told him to
send her his resume and she would assist him. As an editor, she figured she
could look it over, give him some tips, and then forward the resume to the
hiring managers. Dingfelder's offer is every job seeker's dream: an ``in"
that will help his resume stand out among hundreds that are e-mailed or sent to
``To whom it may concern." But there is an ugly underbelly to networking,
as Dingfelder soon discovered. (BostonWorks)
Deep Release:
Inc. Magazine Reveals Its 25th Annual List of America's 500
Fastest-Growing Private Companies
- HRsmart, Ranks No.351 on the 2006 Inc. 500 With Three-Year Sales
Growth of 392.8%
- 2006 List First to Include Businesses That Started Immediately Before
and After 9/11
- D.C., NYC, L.A., Boston, and Atlanta Are Home to Fastest Growing
Businesses in the U.S.
- More Than 10% of Inc. 500 CEOs Were Born Outside the U.S.
- List Shows IT Services, Health, Retail, Real Estate and Human Resources
as Top Industries
Inc. magazine has announced its 25th annual Inc. 500 ranking
of the fastest-growing private companies in the country. A leading global talent
management solution provider, HRsmart, ranks No. 351 on the list, with
three-year growth of 392.8 percent, In addition, it becomes part of the elite
who have made the Inc. 500 list three times. Prior to the 2006 Inc. 500 list,
only 650 companies have made the list three times in the entire 24-year history.
HRsmart's CEO Mark Hamdan credits an increased focus on efficient,
cost-effective talent acquisition by organizations resulting in the need for
innovative technology with the company's 392-percent growth from 2003 –2005.
"In recent years, many organizations have increased their focus on acquiring
good, solid talent quickly while controlling costs through automation," said
Mark Hamdan, CEO of HRsmart. "This phenomenon has led to Human Resources playing
a much more strategic role within organizations, requiring them to automate
additional functions such as performance management, succession planning and
corporate learning."
HRsmart plans to continue recognizing record growth as human resources holds
a more visible role within organizations. Companies are recognizing the value of
technology solutions for retaining their talent and HRsmart will remain on the
cusp of new technology, having successfully implemented performance appraisal,
learning management and succession planning solutions in several Fortune 500
companies.
The 2006 Inc. 500, as revealed in the September issue of Inc., reported the
most robust bunch of companies the magazine has ever compiled, with aggregate
revenue of $19.7 billion, up from $16.5 billion last year and $12.9 billion in
2000. The two largest companies on this year's Inc. 500 are the biggest ever to
make the list –
No. 170 Western Refining ($3.4 billion in revenue) and No. 376 Newegg.com ($1.26
billion) – and
the third and fourth companies in Inc. 500 history to crack the billion-dollar
mark. In all, 14 companies topped $200 million in annual revenue, compared with
11 last year.
Most important, the 2006 Inc. 500 companies were engines of job growth,
having created more than 90,000 jobs since those companies were founded.
This year's list is the first to include businesses that started up
immediately before and after September 11, 2001
– including the No. 1
company and 20 companies in the top 50
– as well as many companies that had to raise capital
after the dot-com bubble burst. In total, 104 companies listed on this year's
Inc. 500 were started after 2000.
"If you want to find out which companies are going to change the world, look
at the Inc. 500," said Inc. Editor Jane Berentson. "These are the most
innovative, dynamic, fast-growth companies in the nation, the ones coming up
with solutions to some of our most intractable ills, creating systems that let
us conduct business faster and easier, and manufacturing products we soon
discover we can't live without. The Inc. 500 list is Inc. magazine's tribute to
American business ingenuity and ambition."
Hottest Regions for Fastest-Growing Companies Federal spending again
propels a large number of companies from Washington, D.C., Virginia, and
Maryland onto the Inc. 500.
Washington, D.C., is the top metropolitan area for the fourth consecutive
year, with 43 of the fastest-growing companies, an increase of one over last
year. New York City is a close second and the biggest gainer, adding 17
companies for a total of 42 companies this year, followed by Los Angeles with 25
(down seven companies from last year), Boston with 24 (down three companies),
and Atlanta with 20 (no change).
California is the state with the most Inc. 500 companies
– 66 (down from 77 last
year). Virginia and New York both are home to 34 of the fastest-growing
companies, followed by Texas (32) and Massachusetts (28).
The Immigration Debate
At least 55 of this year's Inc. 500 CEOs were born outside the U.S., coming
from countries as far-flung as Argentina, the United Kingdom, India, Russia,
Pakistan, and the Philippines. The companies they run employ more than 14,300
workers and contributed more than $1.36 billion to the economy last year. Other
countries may offer cheaper business costs (India, China) or more incentives for
entrepreneurs (Ireland, Taiwan), but America still retains its
land-of-opportunity glow for these CEOs.
Hottest Industries for Fastest-Growing Businesses
The largest business category among this year's Inc. 500 is IT Services, with 68
companies in this category. Health (36 companies), Retail (35 companies), Real
Estate (30 companies), and Human Resources (29 companies) round out the top
industries ranked on the 2006 Inc. 500.
Methodology
The 2006 Inc. 500 list measures revenue growth from 2002 through 2005. To
qualify, companies had to be U.S.-based, privately held independent
– not subsidiaries or
divisions of other companies –
as of December 31, 2005, and have, and have at least $600,000 in net sales in
the base year.
Visit
http://www.inc.com to dig deeper into this year's
Inc. 500 rankings To celebrate the 25th annual Inc. 500 list, Inc.com has
assembled an exclusive lineup of interactive resources that includes:
• Interactive maps allowing for quick insight into
regional and industry trends •A
timeline of world events and pop culture trends that shaped the past 25 years
that explains how the Inc. 500 corresponds to and is reflected by those events
•Slide shows of
the top companies and most innovative products from the Inc. 500 class of 2006
•A quiz that
includes interesting facts such as which former Inc. 500 CEO won a World Series
ring.
About HRsmart, Inc.
Founded in 1994, HRsmart provides a fully hosted, network-delivered suite of
talent management software solutions including applicant tracking, online
recruiting, performance management, learning management, career development,
succession planning, employee referral and job distribution.
HRsmart supports a wide range of clients including, but not limited to, the
medical, retail, manufacturing, financial, government, hospitality,
petrochemical and telecommunications industries.
Many organizations, including Fortune 500 companies, commercial public career
boards and recruiting firms turn to HRsmart for their talent management needs.
HRsmart has operations in the United States, Europe, Canada and Latin America
and offers solutions in English, Spanish and French. For more information,
please visit
www.hrsmart.com.
Inc.,
http://www.inc.com, the only major business
magazine dedicated exclusively to owners and managers of growing private
companies, delivers real solutions for today's innovative company builders. It
provides hands-on tools and market-tested strategies for managing people,
finances, sales, marketing, and technology. Inc., a Mansueto Ventures LLC
publication, inspires and informs, with cutting-edge coverage that reflects our
readers' energy, brashness, and imagination.
TopUSAJobs.com: Guide to Top Specialty Boards
Coming Soon:
|
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
|
HR-XML Consortium's
Summit
Oct. 25-26
Barcelona, Spain
$265
More Info
Register |
|
8th
Annual Corporate University Week
Design, Deliver & Evaluate Effective Training
November 13-16, 2006
Disney's Contemporary Resort, Orlando FL.
$2,298 |
Bangalore HR Summit 2006
December 15 & 16, 2006
Leela Palace, Airport Road, Bangalore-1,India
$250
Learn More |
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